Frankfurt/Berlin – Trainers in companies play a key role in successfully guiding businesses through transformation and preparing the skilled workers of the future. Yet they often feel held back by companies when it comes to resources, shaping the future, and professional development. Companies risk squandering the valuable potential of dual vocational training amid this transformation. A new study by Friedrich-Alexander University Erlangen-Nuremberg (FAU) commissioned by IG Metall warns of this in the industrial and skilled trades sectors.
Dr. Hans-Jürgen Urban, executive board member of IG Metall: “Training staff are motivated, but they are being held back by companies. Many companies view training solely as a cost factor. But this approach is derailing economic, social, and environmental transformation.” What is needed, he said, is a shift in business perspective: Only by investing in training staff—and thus in the training of young people—can companies prepare themselves for the future. “Good training is the starting point for good work,” Urban said.
Prof. Dr. Sabine Pfeiffer, author of the study at Friedrich-Alexander University Erlangen-Nuremberg: “Demands are rising, conditions are worsening, and there’s a lack of input on future-oriented issues: This hurts the quality of training, trainees, and the attractiveness of the vocational training system—and ultimately the economy’s capacity for innovation.”
Stress Compromises Training Quality
Personal stress among training staff reduces the quality of training: More than one in two (54%) face conflicting demands from companies regarding their role as trainers and their regular work. For the vast majority, this means: extra work and overtime (59%), stress (70%), and a higher workload (86%). The serious consequence: nearly half (45%) have to compromise on the quality of training.
96 percent of trainees express appreciation for their training staff, whereas only 70 percent of trainees report receiving appreciation from the company. While the pay for full-time trainers is regulated by collective bargaining agreements, for 89 percent of the skilled workers who serve as trainers, this additional work is done on a volunteer basis: They receive no additional compensation, even though 85 percent of all trainers would like to see their colleagues receive financial compensation.
Little Information and No Say in Company Changes
At the same time, trainers are left out of important developments, even though they are setting the course for companies by training future skilled workers: Half of those surveyed are kept in the dark by their companies regarding organizational change processes and planning. Likewise, 49 percent of trainers are not involved by their companies in change processes. Accordingly, half of the training staff (50%) complain that the topic of training carries no weight with management.
More Work Needed on Digitalization
According to 74 percent of respondents, companies are financially well-equipped to provide better digital training. At the same time, they see major shortcomings in equipment (35%), staffing (43%), and companies’ motivation to digitize training (32%).
More than half (57%) of trainers say they (can) make a significant contribution to the digital transformation in their companies. Nevertheless, more than one in three companies (38%) neglects to systematically integrate knowledge of new machines or production techniques into their training programs.
Dr. Hans-Jürgen Urban: “Companies need to step up their game: to provide more and better digital equipment and skills for their training staff. Investing more money in digital infrastructure will help achieve this. Above all, however, it is essential to provide sufficient time and space for the necessary training of the training staff.”
Insufficient Resources Jeopardize the Training of Trainers
Continuing education for trainers is essential to prepare them for the challenges ahead. However, the vast majority of companies have no company policies regarding regular continuing education for training staff (67%), cost coverage (55%), or time off (52%).
Trainers often feel inadequately prepared for their tasks: In the area of pedagogy alone, 86 percent see increasing demands. One in three (35%) feels insufficiently equipped pedagogically today.
IG Metall is therefore calling for the modernization of the standard for basic vocational education qualifications, the Trainer Qualification Ordinance. In addition, a new continuing education program for learning process facilitators should be created.
Nationwide, there are 643,000 registered trainers. In addition, many times that number of employees—in addition to those serving as trainers—are entrusted with training tasks. For this representative study, the FAU surveyed 1,004 trainers and employees serving as trainers in the metal, electrical, and textile industries using online surveys and in-depth interviews.
Full study
Working Paper: MOTIVATED, BUT HELD BACK
Presentation: Focus on Training Staff
Further information and press photos of Dr. Hans-Jürgen Urban
