Abstract
This thesis examines the enterprise mentoring voucher as a policy instrument for linking workplace-based training, employer participation and independent competency assessment. The analysis draws on evidence from Germany, Switzerland, France and Singapore. Germany’s dual training model demonstrates the advantages of sustained employer–trainee interaction, while the Bildungsgutschein illustrates the limits of a training subsidy without a mentoring component. Evidence from the Swiss randomized field experiment reveals low voucher take-up and no statistically significant short-term effects on wages or employment. France’s Personal Training Account (CPF) and Singapore’s SkillsFuture Credit show that broad financial access alone does not guarantee balanced participation or strong labor-market outcomes. Based on these findings, the thesis argues that Uzbekistan should design a targeted mentoring voucher that finances practical training at enterprises and links reimbursement to independently verified competencies. Such a mechanism could strengthen the education–employment connection, reduce skills mismatch and support the institutional development of the national qualifications system.
References
This work is licensed under a Creative Commons Attribution 4.0 International License.