Developing Apprenticeship: In- Company Trainer Training and Apprenticeship Promotion No. - - LT- KA- Company Needs Questionnaire SUMMARY Employers Confederation of Latvia (LDDK) has carried out interviews in companies in Latvia from 9 th November, to 8 th January 6. The list of companies is added in the Annex. The companies work in the following areas:. Building. Wood processing. Energetics. Food industry. Metal processing, mechanical engineering 6. Transport, logistics 7. Electronics, IT 8. Finance, wholesale and retail trade 9. Textile industry. Printing. Chemical industry. Tourism, hospitality The job roles of the interviewees were as follows:. Head of the HR. Personnel manager. Project Manager of Personnel development. Recruitment specialist. Personnel Specialist / Senior Personnel specialist 6. Training coordinator 7. Board Member / Chairman of the Board 8. Head of the Manufacturing plant The percentage of the interviewees responsible for the supply of labour force in the company was as follows: No (other) ; 7% Yes 8; 9%
. Is your company short of the qualified labour force? All the Ame ; % O=en 8; 7% Never ; % Rarely ; 7% Quite o=en ; % The lack of qualified labour force mainly is common among production companies and in sphere of IT. Professions, in which the lack of qualified workforce arises quite often, are electrician, mechatronics, mechanics, locksmith, welder etc. Rarely, but sometimes there also is lack of employees in specific professions, for example (digital control turning operator) or blacksmith (that is not being taught in Latvia). There are also specific professions in IT sphere, where there are only - specialists in Latvia and therefore employees had to be sought abroad. In sphere of construction there is constant lack of workforce, especially, workers, for example, nd and rd level concreting specialists, assemblers of building constructions, production technologists, as well as th level construction managers. The next professional level is a constructor engineer s estimators, production engineers, engineering personnel, production and mechanics engineers and construction engineers. In area of services, which perform administrative functions i.e. finances, accounting, legal services, there is sufficient amount of specialists. In separate companies, where in specific professions, for example, IT in sphere of energy, aging of personnel had been identified, youth scholarship program had been created to prevent it. Brightest quotes: Company buys more and more modern equipment, therefore we need knowing employees, who would like to learn something new and develop themselves, but, unfortunately, many young people today live for one day and are not willing to additionally educate themselves. The labour force is available, but it is difficult to find qualified labour force. Do you know about the training form when training is being conducted in a workplace in your company? All interviewees ( companies) are informed about the form of the training, when the training is taking place within a workplace in the company.
. Do you use this form of training? No 7; % Yes ; 77% Companies, which carry out training in the workplace, are using various forms of training. First of all, it is the education based in work environment (from interviewed companies, this approach is exercised by 8 companies in cooperation with vocational training institutions). Secondly, companies carry out the training in cooperation with education centres, for example, the professional training for welders existing employees of the company, where training partially took place in the company, where there are classrooms suited for practical classes. Several businesses perform training within the Youth Guarantee Program (the program of State Education Development Agency) in cooperation with vocational training institutions. The main part of the interviewed companies train the work for they need during internships (students of vocational schools or higher education institutions), the best interns usually stay and continue to work in the company. Programs of State Employment Agency are also used in order to organize trainings.. If yes, do you provide training together with the vocational training institution? No ; 7% Yes ; % From companies, which perform training in work place, only perform these trainings in cooperation with vocational training institutions. Businesses working in the field of IT, mostly cooperate with universities and higher education institutions, for example, Riga Technical University, University of Latvia, Transport and Telecommunications Institute etc. In few companies in cooperation with universities there is a special foundation created for the required training of employees. Large international companies had created their own training systems, for example, couching and mentoring programs. Several companies in their interviews had mentioned that they in their own companies ensure training for existing and new employees. For example, passenger
transportation company organizes training on road traffic regulation and work with clients. Special training programs also take place in companies in time of introduction of new equipment, machinery or technology, which is usually performed by the supplier of the machinery.. How long does training take in your company (on average)? The length of the employee/ intern in the company varies: days, to months, 6 months or even 8 months (in work environment based learning). The length of internship (for the students of vocational training institutions or higher education institutions) mostly is, or 6 months depending on the education program and specifics of the profession. For example, company Accenture Latvia (branch of foreign company), which works in the field of IT and together employs 7 employees in its branches in Riga and Ventspils, constantly offers approximately internship places and their this years plan is to increase the number up to. Young people apply for the internship and pass two tests one in English and other in technical knowledge afterwards they 6 hour or weeks long full time training, which is close to everyday