Apprenticeship Training Research Articles

Small firms’ motivations in offering apprenticeship training in Switzerland

ABSTRACT This paper aims to determine what motivates small firms to offer apprenticeship training. The current state of research provides various indications. While research focusing on the specificity of small firms identifies the important role of the owner and their personality, values, attitudes and experiences, economic research mainly refers to the explanatory factor of profitable cost-benefit relationships in apprenticeship training. Finally, research on the institutional embeddedness of firms points to the importance of institutional framework conditions. Our contribution links these three usually unrelated research perspectives and focuses on Switzerland as a collective skill formation system. We asked heads (owners, managers, or other collaborators) of small firms who make autonomous decisions regarding personnel and budget issues about their motivations in offering apprenticeship training using qualitative interviews. The results show that, at the individual, organisational, and societal levels, different motivations influence the provision of training positions. Furthermore, within small companies, we identified heterogeneous motivational configurations. In conclusion, if the participation of small firms in the provision of apprenticeship places is to be promoted, their heterogeneity and motivations in doing so must be addressed at various levels.

Reasons for and consequences of ethnic differences in parental support during the transition to apprenticeship training in Germany

Abstract In this paper, we examined reasons for ethnic differences in parental support at the transition to apprenticeship training in Germany and their consequences for the likelihood of finding a training position and the likelihood of premature training termination. We extended previous research by focusing on three different types of parental support: help with writing applications, information about open training positions, and efforts towards getting their children a position. Using longitudinal data from Starting Cohort 4 (SC4) of the German National Educational Panel Study (NEPS), we show that part of ethnic differences in these types of support can be explained by measures of ethnicity-related background characteristics. Moreover, the relations of receiving-country-specific resources to parental support propensities seem to be domain specific. Furthermore, we find that only minority trainees benefit from writing support in terms of finding training and training success. In contrast, if parents made efforts to get their children a position, both minority and majority school-leavers are less likely to start training and, in the case of majority trainees, to finish training successfully. These are important findings as they give new insights into the reasons for ethnic disadvantages in parental support during the transition to apprenticeships and into the relation of different types of parental support to the training search success and premature termination risks.

Research on the Chinese Characteristics Advanced Apprenticeship Training Model Based on Embedded Neural Network Analysis

In order to deeply analyze the feasibility and optimization strategies of this model in vocational education, this paper focuses on the application of embedded neural network technology. By comparing with other talent cultivation models, especially delving into the essence of project-based teaching, this paper defines the practical, refined, and entrepreneurial characteristics unique to project-based teaching under modern apprenticeship systems. These characteristics constitute the core competitiveness of the advanced apprenticeship training model. This paper emphasizes the establishment of a quality management system based on standards, rigorous processes, and customized solutions. Embedded neural networks, with their powerful data processing and pattern recognition capabilities, help this paper reveal the significant advantages of this training model in resource integration, personalized teaching, skill inheritance, and market docking.

An innovation bootcamp model for developing youth-led HIV self-testing delivery strategies in Nigeria: post-designathon capacity building.

Many designathons, hackathons, and similar participatory events suffer from minimal training and support after the events. Responding to this need, we organized a health innovation bootcamp: an intensive, team-based apprenticeship training with research and entrepreneurial rigor among young people in Nigeria to develop HIV self-testing (HIVST) delivery strategies for Nigerian youth. The purpose of this paper was to describe an innovation bootcamp that aimed to develop HIVST delivery strategies for Nigerian youth. The four-week, in-person innovation bootcamp, informed by youth participatory action research and comprised a series of workshops, took place in Lagos, Nigeria. The goal was to build research and entrepreneurial capacities among young people to develop and implement HIVST strategies. A qualitative content analysis informed by an adapted World Health Organization's HIVST delivery framework explored key elements of the proposed HIVST service delivery strategies developed at the bootcamp. Twenty participants, aged 18-24 years, from five teams completed the innovation bootcamp. The five teams developed HIV service delivery strategies that included an element of repacking HIVST kits to make them more appealing to young people. Other strategies that emerged included leveraging community engagement platforms (e.g., vocational skills training and youth community events) to promote HIVST, and the use of reward-referral system to encourage HIVST uptake among young people. All strategies included ways to ensure privacy protection for recipients of the HIVST delivery package. This study demonstrated the feasibility and acceptability of the health innovation bootcamp model to create HIVST designed for and led by young people. This suggests a way to build capacity after participatory events to sustain youth-led research, which could have implications for post-designathon training.

