Page 10 - O2-A3_DELTA_EN_Toolkit_for_Mentors_and_Tutors

Developing Expertise in
Work-Based Learning and
Teaching Assessment (DELTA)
www.deltaproject.eu

Types of costs and benefits of work-based-learning” to firms
OECD Education Working Paper No-143 ​https://doi.org/10.1787/5jlpl4s6g0zv-en

Costs Benefits
Apprentice wages and related costs Productive contribution of apprentices through
(e.g. travel costs, food allowance) unskilled tasks
Apprentice supervisor costs Productive contribution of apprentices through
skilled tasks
Training material and infrastructure, supplies Recruitment benefits
(e.g. tools, software, books (e.g. saving on hiring costs, lower tumover
Recruitment and administrative costs Better reputation, social responsibility

2. Selection/matching of suitable candidates

2.1.Analysing personal needs of the company

Companies interested in vocational training should consider and check if they fulfil certain preconditions for
training. If this is not the case they contact the relevant authority and talk to their training consultant office
for advice. First it is especially important that the employer is carrying out a personnel need inquiry for the
following years concerning a long term recruiting of young professionals - with a time horizon of at least
three to five years. Plans should include a succession regulation foresighted at the right time. According to
the size of the company it is recommended to build up a deputy or the second leadership level.

a) Operational suitability
During the practical training the company should be able to provide knowledge and skills, which correspond
to a specific profile of a recognised occupation. Among the rest, this causes the necessary facilities, rooms
and the suitable equipment for training. In particular cases a lack of training abilities can be compensated
by collaborative training with other companies. In addition, the number of the trainees must be in an
adequate relation to the number of company trainers. This can be absolutely different from company to
company.

b) Personal suitability
Normally young people are not yet of age when starting an apprenticeship. In consequence it is important
that the training company is allowed to employ young people and has not offended against laws concerning
juveniles or young people and against the prevailing legal framework for vocational training relevant for the
corresponding country.

IO2:​ ​Toolbox for Tutors and Mentors DELTA - 2017-1-UK01-KA202-036810 Seite 9

This project
has been funded with support from the European Commission. This
publication [communication] and all its contents reflect the views only of the author,
and the Commission cannot be held responsible for any use which may be made of the information