地方一级的响应能力:建立职业教育教育体系以促进社区发展

IF 1.5 Q3 MANAGEMENT
Stephen Billett
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引用次数: 0

摘要

为了促进职业教育和培训(VET)服务的社区的社会和经济目标,需要的不仅仅是响应政府和行业的需求。虽然在一定程度上是必要的,但对这些需求作出反应并不是一个充分的目标,因此职业教育教育系统应该被指导、制定和评判。它们还需要:(i)对这些系统所服务的社区作出反应;(ii)通过支持革新、扩大现有的经济活动和在地方一级建立能力,在这些社区实现变革方面发挥作用。考虑到这些角色的范围,职业教育学院可能比任何其他教育部门都更需要有效的本地社会、行政和教育基础设施来实现这些成果。社会基础设施包括支持工作实习、工作经验、就业机会和阐明当地企业需求的伙伴关系。行政基础设施包括有意组织和制定职业教育规定及其认证。教育基础设施包括专业知识和资源的提供和协调,以实现这些成果,包括教师的专业知识和资源,以及将他们的努力扩展到教育机构之外的能力。这些形式的地方基础设施对于实现职业教育教育的五个当代目标至关重要:(i)吸引年轻人参加职业教育教育;(ii)协助他们找出适合他们的职业;(iii)为他们从事职业做好准备;(iv)在整个工作生涯中继续教育,以满足不断变化的需求和目标;(v)将工作场所的创新与工人的学习结合起来。在提出这一建议的过程中,本文利用了对发达国家和发展中国家长达30年的职业教育培训规定研究项目的文献和研究结果的综述,为职业教育培训超越响应性来满足当地社区的需求、提高他们的能力和扩大他们的社会和经济潜力提供了理由。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Responsiveness at the Local Level: Building VET Systems to Advance Communities

To advance the social and economic goals of the communities that vocational education and training (VET) serves requires more than being responsive to governmental and industry needs. While necessary to a degree, being responsive to such needs is not a sufficient goal to which VET systems should be directed, enacted and judged. They also need to: (i) be responsive to the communities served by those systems and (ii) play a role in bringing about change in those communities through supporting innovations, extending existing economic activities and building capacities at the local level. Given the scope of these roles, VET, perhaps more than any other educational sector, requires effective localised social, administrative and educational infrastructures to achieve such outcomes. Social infrastructure includes partnerships that support work placements, work experiences, employment opportunities and articulate local enterprises' requirements. Administrative infrastructure includes the intentional organisation and enactment of vocational educational provisions and their certification. Educational infrastructure includes the provision and alignment of expertise and resources to achieve these outcomes, including those of teachers and the ability to extend their efforts beyond the educational institution. These forms of local infrastructure are proposed as being essential for achieving five contemporary purposes of VET: (i) engaging young people with VET; (ii) assisting them in identifying occupations to which they are suited; (iii) preparing them for occupations; (iv) continuing education across working life to meet changing needs and goals and (v) aligning workplace innovations with workers' learning. In advancing that proposal, this paper draws on the reviews of literature and findings from a three-decade-long programme of research in VET provisions in countries with both developed and developing economies, to make a case for VET going beyond responsiveness to meet local communities' needs, advance their capacities and extend their social and economic potentials.

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来源期刊
CiteScore
3.40
自引率
11.10%
发文量
34
期刊介绍: Increasing international competition has led governments and corporations to focus on ways of improving national and corporate economic performance. The effective use of human resources is seen as a prerequisite, and the training and development of employees as paramount. The growth of training and development as an academic subject reflects its growth in practice. The International Journal of Training and Development is an international forum for the reporting of high-quality, original, empirical research. Multidisciplinary, international and comparative, the journal publishes research which ranges from the theoretical, conceptual and methodological to more policy-oriented types of work. The scope of the Journal is training and development, broadly defined. This includes: The determinants of training specifying and testing the explanatory variables which may be related to training identifying and analysing specific factors which give rise to a need for training and development as well as the processes by which those needs become defined, for example, training needs analysis the need for performance improvement the training and development implications of various performance improvement techniques, such as appraisal and assessment the analysis of competence Training and development practice the design, development and delivery of training the learning and development process itself competency-based approaches evaluation: the relationship between training and individual, corporate and macroeconomic performance Policy and strategy organisational aspects of training and development public policy issues questions of infrastructure issues relating to the training and development profession The Journal’s scope encompasses both corporate and public policy analysis. International and comparative work is particularly welcome, as is research which embraces emerging issues and developments.
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