Ahora los periódicos españoles podrían reunirse para crear el sustituto de Google News. De pago. ¿A alguien se le ocurre un nombre?— fernand0 (@fernand0) December 13, 2014
Only 14,499 papers -- roughly a metre and a half's worth -- have more than 1,000 citations
"Dual training" captures the idea at the heart of every apprenticeship: Trainees split their days between classroom instruction at a vocational school and on-the-job time at a company. The theory they learn in class is reinforced by the practice at work. They also learn work habits and responsibility and, if all goes well, absorb the culture of the company. Trainees are paid for their time, including in class. The arrangement lasts for two to four years, depending on the sector. And both employer and employee generally hope it will lead to a permanent job--for employers, apprentices are a crucial talent pool.
No wonder the apprenticeships are popular: At the John Deere plant in Mannheim, 3,100 young people apply each year for 60 slots, at Deutsche Bank in Frankfurt, it's 22,000 applicants for 425 places.
We're teaching more than skills. "In the future, there will be robots to turn the screws," one educator told us. "We don't need workers for that. What we need are people who can solve problems"--skilled, thoughtful, self-reliant employees who understand the company's goals and methods and can improvise when things go wrong or when they see an opportunity to make something work better.
Each German company has a different way of calculating the bill, but the figures range from ,000 per apprentice to more than ,000.
Another challenge, if anything a more difficult one, has to do with the centralization of the German system and the role the state plays in regulating what happens in private companies. What makes dual training work, every manager told us, are the standardized occupational profiles, or curricula, developed by the federal government in collaboration with employers, educators, and union representatives.