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This paper investigates the short-term costs and benefits of apprenticeship training in Germany. It calls into question the popular stylised fact that apprenticeship training always leads to net costs during the apprenticeship period. We analyse the impact of the proportion of different occupational groups of apprentices on firm performance. We use representative matched employeremployee panel data that allow us to correct for different sources of estimation bias. We show that the proportion of apprentices in trade, commercial, craft and construction occupations has a direct positive impact on firm performance: the companies cover their training costs immediately. In contrast, companies with apprentices in the manufacturing occupations face net training costs during the apprenticeship period but gain by the long-term employment of its graduate apprentices.

Even though the recession in Switzerland triggered by COVID-19 ultimately remained without consequences for the apprenticeship market, significantly fewer apprenticeship contracts had been signed in the months of the first shutdown in 2020 than in the same months of the previous year. Using daily search queries on the national administrative platform for apprenticeship vacancies from February 2020 until April 2021 as a proxy for the supply of potential apprentices, we find a temporal pattern that coincides perfectly with the development of signed apprenticeship contracts. Furthermore, the analyses show that the initially very strong relationship between the intensity of the politically imposed restrictions to fight the COVID-19 pandemic and the daily search queries diminished over time, leading to a search intensity in March 2021 that was back at pre-pandemic level.

Even though the recession in Switzerland triggered by COVID-19 ultimately remained without consequences for the apprenticeship market, significantly fewer apprenticeship contracts had been signed in the months of the first shutdown in 2020 than in the same months of the previous year. Using daily search queries on the national administrative platform for apprenticeship vacancies from February 2020 until April 2021 as a proxy for the supply of potential apprentices, we find a temporal pattern that coincides perfectly with the development of signed apprenticeship contracts. Furthermore, the analyses show that the initially very strong relationship between the intensity of the politically imposed restrictions to fight the COVID-19 pandemic and the daily search queries diminished over time, leading to a search intensity in March 2021 that was back at pre-pandemic level.

L'argomento scelto riguarda l'apprendistato italiano, comparato con le principali esperienze europee, con particolare attenzione al modello nordico (Germania e Svezia). Si è poi guardato all' Europa e alle sue politiche di inclusione dei giovani, attraverso le vaire iniziative lanciate e di cui vengono forniti i dati. Nelle conclusioni, a seguito di un riassunto dell' intero elaborato, viene proposo un miglioramento di tale istituto, nella prospettiva di rendere tale strumento efficace ed efficiente. ; The thesis' topic concers the Italian apprenticeship,compared with the main European experineces, particularly the Nordic model (German and Sweden).After this I direct myself to Europe and his inclusion policies for young people, analyzing the main initiatives, and providing the current data. Finally, after a brief thesis' resume, it is offered a possible improvement of this institut, in order to make it effective and efficient.

Leaders at All Levels: Deepening Your Talent Pool to Solve the Succession Crisis; CONTENTS; Rebuilding Succession and Leadership Development from the Ground Up; Chapter 1: A NEW WAY TO FUND THE LEADERSHIP TALENT DEFICIT; Chapter 2: HOW APPRENTICESHIP TURNS POTENTIAL INTO LEADERS; Chapter 3: HOW TO RECOGNIZE LEADERSHIP POTENTIAL; Chapter 4: CUSTOMIZING LEADERS' GROWTH PATHS; Chapter 5: THE CRUCIAL ROLE OF BOSSES; Chapter 6: MANAGING APPRENTICESHIP SYSTEMATICALLY; Chapter 7: CHOOSING THE CEO WHO IS MOST LIKELY TO BE SUCCESSFUL; Chapter 8: ADOPTING THE APPRENTICESHIP MODEL

The aim in this paper is to examine the nature of employment relations in the informal sector, high-lighting barriers to entry and the role of the youth with the view of recommending measures that would enhance their employment prospects

