Why should I invest in my education?

The 4 most important reasons why companies should train

Do you have your own company and are you thinking about training apprentices?

Or are you the HR manager or person in charge and are faced with this very question?

Then our article can certainly provide you with an important basis for decision-making!

It doesn't just represent one important contribution to society when a company decides to train.

The company's own training is also important for the company itself great opportunity with many advantages!

We would like to highlight these advantages in the following sections.

Recruiting high-performing workers is an essential basis for companies so that they can remain competitive in the long term.

Basically, you can three different approaches differentiate which are used to build up a competent workforce.

  • the acquisition of practitioners
  • the recruitment of professional or lateral entrants
  • in-house training

Employees with practical experience can usually help a company more quickly than newcomers or career changers who have just finished their studies or are moving to a company from another industry, for example.

However, require experienced workforce usually in return for your existing expertise significantly higher salaries as a young professional.

The training of employees in your own company is another way of acquiring new employees.

Table of Contents

The benefits of training new employees

The dual training system in Germany - that is, the link between work and vocational school - has become firmly established with us.

In the following, we would like to address the many reasons why in-house training is an attractive measure for companies.

Apprentices as inexpensive employees

Many entrepreneurs agree and still would never communicate it so directly:

Apprentices are cheap workers.

A weighty argument - after all, even in the third year of apprenticeship, very few trainees earn more than € 1,000 a month.

However, it is not that easy to do the math.

First of all, it should be noted that you always give your trainee a Provide instructors who supports the newcomer with their induction and - at least at the beginning - watches over their working methods intensively.

During the entire period of training, the trainee MUST be legally seen a specific instructor assigned at all times become.

So keep in mind that the latter's job performance could suffer a little under these circumstances.

You should therefore not only include the supposedly cheap trainee salary one-sidedly in your considerations, but also that Development of the overall productivity in your company forecast by hiring a trainee.

Development of company-specific human capital

An important advantage of in-house training is the fact that the young professional can be trained intensively in the company's routines and processes.

As a rule, the training company is the first workstation for the trainee, so that he or she can do the Corporate philosophy and the general way of working can easily internalize in his company.

Employees who have emigrated from competing companies and career changers often already bring with them fixed, indoctrinated behavior patterns that are not compatible with the processes at the new job.

In a study by the University of Heidelberg, learning about company-internal work processes is referred to as "[...] specific human capital".

The increase in specific human capital has the consequence that an employee better and more productive can work in the company if he internalizes the internal work processes.

Discover and promote talent

The hiring of young, inexperienced employees is somewhat reminiscent of common practices in the Bundesliga.

The clubs have to pay significantly less for players from their own youth than for long-established stars.

The latter cite their previous stations and successes as a powerful argument for the Amount of the contract fee , whereby the salary demands often reach astronomical values.

Younger players, on the other hand, are often grateful that they are allowed to wear the colors of a well-known club so that they can one day recommend themselves to future “employers”.

Just like in sport, there are talented people in the professional world who need to be encouraged.

If you offer an apprenticeship position, you have the opportunity to support young professionals in their careers right from the start and to uncover hidden skills in the process.

Increase commitment, retain employees

We have learned so far that training is a cheap way to attract talented and productive people to your company.

However, the advantages are not limited to short-term effects, but can also develop long-term success.

An important goal of companies is that Retention of capable employees.

The loyalty of the competent employees can become an essential factor for companies, which determines the company's success in the long term.

The ability to devote oneself to something or to undertake certain actions in the sense of an organization is called commitment.

Employees who are highly committed to a company tend to have the following characteristics:

  • they stay with the company longer
  • they are motivated to work and sometimes put the company's interests before their own
  • they identify with the company's values

All of these are positive qualities that increase the value of an employee and are therefore desired by the employer.

In-house training can help ensure that young professionals want to maintain a connection with the company after completing their apprenticeship.

By taking on trainees, a company not only conserves the specific human capital acquired by the employee, but can often also obtain it from one of them higher commitment benefit.

The fact that the apprentices are at the beginning of their professional careers and therefore start their first employment relationship with an emotionally energized element is once again playing into the cards for the company.

It's like in "real life" - you don't forget your first love, right?

Training as a holistic aspect of the corporate philosophy

When the training of employees is mentioned, the dual vocational training is usually meant, the advantages of which we have discussed so far.

In this section we would like to raise awareness of the fact that the training and further education of employees NEVER is a process that ends after the third year of apprenticeship.

The continuous changes in every industry do not allow a mental standstill, but require the rRegular attendance of training courses and further education.

In order to maintain the competitiveness of a company in the long term, value should be given to holistic training of all employees.

This means that both young and experienced workers must constantly develop.

This further development takes place through the acquisition of general and company-specific knowledge.

examples for general knowledge are among other:

  • theoretical expertise on relevant topics
  • current market figures, Study results etc.

examples for company-specific knowledge are among other:

  • application of proprietary software
  • Experience with the Workflows in the company

Taken together, this knowledge is a driver of the value an employee can develop for the company.

The training of workers is therefore a permanent process that only ends when an employee leaves the company.

The initial vocational training is therefore only the first - albeit sensible - step in order to shape young people into capable employees and to keep the potential generated in this way in the company.

What requirements does a training company need?

In order to be allowed to train as a company, certain requirements must be met, which result from the Vocational Training Act (BBiG).

Above all, this includes the suitability of the training facility and the training staff.

The suitability of the training center results, for example, from the fact that they can actually convey all of the prescribed training content in your company.

The suitability of the training staff stipulates that a trainer is suitable both personally and professionally.

In any case, at least one person in the company must be able to show the trainer certificate.

More on the subject:
Instructor license requirements
Instructor license costs
AEVO examination

Conclusion: train as a company

Finally, we would like to offer you the essential findings clarify from this article again in the form of a short, concise list in order to see the most important key learnings directly at a glance.

  • In-house training is a good way to get around efficient employees for your own company too win.
  • The main arguments in favor of training employees are the structure of company-specific human capital, the opportunity to discover “talents” and the often high level of commitment shown by the trainees.
  • The education and training of workers must be as permanent process and should aim to develop general and specific knowledge.

Training apprentices as a company therefore offers a great opportunity and many advantages.

Feel free to leave us a comment if you have any questions on the subject or contact us directly.