Geförderte Weiterbildung von Beschäftigten – Hürden der Inanspruchnahme aus Sicht von Arbeitsagenturen und Betrieben

Abstract

"Lifelong learning has become increasingly important as rapid changes in the labor market and occupational standards create a demand for continuous education. With the Qualification Opportunities Act and the Work of Tomorrow Act, further training of employees can be supported with funds from the Federal Employment Agency. If certain conditions apply, the costs of further training are covered and wages are subsidized during the training period. The primary target group for the subsidies are the companies which have to apply for the subsidies. However, previous studies show that employers and their employees rarely participate in subsidized training. In a qualitative research project, the IAB therefore surveyed companies as well as specialists and managers from the Employer Service of the Federal Employment Agency on the possible reasons for the rather restrained use of the subsidy to date. The expressed reasons are manifold, ranging from a lack of awareness of the program to (perceived) administrative hurdles and difficulties arising in connection with specific eligibility requirements. Small and medium-sized firms in particular are often unfamiliar with the program, partly because they have fewer resources and no regular contact with their Employer Service. The interviewees also see the complexity of the application process as a further obstacle for taking advantage of the program. Some companies are deterred by the (perceived) high administrative effort. The effort to apply can be offset by a benefit whose amount and likelihood of success is uncertain, since the funding is discretionary which further can reinforce concerns among some employers. Respondents in the companies as well as the Employer Service also raise concerns regarding some of the legal requirements for funding. One of these requirements is, that the scope of the training has to exceed 120 hours. This can be a barrier especially for small and medium-sized firms, which struggle with compensating for the absence of their employees. Additionally, it is seen as problematic that both the training course as well as the provider has to be certified for funding. A lack of fit between the needed and the offered certified trainings is commonly emphasized as well as too few certified training opportunities, especially in rural areas. Another expressed hurdle is seen in the four-year time gap, that must lie between the completion of an employee's last vocational training, study or subsidized further training before said employee is eligible for (a further) subsidized training. Interviewees expressed, that in certain occupations further training is already necessary shortly after the initial education or fostered further training. The interviewed also described that during the Covid-19-pandemic, further training was faced with particular challenges. Contact restrictions made the adaption of training programs into digital formats necessary, which took some time especially at the beginning of the pandemic. Interviewees expressed both advantages and disadvantages regarding digital learning. A positive aspect was an increase in flexibility and a better reconciliation of work and family, for which the interviewees expressed the wish to continue digital training formats even after the pandemic. On the other end, digital training was viewed as limiting in terms of interaction with other participants, which was expressed as a negative aspect, as well as the lack of digital skills and necessary technical equipment of some employees. The expanded possibilities to qualify for further training subsidies while receiving short-time allowance was viewed positively, although employers reported that the topic of further training was of secondary importance as the pandemic inflicted more pressing issues upon firms. Additionally, it was sometimes difficult for employers to plan (longer) trainings since it was unclear for how long they would be able to receive the short-time allowances. The new Further Vocational Training Act, which will be enacted in December 2023, is set to create a reform of the current subsidies. The new law is intended to increase transparency for the funding and thereby increase access to further training for employers and employees, as well as simplify the process for the Employment Agencies. Therefore, some of the aspects that were described as negative in the interviews, are addressed by the new Further Vocational Training Act." (Author's abstract, IAB-Doku) ((en))

Cite article

Biermeier, S., Dony, E., Greger, S., Leber, U., Schreyer, F. & Strien, K. (2023): Geförderte Weiterbildung von Beschäftigten – Hürden der Inanspruchnahme aus Sicht von Arbeitsagenturen und Betrieben. (IAB-Forschungsbericht 13/2023), Nürnberg, 45 p. DOI:10.48720/IAB.FB.2313