Editor’s Note: This is Part Two of a two-part series on the latest developments in the apprenticeship programs of various nations. Part One in the series focused on US programs, while this installment surveys apprenticeships around the world.
Apprenticeships have long been a cornerstone of workforce development in many countries. While some nations have seen fluctuating interest in vocational training, others have maintained strong apprenticeship systems for decades.
In countries like Germany and Switzerland, apprenticeships remain a tried-and-true route into skilled employment. In Asia, nations such as Singapore and South Korea have integrated apprenticeships into their business strategies to provide a steady pipeline of skilled workers to their industries.
However, what’s changing today is the scope of apprenticeships. They are expanding beyond traditional apprenticeship-heavy trades into fields such as information technology (IT), finance, and cybersecurity. Governments are introducing reforms to make apprenticeships more flexible, employer-driven, and accessible to a broader range of learners.
Some nations provide financial incentives to encourage businesses to train new workers. Others are integrating apprenticeships into higher education programs.
The result is a new era of apprenticeships—one that blends hands-on experience with the latest in supplementary education. While some countries are reinforcing long-standing apprenticeship traditions, others are modernizing their approaches to meet evolving workforce demands.
This article explores how different nations are shaping the future of apprenticeships, as well as what makes their models successful.
The global rise of modern apprenticeship programs
Apprenticeships today look very different from those of the past. While on-the-job training remains at the core of apprenticeship programs, the industries, technologies, and approaches involved have expanded significantly to reflect the realities of a rapidly changing job market.
One major trend is the diversification of apprenticeship fields. Traditional trades like construction and manufacturing remain strong, but new programs are emerging in finance, healthcare, digital technology, and even green energy.
What’s more, apprenticeship programs are no longer just for students leaving school to move into trade careers. Nowadays, they are open to career changers, mid-career professionals, and people looking to upskill in new industries.
In today’s global economy, employers are playing increasingly active roles in shaping apprenticeship programs. Many companies have moved beyond government-led models to create their own training pipelines to make sure their future employees are prepared for specific job roles.
Some programs focus on short-term training, while others are multi-year commitments that lead to advanced qualifications and leadership roles.
The technology factor in today’s apprenticeship programs
Technology is also transforming apprenticeships on a global scale. Many such programs now blend online learning with workplace experience. Some use virtual reality and simulation tools to train apprentices in complex skills before they enter real-world environments.
In specialized fields like aerospace and artificial intelligence, apprenticeships are becoming an important entry point for developing talent.
In some countries, apprenticeships have long enjoyed high status and strong public support. In others, perceptions are shifting. Today, efforts are underway to show students, parents, and employers that apprenticeships can be a viable, and in certain fields, even a superior alternative to traditional university degrees.
With that realization, governments are funding campaigns, redesigning education pathways, and working with industry leaders to boost participation in a widening range of apprenticeship programs.
While different nations take different approaches, one thing is clear: apprenticeships are not relics of the past. Rather, these programs are evolving, expanding, and adapting to meet the needs of today’s workforce.
Let’s examine a cross-section of apprenticeship programs around the world—their best features as well as their shortcomings. Although this list is a sampling rather than a comprehensive survey, it does paint a picture of the current state of apprenticeship programs around the world.
Swiss collaboration: government, industry, and education
Switzerland’s Vocational Education and Training System is widely regarded as the gold standard for apprenticeships. Roughly two-thirds of Swiss students opt for this route, which combines classroom education with workplace training. Apprenticeships cover a vast range of fields, from traditional trades to finance, IT, and healthcare.
One of Switzerland’s strengths is its close collaboration between government, industry, and educational institutions. Businesses play a major role in designing and funding training. An added benefit is the nation’s seamless transition from apprenticeships to employment, resulting in low youth unemployment rates.
Credit Suisse: apprenticeships in banking and finance
In the Swiss banking sector, major banks like Credit Suisse offer apprenticeship programs that exemplify the dual system.
