Make or buy: train in-company or recruit from the labour market?

Bellmann, Lutz; Grunau, Philipp; Troltsch, Klaus; Walden, Günter

doi:10.1186/s40461-014-0009-x

Cited by 8 publications

(10 citation statements)

References 32 publications

(32 reference statements)

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“…Technical developments (e.g., new production processes or other technologically based changes) lead to changes at the organizational level with the result that new forms of organization and work have to be introduced, which in turn entail a shift of competencies and therefore additional CVET activities. Moreover, as was made clear at the beginning of this article, knowledge can be regarded as the fourth production factor due to increased knowledge intensity and the massive spread of information and communication technologies in many areas of work (e.g., Bassanini et al, 2007;Bellmann et al, 2014;CEDEFOP, 2015;Mönnig et al, 2019). Consequently, the (continued) existence of an enterprise also depends on the abilities and skills of its employees to correspond to current developments.…”

Section: Reasons For and Barriers To Offering Cvet By Employersmentioning

confidence: 94%

“…With respect to the reasons for and barriers to offering CVET (or not) mentioned by companies, they often cite the promotion of technical and also interdisciplinary competencies (e.g., reading or communication skills) of employees as a reason to offer CVET (Neubäumer and Kohaut, 2007;Walden, 2007;Allaart et al, 2009;Bellmann et al, 2014). Technical developments (e.g., new production processes or other technologically based changes) lead to changes at the organizational level with the result that new forms of organization and work have to be introduced, which in turn entail a shift of competencies and therefore additional CVET activities.…”

Section: Reasons For and Barriers To Offering Cvet By Employersmentioning

confidence: 99%

“…As the rationalization of human work is becoming a focus, a shift from manufacturing companies to service providers is expected and will make simple help activities less necessary (Bellmann et al, 2014;Mönnig et al, 2019). This structural change is being accelerated by digitization and has fundamental consequences for the human resource planning of companies (e.g., Gebhardt et al, 2015;Frey and Osborne, 2017;Fischer et al, 2018;Harteis, 2018;Harteis et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…This organizational and technological changes require a continuous adaptation of the human resources, and the skills and abilities of employees must adapt accordingly (e.g., Bellmann et al, 2014 ; Gebhardt et al, 2015 ; Harteis, 2018 ; Harteis et al, 2020 ). On the other hand, companies face the risk of shortages of skilled labor due to demographic developments ( CEDEFOP, 2015 ; Paul, 2016 ).…”

Section: Introductionmentioning

confidence: 99%

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Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

Siegfried

Berger

2020

Front. Psychol.

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In European industrialized countries, a large number of companies in the healthcare, hotel, and catering sectors, as well as in the technology sector, are affected by demographic, political, and technological developments resulting in a greater need of skilled workers with a simultaneous shortage of skilled workers (CEDEFOP, 2015, 2016). Consequently, employers have to address workers who have not been taken into account such as low-skilled workers, workers returning from a career break, people with a migrant background, older people, and jobseekers and train them, in order to guarantee the professionalization of this workforce (Festing and Harsch, 2018). Continuing vocational education and training (CVET) is seen as an indispensable tool; because CVET has advantages for both employers and employees, it helps to increase the productivity of companies (Barrett and O'Connell, 2001), to prevent the widening of socioeconomic disparities (Dieckhoff, 2007), and to open up career opportunities for the workforce (Rubenson and Desjardins, 2009). However, participation rate on CVET seems to differ, depending on institutional factors (such as sector and size of the company) and individual characteristics (such as qualification level, migration background, age and time of absence from work) (e.g., Rubenson and Desjardins, 2009; Wiseman and Parry, 2017). In contrast to previous research, our study aims to provide a holistic view of reasons for and against CVET, combining the different perspectives of employers and (potential) employees. The analysis of reasons and barriers was carried out based on semi-structured interviews. Fifty-seven employers, 73 employees, and 42 jobseekers (potential employees) from the sectors retail, healthcare and social services, hotels and catering, and technology were interviewed. Results point to considerable differences in the reasons and barriers mentioned by the disadvantaged groups. These differences are particularly significant between employees on the one side and employers, as well as jobseekers, on the other side, while the reasons to attend CVET of jobseekers are more similar to those of employers. The results can be used to tailor CVET more closely to the needs of (potential) employees and thus strengthen both the qualification and career opportunities of (potential) employees and the competitiveness and productivity of companies.

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Section: Reasons For and Barriers To Offering Cvet By Employersmentioning

confidence: 94%

Section: Reasons For and Barriers To Offering Cvet By Employersmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

Siegfried

Berger

2020

Front. Psychol.

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“…Basically, the working world has two choices to meet the demands of the labor, namely: training in internships or recruiting through the labor market. Internships training and recruitment of workers with initial qualifications of Vocational Education and Training (IVET) from the labor market illustrates the company's alternative strategies to meet labor demand [7].…”

Section: Introductionmentioning

confidence: 99%

Outcomes of Vocational High Schools in Machining Expertise in the Labor Market in Yogyakarta, Indonesia

Afandi¹,

Wijanarka²

2019

EDUCATION

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The objectives of this study were: (1) to describe the outcome of the Vocational High Schools (VHSs) in the field of machining expertise in the labor market, and (2) the efforts of VHSs in increasing the distribution of graduates. The location of this study was in four VHSs in the field of nationally accredited machining expertise in the Yogyakarta. The technique of data collecting used interviews and documentation. The data analysis of this study used descriptive statistics. The results of this study are: (1) Outcomes of VHSs in machining expertise in the category of work with an average of 66% (unsuccessful), in the category of entrepreneurship with an average of 9% (above standard), in the category of continuous studies with an average of 14.5% (stable), and graduates work according to expertise with 45% (good), (2) The efforts of VHSs in increasing the distribution of graduates include workshop activities, collaboration in the business and world industry, strengthen alumni associations, counseling guidance, jobs vacancies in schools, and Professional Certification Institutions. Constraints faced by VHSs in the distribution of graduates, namely: the low work motivation of graduates to work, the amount of labor needed by the labor was small compared to the number of prospective workers, and personal ability in the office of school work market was still lacking in graduate management.

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Forschungsdaten für die Berufsbildungsforschung: Das BIBB-FDZ

Friedrich

Krekel

2019

Forschungsdaten Für Die Kinder- Und Jugendhilfe

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Make or buy: train in-company or recruit from the labour market?

Cited by 8 publications

References 32 publications

Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

Outcomes of Vocational High Schools in Machining Expertise in the Labor Market in Yogyakarta, Indonesia

Forschungsdaten für die Berufsbildungsforschung: Das BIBB-FDZ

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