Eine steigende Zahl unbesetzter Ausbildungsplätze prägt den ohnehin angespannten Arbeitsmarkt. Um diesen Entwicklungen entgegenzuwirken, ergreifen Betriebe neue Wege, um Auszubildende zu gewinnen und zu halten. Zu den arbeitsmarktpolitischen Förderinstrumenten, die hier ansetzen, gehört insbesondere die Assistierte Ausbildung als Förderinstrument für benachteiligte Jugendliche. Die Unterstützungsleistungen richten sich nicht nur an Jugendliche, sondern auch an Betriebe. Im Beitrag wird untersucht, wie Betriebe von der zeitlichen und personellen Entlastung profitieren und inwiefern die Unterstützung zur Stabilisierung und Verbesserung des Ausbildungsverhältnisses beiträgt.
Der erfolgreiche Abschluss einer Berufsausbildung und der gelungene Übergang in den Beruf sind wichtige Voraussetzungen für gesellschaftliche Teilhabe. Insbesondere Jugendliche mit schwierigen Ausgangsbedingungen und hohem Förderbedarf benötigen individuelle Begleitung auf diesem Weg. Nicht alle Betriebe können diese Unterstützung leisten. Hier setzt das Instrument der assistierten Ausbildung (AsA) an. In Sachsen-Anhalt wird die assistierte Ausbildung mit einem eigenen Landesfachkonzept erfolgreich umgesetzt. Welche Erkenntnisse lassen sich daraus für die Weiterentwicklung der assistierten Ausbildung ableiten? Und wie kann die nachhaltige Integration Jugendlicher in den Arbeitsmarkt gefördert werden?
In “Assisted initial vocational training” (Assistierte Ausbildung), a regular in-company initial vocational training programme is flanked with comprehensive preparatory and support provision offered by the young people’s careers advisory service (Jugendberufshilfe). As a result, even underprivileged young people can be enabled to complete a normal in-company initial vocational training programme. The article introduces the opportunities of “Assisted initial vocational training” and outlines the experience of implementing the scheme in Baden-Württemberg.
Bei der Assistierten Ausbildung wird eine reguläre betriebliche Berufsausbildung durch umfassende Vorbereitungs- und Unterstützungsangebote seitens der Jugendberufshilfe flankiert. Dadurch gelingt es, auch chancenarmen jungen Menschen eine normale betriebliche Berufsausbildung zu ermöglichen. Im Beitrag werden Chancen der Assistierten Ausbildung vorgestellt und Umsetzungserfahrungen in Baden-Württemberg skizziert.
Gender-atypical VET could have the potential to reduce gender segregation on the labour market and to lessen gender-specific inequalities. Nevertheless, studies indicate poorer utilisation prospects of such training qualifications. In order to examine these more closely, this article identifies challenges people face in their later employment trajectory if they opted for training in an occupation dominated by the other gender. The basis is provided by interviews with people who have left their gender-atypical training occupation and on expert interviews.
According to the Vocational Training Act, a holistic educational remit forms a core element of training in the dual system. In light of increasing political disenchantment and popularism, more and more companies providing training are wondering which aspects of civic education they can impart without running the risk of being perceived by the trainees as ideologically biased or manipulative. This article illustrates the points of reference offered in this regard by the standards in all occupational profile positions, which have been applicable since 2021. One of the aims is to foster cross-cutting competencies, which also form part of the employability skills set in the modern world of work, over the entire apprenticeship. These also include societal and democratic competencies and values such as participation, the ability to enter into discourse, solidarity and tolerance.
There is a training occupation separate from the fashion industry which combines creativity, dexterity, traditional craft skills and modern manufacturing processes. Custom tailors use their flair for design and fashion to produce everything from classic suits to theatrical costumes to one-off haute couture pieces for private persons and for the stage. This occupational profile sets out their most important tasks and provides training figures.
The labour market and the VET system are characterised by a series of contrary developments. This article focuses on the most important factors in this regard. Following an overview of the main challenges and of current trends, it outlines developments on the labour market and training market and presents the ensuing changes for companies. The authors suggest as two possible solutions the improvement of vocational orientation which supports more young people along the route into VET as well as reforms to initial VET which can help increase the speed of adjustment.
Nachwuchsgruppe Regionale (Infra-)Struktur und Segmentierungsprozesse in der Ausbildung (RISA)
This article looks at the correlation between region and training. It highlights that not all characteristics of a region are equally important when it comes to explaining what influences the training preferences and opportunities of young people. On the other hand, it also points out that regional characteristics are not equally important for all young people and that the impact of such characteristics varies depending on sociodemographic circumstances or personal attributes. The aim of the article is to raise awareness amongst researchers and practitioners of this selective significance of regional characteristics for training preferences and opportunities with a view to using target group-specific (advisory) services to meet the challenges on the training market.
Robin Busse; Julia Bock-Schappelwein; Marlise Kammermann
Vocational education and training is considered to be crucial for the successful occupational integration of young refugees. Findings from Germany, Austria and Switzerland show that these countries are adopting different routes in order to support the integration of refugees despite commonalities in the structure of their VET systems. The article mainly focuses on the phases of preparation for and access to VET.
Over the past few years, e-commerce has led to the creation of new task areas, processes and business models with their own ways of working and sequences which were not covered by the established commercial occupations. This made it necessary to introduce a new occupation to provide training for tasks in the area of e-commerce. This profile presents the tasks, development opportunities and figures for this new occupation which entered into force in 2018.
The conventional method of recruiting apprentices, in which firms offer apprentice positions via various media and then wait for incoming applications, is becoming less and less likely to lead to success. One promising remedy is a reversed approach which involves the firms themselves searching applicant profiles in online apprenticeship training exchanges in order to find suitable candidates. This article sheds light on the extent to which this procedure now forms part of recruitment practice of firms.
The hospitality sector was badly shaken up during the coronavirus pandemic. Modernisation of the hotel occupations thus occurred at the right time. The training occupation of hotel management clerk addresses many of the changes that have taken place in the sector and now offers business management aspects and further main focuses in the areas of HR and commercial management.
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