Application of situational simulation based on the Mini-CEX and DOPS rating scales in urology clinical training.

The objective of the study was to investigate the application effect of scenario simulation teaching based on the Mini-Clinical Evaluation Exercise (Mini-CEX) and direct observation of procedural skills (DOPS) rating scales in urology clinical apprenticeship training. A total of 32 students from the class of 2015-2017 who completed their traineeship in the Department of Urology of our hospital were selected and divided into a research group and a routine group. Routine teaching was implemented for the trainees in the control group, while situational simulation teaching based on the Mini-CEX and DOPS scoring scales was implemented for the trainees in the research group. The Mini-CEX and DOPS scores and student satisfaction were compared at the time of admission and discharge between the two groups. At the time of admission, there was no statistically significant difference between the Mini-CEX and DOPS scores of the two groups of trainees (p > 0.05). However, at the time of discharge, the Mini-CEX and DOPS scores of the trainees in the study group were 53.21 ± 4.52 and 81.23 ± 3.57, respectively, which were significantly higher than those in the conventional group (p < 0.001), and the trainees in the study group's satisfaction with teaching was (20.11 ± 2.31), which was significantly higher than that of the conventional group (p < 0.001). Implementing scenario simulation teaching based on the Mini-CEX and DOPS rating scales in urology clinical traineeship can significantly improve trainees' surgical skills while also leading to high levels of satisfaction with the teaching method.

Balancing Work, Training Apprentices and Learning at Workplaces: Experiences of TVET Graduates of Motor Vehicle Mechanics

Balancing Work, Training Apprentices and Learning at Workplaces: Experiences of TVET Graduates of Motor Vehicle Mechanics

The experience of women in construction craftspeople apprenticeship programmes in Nigeria

The construction industry needs skilled personnel for its sustainability due to the shortage of skilled workers. Women are reputed to bridge the gap created by skills shortages in construction, which can be achieved by increasing their participation in the industry through the instrumentality of construction craftspeople apprenticeship training. This qualitative study explored the experiences of women in construction craftspeople apprenticeship programmes in Nigeria. Twelve female apprentices and two representatives of stakeholders (senior managers at the apprenticeship programmes) from two construction craftspeople apprenticeship programmes were interviewed on the factors that motivated women to join construction crafts apprenticeship training and the challenges confronting female apprentices. The data retrieved were transcribed and qualitatively analysed using code-based content analysis. Findings indicated that the main factors motivating women to participate in construction craftspeople apprenticeship programmes are: the desire to acquire skills and intrinsic factors such as employment opportunities and better remuneration. Payment issues such as non-payment of allowance, and issues related to apprenticeship training, such as inadequate tools for training, were the prominent challenges faced by female apprentices in construction craftspeople apprenticeship programmes. The study identified factors that can be enhanced by stakeholders in construction craftspeople apprenticeship training to attract women to the construction industry.

