Changing the workforce educational paradigm in America
To be competitive in a 21st Century Global Economy, workers’ credentialing must include demonstrated competency on the job.
Classroom instruction remains an important part of a
worker’s training, but on the job
remains the target measure of competency.
Apprenticeship as a Training Methodology
Proven training strategy
- Involves both On-the-Job Learning (OJL) and Instructor Led Training (ILT) (classroom instruction or Computer Based Training (CBT).
Individuals master the practical aspects of work
- Performing work tasks under the guidance of a more experienced or journey-worker coach.
- Theoretical aspects of work are mastered during the related ILT
This arrangement ensures
- Individual's employability
- Guarantees competent workers
- Employee masters complete range of relevant skills and knowledge during training.
The synergy resulting from combined ILT and highly contextualized OJL delivered through the apprentice-coach interactions and other methods SHORTEN the time required to bring a worker up to predictable productivity.
The uniqueness of apprenticeship in relation to coordinated and combined use of structured OJL and related to ILT.
Individuals master the practical aspects of work performing work tasks under the guidance of a more experienced or journey-worker coach
Theoretical aspects of work are mastered during the related ILT
In the traditional model of IT training, classroom education is followed by on-the-job experience whereby an individual first spends a substantial amount of time in general schooling with little or no hands-on experience prior to employment.
Under the traditional model, the worker’s credentials are based solely upon the fulfillment of the classroom training, which can be very general and nonspecific to the work at hand
'requiring workers to extrapolate general principles to specific
Workers find these extrapolations difficult, reducing the value and relevancy of their training and make the credential an incomplete indicator of competency.
The apprenticeship approach overcomes
traditional training deficiencies!
Under apprenticeship ILT, highly contextualized OJL, competency validation, certification and performance measurement are combined elements in a workers credentialing process.
The result is a better trained worker
who becomes fully productive in a shorter time.
A company can not grow and prosper unless the skills of their employees do as well.
Skills in which an employer understands, recognizes value in, will be willing to compensate for. These same skills are easily accounted for considering many routine projects completed to highly advanced. But are the skills understood by the person willing to pay for these skills, actually, in need of said skills?