At Credit Suisse, apprentices typically split their week between vocational school—where they study subjects such as economics, finance fundamentals, and regulatory frameworks—and on-the-job training within the bank. While in the workplace, apprentices might rotate through departments such as retail banking, risk management, or wealth advisory to gain hands‑on experience that complements their academic learning.
Swisscom: IT and telecom apprenticeships
In the Swiss telecommunications field, Swisscom runs apprenticeship programs designed to nurture technical talent. In these programs, apprentices receive formal education in areas like network infrastructure, cybersecurity, and software development at vocational schools, while also engaging in real-world projects within the company.
For example, an apprentice might work on maintaining network systems, troubleshooting technical issues, or even contributing to the development of new digital services. Because of this integrated approach, apprentices develop both the theoretical knowledge and practical skills required to meet the evolving demands of the IT sector. This approach sets up direct pathways to long-term employment.
Both examples demonstrate how Switzerland’s close collaboration between government, industry, and educational institutions creates a strong framework for skill development—which ultimately translates into a highly competent workforce.
The downside of such a comprehensive system
One limitation, however, is Switzerland’s rigid tracking system, which directs students toward either vocational or academic paths at an early age.
While apprentices can later pursue higher education, the system tends to steer individuals into career paths quite early in life. The downside is fewer opportunities for late bloomers or those who decide to switch career tracks.
The depth of Germany’s dual vocational training system
Germany’s Dual Vocational Training System (DVT) is a major career pathway for its students, though not the only one. After lower secondary school, students choose among an academic route that leads to a high school diploma and university path, full-time vocational schools, or the dual apprenticeship track.
In the dual track, trainees split their time between a company and a vocational school. The DVT program spans roughly 328 state-recognised occupations, from engineering to IT. DVT is widely used. About 58% of upper-secondary learners are in vocational programs. In 2023, almost half a million new apprenticeship contracts were signed. That leaves about 40% of college-age German students in academic tracks.
For in-depth information on the apprenticeship landscape in Germany, the nation’s most recent VET report is a goldmine.
A strength of this system is the depth of its employer engagement. Businesses provide extensive hands-on training and often hire apprentices full-time after they complete their program. The government/industry co-funding model keeps costs manageable for both employers and students.
Siemens and Volkswagen: two examples of how the system works
Engineering and technology industry leader Siemens is renowned for its comprehensive dual training programs.
Siemens apprentices in technical and IT roles split their time between vocational schools—where they learn core subjects such as electrical engineering basics, industrial automation, and IT systems principles—and Siemens’ own facilities, where they gain practical experience on real projects. This might include tasks like troubleshooting complex machinery, developing software solutions, or optimizing production processes.
Volkswagen offers a classic example of Germany’s DVT system in action. In its automotive technology apprenticeships, students attend vocational school to study subjects ranging from mechanics and automotive electronics to quality control and production logistics.
Simultaneously, they work at Volkswagen’s manufacturing plants, where they participate in assembly line work, perform diagnostic checks, and learn modern manufacturing techniques.
The DVT system: limitations and challenges
One drawback to Germany’s DVT system, however, is that the program’s bureaucratic nature can make it difficult for small businesses to participate. The flip side of that reality is that the companies best positioned to take advantage of the system tend to be larger corporations.
Moreover, mass migration into Germany over the past decade has overburdened the system. 2015 alone saw upwards of a million migrants enter Germany, primarily from Syria and Afghanistan. Since then, at least another 2.5 million asylum seekers have entered the country, according to Germany’s Federal Statistical Office. Many of these migrants looked for a space in the DVT system.
The influx of so many migrants from vastly different cultural backgrounds has exposed the training system’s limitations, with language barriers and cultural differences making it hard for migrants to participate successfully in the system.
Ireland: rapid expansion and public sector integration
Ireland is undergoing a modern apprenticeship renaissance. The country has expanded from 25 apprenticeship programs in 2016 to over 70 today, with further growth planned. Traditionally focused on construction and engineering, apprenticeships now span finance, IT, biopharma, and healthcare.