Laboratory Science Workforce Pipeline Strategies

Abstract Introduction/Objective The U.S. Bureau of Labor Statistics projects 24,000 openings for clinical laboratory jobs each year until 2031 (BLS, 2022). The American Society for Clinical Pathology (ASCP, 2023) reported a 14.8% vacancy rate for medical laboratory scientists in the South-Central Atlantic region; this region includes South Carolina. There are not enough MLT or MLS certified laboratorians to keep up with current or future demands. On average, 3779 new certifications were awarded annually between 2019-2023. Pathology and Laboratory Medicine at the Medical University of South Carolina is taking short- and long-term approaches to address workforce challenges. Methods/Case Report Since 2018, Pathology and Lab Medicine has increased the number of clinical affiliates from 2 to 9 and have trained a total of 39 MLS students and 37 MLT students. In 2023, through collaboration with the MLT program at the local technical college, we began providing didactic education for 15 current lab team members with bachelor’s degrees but no clinical laboratory background. Employing youth apprentices is a long-term strategy being initiated in the 24-25 academic year. Juniors and seniors in high school are eligible for a two-year paid apprenticeship. Training includes medical lab assistant and phlebotomy certification. Through recruitment activities, we can increase awareness of the role of laboratory professionals in medicine. Long-term, the apprenticeship training provides an academic pathway to MLT and MLS certification. Results (if a Case Study enter NA) N/A Conclusion The short-term strategies have met with varying success and course corrections have been made. Successes and barriers will be discussed. Strategies for recruiting and selecting youth apprentices will be outlined. Training plans for youth apprentices will be presented.

Ergonomic challenges of mortuary attendants in Ghana: an exploratory study

Objective. Mortuary attendants in Ghana face various occupational health and safety hazards, including ergonomic and psychosocial factors, which can impact both their well-being and the quality of service provided. However, there is limited knowledge about the specific ergonomic hazards they encounter. This study aims to investigate and understand these ergonomic hazards at selected hospital mortuaries in Ghana. Methods. The study used a qualitative approach to investigate the experiences of 19 mortuary attendants, selected through purposive sampling. Semi-structured interviews were conducted and recorded digitally, and focused on participants’ demographics, work experiences, challenges and coping strategies. The collected data were transcribed verbatim and analyzed thematically. Results. The study found that mortuary attendants face ergonomic hazards, leading to physical discomfort, sleep problems and the need for sick leave and self-medication. Poor working conditions were a major risk factor. Conclusion. The study recommends the immediate inclusion of fundamental occupational health and safety practices into the informal apprenticeship training for mortuary attendants. Additionally, the study underscores the importance of providing necessary equipment to mortuary attendants to reduce or eliminate ergonomic hazards in their work environments.

Qualitative Analysis of the State of Apprenticeship Training in Abeokuta South Local Government

This study examined the state of apprenticeship training in Abeokuta South Local Government. It examines the attitude of relevant stakeholders towards apprenticeship training; the level of apprenticeship training and factors that influence apprenticeship training in Abeokuta South Local Government. Conceptually, the paper briefly explained the overview of apprentice, factors influencing apprenticeship training and cognitive learning theory served as the basis of theoretical frame. The paper revealed that the attitude of the stakeholders especially the trainer and the trainee are positive however, need more commitment from the government, the trainer and the trainee. More so, the paper revealed that there was high level of apprenticeship decline in the society. Finally, majority of the respondents mentioned poverty, high learning fee, internet fraud, peer group’s influence, etc as factors affecting apprenticeship training. However, this paper recommends that all the stakeholders should be deliberate and commited in their goals of ensuring a viable apprenticeship system for the teeming youth in the country.

Exploring apprentice selection by skilled trade artisans in the Ghanaian construction industry

