Print version Recommend this page Press release
05/ 2012
Bonn, 07.02.2012
Demographic development reaches continuing training market: providers look to change their provision
The 2011 Continuing Training Monitor (wbmonitor 2011), conducted by the Federal Institute for Vocational Education and Training in conjunction with the German Institute for Adult Education - Leibniz Centre for Lifelong Learning (DIE) and focusing on the main thematic area of "Continuing training providers and demographic change", has revealed that around one in four continuing training providers are seeking to introduce training provision in the areas of age-appropriate company work, transfer of know-how from departing employees and the successful overcoming of demographic change within companies. The branch believes that such demographically oriented provision for companies, which has not been at all widespread hitherto, offers a future opportunity. "The significance of continuing training as a means of tackling demographic change will increase", says BIBB President Friedrich Hubert Esser. "The fact that participation in continuing training is falling in regions where population is declining is, however, a cause for concern. This threatens to exacerbate regional structural differences still further. BIBB is of the view that coordinated measures to counter such a development need to be undertaken by the Federal Government and by the regional stakeholders."
1,700 continuing training providers took part in the wbmonitor 2011 survey. The main focus was on the question of whether there had already been any changes in the participation of "demographically relevant" groups of persons over the past five years. Although this mainly refers to the age groups of those aged 50 and above and younger persons aged up to 34, the fact that fewer young people than in the past will be available to cover the requirement for skilled workers means that groups described as "labour market reserves" or "skills reserves" (migrants, women, low-skilled persons in employment and the unemployed) are increasingly becoming an object of interest for policymakers and trade and industry. The aim is to use continuing training as a vehicle to mobilise these groups of persons and to make them effective members of the labour market or qualify them for higher level activities.
The results from the wbmonitor show that company measures aimed at training older employees for age-appropriate work, shaping demographic change within companies and transferring the know-how of older workers have tended to be rare up until now. Notwithstanding this, such schemes represent the largest growth market from the point of view of the continuing training providers.
Participation in continuing training by the various groups of persons has developed differently in accordance with the respective regional demographic process. Across the Federal Republic of Germany as a whole, the only groups amongst which providers have recorded an increase are low-skilled unemployed persons and older workers (50+). In the case of the latter, it is even possible to state that a change of trend in continuing training participation is occurring.
In growth regions, providers are recording significant increases in the case of almost all groups of persons. By way of contrast, the development of continuing training participation is unfavourable in overall terms in regions where population is declining. Growth rates in the case of most target groups are significantly lower, or else participation is stagnating. There is even a fall in participation by those with academic qualifications who are in employment.
To this extent, there is, according to the authors of the study, no discernable sufficient development in the regions with falling populations which suggests that the use of continuing training will compensate for the reduction in the working age population and thus secure the supply of skilled workers. If this development continues, there is a danger that, despite continuing unemployment, a shortage of skilled workers will occur in these areas - particularly in East Germany. In addition, structurally weaker regions will fall further behind in terms of economic development whilst growth regions will use continuing training to expand their location benefits. Reductions in Employment Agency funding of continuing training for unemployed skilled workers and for those with academic qualifications who are in employment particularly affect providers in regions with a declining population and may strengthen these regional inequalities still further. "Continuing training funding should accord greater consideration to regional differences and be viewed as an important building block for regional structural development", commented President Esser.
Financing aspects are also used to inform the Climate Index. This is also calculated every year as part of the wbmonitor and measures the economic mood within the continuing training sector. Compared to 2010, this Index has remained positive and stable in overall terms. Company financed providers report splendid business development, whereas the Climate Index for providers who receive funding from the Employment Agency is falling to such a degree so as to result in a negative figure. There is also a fear that this negative development will continue in future.
For further information in English, please see http://www.bibb.de/en/11920.htm . The article "Growth regions use continuing training to expand their location benefits" contained within the BIBB German language bi-monthly journal "Vocational Education in Research and Practice" (BWP), Issue 1/2012, contains details on the regionalised data and is available in English at http://www.bibb.de/en/60673.htm and at www.bwp-zeitschrift.de .
The German Institute for Adult Education (DIE) has also issued a press release to accompany this year's wbmonitor. The main emphasis here is on the Climate Index. For more information, please visit www.die-bonn.de .
Contact partner at BIBB:
Stefan Koscheck; e-mail: koscheck@bibb.de
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