2 nd WORLD FORUM on Lifelong Learning. « LLL and democratic management. » Carlos Polenus

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

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 • carlos.polenus@ituc-csi.org 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. 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. 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 JD-DSG Office

6. 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 Trade union principles. JD-DSG Office

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 ggggggggg

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 JD-DSG Office

9. 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 Change at the workplace JD-DSG Office

10. 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 skills AND global divide JD-DSG Office

11. Global South • International companies must become a local partner. Not just grabbing minerals and run. • Provide vocational training to locals. • Support local social infrastructures like schools, medical services. • Create positive spin-offs to the community. 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. JD-DSG Office

13. European Universities Charter • Widening access • How to fund? • Dialogue with employers and employees • Partnerships • Priority for public education JD-DSG Office

14. 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 Vocational education & training for companies 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. 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 JD-DSG Office

17. 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 JD-DSG Office

18. 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 Diversity of thinking JD-DSG Office