Management, personnel and competence development: face-to-faceCourses beat digital

The whole Welt talks about life Things to Learn. Accordingly, further training should currently be particularly in demand. But is that really the case? And what is the role of competence development in Companys?

Course Search: Well trained leaders are the nuts and bolts

The Onlineportal kursfinder.de wanted to know what role the competence development of employees plays in companies.

To get answers, the education search engine has 564 HR-Employees from companies in Germany, France, Great Britain, Sweden, Finland, Denmark and the USA.

What are HR managers looking for?

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What courses are HR managers looking for primarily for corporate employees? Are there certain tendencies? Yes there is. The tenor is the same in all countries with the exception of France: "Guide and leadership development ”is the answer.

To well-educated Executiveswho set an example are what companies value most. In Germany, these further training courses lead the search for courses with 86%. In France, the focus is on IT– and computer courses.

Training methods: classroom courses beat digital forms of learning

In the face of digitization, are digital learning methods also playing an increasingly important role? Flexible learning whenever and wherever you want? The answers to the question of the most proven training methods show a clear trend and surprise:

Regardless of whether managers or middle-level employees are trained, the majority of respondents in Germany rely on “workshops, seminars, face-to-faceCourses”, which are also popular in Denmark and Great Britain.

Abroad: in-house training required

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In France, Finland and Sweden, the most trusted company-specific in-house training. Thus, it is becoming apparent that companies continue to place high value on attendanceCourses, with digital training methods not playing a major role.

Blended learning is only gaining ground in Great Britain and the USA Significance, which combines the advantages of face-to-faceCourses with those of eLearning. There is one more thing that is striking in the States: On-the-job training (over 25%) is practiced much more frequently there than in Europe.

Training budget: Stability is evident

In view of digitization, companies are increasingly investing in the Further Training their employees? Amazingly not.

The training budget will remain as high at 2018 as before, according to 71% of respondents in Germany. Only just 15% of respondents expect an increase in the budget.

Number of training days: Germany takes on a role model function

The biggest gap between the nations surveyed is the answers to the question of the number of training days that are given to each employee each year. Together with the United States and the United Kingdom, Germany plays a role model. Nearly a third of German companies admit five days of training per year to their workforce, compared with one fifth in the United Kingdom and the United States.

However, there are more than one in ten employees even one to two weeks available for further education. The French and the Scandinavians are less fortunate: In Finland, employees have three days a year for the majority of training (30%), and one quarter of the French (26%) have to make do with two days. The shortest draw Sweden: According to the survey, employees usually receive only one or two days a year for further education.

Competence Development: The decision is usually made by the direct supervisor

Who in the company actually determines when one Further education is appropriate? It looks similar in all the countries surveyed.

The direct supervisor is the one who decides on the competence development of the employee (57% in Germany). In the other countries (except Finland), the corporate top has but also a say.

Measuring success: Feedback plays a big role

How do you do that Success of further training? For the HR managers surveyed, that’s usually what matters Feedback employees play a major role.

One third of HR employees in Germany measure success, another uses appropriate assessment tools and the last third trusts the feedback from the direct supervisor. It is striking that the Swedes seem to trust the feedback of the employees less: 45% measure the success of a training on the basis of the feedback of the supervisor.

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