Purpose This paper aims to investigate the factors influencing trade artisans’ choice of skills selection as apprentice’s trainee in the Ghanaian construction sector and to identify and address the challenges associated with traditional apprenticeship. Trade artisans with technical know-how in construction and general workplace skills from the traditional apprenticeship training (TAT) in the area of construction were selected from selected sites and training centers. Design/methodology/approach This paper adopted the purposive sampling technique with the aim of gathering knowledge from individuals with expertise in the research area, particularly trade craftsmen who have been trained through the TAT system and are directly involved in construction-related works. Partial least square structure equation modelling (PLS-SEM) analytical approach and principal component analysis were used to reduce the dimensionality of the data set and preserve as much information as possible. Findings Three major components, namely, personal and social interest, job assessment and stability and family and faith were identified as the variables that influence an artisan's choice of a skill trade. These influenced the choice of apprenticeship training by young trainees in choosing apprenticeship as a mode of training. Personal interest, living situation of artisans and parents’ educational attainment are the most influencing factors that determine artisans’ choice of selected trades. Moreover, the study also shed light on the challenges inherent in traditional apprenticeship systems, such as the lack of formal technical education, limited access to modern technology and information and poor working conditions. Practical implications The study underscores the imperative for stakeholders to enhance apprenticeship programmes within the construction sector. This involves providing more stable job opportunities, improving working conditions and offering access to modern technology and information. Such enhancements not only attract more young individuals to apprenticeship training but also ensure the sustainability and relevance of the workforce in meeting industry demands. Originality/value The study finally developed a model that could be used as a foundation for future PLS-SEM evaluation and identified the factors that influence the selection of apprenticeship training by trade artisans.

Something has sort of opened up for me: psychology students' reflections after participating in an apprenticeship training model.

Typically, psychotherapy training comprises of didactic approaches and clinical practice under supervision, with students rarely having the opportunity to observe other therapists' work in real time. Many trades and professions employ apprenticeship to teach new skills. However, it is rarely employed in psychotherapist training. This qualitative study was part of a pilot study that developed and tested the feasibility of an apprenticeship model to be used in psychotherapy training, and investigated how students experienced such training. Ten first-year clinical psychology students joined experienced therapists as observers and/or co-therapists. Each student attended up to 8 therapy sessions with different therapists/patients. The students wrote reflective log entries after each session. In sum, 66 log entries were collected and analyzed with reflective thematic analysis. Five themes were generated, reflecting how the students changed their perspectives from an internal focus to an increasingly external focus: Being informed by emotions, What sort of therapist will I become? Shifting focus from me to the other, The unpredictable nature of therapy, and Growing confidence in therapeutic change. The students gained insights into the dynamic nature of therapy, therapists' responsiveness, and how internal and external foci of attention inform the therapeutic work. Such tacit knowledge is difficult to convey via didactic methods and might receive limited attention in clinical programs. Apprenticeship training is a promising supplement to traditional training.

Workplace Learning Environment and Participation in Work Communities: A Qualitative Comparison of Stayers’ and Leavers’ Perceptions and Experiences

In many countries with apprenticeship-based vocational education and training (VET), dropout from apprenticeship training is a major concern. Leaving an apprenticeship early can be problematic, particularly for young people who do not continue their training at another company or in another occupation, and drop out of the education system without obtaining a qualification. Previous research mostly has used a quantitative design focussing mainly on the perspective of apprentices who left training early and on attributes of the individual that may lead to dropout. Drawing on literature on quality of workplace learning environments, this study used a qualitative comparative approach to analyse the workplace learning environment from the perspectives of both young people who left their apprenticeships early and apprentices at the end of their training. The analysis revealed striking differences between the stayers and leavers in terms of two main characteristics of the workplace learning environment. The findings illustrate how being given responsibility can promote professional development and self-confidence, but also can lead to stress, exhaustion and insecurity if an early transfer of responsibility is not accompanied by support and guidance. Furthermore, the findings emphasise the importance of creating safe learning environments in which apprentices experience support and room for making mistakes. The study concludes that future research may include measures related to transfer and fulfilment of responsibility and handling of mistakes in workplaces to gain a more comprehensive understanding of the processes leading to early contract terminations.

