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