The expansion and contraction of the apprenticeship system in Australia, 1985-2020
- Authors: Smith, Erica
- Date: 2021
- Type: Text , Journal article
- Relation: Journal of Vocational Education and Training Vol. 73, no. 2 (2021), p. 336-365
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- Description: This paper chronicles and analyses the expansion and contraction of the Australian apprenticeship system from 1985 to 2020. The system expanded from a small number of occupations, mainly in craft and manufacturing areas, to include many other occupations, notably in the different types of service sectors. The expansion was achieved primarily through a new type of apprenticeship, known as a traineeship, to augment the existing more traditional apprenticeships. Since 2012, the system has contracted considerably, and the participation rate of women has been affected disproportionately. The period of expansion of the system was book-ended by two major government-instigated documents, in 1985 and 2011. In 1985 a Parliamentary Committee of Inquiry into Labour Market Programs proposed the introduction of traineeships, and in 2011 an Expert Panel on Apprenticeships sought to reduce numbers through the application of specific criteria for government support, which primarily affected the occupations served by traineeships. Two sources of evidence are used to examine the expansion and contraction of the apprenticeship system: data from the national apprenticeship statistics collection maintained by the National Centre for Vocational Education Research (NCVER) and key government reports over the 35 years. A brief overview of COVID-19-related developments in 2020 is included. © 2021 The Vocational Aspect of Education Ltd.
- Authors: Smith, Erica
- Date: 2021
- Type: Text , Journal article
- Relation: Journal of Vocational Education and Training Vol. 73, no. 2 (2021), p. 336-365
- Full Text:
- Reviewed:
- Description: This paper chronicles and analyses the expansion and contraction of the Australian apprenticeship system from 1985 to 2020. The system expanded from a small number of occupations, mainly in craft and manufacturing areas, to include many other occupations, notably in the different types of service sectors. The expansion was achieved primarily through a new type of apprenticeship, known as a traineeship, to augment the existing more traditional apprenticeships. Since 2012, the system has contracted considerably, and the participation rate of women has been affected disproportionately. The period of expansion of the system was book-ended by two major government-instigated documents, in 1985 and 2011. In 1985 a Parliamentary Committee of Inquiry into Labour Market Programs proposed the introduction of traineeships, and in 2011 an Expert Panel on Apprenticeships sought to reduce numbers through the application of specific criteria for government support, which primarily affected the occupations served by traineeships. Two sources of evidence are used to examine the expansion and contraction of the apprenticeship system: data from the national apprenticeship statistics collection maintained by the National Centre for Vocational Education Research (NCVER) and key government reports over the 35 years. A brief overview of COVID-19-related developments in 2020 is included. © 2021 The Vocational Aspect of Education Ltd.
Apprenticeships and ‘future work’ : are we ready?
- Authors: Smith, Erica
- Date: 2019
- Type: Text , Journal article
- Relation: International Journal of Training and Development Vol. 23, no. 1 (2019), p. 69-88
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- Description: The paper evaluates the readiness of apprenticeship systems to cope with five major developments affecting the future of work. The institution of apprenticeship has evolved over time in all countries, gradually adapting to changes in industrial processes, the economy, the labour market and education systems. This paper suggests, however, that recent changes in the economy and the labour market, and their concomitant effects on the likely future of work, have the potential to disrupt apprenticeship systems quite radically worldwide, and/or to make them less relevant in the 21st century. The paper draws on data from recent Australian and international research projects undertaken by the author, as well as the author’s engagement in Australian government exercises to discuss the future of apprenticeships. The research found that adaptations of systems and processes were being undertaken at company level and by stakeholders such as trade union or employer peak bodies. They were less frequently apparent, however, in government policy. The paper analyses the data to produce a framework of readiness for ‘future work’, but also queries whether adaptation of apprenticeship systems is necessarily desirable in all instances. Although the presence of multiple stakeholders in the system has previously been viewed as a strength of the system, it can also make even minor changes difficult to implement. This could prove to be a major impediment to apprenticeship’s future or could be a means of preserving its essential features. © 2019 Brian Towers (BRITOW) and John Wiley & Sons Ltd.
- Description: International Labour Organization, ILO with the assistance of the JP Morgan Chase Foundation.