work, including week training and week team work related to concrete project. After successfully finishing the training internship place in the company is offered, in which scholarship is also paid to intern. Each intern has their own supervisor. The length of internship is up to 6 months, if the person is interested in working in the company, he can continue working there as a full fledged employee. Approximately 8% of interns after the end of internship stay to work there. Additionally, after the internship there is an opportunity to receive company s certificate, which is recognized and highly valued in international environment and subsequently can offer the person better carrier opportunities. In work environment based education the length of training is longer, for example in. year long program 8 months are devoted to theory taught in the educational institution, months to learning internship in a company and months qualification internship in a company. In order to increase the qualification of the existing employees several companies regularly organize local training, which are - 8 hours long. 6. Do your trainees get qualifications? We award them with a company s ceraficate 6% They receive a State recognised ceraficate 8 7% Never 67% After the training in (7%) of interviewed companies trainees do not receive any qualification. In 8 (7%) companies, which organize in work environment based
education, trainees receive state recognized certificate and in two (6%) companies company s certificate is granted to the trainee. Students of vocational education institutions after the end of internship receive feedback and evaluation, whether the trainee is ready to perform professional duties. 7. How many employees work in your company? In all companies in Latvia, where the interviews had been conducted, the total number of employees is 879. Companies operate in the whole territory of Latvia (in Riga and regions). The number of employees divided in groups More than employees * wood processing; energy; transport; finances Number of employees 7 999 * energy; IT; retail ; chemical production Number of companies Number of employees in in the group each company 6 6 8 9 7 9 7 7 7 98 Number of employees - 699 6 Number of employees - 99 8 6 6 6 7 6 Number of employees - 99 7 7 Number of employees up to 8 8
8. How many of them could be In- Company Trainers (how many of them have the knowledge and skills to train the apprentices?) The number of in- company trainers in companies varies depending on the total number of employees. Trainers can be divided into several groups depending on the form of education, in which they are involved: Education based in work environment for students of vocational education institutions; Internal training in the company for the new employees; Internship for students of higher education institutions. In larger companies the number of in- company trainers is - employees, in smaller - employees. One of the most used answers in the responses has been - employees. In all interviews in total approximately 7 employees had been mentioned as in- company trainers. Brightest quotes: In order not to stop our everyday work and not to cause any losses for our company, our policy is that we choose in- company trainer from every employees. Our company has created special rules concerning who can become an in- company trainer, how big should be the experience, own interest to lead the internship. The in- company trainer also receives premium for performance of these duties. - - - - - - - - - - - - - - - - - - - - - - In- Company Trainer is the highest- skilled worker (having the highest category, with at least years of experience, sometimes can be called a Master). In- Company Trainer s function can temporarily performed by the lower- skilled workers until the apprentice gains skills high enough so she/he can be further trained by the highest skilled worker. 9. How effectively these workers could train the apprentices? Rate in - point system, when means Not effectively, and means Very effectively : 6 8 6
of interviewed companies had answered that trainers are very effective ( points) in training the apprentices. of interviewees had evaluated the effectiveness of training with points. out of interviewees had evaluated the effectiveness of trainings with points. Lower evaluation of trainings had not been given. In interviews there had been an opinion that for the training to be effective on in- company trainer may have not more than interns at the time. It is also important to note that companies conduct their own internal evaluation of training by interviewing trainers and trainees.. We are implementing a project, during which the In- Company Trainer Training programme will be created. I will now list the competences that we plan to include into the programme please rate, how useful these competences would be to your Trainers ( the lowest mark, the highest mark):. Many workers are good at their job but they cannot articulate their own competences or identify the competences required for a workplace of the trainee/apprentice. If this is the case with your Trainer, she/he will have a difficulty in passing the knowledge to the trainee/apprentice. How important is that your Trainer is able to identify and articulate the competences and to draw a competence map for a workplace? 6 8 In relation to the map of competence, most of the interviewees of companies had answered that it is important and had evaluated it with points, while consider it very important and have evaluated it with points. These characteristics are more important within a small company. At the same time large companies these competencies and post categories had already been described and the trainer works in accordance with the order of the employer. The company wants that trainer understands and orientates in the necessary competencies, but the competence map of workplace is created by other specialists. 7
