presentation by deinde ltd, poland anna jesionek this project has been funded with support from the...
TRANSCRIPT
Communication with workers as for BS
training
Presentation by Deinde Ltd, PolandAnna Jesionek
This project has been funded with support from the European Commission.This publication reflects the views only of the author, and the Commission cannot be held responsible for any
use which may be made of the information contained therein
Deinde’s experience (EU ESF project „Active microenterprises”)
Our general experience – cooperation with workers
Polish context: workers in BS trainings Problems and solutions
PRESENTATION PLAN
EU ESF financing: Human Capital Operational Programme (Priorioty VIII, Sub-measure 8.1.1 Support to developing professional qualifications and counselling for enterprises
April – October 2013 Key aim: increase of qualifications/competencies of
50 employees and/or managerial staff from min. 20 microenterprises in Lublin region
Eligible enterprises – those conducting business activity in at least one of the following areas identified as crucial in the Lublin Region: environmental protection / ecology, information technology, logistics, construction and tourism
Deinde experience„Active microenterprises”
Promotion and sales of tourism products and English language
Garden design with Garden Composer (computer-assisted
Interior design with support of CAD Design Environmental impact assessment and
environment friendly production technologies
Public procurements/contracts (from contractor/ executor‘s point of view)
Available trainings (June-October)
Free of charge for enterprises and participants
Requirements: min. secondary education „De minimis aid” for an enterprise Included:
◦ Training materials, books◦ Reimbursement of travel costs◦ Certificate of attendance◦ Meals and coffee breaks
Support details
Regional ESF projects
„Get professional qualifications”◦ Trainings for SME’s workers and managers◦ Subjects: finances and management (HR, payroll,
recruitment of workers etc.); sales; physical excercises (gymnastics, massage, physiotherapy); English language
„Be competent” (I)◦ Trainings for SME’s workers and managers◦ Subjects: finances and management (HR, payroll,
recruitment of workers etc.); work organization (ICT at work, self-presentation); logistics; sales etc.
„Be competent” (II) ◦ 3-day-trainings developing their interpersonal skills◦ target group: employees of SMEs having technical
education degree (secondary school or university)
BEFORE Not enough time in the working day to undertake training. If it needed to be done in workers own time, unpaid. Workers do not feel confident enough to undertake training. Too much beaurocracy with enrollment documents. Employer not willing to send the workers for training, even fee free.DURING Care giving responsibilities. Health problems/disability. The employer is not supportive. Training doesn’t meet workers’ expectations.AFTER It wouldn’t help change the type of work workers do. It wouldn't lead to a rise in their earnings. It wouldn't lead to promotion. Employer afraid of raising awareness among workers (more claiming;
danger of leaving work)
Potential problems before, during and after trainings?
Study Report done in 2010 on demand of Polish Agency for Enterprise Development (PARP) - government agency providing support for enterpreneurs, also within EU ESF funds
Two groups of respondents: 1200 employees and 600 management staff working in SMEs
Methodology: analysis of existing data; quantity research (direct interviews with the use of reserach questionnaires) and quality research (in-depth interviews on 30 respondents)
Situation in Poland - research„Education of employees and the competitive
position of businesses”
Reason: belief that in Poland a significant part of enterpreneurs is not interested in raising qualifications of workers
Problem/aim: to what extent Polish SMEs utilize the skills, qualifications and competence of employees in shaping company’s innovation and competitiveness, and what actions should be taken to encourage greater use of a key factor in the development, which is knowledge so as to be successful in the market
Study
Enterprises raising qualifications of workers acc. to the size of the enterprise:
Workers’ training & development system
Industry Transport, storage and communication Trade and repairs Construction Hotels and restaurants
The least willing to raise workers’ skills are enterprises from sectors:
The most willing: Education Health care Business service, incl. real estate Financial intermediaries, incl. insurance
Workers’ level of interest in participating in trainings
Assessment of the level of qualifications and competence of workers
Up to 91,5 % of management staff think that the level of qualifications and competence of their workers are sufficient to perform day-to-day work.
Clear need to raise awareness among the employers and employees of SMEs about the need to constantly improve their competences.
Assessment of the level of qualifications and competence of workers
94.4% of managers in companies surveyed felt that their qualifications on managerial positions are also sufficient
Significant barrier in improving the competence of workers and managers themselves.
Assessment of the level of qualifications and competence of management staff
Barriers influencing participation in training (study results; acc. to
workers)
The basis for the planning of trainings according to workers
I didn’t participate in trainings (50,7 %) Being up to date with new trends/technology
on the market (31,5 %) The need to acquire new qualifications and/or
skills connected with the introduction of newproducts and solutions in an enterprise (30,9%)
The need to adapt qualifications to law regulations (22,4%)
Lack of sufficient skills and/or qualifications (17,7%)
Other (2,8%)
Main reasons for organizing training courses according to workers
Benefits of trainings for workers acc. to management staff
Benefits of trainings for workers acc. to workers
Increase of professional skills
Increase of workers’ efficiency
Increase of workers’ motivation
Increase of workers’ loyalty
Increase of interpersonal skills
Benefits of current and regular raising skills and qualifications through trainings (acc. to
workers)
The higher qualifications, the higher the salary The better qualified staff, the less chance of
being fired The higher qualifications, the higher post The higher qualifications, the quicker promotion The better qualified staff, the more respect from
the employer
Significance of own qualifications at work acc. to workers
Both managers and their employees formally recognize the benefits of training, but this is not transferred into practice – the real activities of enterprises, including the use of instruments ofmotivation
The low percentage of workers experiencing the benefits of education seems to show the general underestimation of the process of raising qualifications and competences in Polish SMEs.
Polish employees of SMEs expect their employer should deal with their professional development
Conclusions
training managers to complement the missing competences and to promote appropriate management practices (motivation, recruitment, leadership, empowerment)
raising awareness of managers about the importance of the intangible resources for the company's competitive position, the importance of education and competences of employees as a component of intangible resources, the importance of training within the company to increase employees' qualifications, including e-learning
increasing the adaptability of employees by improving labour market opportunities as a result of a comprehensive education, increasing responsibility for self-education and enterprises by supporting innovativeness and competitiveness
Post-research recommendations
Maintaining continued financial support of SMEs in terms of trainings, while taking account of the so-called “positive externalities” consisting of the benefits of employee training for both the employer and the employee, his potential future employers and the society
Disseminating methods for assessing the level of qualifications and competences both at the recruitment stage and within the employment period.
Showing the need to simultaneously invest in machinery and staff, and none of the above types of resources can be developed at the expense of another
Post-research recommendations
Underlining the importance of education and competence in business development and the need to conduct analysis of training needs of employees
Dissemination of attitudes conducive to self-education, lifelong learning. It is necessary to disseminate information about the qualification and competence needs of the labour market.
Dissemination of modern forms of searching for information and increasing knowledge of the staff (e.g. e-learning, basic skills learning).
Post-research recommendations
Providing time to train in work hours
Paying staff to train; employing training managers
Pay rewards to workers
Tangible career outcome
Professional development and personal enrichment
Possible future promotion or pay rise
Receiving an attendance certificate at the end of the
course
Convenient location and scheduling
How can employers encourage workers to take part in basic skills trainings?
Self-development (private ad professional)
Self-confidence
Increased experience
Increased job satisfaction
How to convince workers and make them see the benefits?
Thank you.
This project has been funded with support from the European Commission.This publication reflects the views only of the author, and the Commission cannot be held responsible for any
use which may be made of the information contained therein