Australia was one of the first countries to implement modern apprenticeships after the transformation of traditional apprenticeships. Innovative and development based on the British apprenticeship model, it has formed unique characteristics in both form and content, and is considered to be a successful example of vocational education reform after the German “dual system”. China's modern apprenticeship system is in the pilot stage, and Australia's advanced experience can provide important reference for China.

Objectively clear apprenticeship reform

The Implementation of the Australian Workforce Skills Act, enacted in 2005, marks the beginning of the “new apprenticeship” reform. The goal of the reform is very clear. The first is to establish an apprenticeship management institution that is unified from the central government to the state/territory. Second, employers are responsible for providing long-term effective opportunities for apprentices. The third is to solve the shortage of skilled talents and guide the development of talent quality and structure in a reasonable direction. The fourth is to improve the conditions of apprenticeship training, to achieve both shorten training time and ensure the quality of training. Fifth, through the typical leadership of successful apprentices, inspire all types of personnel to identify with the apprenticeship and participate actively. The sixth is to comprehensively care for the apprentice's professional skills and literacy, to increase the apprentice retention rate and graduation rate, and to give back to the society with high-quality apprenticeship standards.

The "new apprenticeship" reform is clear. At the government level, the federal government is responsible for planning the development strategy of vocational education and coordinating the handling of cross-regional and cross-industry business issues. The specific affairs are handled by the National Quality Committee composed of representatives from the government, industry, trade unions, employee organizations and training institutions. The state/territory government makes strategic plans for the apprenticeship development, registration management training institutions, approving apprenticeship training contracts, ensuring training quality, and providing financial support. In the reform content, professional graduate certificates and diplomas have also been added, and new training quality standards have been established.

The key to the success of the Australian apprenticeship is that industry players actively participate in apprenticeship training. First, establish an incentive mechanism to promote industry enterprises to participate in the apprenticeship system. One is the apprenticeship reform plan. In 2011-2012, A$101 million was invested in the Apprenticeship Mentoring Program and the A$100 million Accelerated Apprenticeship Package. The second is to implement an employer incentive program that provides economic incentives to employers who participate in apprenticeship training. The third is the Apprentice Incentive Program, which invests A$1.2 billion a year in this program. Second, strong chemists train contract management. Apprenticeship training contracts must be reviewed by the state/territory government before they can begin training. Apprentices must obtain a nationally recognized professional qualification certificate when they graduate.

Regarding the reform of the apprenticeship itself, the first is to establish a training and recognition model of competence. Since 2006, Australia has stopped using the “new apprenticeship”, but directly named “Australian Apprenticeship”, which is intended to create a brand of Australian modern apprenticeship. To this end, a national-level apprenticeship program and accelerated apprenticeship training have been implemented. The plan uses a competency-based training and recognition model to replace the previous mechanism for measuring the quality of apprenticeships by academic time. Second, the service support system is perfect. The Apprenticeship Center provides all services related to the apprenticeship directly to employers and apprentices and stakeholders, including providing students with relevant information about the industry, finding suitable employers or apprentices, signing training contracts, and coordinating the relationship between employers and apprentices. Apply for incentive funds, etc. and be specifically responsible for maintaining effective contact with organizations such as group training organizations, registered training institutions, schools and community organizations. Apprentice training institutions offer a variety of certification courses that must meet the quality training framework requirements and be approved for registration. The third is to continuously improve the training package. The training package is revised, updated and integrated by the Industry Skills Committee within three years. It can only be officially activated after being approved by the relevant departments, thus ensuring the targeted and timely training content.

A large amount of capital investment and flexible training forms

A lot of capital investment and incentives are important reasons for the successful and ongoing Australian apprenticeship.

First of all, the capital investment is complete. The federal government invests A$1.2 billion a year in apprenticeship training. It also provides apprenticeship training funds to the state/territory government. The state/territory government also provides financial assistance to the apprenticeship system. Registered training institutions, industry companies, and TAFE colleges. All of them provide the necessary resources for the apprenticeship to carry out the necessary places, teaching aids, courseware, teachers and other resources.