. How important is that your Trainer understands the requirements of the sector (quality requirements, National and International Standards, specific Health and Safety procedures)? 9 It is very important that the trainer understands the requirements of the sector. This is the opinion of 9 of the total of interviewed companies, which have put the highest mark points. The rest of the interviewees companies had marked it with points.. How important are that your Trainer understands the National and International Qualification systems and the requirements for the quality training? 6 6 6 8 Trainer s understanding of the requirements for quality training has also been marked as important. Six companies from the total number of had marked with the highest mark points and had given this criterion points. companies had given this criteria points, but 6 companies evaluate the importance of this criterion with points. 8
. How important is that your Trainer knows the role of Vocational Training Institutions in the apprenticeship (or on- the- job) training process and understands the role of the Vocational Teachers within the training process (usually, the Vocational training institution is responsible for everything, except for training at the workplace: documentation filling, design of training programmes and training plans, monitoring of training, training quality, assessment, etc.)? 6 6 8 In relation to the understanding of the role of vocational education institutions the opinions were divided. 6 of interviewed companies evaluated this criterion with points, but most of the companies had put the average marks interviewees put points and interviewees put points. Interviewed companies had emphasized the necessity to stimulate the cooperation between trainers and vocational education institutions. It is due to the fact that it has been observed that the internship requirements in vocational education institution are very different from those in the work place. Meanwhile the companies had emphasized that trainer must know, which subject the trainee had acquired before the internship. Brightest quotes: It is the core of vocational education: how to correctly do what you have learned.. How important is that your Trainer is able to design a training plan self- sufficiently or by working together with the Vocational Teacher: set up a training sequence, determine the duration of training, and select the practical tests? 6 6 6 8 9
It is important for the trainers to be able to independently or in cooperation with the lecturers of vocational education institution determine the sequence and duration of studies choose the practical tests. That is the opinion of the biggest part of the interviewed companies, 6 of companies had marked it with mark and with mark. 6. How important are that your Trainer is able to give appropriate feedback, encouragement and motivation to the apprentice (to possess the pedagogical and psychological skills)? 6 8 The ability of trainer to give appropriate feedback, encouragement and motivation to the apprentice, has been outlined as a very important characteristics of trainer. This criteria has been evaluated with highest marks: points has been given by of companies, points of interviewees. Brightest quote: You have to know how to work with apprentices and how to share your knowledge!. How many hours would you agree to let your Trainer spend away from the workplace to enable her/him to participate in training? If there would be a training program for trainers, then its duration could be from up to 8 hours or 8 to 6 hours, based on the importance and topicality of the program. It has been the most popular answer among the companies. Some companies would agree their trainers to participate in monthly trainings, which could be up to hour long. The participation of their employee/ trainer would depend on their work load within the particular period of time. The interviewees also have answered that the length of the training for workers qualification specialists/ trainers could be no longer than days, but for the trainers the length could be up to hours with divided training period. These trainings also could be continued as a further education course, distance learning, tests etc.
. Are you willing to let one or a few of your Trainers (or potential Trainers) to take part in the pilot training of our project in 6? No 7% Yes 8% companies or 8% of interviewed companies would agree to delegate one or more of their in- company trainers to participate in pilot training project in 6. companies or 7% did not have clear answer to this question. Most of the interviewed companies had emphasized the quality of the program and the significance of the topics covered in the trainings to the company. Bright quote: Global things, which the trainer cannot impact, should be avoided, it is necessary to talk about concrete skills. THE CONCLUSIONS OF ALL ANSWERS From businesses, which had been interviewed, (7%) had indicated that they rarely encounter shortage of qualified labour force, (%) stated that this happens quite often and 8 (7%) that it happens often. The lack of qualified labour force mainly is common among production companies and in sphere of IT. All interviewees ( companies) are informed about the form of the training, when the training is taking place within a workplace in the company. (77%) businesses had answered that they use the training in a workplace in their company. Companies, which carry out training in the workplace, are using various forms of training. First of all, it is the education based in work environment (from interviewed companies, this approach is exercised by 8 companies in cooperation with vocational training institutions). Secondly, companies carry out the training in cooperation with education centres. Several businesses perform training within the Youth Guarantee Program (the program of State Education Development Agency) in cooperation with vocational training institutions. From companies, which perform training in work place, only perform these trainings in cooperation with vocational training institutions. Businesses working in the field of IT, mostly cooperate with universities and higher education institutions. Large international companies had created their own training systems, for example couching and mentoring programs.
