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Title: Slide 1 Author: Jan Dereymaeker Last modified by: Carlos Polenus Created Date: 1/19/2007 1:09:39 PM Document presentation format: On-screen Show (4:3) – PowerPoint PPT presentation

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Title: 2nd WORLD FORUM on

CMIF, Shanghai 2010
  • 2nd WORLD FORUM on
  • Lifelong Learning.
  •  LLL and democratic management. 
  • Carlos Polenus
  • Specail advisor ITUC, Brussels

  • ITUC International Confederation of Trade
  • The ITUC represents 176 million workers in 156
    countries and territories and has 312 national
  • www.ituc-csi.org
  • Carlos Polenus, special advisor
  • 5, Bld. du Roi Albert II
  • 1210 Bruxelles-Brussels
  • Belgique-Belgium
  • 32 (02) 224.02.17
  • carlos.polenus_at_ituc-csi.org

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
  • IT-training UNI union staff in Africa (1987-88)
  • Advisor  Belgium IT-Campus , Twane, South

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.

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
  • Gender gap  Equal Pay Campaign 
  • Woman rights access to teaching jobs (Iran)
  • Education for refugee and asylum-seeking children
    in OECD countries

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

Private training models for companies
  • In house company brainwashing cfr. Starbucks,
    Pizza Hut, Kentucky Fried Chicken.
  • HRM company trainings. Banking, insurance, IBM,
  • 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
  • International alternatives MBAs, satelite
    campusses of universities

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

Change at the workplace
  • 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
  • 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

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.

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.

Foreign investments and local workforce.
  • China Africa contracts in Congo plan for 15
    Chinese workers.
  • Africans cant cope with the platoon system.

European Universities Charter
  • Widening access
  • How to fund?
  • Dialogue with employers and employees
  • Partnerships
  • Priority for public education

Vocational education training for companies
  • 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
  • Belgian law on vocational training a central
  • A funding obligation by law (target 2 of gross
  • Central confiscating of 2 funds if not used by
     social partners 
  • Easy central collecting through the social
    security authority.

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.

ARON Belgium. A not for profit organisation.
  • Regional training institute
  • Fundings ESF, Belgian public sectorial
    collective funds
  • Yearly courses
  • PC-assitant
  • Network managers for SMEs
  • 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

Diversity of thinking
  • 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
  • Theorie A.
  • Mostly SMEs
  • State has to do everything
  • National education systems need to deliver
  • Companies needs ready made workers, no extra
    training needed
  • Fast firing workers to let them update
  • External mobility
  • Training is no HRM concern
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