- Authors: Smith, Erica
- Date: 2019
- Type: Text , Journal article
- Relation: International Journal of Training and Development Vol. 23, no. 1 (2019), p. 69-88
- Full Text:
- Reviewed:
- Description: The paper evaluates the readiness of apprenticeship systems to cope with five major developments affecting the future of work. The institution of apprenticeship has evolved over time in all countries, gradually adapting to changes in industrial processes, the economy, the labour market and education systems. This paper suggests, however, that recent changes in the economy and the labour market, and their concomitant effects on the likely future of work, have the potential to disrupt apprenticeship systems quite radically worldwide, and/or to make them less relevant in the 21st century. The paper draws on data from recent Australian and international research projects undertaken by the author, as well as the author’s engagement in Australian government exercises to discuss the future of apprenticeships. The research found that adaptations of systems and processes were being undertaken at company level and by stakeholders such as trade union or employer peak bodies. They were less frequently apparent, however, in government policy. The paper analyses the data to produce a framework of readiness for ‘future work’, but also queries whether adaptation of apprenticeship systems is necessarily desirable in all instances. Although the presence of multiple stakeholders in the system has previously been viewed as a strength of the system, it can also make even minor changes difficult to implement. This could prove to be a major impediment to apprenticeship’s future or could be a means of preserving its essential features. © 2019 Brian Towers (BRITOW) and John Wiley & Sons Ltd.
- Description: International Labour Organization, ILO with the assistance of the JP Morgan Chase Foundation.
Employer training in Australia : Current practices and concerns
- Smith, Erica, Callan, Victor, Tuck, Jacquiline, Smith, Andy
- Authors: Smith, Erica , Callan, Victor , Tuck, Jacquiline , Smith, Andy
- Date: 2019
- Type: Text , Journal article
- Relation: International Journal of Training and Development Vol. 23, no. 2 (2019), p. 169-183
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- Description: This paper presents and analyses results from a research project on current trends in employer training in Australia. While the formal vocational education and training (VET) system is well-researched, the everyday training that happens in workplaces is relatively under-researched in Australia. Using some of the results of an employer survey undertaken in 2015, the paper describes and analyses employer-based training across a range of industry areas. The survey included groups of questions on a range of matters, including the reasons why employers train, and how these relate to employers' perceptions of their operating environment, and the structures they have in place to manage and organize training. Detailed data are provided about three specific forms of training: in-house training and learning; the use that employers make of external providers of training; and employers' use of nationally recognised training - training from the VET system. Finally the paper reports what managers said about the barriers to providing more training. The paper analyses the findings in relation to the literature and also identified changes over time in training practices in Australian companies. Implications for training policy and practice, as well as for future research, are identified.
- Authors: Smith, Erica , Callan, Victor , Tuck, Jacquiline , Smith, Andy
- Date: 2019
- Type: Text , Journal article
- Relation: International Journal of Training and Development Vol. 23, no. 2 (2019), p. 169-183
- Full Text:
- Reviewed:
- Description: This paper presents and analyses results from a research project on current trends in employer training in Australia. While the formal vocational education and training (VET) system is well-researched, the everyday training that happens in workplaces is relatively under-researched in Australia. Using some of the results of an employer survey undertaken in 2015, the paper describes and analyses employer-based training across a range of industry areas. The survey included groups of questions on a range of matters, including the reasons why employers train, and how these relate to employers' perceptions of their operating environment, and the structures they have in place to manage and organize training. Detailed data are provided about three specific forms of training: in-house training and learning; the use that employers make of external providers of training; and employers' use of nationally recognised training - training from the VET system. Finally the paper reports what managers said about the barriers to providing more training. The paper analyses the findings in relation to the literature and also identified changes over time in training practices in Australian companies. Implications for training policy and practice, as well as for future research, are identified.
Old dogs, new tricks : Training mature-aged manufacturing workers
- Smith, Erica, Smith, Andy, Selby Smith, Chris
- Authors: Smith, Erica , Smith, Andy , Selby Smith, Chris
- Date: 2010
- Type: Journal article
- Relation: Journal of Workplace Learning Vol. 22, no. 5 (2010), p. 277-291
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- Description: Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
- Authors: Smith, Erica , Smith, Andy , Selby Smith, Chris
- Date: 2010
- Type: Journal article
- Relation: Journal of Workplace Learning Vol. 22, no. 5 (2010), p. 277-291
- Full Text:
- Reviewed:
- Description: Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
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