Research on Talent Cultivation Mode of Transportation Engineering Electromechanical Professional Group Based on Guizhou Transportation Characteristics

Taking "cultivating people with moral integrity" as the fundamental task of talent cultivation, accelerating the innovation of talent mode, building a talent cultivation environment that meets the needs of the industry through in-depth integration of industry and education, establishing a good system of collaborative education and system, and innovatively constructing a multi-level and progressive comprehensive talent cultivation system of "order-modern apprenticeship-skilled elites At the same time, we innovate and build "order-modern apprenticeship-skilled elite" multi-level and progressive comprehensive talent cultivation system, realize the hierarchization of talent cultivation, implement the reform of "personalized and multi-level" cultivation mode, and take the modern apprenticeship cultivation mode as the core, and "double-excellent and double-courses" order-type cultivation mode and high-quality complex technology cultivation mode as the core. With modern apprenticeship training mode as the core, "double-excellent and double-course" order-type training mode and high-quality and complex technical skills (technician class, tutorial system, competition class, micro-professional and so on) talent training mode as the support, so that the professional group can become a training ground for cultivating high-quality technical skills in line with the development of the modern intelligent transportation engineering industry, as well as the development of moral and technical training, innovation, complexity, and the industry urgently needed talents.

Comparison of the effects of apprenticeship training by sandwich feedback and traditional methods on final-semester operating room technology students' perioperative competence and performance: a randomized, controlled trial.

Effective feedback is fundamental in clinical education, as it allows trainers to constantly diagnose the trainees' condition, determine their weaknesses, and intervene at proper times. Recently, different feedback-based approaches have been introduced in clinical training; however, the effectiveness of such interventions still needs to be studied extensively, especially in the perioperative field. Therefore, this study sought to compare the effects of apprenticeship training using sandwich feedback and traditional methods on the perioperative competence and performance of Operating Room (OR) technology students. Thirty final-semester undergraduate OR technology students taking the apprenticeship courses were randomly allocated into experimental (n = 15) and control (n = 15) groups through the stratified randomization approach. The students in the experimental group experienced Feedback-Based Learning (FBL) using a sandwich model, and the students in the control group participated in Traditional-Based Training (TBT) in six five-hour sessions weekly for three consecutive weeks. All students completed the Persian version of the Perceived Perioperative Competence Scale-Revised (PPCS-R) on the first and last days of interventions. Also, a blinded rater completed a checklist to evaluate all students' performance via Direct Observation of Procedural Skills (DOPS) on the last intervention day. Besides, the students in the FBL filled out a questionnaire regarding their attitude toward the implemented program. The mean total score of the PPCS-R was significantly higher in the FBL than in the TBT on the last intervention day (P < 0.001). Additionally, the increase in mean change of PPCS-R total score from the first to last days was significantly more in the FBL (P < 0.001). Likewise, the FBL students had higher DOPS scores than the TBT ones (P < 0.001). Most FBL students also had a good attitude toward the implemented program (n = 8; 53.3%). Apprenticeship training using a sandwich feedback-based approach was superior to the traditional method for enhancing perioperative competence and performance of final-semester OR technology students. Additional studies are required to identify the sustainability of the findings.

Construction of a Modern Apprenticeship Talent Training Model for Textile and Garment Majors

The textile and apparel industry has a long history of apprenticeship tradition, and the modern apprenticeship training in textile and apparel specialties with distinct professional characteristics urgently needs a scientific and reasonable training model to solve the problem of industry-academia mismatch. Currently, there is a disconnect between what is taught in vocational education and the practical needs of the industry. To address this, a new approach is proposed that integrates government, schools, enterprises, and apprentices, based on theories such as the “three spiral theory” and “tacit knowledge theory.” This approach aims to better align education with the needs of the industry by considering the perspectives of all stakeholders involved.

Apprenticeship Reforms in West Africa: An Outcome-Process Evaluation of a Pilot Dual Training Model-Based Apprenticeship Reform Scheme in Ghana

