more training opportunities for more agency workers: overview report
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More training opportunities for more agency workers: Overview report. Dr. Anneleen Peeters, IDEA Consult Eurociett/UNI Europa joint conference 4 December 2008. Aim of the study. - PowerPoint PPT PresentationTRANSCRIPT
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More training opportunities for more agency workers:
Overview report
Dr. Anneleen Peeters, IDEA Consult Eurociett/UNI Europa joint conference
4 December 2008
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Aim of the study
Conduct a comparative research work on the personal background, professional experience and motivations of the temporary agency workers and on training opportunities provided to them
Carry out an in-depth analysis of best practices in terms of training programmes targetted at temporary agency workers
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Approach of the project
Step 1: Comparative research
Step 2: Case studies
Step 3: Pan-European conference
Step 4: Dissemination and publications
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Methodology
Written survey: Amongst Eurociett and Uni-Europa members Content of the survey:
General framework of training programmes Quantitative & qualitative info training programmes Impact of training on professional life Good practices training initiatives Profile of agency workers Situation and motivations to work as a TAW
Desk research: available studies on profile and training opportunities
Selection of 6 case study countries
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Methodology
Target group (21 countries) and respons (16 in bold/orange):
Austria Greece Poland
Belgium Hungary Portugal
Czech Republic Ireland Spain
Denmark Italy Sweden
Finland Luxembourg Switzerland
France The Netherlands Turkey
Germany Norway UK
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Results of the survey
3 topics:
1) General framework of training programmes provided to TAW
2) Characteristics of TAW and their jobs: determinants of training needs
3) Training provision for TAW
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1) General framework of training programmes provided to TAW
1.1. Access to vocational training for TAW
1.2. Organisation of vocational training for TAW
1.3. Cooperation regarding training for TAW
1.4. Financing vocational training for TAW
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1.1. Access to vocational training
General access to vocational training for TAW: In all countries
Specific training system for TAW: In 6 countries: FR, BE, NL, AU, ES, IT
Specific (bipartiate) training body to facilitate access to training for TAW: In 6 countries: FR, BE, NL, AU, ES, IT
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1.2. Organisation of training programmes
By collective labour agreement
Yes No
By law
Yes FR, AU, ES IT
No BE, NLDE, CZ, FI, GR, HU, IE, NO, PO, SE, UK
How is the specific training provision for temporary agency workers regulated?
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1.3. Cooperation regarding training
Cooperation between the temporary agency work sector and national public employment services regarding training for TAW: In Austria, Belgium, France, the Netherlands, Finland, Poland and the UK
Cooperation between the temporary agency work sector and other sectors regarding training for TAW: In Belgium, France, Germany, Hungary and the UK
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1.4. Financing vocational training for TAW
Most important channels (in decreasing order): By temporary work agencies
By user companies
By public employment services
By a training fund By European funds
In some countries training programmes are also (indirectly) financed by TAW’s (e.g. through the social charges of their salary)
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2) Characteristics of TAW and their jobs: determinants of training needs
2.1. Duration of an assignment
2.2. Sectoral distribution of temporary agency work
2.3. Educational level
2.4. Motivations of temporary agency workers
2.5. Previous situation of temporary agency workers
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2.1. Duration of an assignment
Duration of a TAW assignment in number of days:
149
125 123 11594 90
75
45 3823
180
260
180
0
50
100
150
200
250
300
PO HU IR UK DE BE Mean FI CZ FR IT ES NO
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2.2. Sectoral distribution
Sectoral distribution of temporary agency work:
0%
20%
40%
60%
80%
PO BE I T FR CZ HU AU GR ES UK NL FI NO
Manufacturing Services Construction Agriculture Public administration Other
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2.3. Educational level
Initial educational level of temporary agency workers:
20%16%
11%5%
49%45%
50%
28%
52%
65%
55%
43%
24%20%
40%
55%
46%
15%
43%
23%24%
5%
37%
25%
0%
20%
40%
60%
80%
PO CZ FR NL UK BE GR NO
% low-educated % medium-educated % high-educated
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2.4. Motivations of TAW
% of temporary agency workers not looking for a permanent job:
25%22%
19%
56%
69%
32%
5%
0%
20%
40%
60%
80%
FI NL UK NO FR CZ HU
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2.5. Previous situation of TAW
Large differences between countries in the previous situation of TAW
Before starting work as a temporary agency worker most workers where: Unemployed: in Germany (69%), Hungary (60%), Norway
(50%), France (40%), Greece (40%) and Belgium (30%) Student: in the Netherlands (44%), Finland (43%) and Poland
(25%) Temporary agency worker: in the Czech Republic (32%) and
Poland (25%)
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3) Training provision for TAW
3.1. Number of trainings provided to TAW
3.2. Duration of trainings provided to TAW
3.3. Type of trainings provided to TAW
3.4. Organisation of training provision
3.5. Main difficulties being faced when developing training programmes
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3.1. Number of trainings provided to TAW
FR BE NL ES IT
Penetration rate of TAW 2,5% 2,2% 2,8% 0,8% 0,7%
Number of trained TAW’s (x 1.000)
270,0 19,6 138,7 10,9 204,2
% of trained TAW’s 12,3% 3,6% 19,0% 1,4% 35,6%
Number of training hours (x 1.000)
10.110 303 760 1.221
Number of training hours per trained TAW
47,4 15,4 69,8 6,0
Amount invested in training by temporary work agencies (x 1.000.000 euro)
331 4,7 30 - 40 4,8 149
Amount invested per trained TAW (euro)
1.225,9 239,7 252,3 440,4 729,6
Amount invested in training in % of total wages (payroll)
2,15% 0,40% 1,02% 1,25%
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3.2. Duration of trainings
Distribution of trainings provided to TAW:
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3.2. Duration of trainings
Relation between average number of training hours and % of trained TAW:
Average number of training hours
Low High
% of trained TAW
Low
High
ES
BE
FR
NL
IT
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3.3. Type of trainings
Main fields of training provided to TAW: Technical skills Health and safety ICT
Use of PC
Compulsory trainings (e.g. driving licences)
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3.4. Organisation of training provision
What is the employment status/contract of the TAW when being trained ?
Are TAW’s being paid or do they receive some benefits when they are on a training programme ?
Who usually takes the initiative for the training?
When is the training programme usually delivered to the TAW?
Where does the training usually take place?
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3.4. Organisation of training provision
What is the employment status/contract of the TAW when being trained (number of countries)?
4
2 21
7
13
9
0
2
4
6
8
10
12
14
Empl.contract as
a TAW
Temp.contract
withagency
Perm.contract
withagency
Trainingcontract
Specificempl.
contract
Nocontract
Other
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3.4. Organisation of training provision
Are TAW being paid or do they receive some benefits when they are on a training programme (number of countries)?
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3.4. Organisation of training provision
Who usually takes the initiative for the training? Usually the temporary work agency
The user firm is also an important actor
When is the training programme usually delivered to the temporary agency workers? At a later stage during assignment
Training programmes prior to the temporary agency work occur less frequently
Where does the training usually take place? In the user firm or at a training institute Trainings at the temporary work agency do also occur
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3.5. Main difficulties when developing training programmes
Number of countries facing difficulties when developing trainings:
5 5
3
2
66 6
0
1
2
3
4
5
6
7
Lack offinancial
means toimplement
the trainingproject
Too manycandidates
that drop out
Others Problems tomotivate
candidatesfor thetraining
programme
Difficulty tofind
candidatesfor thetraining
programme
Noresources
available toorganise thelogistics ofthe training
Difficulty toidentify skills
needed