One promising practice for improving workplace preparation, apprenticeship, has been effective in preparing skilled workers for the changing needs of the workplace. Apprenticeship is a training strategy with eight components: it combines hands-on training on the job with related instruction; employer needs dictate programs; it is regulated by law; it leads to official credentials; time and money are invested by employer/sponsors; wages are provided during programs; apprentices work under master workers; and apprenticeship involves both written agreements and implicit expectations. Apprenticeship in the United States also provides upgrading and retraining for employed adults. U.S. apprenticeship is not a standardized institution. Programs registered with state or federal agencies offer apprenticeships in approximately 830 occupations. Apprenticeships should be more widely used as a training strategy and should be established in occupations/industries not now considered apprenticeable. Vocational-technical education should be more closely linked to apprenticeship components of earning and learning. The following benefits can accrue: full participation of learning and working is allowed; students understand the big picture; apprenticeships provide pay and advancement while working; work-based learning has an advantage for noncollege-bound youth; apprenticeships offer employer/sponsor benefits; and youth apprenticeships demonstrate the community educational role. The role of the federal government and education should be strengthened to increase program quality. (10 references) (NLA)