Frankfurt/Berlin – Trainers in the companies: They play a key role in bringing companies through the transformation successfully and in preparing the skilled workers of the future. However, they often feel that the companies are holding them back when it comes to equipment, planning for the future and qualifications. Companies are threatening to gamble away the valuable potential of dual vocational training in the face of change. A new study by the Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU) for the IG Metall in industry and trade warns of this.
dr Hans-Jürgen Urban, executive board member of IG Metall: “The training staff is motivated, but is held back by the companies. Many companies only see training as a cost factor. But that means that economic, social and ecological change is going up against the wall.” A change in business perspective is necessary: only those who invest in training staff and thus the training of young people can make companies fit for the future. “Good education is the starting point for good work,” said Urban.
Prof. Dr. Sabine Pfeiffer, author of the study at Friedrich-Alexander-Universität Erlangen-Nürnberg: “The demands are increasing, the conditions are getting worse and there is a lack of a say in future topics: the quality of training, trainees and the attractiveness of the vocational training system suffer as a result – and ultimately the innovative ability of the economy.”
Stress costs training quality
Personal burdens on the training staff reduce the quality of the training: More than every second person (54%) is exposed to contradictory requirements from the company with regard to the task as a trainer and normal work. For the vast majority, this means: extra work and overtime (59%), stress (70%) and a higher work intensity (86%). The serious consequence: Almost half (45%) have to cut back on the quality of the training.
The training staff is valued by 96 percent of the trainees, but only 70 percent by the company. While the payment of full-time trainers is regulated by collective agreements, the additional activity is voluntary commitment for 89 percent of the training specialists: They receive no additional remuneration, although 85 percent of all trainers would like a financial reward for their colleagues.
Hardly any information and a say in the change in the company
At the same time, trainers are left out when it comes to important developments, although they set the course for the company by qualifying future specialists: Half of those surveyed are left in the dark by the company when it comes to operational change processes and planning. Likewise, 49 percent of the trainers are not involved by the companies in change processes. Accordingly, half of the training staff (50%) complains that the topic of training is not important to management.
Detention in the subject digitization necessary
According to 74 percent of those surveyed, the companies are financially well equipped for better digital training. At the same time, they see major deficiencies in equipment (35%), staff (43%) and in the motivation of companies to digitize training (32%).
More than half (57%) of the trainers say that they (can) make a significant contribution to the digital transformation in companies. Nevertheless, more than one in three companies (38%) neglects to systematically integrate knowledge of new machines or production techniques into training.
dr Hans-Jürgen Urban: “Companies have to stay in detention: for more and better digital equipment and skills of the training staff. It helps to spend more money on digital infrastructure. However, it is particularly important to provide sufficient time and space for the necessary qualification of the training staff.”
Too few resources jeopardize the training of trainers
The further training of the trainers is central in order to qualify them for the upcoming challenges. However, the vast majority of companies have no company regulations for regular further training of training staff (67%), cost assumptions (55%) or leave of absence (52%).
Trainers often feel that they are not sufficiently prepared for their task: 86 percent see increasing demands in the pedagogical area alone. One in three (35%) feels inadequately equipped today.
IG Metall is therefore calling for the standard for basic vocational qualifications, the Ordinance on Instructor Aptitude, to be modernised. In addition, a new training course for learning process facilitators should be created.
643,000 trainers are registered nationwide. In addition, many times more employees than training specialists are entrusted with training. For the representative study, FAU surveyed 1,004 trainers and training specialists in the metal, electrical and textile industries using online surveys and in-depth interviews.
Working Paper: MOTIVATED BUT SLOWED DOWN
Presentation: Training staff in focus
More information and press photos from Dr. Hans Jürgen Urban