Context: Faced with deep challenges with access to formal education, many West African countries are increasingly taking steps to reform their informal apprenticeship systems to make them a quality skills development alternative for their teeming youth. A review of the literature shows that although different countries in the region are deploying different reform strategies, what is emerging as a dominant reform model is the "dual training model" (DTM), a collaborative arrangement in which the task of training apprentices is shared between informal trainers (master craftspersons, under their respective trade associations) and formal vocational training institutions (FVTIs). This paper presents an outcome-process evaluation of a DTM-based apprenticeship reform programme piloted in Ghana. Methods: Designed as a case study, the paper adopts an interpretivist approach, relying on diverse sources of data, both secondary and primary. Secondary data includes journal articles, attendance registers of participants, memorandums of understanding, relevant media reports, websites, and official reports by all relevant actors. The primary data originated from in-depth interviews with fourteen (14) key informants, as well as from overt and covert observations of respondents. Results: At the outcome level, the paper shows that the programme has largely failed in transferring new skills or in changing dominant poor practices among trainees, foundational objectives of the programme. At the process level, the paper revealed deep flaws in implementation; these are discussed in detail in an attempt to clarify the programme outcomes. Conclusion: The paper concludes that although the dual training model remains a potentially viable reform model in informal apprenticeships, its success ultimately depends on the quality of implementation, which in turn depends on the strength and quality of inter-stakeholder collaboration in programme design and implementation.

Can Financial Incentives to Firms Improve Apprenticeship Training? Experimental Evidence from Ghana

We use a field experiment to test whether financial incentives can improve the quality of apprenticeship training. Trainers (firm owners) in the treatment group participated in a tournament incentive scheme where they received a payment based on their apprentices’ rank-order performance on a skills assessment. Trainers in the control group received a fixed payment based on their apprentices’ participation in the assessment. Performance on the assessment was higher in the treatment group. Two years later, treated apprentices scored 0.15σ higher on a low-stakes oral skills test and earned 24 percent more in total earnings, driven by higher self-employment profits. (JEL D22, D82, J24, J31, M53, O12)

Challenges Faced by Apprentices in Completing Dual TVET Course: A Case of Butwal Technical Institute

This article highlights a case on the status of apprentices studying at Butwal Technical Institute (BTI), a pioneer not-for-profit apprenticeship education provider in Nepal. It is seen that the graduates of BTI are earning respectable income and living reputed life; however, the study incompletion rate is found significantly on rise at BTI. To identify the challenges faced by the apprentices to complete their study, a research was carried out, assuming inadequate family support or guidance, poor family economy, unfriendly working environment in the industry, institutional technical inefficiency, and unavailability of amenities in the institute as the five major challenges. As a descriptive method, a questionnaire was used for collecting data from 204 apprentices out of 314 in the study. The family support was a moderate challenge for the apprentice to complete their dual TVET apprenticeship training at BTI. The apprentices of BTI had normal financial support from their families. Another challenge was the environment of industry for the apprentices to complete the dual TVET apprenticeship training at BTI, while institutional technical efficiency was considered a moderate challenge to this regard.

Strategy For Developing Medical Record Service Capabilities For Health Human Resources At Pertamina Pangkalan Brandan Hospital In 2023

Human resource development is basically a strategy to improve the performance of health workers which reflects the ability of organizational members to work, meaning that the performance of each health worker is assessed and measured according to criteria determined by the hospital organization. This research aims to analyze development of medical record service capabilities for Health Human Resources. This type of research is quantitative using a cross-sectional study.This research conducted inPertamina Pangkalan Brandan Hospitalon the monthSeptember 2022 to Mayin 2023.The sample in this study was all health workers who worked at Pertamina Pangkalan Brandan Hospital,namely as many as 140 people. Data analysis was carried out using univariate and bivariate analysis. Based on the research results, it is known that there is an impact on the development of human resources using the on-the-job training method in the field of Medical Records services, there is an impact on the development of human resources using the demonstrator and example training method in the field of Medical Records services, there is an impact on the development of human resources using the Apprenticeship training method in the field of Medical Records services in Pertamina Pangkalan Brandan Hospital in 2023. Based on the conclusions, it is hoped that the Training Team, which is likened to activating and managing human resources in Pertamina Pangkalan Brandan Hospital, should always be able to evaluate the training needs of its employees. The training required by each nurse, such as new nurses, staff who have worked for a long time, will of course be different.