I) Motivation Why do we focus on apprenticeship II) Definition - - PDF document

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• Irmgard Nübler

ILO Workshop on Apprenticeship in the West African Region 3 - 4 May 2007 International Labour Organization EMP/SKILLS Department Geneva, Switzerland

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• Apprenticeship – a multi-dimensional approach

I) Motivation

Why do we focus on apprenticeship

II) Definition

What do we mean by “apprenticeship”

III) The Challenge

Improving the outcomes of apprenticeship

IV) Analytical Framework

The role of institutions in apprenticeship

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• Why do we focus on

apprenticeship

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I) Motivation: Why do we focus on apprenticeship

• is a widely used approach:
• historically, in pre-industrial Europe and America
• in developing countries (informal economy)
• developed countries (formal economy)
• is a cost-effective training method
• has the potential to adjust to new challenges

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What do we mean by apprenticeship

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• II) Definition: What do we mean by apprenticeship

Apprenticeship is a system which provides training in productive skills and a financing scheme to meet financial constraints of young people

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• II) Definition: What do we mean by apprenticeship

1) Contract between master trainer and apprentice 2) Training integrated into production process 3) Training and learning process: „cognitive“ apprenticeship 4) Training for occupational competence 5) Restricted to young people 6) Sharing costs and benefits of training between M&A* 7) Duration of apprenticeship is fixed in advance

• M&A = Master craftsperson or

trainer and Apprentice

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Improving the

• utcomes of

apprenticeship

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III) The challenge: Improving the outcomes of apprenticeship

M&A have incentives to conclude a contract and participate in apprenticeship Functional

• utcome

…working…

• Relevance / quality of skills?
• Equity of Access?
• Employability of apprentices?
• Productivity and compe-

titiveness of enterprises? Development

• utcome

…but well?

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$ % ! The role of institutions in apprenticeship

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IV) Analytical framework: The role of institutions in apprenticeship

Provide incentives for M&A to participate in apprenticeship Functional

• utcome
• Relevance / quality of skills?
• Equity of Access?
• Employability of apprentices?
• Productivity and compe-

titiveness of enterprises? Development

• utcome

Institutional Framework (rules + enforcement)

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IV) Analytical framework: The role of institutions in apprenticeship training & allowances labor & fees

Apprentice Master

• Apprenticeship agreements are non-simultaneous

=> risks & uncertainty

Embedded in institutional framework Apprenticeship agreements

• are a set of promises on future behaviour

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IV) Analytical framework: The role of institutions in apprenticeship

1) expected benefits of training justify the costs 2) they trust in each others cooperative behavior How does the institutional framework create these conditions?

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IV) Analytical framework: The role of institutions in apprenticeship

2) reduces uncertainty by making behavior predictable (enforcement of rules) 1) increases expected returns to training

• cost-effective training methods
• employable skills
• sharing costs and benefits

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IV) Analytical framework: The role of institutions in apprenticeship

Institutional framework also affects the outcome of apprenticeship in terms of:

• skills development
• decent work
• control for the quality of skills (standard setting)
• Support recognition of skills in labor markets (certification)
• ensure diffusion of new skills and technologies
• improve access for girls
• provide access to the very poor (microfinance?)
• respect the rights of workers

“Good” institutions…

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• IV) Analytical framework: The role of institutions in apprenticeship

This conceptual framework suggests that policies to upgrade apprenticeship need to reform, design and redesign institutions such that they

whilst

1.) Improve skills development and decent work (development objective) 2.) protecting and strengthening the incentives for masters and apprentices to participate in training (functional objective)

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