The length of the employee/ intern in the company varies: days, to months, 6 months or even 8 months (in work environment based learning). The length of internship (for the students of vocational training institutions or higher education institutions) mostly is, or 6 months depending on the education program and specifics of the profession. In work environment based learning the length of training is longer, for example in. year long program 8 months are devoted to theory taught in the educational institution, months to learning internship in a company and months qualification internship in a company. In order to increase the qualification of the existing employees several companies regularly organize local training, which are - 8 hours long. After the training in (7%) of interviewed companies trainees do not receive any qualification. In 8 (7%) companies, which organize in work environment based education, trainees receive state recognized certificate and in (6%) companies company s certificate is granted to the trainee. In all companies, where the interviews had been conducted, the total number of employees is 8 7. Companies operate in the whole territory of Latvia (in Riga and regions). The number of in- company trainers in companies varies depending on the total number of employees. In larger companies the number of in- company trainers is - employees, in smaller - employees. One of the most used answers in the responses has been - employees. In all interviews in total approximately 7 employees had been mentioned as in- company trainers. of interviewed companies had answered that trainers are very effective ( points) in training the apprentices. of interviewees had evaluated the effectiveness of training with points. out of interviewees had evaluated the effectiveness of trainings with points. Lower evaluation of trainings had not been given. How important is that the Trainer is able to identify and articulate the competences and to draw a competence map for a workplace? In relation to the map of competence, most of the interviewees of companies had answered that it is important and had evaluated it with points, while four consider it very important and have evaluated it with points. How important is that the Trainer understands the requirements of the sector (quality requirements, National and International Standards, specific Health and Safety procedures)? It is very important that the trainer understands the requirements of the sector. This is the opinion of 9 of the total of interviewed companies, which have put the highest mark points. The rest of the interviewees companies had marked it with points. How important is that the Trainer understands the National and International Qualification systems and the requirements for the quality training? Trainer s understanding of the requirements for quality training has also been marked as important. 6 companies from the total number of had marked with the highest mark points and had given this criterion points. companies had given these criteria points, but 6 companies evaluate the importance of this criterion with points. How important is that the Trainer knows the role of Vocational Training Institutions in the apprenticeship (or on- the- job) training process and understands the role of the Vocational
Teachers within the training process? In relation to the understanding of the role of vocational education institutions the opinions were divided. 6 of interviewed companies evaluated this criterion with points, but most of the companies had put the average marks interviewees put points and interviewees put points. How important is that your Trainer is able to design a training plan self- sufficiently or by working together with the Vocational Teacher: set up a training sequence, determine the duration of training, and select the practical tests? It is important for the trainers to be able to independently or in cooperation with the lecturers of vocational education determine the sequence and duration of studies, choose the practical tests. That is the opinion of the biggest part of the interviewed companies, 6 of companies had marked it with mark and with mark. How important is that your Trainer is able to give appropriate feedback, encouragement, motivation to the apprentice? (to possess the pedagogical and psychological skills)? The ability of trainer to give appropriate feedback, encouragement and motivation to the apprentice has been outlined as very important characteristics of trainer. This criteria has been evaluated with highest marks: points has been given by of companies, points of interviewees. If there would be a training program for trainers, then its duration could be from up to 8 hours or 8 to 6 hours, based on the importance and topicality of the program. It has been the most popular answer among the companies. Some companies would agree their trainers to participate in monthly trainings, which could be up to hour long. The participation of their employee/ trainer would depend on their workload within the particular period of time. The interviewees also have answered that the length of the training for workers qualification specialists/ trainers could be no longer than days, but for the trainers the length could be up to hours with divided training period. These trainings also could be continued as a further education course, distance learning, tests etc. companies or 8 % of interviewed companies would agree to delegate one or more of their in- company trainers, to participate in pilot training project in 6. companies or 7% did not have clear answer to this question. Most of the interviewed companies had emphasized the quality of the program and the significance of the topics covered in the trainings to the company.