This paper was accepted for publication in the journal Economic and Industrial Democracy and the definitive published version is available at http://dx.doi.org/10.1177/0143831X16653186 ; This article investigates unemployed adolescents' success in re-employment programmes. It proposes that not being in employment, education, or training indicates a setback in the achievement of important life goals, which affects mental health and success in re-employment programmes. Adolescents who are more affected by the experience of unemployment will be even less likely to succeed. An analysis of longitudinal archival records of 300 adolescents in a Youth Guarantee apprenticeship scheme confirms the expectations. Adolescents who were more vulnerable during unemployment and who had a worse relationship with their parents when starting the apprenticeship were more likely to drop out within the first year. The effect of age was moderated by relationship quality. The results show that taking the prior experience of not being in employment, education and training into account can offer a new understanding for the success of re-employment programmes. Theoretical and practical implications of the findings are discussed.

This article draws on quantitative and descriptive data from Robert Campbell's manual for prospective apprentices, The London tradesman (1747), to demonstrate the responsiveness of apprenticeship premiums in mid‐eighteenth‐century London to market forces of supply and demand. It first shows that Campbell's data on mid‐eighteenth‐century journeymen wages, apprenticeship premiums, and masters' set‐up costs in London are consistent with other sources. It then applies instrumental variable regressions to estimate the elasticity of apprenticeship premiums with respect to journeymen wages and set‐up costs, using Campbell's education and ability requirements by trade to instrument for wages. We find an elasticity of one with respect to wages, and of 0.25 with respect to set‐up costs, both statistically significant at a p‐value less than 0.1%. We interpret these findings as supporting the thesis that apprenticeship played an important role in adapting the English workforce to the skill requirements of the industrial revolution in its early stages, insofar as the institution of apprenticeship in London was representative of other parts of England. Furthermore, by demonstrating the internal and external consistency of Campbell's observations, our findings should encourage their use as an unparalleled source of detailed, trade‐specific wage data from the early years of the industrial revolution.

Die Anforderungen, die in Zukunft an die Auszubildenden in Großunternehmen gestellt werden, umfassen immer komplexere und wissensintensivere Arbeitssituationen, die durch eine weiter voranschreitende Globalisierung geprägt werden. Das hat zur Folge, dass schon heute die Auszubildenden darauf vorbereitet werden müssen, sich kontinuierlich weiter zu bilden, um den Ansprüchen gerecht zu werden. Eine häufig unbeachtete Thematik der Zukunft ist auch der demographische Wandel der sich in den nächsten Jahren verstärkt bemerkbar machen wird. Cleanaway Deutschland beschäftigt in Deutschland 2800 Mitarbeiter, von denen 78 Auszubildende sind. Im Bereich der Ausbildung gilt es Rahmenbedingung zu etablieren, die es ermöglichen, nicht auf Veränderungen zu reagieren, sondern eine aktive Personalpolitik zu betreiben. Aufgrund seiner Größe hat Cleanaway eine soziale Verantwortung gegenüber der Gesellschaft des Landes zu tragen. Dazu ist es notwendig, die vorhandenen Strukturen im Bereich Berufsausbildung in innovative Geschäftsprozesse umzusetzen. Diese sollen die Berufsausbildung auf einen neuen Weg bringen, um die Unternehmensziele auch in Zukunft zu erfüllen. ; As already supposed in the introduction there are no standards for apprenticeships within the Cleanaway Deutschland. The trainers try to cultivate and demand apprentices in a best way possible, but clear frame provided by the company is missing. Herein guidelines should be defined to which the decisions of the trainer can be leaded to. As a result, the task was to identify the current apprenticeship situation and to develop standards for the future. Findings result from a questionnaire based enquiry of between trainers and apprentices. The results show clear deficiencies in the organisation of the apprenticeship with along going dissatisfaction and insecurity among the apprentices. There were no guidelines delivered to trainers that could have made their work easier. These developed standards offer an activity frame for trainers with a maximum possible flexibility and ...