Insights into operational training practices

Background

Dual vocational training in Germany generally takes place at two locations: vocational school and the workplace. In the skilled trades in particular, there are also other places of learning, such as inter-company training centres (ÜBS). Trainees alternate between the two learning locations on a weekly or daily basis. Companies must be suitable for training and have this confirmed by the competent bodies responsible for dual vocational training, most of the cases the Chambers of Industry and Commerce (IHK) as well as the Chambers of Crafts (HwK). This includes, among other things, that the companies employ certified training personnel. In addition, companies must be able to teach the content specified in the training regulations. 

Training regulations are key quality assurance instruments. In Germany, they are drawn up at federal level for all 327 occupations currently covered by the dual training system on a joint basis by employers and employees as well as the federal and state governments. They structure the timing and content of the teaching of vocational skills, knowledge, and abilities, according to the study “Quality assurance of company-based training in the dual system in Germany” by the Federal Institute for Vocational Education and Training (BIBB).

How do companies implement these requirements in practice? Do companies actively ensure the quality of training, and if so, how exactly do they do this? The following remarks are based on the research project "Planning and Designing Training in the Context of Learning in the Work Process", which was conducted at the BIBB in Germany. In addition, a further evaluation was carried out on the basis of these surveys, which examined in-company training using the cross-sectional occupation of the office manager. This occupation is trained in industry and commerce as well as in the skilled trades and the public sector. The results are based on a quantitative telephone survey of 238 training companies (2020) on the selected occupation and 13 qualitative interviews (2019). On average, the training companies for this occupation are larger than the training companies overall. It was found that companies that train office managers demonstrate a comparatively strong commitment to quality assurance in their training practices: these companies plan their training more frequently in writing and use more quality assurance tools. The study thus provides a differentiated insight into the training practices of companies using the example of the training of office managers.

How is training planned?

Training companies are required to report training relationships to the competent bodies in Germany. At the same time, they must submit a company training plan that outlines how the training will be implemented in concrete terms.

In practice, the so-called transfer plan plays a central role: most larger companies use a schedule in the form of such a transfer or deployment plan. This lists all the stages or areas of the company that are to be covered in the commercial training. The transfer plan often provides the basis for planning the content of the training and is then used in parallel with this.  One of the findings of the study is that training content plans vary greatly: simple tabular overviews are used in which training content is assigned to learning locations and times, among other things. At a higher level, the "how" of skills transfer is also explained in writing. The highest level of elaboration is achieved when the company's translation of the training framework plan content is consciously made part of the training process: such tools encourage trainees to gradually take on parts of the planning and adaptation process in consultation with the training staff throughout the entire training process by additionally incorporating information materials and feedback instruments.

Elaborate tools address the entire training process

Such elaborate training planning tools have the potential to cover all four phases (Plan-Do-Check-Act) of the EQAVET (European Quality Assurance Reference Framework) framework. The same goal can be achieved by using different planning and feedback tools, either in parallel or sequentially.

Another important finding of the research project is that the mandatory written training record (“Ausbildungsnachweis”), also known as a report booklet, is used in practice by all of the training companies surveyed. This led to the recommendation in the main study that a digital link and integration of relevant quality assurance instruments should be pursued and that the report booklet should be taken as the starting point. Leando, the BIBB-Portal for training and examination personnel, is currently working on a corresponding tool.

In-depth insights into training practice

Other voluntary quality assurance instruments (e.g. evaluation meetings, use of evaluation forms, and reviews) that are used to monitor training success are also of interest. Here, too, the study provides a practice-oriented, in-depth insight into the approaches taken by training companies when it comes to providing young people with the best possible vocational training in their chosen profession.