Training staff have a responsible role in the vocational qualification and socialisation of trainees. Trainers need to be up to speed professionally. Above all, they also need to be able to form a relationship with young people so as to provide the best possible support in the progression to working life. The articles in the new issue of BWP examine how this can be achieved.
Training staff play a key role in supporting young people along the pathway into working life and in preparing them for the requirements of the occupation. Trainers need to be up to speed professionally. Above all, they also need to be able to form a relationship with young people. Reconciling professional and pedagogical know-how can sometimes be challenging, particularly as new demands are constantly emerging in both of these areas. In this interview, Dr. Thomas Koppe describes how Merck, a company based in Darmstadt, supports its training staff in this respect.
Employees who (help to) deliver training at the company are indispensable to the education and training system. At the same time, however, they remain an unknown group in many ways. This particularly applies with regard to their personal dispositions. The 2024 BIBB/BAuA Labour Force Survey is used as a basis to investigate whether employees delivering training are characterised by particular professional ambitions, in this case improvement of qualification and/or position. The results reveal an independent correlation with the exercising of a training function. The inclination of persons in this group to seek qualifications is shown to be more marked than their career interest.
Direct communication between trainers and trainees is one of the key factors for the successful imparting of knowledge at a company providing training. This article sets out results based on a current study being conducted by the Austrian Institute of Economic Research (WIFO). Taking the metal technology industry in Lower Austria as an example, it presents measures which the companies perceive as being particularly effective. The focus is on the structuring of communication and on direct interaction between training staff and the trainees.
Evaluations of data from the BIBB Training Panel and from interviews with training officers show increasing areas of conflict within companies. This applies to the recruitment of trainers as well as to the resources required to provide support and to the view taken of the target group of young people and of their needs.
Kristin Otto; Bernhard Hilkert; Christiane Köhlmann-Eckel
This article investigates how digital developments are changing inter-company training and looks at the requirements which are emerging as a result for training staff at inter-company training centres. The extent to which training staff are deploying digital technologies and developing innovative methods is presented on the basis of an evaluation study on digitalisation at inter-company training centres. The article emphasises the central role played by training staff in the digital transformation and by the support they provide in terms of developing inter-company training centres in a sustainable way and adapting them to technological changes.
The aims of vocational orientation provision are to address the interests and predispositions of young people, to facilitate access to practical occupational experiences, and to create bases of information on the world of employment and work. The article addresses the question of how training staff in the Vocational Orientation Programme (BOP) are able to strengthen the career choice competency of young people against the background of newly formulated standards.
The InnoVET PLUS project “Berufspädagogik Connect” (“Vocational Pedagogy Connect”) centres on the professionalisation of vocational training staff. The aim is to use monitoring as a basis for the development of training provision which fosters networking across learning venues for this heterogeneous professional group. This article offers an overview of the diversity of vocational training staff in Germany and states the objectives and stages of implementation of the InnoVET PLUS project.
Ulrike Weyland; Wilhelm Koschel; Katharina Kettler
Practice managers have been required to complete mandatory continuing professional development on an annual basis since the updating of the Nursing Professions Act. This continuing professional development encompasses 24 hours per year and must address current specialist nursing topics or pedagogical themes. However, the positive impact which this compulsory continuing training is expected to bring for practice managers can only be realised if advanced training contents and requirements are congruent. This gives rise to the key question as to which advanced training needs are present amongst practice managers in nursing. This issue is being pursued by the BMBF-funded project LimCare. This article presents selected results.
Initial and continuing training staff at companies occupy a key position in skilled worker training. This makes it all the more important that they should have their own quality-assured training. For this reason, the German National Reference Point for Quality Assurance in Vocational Training (DEQA-VET) has decided to obtain the opinion of international peers on this topic. This article presents the concept, process and initial results of this EQAVET Peer Review.
So-called preboarding measures are now gaining in significance at companies in light of a growing number of trainees who do not take up their training place despite having concluded a training contract. How can trainees’ loyalty to the company be secured during the transitional phase between the conclusion of the contract and the commencement of training? This article presents possible measures and describes the support formats offered by the BIBB Leando Portal.
The transition from training to a permanent contract of employment marks a sensitive phase in the occupational biography of young people. For companies providing training, it represents a crucial lever for obtaining a qualified workforce, especially against the background of demographic developments and an increasing shortage of skilled workers. In practice, however, this transition is shown not to bring any guarantee of sure-fire success. It is something which needs to be actively supported and structurally secured. This article describes how the company Roche structures management of the progression from trainee to permanent employee at its locations in Mannheim and Penzberg.
The constricted nature of the housing market in Munich creates considerable challenges for trainees. Average training allowances are frequently insufficient to cover the high rental costs of flats. Against this background, Munich City Council has initiated a scheme entitled “AzubiWerk”, in which it joins forces with other civic partners to create affordable accommodation for trainees. The association running the scheme combines housing provision with pedagogical support measures and opportunities for co-determination. This article provides insights into the services of the association and the impacts these are having.
The demographic shift and the falling number of German training entrants are giving rise to urgent issues relating to securing a supply of skilled workers. Young foreign nationals, in particular more recent migrants, could help to alleviate the skilled worker shortage. What is the quantitative significance of this group? And in which educational sectors are they most likely to be found? The Integrated Training Reporting System (iABE) provides informative insights in this respect and shows that young foreign nationals are indispensable.
The technological shift is altering qualification requirements and is necessitating adaptations in training. Learning objectives which are formulated in technologically neutral terms in training regulations are opening up areas of leeway which aim to facilitate adjustment of training to meet both the altered general technical conditions and the respective company requirements. This article takes the area of hydrogen technologies as an example to explore how this flexibility can be implemented and to look at the challenges emerging for training staff.
Climate change is leading young people increasingly to seek out occupational prospects in the green economy. Gardeners make an important contribution to the environment by growing fruit and vegetables, by laying out and caring for gardens and parks, and even by tending to graveyards. Gardening is an occupation which combines craft trade skills with specialist knowledge of plants, soils, nutrients and near-natural design. This profile sets out the tasks involved in the occupation’s seven specialisms and presents figures relating to training.
The first Board Meeting of the year was chaired by INA MAUSOLF, representative of the federal states. The main focuses of this meeting were consultations regarding the training places market and the issue of how trainees and training staff can be empowered to deal with artificial intelligence (AI).