Job Market Monitor
training
Work-Based Learning – 20 guiding principles
This document presents 20 guiding principles developed by the ET 2020 Working Group on Vocational Education and Training (WG on VET) in 2014-2015. These principles were developed during a series of meetings, in-depth country focus workshops and webinars. The key purpose of the WG on VET is to respond to the objectives of ET 2020, … Continue reading
The Right to Request Time to Train regulations in UK – An appraisal
This mixed method appraisal reviewed the functioning of the Right to Request Time to Train, as of March 2015. The Right to Request Time to Train policy, which became effective in 2010, gives employees of large businesses (250+ employees) the right to submit formal requests to their employers for time off for study or training … Continue reading
Trade Union and Skills – Critical engagement may lead to improvements in the working lives of members and workers in general
This report seeks to improve our understanding of the involvement of trade unions in the domain of TVET and skills development at the national, sectoral and enterprise levels. It does this through case studies of ten countries at different stages of development and with different traditions of unionism and social dialogue. The literature review and … Continue reading
France – Employees in low-skilled jobs submit significantly fewer applications for training
Although employees in low-skilled jobs are as likely as any others to express an interest in receiving training, they actually submit significantly fewer applications for training. How can this gap be explained? While a wish to receive training goes hand in hand with employees’ perception of their career prospects, in conjunction with their aspirations, the … Continue reading
Training, Apprenticeship and Internship – 5 Models of work-based and work-related learning
In Germany work-based learning – which goes by the long-established title: “Learning in the Process of Work”, has been gaining in importance since the 1970s. The term learning here is considered the ideal for the comprehensive development that delivers professional competence. The digitalization of work actually reinforces a renaissance of learning in and through work. … Continue reading
Financing Workforce Development in US – Communities will have to develop programs that respond to needs
Workforce development financing has changed significantly over the last 25 years. In 2008, federal funding for the traditional workforce development system was 83 percent lower in real terms than it had been in 1980. As the federal system plays a smaller role in workforce development financing, the job training landscape better represents a “marketplace” where … Continue reading
Investment in training – Implementing a training contract reduced quitting by around 15%
Firms may hesitate to provide training which is general enough that it can be used in other jobs, if employees are likely to leave shortly after being trained. A “training contract,” which penalizes the employee for quitting quickly after being trained, may help solve this problem. Using data from a large US trucking company, we … Continue reading
Unions in UK – Members were a third more likely to have received training than non-unionised employees
The research shows that over the period 2001–2013 union members were a third more likely to have received training than non-unionised employees. The analysis isolates the union impact using regression analysis which controls for a variety of other factors (e.g. age, gender, occupation, sector etc.) and concludes that union members were 1.34 times more likely … Continue reading
Refugees in Germany – Vocational language training is the most effective
In 2015 and 2016, an estimated total of 1.2 million people arrived in Germany to ask for asylum. Although Germany had already experienced large inflows of asylum seekers in the early 1990s, the current situation is different not only in its scale, but also because many asylum seekers come from countries where the perspective of … Continue reading
Education and Training – The digital disruption is pervasive
With the compound annual growth rate of education and training expenditure projected at 7 to 9 percent globally over the next few years, and with only 2 percent of overall education spend designated as digital, private companies have invested an estimated $4.5 billion in education-technology companies in 2015. In response to massive demand for more … Continue reading
Training on entry – Improves worker-job matching and employee engagement
New recruits receive less training than employees with longer job tenure. Training on entry into post is provided less frequently for formerly unemployed individuals than for people already in employment prior to recruitment. Nevertheless, the fact of having received post-hire training seems to improve employee retention, particularly among the previously unemployed. Such training would appear … Continue reading
Informal On-the-job Training – Skill development appears to be larger than that of participation to training programmes
Due to lack of data on skill development, there is hardly any empirical literature on the contribution of different forms of human capital investments to workers’ skill development. In this paper, we provide more insights into the relevance of the assumption that the productivity of training is driven by the improvement of workers’ skills. We … Continue reading
The Future of Jobs – Rethinking education systems, incentivizing lifelong learning and cross-industry and public-private collaboration
The impact of technological, demographic and socio-economic disruptions on business models will be felt in transformations to the employment landscape and skills requirements, resulting in substantial challenges for recruiting, training and managing talent. Several industries may find themselves in a scenario of positive employment demand for hard-to-recruit specialist occupations with simultaneous skills instability across many … Continue reading
Training in 2016 – How the workforce really learns
Only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. This doesn’t mean traditional approaches to L&D are obsolete. They just aren’t enough anymore. At least not for today’s workers. Nearly two-thirds of L&D leaders think workers should connect with learning resources at least once-a-week in order … Continue reading
Publicly Funded Training in UK – Not possible to identify any unambiguous impact
Two strands of econometric analysis were undertaken – the first to assess the impact of training on productivity and the wage bill controlling for both publicly funded training (derived from the matched ILR-EDS-IDBR data) and overall training intensity (derived from the ESS) at . The second strand of analysis replicated the industry-level approach at (although … Continue reading
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