Second, there are many beneficiaries of funds. For example, financial subsidies for companies participating in apprenticeship training, subsidies for apprenticeship registration training institutions, increased financial support for TAFE colleges, incentives for apprentices through scholarships, and whether they are citizens, foreigners with permanent resident rights, and even prisons. Prisoners, etc., can receive training funds as long as they participate in apprenticeship training.

Second, there are many special incentives. Such as the apprenticeship reform plan, the implementation of employer incentive programs, apprentice incentive programs, and incentives for corporate training in shortage industries. Through the guidance of capital investment, it has reached great attention from all walks of life to the apprenticeship system and promoted the high quality of the Australian apprenticeship system. The government also promoted the apprentice ambassador program, which selected outstanding apprentices and star apprentices to promote the apprentice system, which encouraged both apprentices and apprentices' social status and influence.

Australia's apprenticeship training is flexible and diverse, and the apprenticeship qualification level is complete. After 2005, Australia has added a professional postgraduate certificate and a postgraduate diploma in vocational education based on the original 1-4 professional qualification certificate and the diploma and advanced diploma. The apprenticeship type takes into account the needs of all parties. Under the two basic types of apprenticeship and traineeship, the "part-time apprenticeship system" and "school-based apprenticeship system" have been developed to expand the apprenticeship. Apprenticeships cover a wide range of careers, from traditional industries to emerging service industries, and more than 500 occupations can be qualified through apprenticeship training. Users jointly choose to register a training institution. After the employer and the apprentice reach the training intention, they can jointly select the training institution to register, and then the three parties jointly sign the apprenticeship training program. The “Group Training Organization” recruitment model was established. The group training organization and the apprentices created an employment relationship and paid wages to the apprentices. The small and micro enterprises delivered service fees to the group training organization, thus solving the problem that it is difficult for small and micro enterprises to complete apprentice training alone. The apprenticeship recognizes science, and the recognition of apprenticeship has two methods: “pre-learning recognition” and “current ability recognition”. In either case, as long as the apprentice believes that he has all the qualifications for qualification, he can apply for qualification.

China's vocational education and apprenticeship should have measures

First, establish specialized agencies and increase supervision. The diversified management institutions have caused concern in Australia for the development of vocational education and apprenticeship. They are gradually adopting governments at all levels, registered training institutions, new apprenticeship centers, industry enterprises, apprentices, trade unions, group training institutions, and certification bodies. Many apprenticeships, such as regulatory agencies, have joined forces to integrate into a nationwide specialized, unified, and authoritative apprenticeship management organization. In China's vocational education and apprenticeship management, there are also problems of incompetence, ignorance, and division of lines that are difficult to co-ordinate and lack management authority.

The second is to increase capital investment and optimize fund management. Implement the government's main channel responsibility mechanism for vocational education and apprenticeship, establish a supporting incentive mechanism for industrial enterprises to invest in vocational education and apprenticeship, establish a government funding mechanism for apprenticeship training, and reform the financial allocation for participating parties. standard.

The third is to focus on the quality of apprentices and build a good reputation. Strictly control the quality of the modern apprenticeship system, formulate a unified apprenticeship training standard, strengthen the supervision of the apprenticeship training process, evaluate the apprenticeship training results, strictly control the “export barrier”, and establish the necessary conditions for apprenticeship training, such as training qualifications, corporate qualifications and teachers. Claim.

The fourth is to formulate preferential policies to encourage enterprises to participate. At present, the most important factor affecting whether Chinese enterprises participate in the apprenticeship system is economic interests. Therefore, the first implementation of high appropriations and high wage policies is the premise and core of encouraging enterprises to carry out apprenticeship. Second, set up a special incentive fund or policy for apprenticeship. In short, in the initial stage, we must adopt more active fiscal and taxation policies, and build an incentive system for enterprise participation, so that enterprises can participate voluntarily and consciously.

The fifth is to harmonize the qualification standards and strengthen certificate management. Really realize the convergence of vocational qualification certificates and academic education certificates, and the integration of national professional standards and vocational qualification systems. Develop a unified national apprenticeship training standard and certification system to ensure the high recognition and effectiveness of vocational education and apprenticeship quality.

(Author: Jiangsu Wuxi Institute of Business and Technology)

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