Workplace based learning and youth employment in Africa

Workplace-based learning must be part of a broader youth employment strategy which will address demand-side constraints. The primary conduits for workplace-based learning in Africa are: (1) technical and vocational education (TVET) provided or regulated by national governments, (2) informal or traditional apprenticeships, and (3) donor-funded skills development programmes that have a component of on-the-job training. This paper examines the current conditions of youth employment and underemployment in terms of workplace-based learning in Africa and presents options for programme improvement.Dutch Ministry of Foreign Affair

Effectiveness of HRD for developing SMEs in South Asia

Today South Asia is host to a large youth bulge which is entering the labor market every year posing challenging questions for the national governments in the context of employable skills, space for entrepreneurship, innovation and economic freedom. SME sector provides an opportunity for the young to exercise their ideas and ideals. However a prerequisite for the young to be innovate is the how countries produce and retain a high end human capital. This study provides a review of national socio-economic policies in South Asian region - which answer such challenges.human resource development, small and medium enterprises, economic growth, competitiveness

Training for innovation in Spain

The capacity for innovation of an organisation largely depends on its ability to acquire and develop new knowledge. Training is particularly important in this process, as it allows employees to constantly acquire new competences. This study provides a preliminary picture of the situation of training for innovation in Spain, and identifies the characteristics of companies offering training for innovation. Results show that 35.3% of Spanish companies undertake innovation processes and 22.3% offer training related to these innovation processes. For the 82% of these companies training helped the innovation process, so training is an important tool for innovative change

Training Policies for Vulnerable Groups in Central and Eastern European Countries

[From Preface] Since 1989, the countries of Central and Eastern Europe have faced both challenges and opportunities in the field of human resource development. The challenges arise from major structural changes, such as economic restructuring and privatization and their adverse effects on economic growth and employment. Sluggish or unstable economic growth and the associated drop in labour demand, accompanied by an expansion of the informal economy, have contributed to high unemployment and the proliferation of precarious, poor quality jobs. This has resulted in significant waste of human resources. Apathy has spread among the emerging group of the working poor in formal and informal economies alike, undermining individual motivation to attend training and improve employability. At the same time, opportunities have emerged with the introduction of new forms of work organization and technologies, demanding high levels of skill and flexible working attitudes. As aspirations for high educational attainment remain strong across the region, there are good prospects for a high social and economic return on future investments in human resource development and training

Readiness to meet demand for skills: a study of five growth industries

Overview: This study considers issues pertinent to ensuring the Australian education and training system can respond to emerging skills demand in the following industries: food and agriculture; biotechnology and pharmaceuticals; advanced manufacturing; mining equipment, technology and services; and oil and gas. The report finds a widening gap between education and skills demand and highlights the crucial role of employees in developing a skilled workforce, as well as calling for a shift in thinking about the way skills are generated