---

Guest post by: International Labour Organization Become an Author

Tweet

---

---

While constant reference is made in the literature to 'vocational training systems', it is rarely made clear what exactly is meant by training system. A system is "a set of things considered as a connected whole". However, in most countries, the degree of connectedness between training institutions in different ministries is so minimal that it is difficult to conceive of a public vocational training system, let alone a system that embraces all institutions that, in one way or another, are concerned with the provision of training services. National training councils are typically weak (advisory) institutions and are usually preoccupied with public sector training provision for technical and commercial occupations in the formal sector. In many ways, therefore, the lack of effective national training systems is a key feature of the training crisis.

More often than not, the term 'training crisis' only refers to a particular segment of the training system, namely post-secondary training institutions that were originally established to meet the 'manpower needs' of 'modern industry and commerce' and are usually part of Ministries of Labour and/or Higher Education. As noted earlier, these training institutions have been widely criticised for failing to provide good quality, relevant and cost-effective pre-employment and job-related training.

The response of enterprises to inadequate public sector training provision has varied. The private sector in some countries has largely turned its back on the public training system and internalised the training function as much as possible. More generally, industries as a whole have tried to take greater control of the training process. The result is that sectoralisation of training provision with the creation of lead bodies, industry training boards etc. is a major trend world-wide. Once individual enterprises and industry organisations gain some measure of control over public training resources and are given the freedom to choose where to train, they are increasingly opting for private sector providers.

The loss of the traditional clienteles among public sector training institutions is bad enough. But, as discussed earlier, the training crisis is frequently compounded by the lack of interest and/or capacity of these institutions to re-orient their activities towards the poor.

While this particular group of VET institutions is struggling to survive in many countries, how true is this for training institutions in other parts of the 'training system'? It is necessary, therefore, to examine carefully the activities and resource commitments of all organisations that explicitly seek to promote skills development among the poor. Only then is it possible to reach any meaningful conclusions about the scope and efficacy of this training effort.

In nearly all developing countries, a significant proportion of the poor are smallholder farmers. And yet, the provision of training services, most notably agricultural extension, to these individuals is rarely considered in discussions of skills training. Similarly, much of the pre-employment training that is undertaken by the core tertiary VET institutions discussed above is for public sector occupations which provide social and economic services that should benefit the poor. Many of these personnel do not necessarily have an explicit training role as instructors, but the very provision of these services facilitates the development of certain skills. For example, road engineers involved in rural feeder road programmes not only impart skills to his/her technicians and other staff, but also to local contractors and the beneficiary communities themselves.

EMPLOYMENT AND TRAINING
PAPERS
43
Learning to change: Skills
development among the
economically vulnerable and
socially excluded in
developing countries
Paul Bennell
Employment and Training Department
International Labour Office Geneva
First published 1999

Related Articles

  Study objectives: Learning to change
  Sales Training Materials that Work!
  SME's - a solution for Africa
  Is National TV The Best Thing For Your Career?
  National TV: Is It For You?
  7.4.2 Planning and research
  2.1 Dimensions of crisis
  2.1.3 The potential for change
  Save (UK) tax and national insurance with your limited company
  Success Factors for a Sales Training Initiative
  National PR for a Local Story
  7.4 Characteristics of a pro-poor training system
  Network Marketing Secret of Success: A System
  Critical Success Factors
  7.4.1 Governance and organisation
  10.0 Training – business management and technical skills: Support for Growth-oriented Women Entrepreneurs in Tanzania, 2005
  What Should Your Sales Training Cost in Terms of Money, Time and Results?
  The Truth About Performance Management: Four Insights on Making Your System Work
  How to Own a Business, Instead of a Job
  3.1.4 Overall resource availability: Training priorities, resources and reorientation

Related Forum Posts

Training
Poll: How many search results do you analyze of competitors
Re: Does a New Company need a "Big" PR firm?
Re: What is your biggest challenge? Today?
A regular employee or a contracted employee?

Share this article. Fund someone's dream.

Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!

Name:
Email:

Popular Articles

Your Core Values may be a waste of time

Appealing As Part Of Performance Managment

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.