How should quality education be?

10 tips for modern training

In order to meet tomorrow's need for skilled workers, today's training must be modern and of a high quality. Otherwise, the shortage of skilled workers is inevitable. But which measures help to convince the applicants first and then the trainees of your training company and future employer?

The following 10 tips will give you orientation for modern and contemporary training in 2019:

Tip 1: Check "your" training occupations

In which professions do you train? Has it been the same for years or even decades? When was the last time these apprenticeships were reorganized? Or to put it another way: How modern is the content of your training?

Keyword: reorganization of apprenticeships

Apprenticeships are brought up to date from time to time. This process takes a few years each. But once it is completed, the respective training occupation is much more modern than with the old training regulations. This is especially true in technology-oriented professions.

For example, the 4 IT professions that were created in 1997 have now been reorganized. The IT systems clerk, the IT clerk, the IT specialist and the IT system electronics technician have received some new content this year. The final reorganization will be completed in 2020. By then at the latest, your company should also have adapted the training in these professions in order to be able to train with current content and on the basis of modern training regulations. Check to what extent one of these professions is relevant to you.

The different orientations of the electronics technician, various mechanic professions and the mechatronics technician have also been reorganized this year. When training in these professions, modern training regulations and up-to-date examination regulations are therefore ensured.

My advice: In the “Berufenet” of the Federal Employment Agency, you can look under the link “New regulations for professions” to see when your training professions were last rearranged.

Tip 2: Make sure your instructors are “digital”

Modern content is one thing, but it does not guarantee modern training. The qualifications of your trainers are just as important: If colleagues and trainers have no idea what the term digitization is, and certainly not convey training content in this area, then they are out of place - even if it sounds tough.

However, this does not mean that you have to replace your training staff. What is more important is appropriate advanced training for the people who are supposed to convey the relevant content to your trainees. This has a double positive effect:

  1. The contents conveyed benefit the modernity of the training processes and are thus passed on to the next generation.
  2. The trainer can use the knowledge and skills acquired through further training in his everyday work outside of the training. His participation in the added value of your company is thus upgraded.

Make sure you have young trainees among the training staff

Nevertheless, it makes sense to rejuvenate the training staff. It is particularly important to close this gap when older employees who have had training authorization leave the company. When you employ young people, motivate them - if necessary during the job interview - to take further training as trainers. This later has the advantage that your trainees and your young trainers belong to almost the same generation, speak a common language and grew up together in the digital world. By the way: You could also offer your current trainees the prospect of becoming trainers themselves after completing their training. After all, they know exactly what is important.

Tip 3: Furnish the workplaces for trainees in a contemporary and loving way

Apprentices are not managers who need an exceptionally well-equipped workplace. But they are still full employees of the company. If you get the feeling that discarded technology is on your desk, you obviously don't get the impression of modern training. In addition, trainees who find something like this are obviously given far too little appreciation. This should be avoided at all costs in times of a shortage of applicants.

The result: There is no bond and the likelihood of dropping out or leaving the training course increases enormously.

When setting up the workplaces of your trainees, you should therefore pay attention to 2 things:

  1. The technical equipment that you offer is appropriate to the training.
  2. In addition, it is important to design the workplace individually and lovingly. Especially when an apprentice works in a new environment on the first day, he should find a workplace that is well lit, that minimizes negative influencing factors such as extreme temperature, noise and smell and that is appropriately equipped.

Tip 4: Start training now

There are always trainees who are not challenged by the content of the training. Especially in today's world, when trainees often have 12 or 13 years of school behind them and can prove a higher school qualification, they can quickly become under-challenged.

In these cases you offer something more than the training regulations require: In which area would the trainee want to work later? Can you encourage his wishes? Is it appropriate to train him in this area? Such further training is always possible within the framework of an apprenticeship - it makes sense above all if both sides support the further training. So train your trainees as early as possible.

Tip 5: think outside the box

Even medium-sized and large training companies can never cover all facets of a professional field. Almost every trainee in the vocational school has the experience that other trainees in the same professional field have completely different approaches to certain topics. This makes it clear to every trainee that the qualification he receives is limited, regardless of the quality.

That is why you should give your trainees a look at the bigger picture of your training company from time to time. For example, as part of a trainee excursion, a company tour of a company in the same (or deliberately another) industry could be carried out. Or you can arrange an apprenticeship exchange lasting several weeks with a partner company. That is also possible, provides variety and, above all, new knowledge.

Tip 6: Rely on responsibility and independence

There is hardly a job that is filled by a qualified employee who can do without independent work. There are fewer and fewer monotonous and simple activities in which such factors do not play a role.

Once the training is over, every former trainee must be equipped with the sense of responsibility that he needs to make decisions. Independent and responsible action must therefore already be trained, tested and improved during the training. To do this, initiate smaller projects that the trainees are allowed to carry out and manage themselves. If every trainee, for example in a social project in a kindergarten, is responsible for his own task, weaknesses and strengths quickly emerge.

Tip 7: Challenge and encourage

Apprentices rightly demand high-quality training. This is a matter of course for demanding training companies, which already results from the current structure of the training market.

If you encourage your trainees to an above-average extent, support them, equip them with the best possible equipment and offer them prospects, you can also ask for something in return. Demanding is also part of promoting. So demand what you want from your trainees: appearing on time, dealing appropriately with customers, discretion, collegial behavior and everything that you consider to be particularly important in your training company.

Tip 8: Pay attention to permeability and equal opportunities

Many apprentices carefully weighed up before starting their training whether they should study better. He must have had his reasons for doing an apprenticeship - with you. Now he may feel like he would like to become a leader, and you think he can do that too.

For this reason, it is important to ensure a certain degree of permeability in career paths between training and university graduates. In this way, you also give high-performing trainees the opportunity to apply for positions that were intended for university graduates and former dual students. Such permeability of career paths is an important component in the decision of young people to apply for an apprenticeship position.

Tip 9: Promote the mobility of your trainees

Some apprentices take on a lot to start their apprenticeship and keep it going. Some people move because of an apprenticeship position, some people travel 50 km and more every day. Show your respect as a training company: Support such apprentices with grants for a move or for a network map of the regional transport association.

Tip 10: Ensure a good work-life balance

And remember: young people not only want to work, they also want free time. It is therefore extremely important that a trainee can organize his working hours flexibly within the scope of the possibilities offered by the training. This applies in particular to holiday requests that you should approve, unless a vocational school day is involved or other important reasons speak against it. Those who prevent their current trainees from having their free time prevent many future applications.

Author: Martin Glania