In addition, Ireland’s brand new Public Service Apprenticeship (PSA) plan has introduced apprenticeships into government roles. As with most apprenticeships, PSA apprentices split their time between structured classroom learning and on-the-job training. Their instruction covers subjects like public sector economics and administrative processes. In their work placements, they contribute to real projects, such as budget planning and policy implementation.
A major apprenticeship strength in Ireland is the nation’s “earn while you learn” model, which makes apprenticeships financially attractive. Also, another new Irish institution, the National Apprenticeship Alliance, brings together employers, educators, unions, and apprentices to develop relevant curricula and help better align apprenticeship training with industry needs.
A private sector apprenticeship model in Ireland
Accenture Ireland has embraced the modern apprenticeship model to address the growing demand for digital skills. It is part of the global professional services firm of the same name.
In this program, IT apprentices alternate between vocational training and practical assignments on real client projects. Their instruction covers areas such as coding, data analytics, and cybersecurity.
An Accenture apprentice might spend part of the week in a technical college learning the latest digital technologies, and the remainder of the week working within Accenture on software development and system optimization tasks.
Singapore: a skills-first approach to education
Singapore’s SkillsFuture program integrates apprenticeships with lifelong learning. A complementary initiative, the nation’s Earn and Learn Programme enables young people to gain practical experience while earning a professional qualification.
There is a well-developed link between apprenticeships and economic planning. The government works with industries to align apprenticeships with future workforce needs. This is particularly true in advanced manufacturing, finance, and digital technology.
As with other successful apprenticeship programs around the world, the government of Singapore actively collaborates with key industries to forecast future skills needs and target training accordingly. At present, sectors including advanced manufacturing, finance, and digital technology are at the forefront of apprenticeship initiatives.
Also, as with other nations’ programs, apprenticeships in Singapore are often embedded within higher education pathways. The nation’s system goes one step further by encouraging lifelong learning. As industries evolve, workers have the opportunity to upgrade their skills via further study or additional certifications.
Sector-specific initiatives to keep pace with industry changes
In the advanced manufacturing sector, Singapore apprenticeships focus on the latest automation processes and production technologies. The nation’s world-class finance sector benefits from apprenticeships that provide practical exposure to market dynamics, risk management, and emerging fintech innovations.
It is a similar story with IT. Apprenticeships in this field are crafted to keep pace with advancements in software development, cybersecurity, and data analytics.
This comprehensive approach not only prepares individuals for immediate employment but also contributes to Singapore’s reputation as a global leader in workforce innovation.
An apprenticeship model for other nations to follow
Singapore’s integration of apprenticeships with economic planning and higher education serves as a model for other countries in how to bridge the gap between academic training and industry requirements.
However, cultural biases toward academic education persist in Singapore: many of its citizens still favor university degrees over vocational routes. Despite financial incentives, apprenticeship enrollment remains lower than in countries where vocational training has long been promoted.
Australia: competency-based and open to all ages
The Australian Apprenticeships system is one of the most accessible, as it is open to learners of all ages. The system emphasizes competency-based progression. Apprentices can complete programs faster if they demonstrate the required skills. Fields range from traditional trades to healthcare and business administration.
Government subsidies encourage employer participation, and the system is flexible enough to accommodate different industries. The ability to complete apprenticeships at various career stages makes it a strong alternative to traditional education.
A drawback is the uneven quality of training providers, with some offering subpar programs that fail to meet employer needs. Small businesses also struggle to take on apprentices due to the administrative burden and costs involved.
Key takeaways: lessons from the best
Apprenticeship programs around the world are evolving into dynamic, industry-integrated training models that supplement traditional education and provide practical pathways into emerging fields such as IT, finance, and advanced manufacturing.
Successful systems across a range of nations share common best practices, including:
- Well-developed collaborative initiatives between governments, educational institutions, and industry
- Flexible, competency-based curricula
- Innovative funding models that incentivize employer participation
When educators, industries, and governments coordinate and fine-tune their curricula to meet real-world labor needs, graduates land strong first jobs and develop the confidence to keep learning as opportunities evolve. That’s a win-win for all involved.
