Embed Size (px)
Citation preview
February 2007 1
2nd WORLD FORUM on Lifelong Learning.
« LLL and democratic management. »Carlos Polenus
Specail advisor ITUC, Brussels
CMIF, Shanghai 2010
February 2007 JD-DSG Office 2
ITUC = CSI. ITUC = International
Confederation of Trade Unions The ITUC represents 176 million
workers in 156 countries and territories and has 312 national affiliates.
www.ituc-csi.org
Carlos Polenus, special advisor 5, Bld. du Roi Albert II 1210 Bruxelles-Brussels Belgique-Belgium +32 (02) 224.02.17 [email protected]
February 2007 JD-DSG Office 3
Carlos Polenus
Teaching « Economics » 1975-1977 Director of « National Training Institute » of FGTB-
ABVV (1977-1983) President and founder of « vzw ARON », an IT-
vocational training institute (1983 – 2008) Management board of « University Hasselt ». Chief negociator in metal and chemical industry Sectoral collective agreements on vocational
training. IT-training UNI union staff in Africa (1987-88) Advisor « Belgium IT-Campus », Twane, South
Africa.
February 2007 JD-DSG Office 4
Education International
Global Union Federation member of ITUC Education International is the international
organisation of education unions representing 24 million members worldwide.
Target groups: teachers and school staff. Bologna, Charte LLL focused on adults OHS: the school as a workplace, Hiv-Aids Programm in education sector
(EFAIDS) through 80 member unions.
February 2007 JD-DSG Office 5
EI education strategies
Globalisation, aging societies, and fast technological canges.
Second chance, adult education Unemployed & jobseekers training Updating, vocational training Recognition of teachers qualifications across
borders Gender gap: « Equal Pay Campaign » Woman rights: access to teaching jobs (Iran) Education for refugee and asylum-seeking
children in OECD countries
February 2007 JD-DSG Office 6
Trade union principles.
A right for all Training is « paid » working time Closing the gap
Decentralisation Opening up pathways Widening access Language at the workplace
Larger participation Gender care No ethnic exclusion Joint activation of senior
workers
ggggggggg 7
Private training models for companies
In house company brainwashing: cfr. Starbucks, Pizza Hut, Kentucky Fried Chicken.
HRM company trainings. Banking, insurance, IBM, SAP Public-private updates. Colloqium, conference Universities: continued education & training for well-
qualified graduates Joint sectoral level initiatives Outsourcing to private companies/organisations Local embedded initiatives: diamands cutting, mining,
aeronautics, new media, financial analysts International alternatives: MBA’s, satelite campusses of
universities
February 2007 JD-DSG Office 8
“Informal learning” at the workplace.
A case in China: HONDA
Lack of state funding for local schools
Students work to pay for next school fees.
A students-teachers alliance
Schools seek summer jobs for pooling students
Labour law is not applied to them.
MODEL?
•30 % workforce are internships•2/3 wages.•Not under labour law •No real monitoring and face-to-face tutoring. •Just hard work•Not unionised
February 2007 JD-DSG Office 9
Change at the workplace
Classic. Physical corporation High division of labour Few skills needed Monotony Factory chain Workplace learning Strong hierarchy Few or no training No internet access External control
Post modern Ghostly corporations Flexible tasks,
polyvalence 24/24 on-line Net- & teamwork Intranet- worldwide Outsourcings Quality (self)control Internet: self e-learning,
portal, tutorial
February 2007 JD-DSG Office 10
Global skills AND global divide
A mythe: India: satelite services
in 7 languages Internet educational
tools: portal, library, tutorial, newsletter.
Real factors: Poverty/school fees Mobility/distance to
school Place at home/shanty
towns Sickness risks/HIV
Child labor Lack of properly trained
teachers Lack of stable school
funding Gender & illiterace Lack of teaching tools;
books and writing materials, uniforms
Lula, Brazil: social allowances linked to school attendances and health checks.
February 2007 JD-DSG Office 11
Global South
1. International companies must become a local partner. Not just grabbing minerals and run.
2. Provide vocational training to locals.
3. Support local social infrastructures like schools, medical services.
4. Create positive spin-offs to the community.
February 2007 JD-DSG Office 12
Foreign investments and local workforce.
China Africa contracts in Congo plan for 15% Chinese workers.
Africans can’t cope with the platoon system.
European Universities Charter
Widening access How to fund? Dialogue with
employers and employees
Partnerships Priority for public
education
February 2007 JD-DSG Office 13
February 2007 JD-DSG Office 14
Vocational education & training for companies
Belgian law on vocational training = a central framework
A funding obligation by law (target = 2% of gross wages)
Central confiscating of 2% funds if not used by « social partners »
Easy central collecting through the social security authority.
In Belgium chemical and metal industry.
Sectoral partnerships « Paritair » structures Workers’ organisations
(sectoral trade unions) Employers organisation at
the sectoral level. Partners have full freedom
to design their own fund management.
Free to set up specific sectoral initiatives, or outsourcing or partnering
February 2007 JD-DSG Office 15
Collective sectoraltraining funds
(under Belgian law).
Bi-yearly Collective Agreement on sectoral vocational training.
Management of collective training funds.
Collecting 1.3 % on gross company wages through the National Social Security system.
Refunding good practizes Monitoring collective
training initiatives Opening private training
markets.
Basic principles accepted by the employers association representatives management board of the fund:
Opportunities for all workers Special action programm for SME ‘s Yearly social concertation in company on training policy. Training time = worktime No luxery trainings in Mauritius Accepts open training initiatives set up by leading companies.
February 2007 JD-DSG Office 16
ARON Belgium. A not for profit organisation.
Regional training institute Fundings: ESF, Belgian public & sectorial
collective funds Yearly courses:
PC-assitant Network managers for SME’s
Target groups: Unemployed & job seekers Workers in restructuring General public: closing the digital gap
Some websites
Blue collar workers: http://
www.fondschem.be/FR/
Overview all sectors: http://vdab.be/
infotheek/arbeidsmarkt_sectoren.htm
A European view: www.trainingvillage.
gr www.cedefob.eu.int
February 2007 JD-DSG Office 17
February 2007 JD-DSG Office 18
Diversity of thinking
Theorie A. Mostly SME’s State has to do everything National education systems
need to deliver “workers” Companies needs “ready
made” workers, no extra training needed
Fast firing workers to let them “update” themselves
External mobility Training is no HRM concern
Theorie B. Bigger companies. Existing HRM policy Qualitiative manpower
planning School education is basic Seniority principle or core
workers model Ready to invest in SOME
people Promote internal mobility Taylor-made training
programms Inhouse or outsourcing
