Vocational Training
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Fehlende Fachkräfte in Deutschland – Unterschiede in den Betrieben und mögliche Erklärungsfaktoren: Ergebnisse aus dem IAB-Betriebspanel 2018
Eva Dettmann, Daniel Fackler, Steffen Müller, Georg Neuschäffer, Viktor Slavtchev, Ute Leber, Barbara Schwengler
IAB-Forschungsbericht 10/2019,
2019
Abstract
In the years after the economic crisis, the economic situation of establishments in West and East Germany has improved steadily. At the same time, increased labor market dynamics and a positive trend in total employment can be observed. Also the demand for skilled employees reached a new high of 2.7 million in 2018. Only about 60 percent of the demand could be covered, which is also reflected in a further increase of the so-called non-occupancy quota. With regard to the distribution of this indicator for skilled labor shortages, we observe clear sector- and size-specific differences as well as regional heterogeneity. The quota is particularly high in the construction industry and in agriculture and forestry, with more than half the positions left vacant. A positive correlation between shortages of skilled labor and the use of temporary work, flexible working hours and investments in vocational training and further education is assessed in a multivariate analysis. The structure of formal occupational skill requirements did not change very much over recent years. However, a clear trend towards more flexible work organization can be observed. For example, about one quarter of the establishments offer teleworking. The share of part-time employment is also increasing nationwide, especially in sectors with a higher proportion of women, such as the service industries or the public sector. The share of marginal employment is particularly high in sectors that are characterized by cyclical and/or seasonal demand fluctuations or comparatively unspecific skill requirements – and above-average shortages of skilled labor. In 2018, the proportion of establishments authorized to provide in-house vocational training rose for the first time since 2010 – to 54 percent in Germany. In Eastern Germany, the share is significantly lower at 49 percent. The proportion of authorized establishments that actually train apprentices has been relatively stable at around 50 percent for several years. Both successfully occupied and vacant apprenticeships are distributed very heterogeneously across sectors. The recruitment rate of successful graduates is about three quarters. In establishments with skilled labor shortages, both the training rate and the graduate hiring rate are higher, suggesting that vocational training is already used here as an alternative strategy for recruiting skilled employees. The share of establishments supporting further education of their employees remains stable at about fifty percent for several years, and the proportion of employees participating in training is still about one third. A comparatively higher rate of further education among unskilled employees in establishments with skilled labor shortages indicates that internal resources are being increasingly used here to meet the demand for skilled employees.
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Lohnunterschiede zwischen Betrieben in Ost- und Westdeutschland: Ausmaß und mögliche Erklärungsfaktoren. Ergebnisse aus dem IAB-Betriebspanel 2017
Steffen Müller, Eva Dettmann, Daniel Fackler, Georg Neuschäffer, Viktor Slavtchev, Ute Leber, Barbara Schwengler
IAB-Forschungsbericht 6/2018,
2018
Abstract
The economic situation in German establishments improved even further in 2017. The development of wages, however, reflects this economic growth only partly. Compared to 1997, the wage differential between large and small establishments increased considerably – with substantially lower wages paid in East Germany in general. The wage differential of about 19 percent between East and West Germany can to some extent be explained in a multivariate analysis (Blinder-Oaxaca decomposition) showing that the main cause for the wage gap is the productivity gap between East German and West German establishments; other structural heterogeneities like sector composition, industrial relations and size structure seem not to contribute to an explanation of this gap. The overall positive economic development in Germany is associated with a further growth in total employment and with increased labor market dynamics, especially regarding employee turnover. Turnover rates, however, are very heterogeneous among sectors, ranging from 23 percent in the accommodation and food service sector and less than five percent in public administration. Also the demand for skilled personnel continued to grow. Yet for the first time, not even two thirds of the posted job vacancies could be filled in 2017. With over fifty percent, this non-occupancy quota is particularly high in the construction industry. Also small and very small establishments face serious recruitment problems. The structure of formal occupational skill requirements did not change very much over recent years, but the increasing use of digital technologies changes everyday job requirements and may lead to a rising workload for employees. Looking at the personnel structure in the German economy, a growing share of atypical employment becomes apparent, especially in form of part-time jobs. The proportion of marginal employment remains relatively stable and is comparatively high in sectors with less specific knowledge requirements and strong cyclical and/or seasonal fluctuations like is the case in accommodation and food service sector or personal services sector. Since 2010, the proportion of establishments authorized to provide in-company vocational training has declined constantly and now accounts for 53 percent of the establishments in Germany. About one half of these establishments do actually train apprentices. The share of vacant apprenticeships further increased in 2017 to about one quarter of all apprenticeships offered, in East Germany even to more than one third. As in recent years, the share of establishments supporting further training of their employees remained stable at about fifty percent and the proportion of employees participating in training is still about one third. In East Germany these figures prove to be slightly higher.
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Produktivitätsunterschiede zwischen West- und Ostdeutschland und mögliche Erklärungsfaktoren. Ergebnisse aus dem IAB-Betriebspanel 2016
Steffen Müller, Eva Dettmann, Daniel Fackler, Georg Neuschäffer, Viktor Slavtchev, Ute Leber, Barbara Schwengler
IAB-Forschungsbericht 16/2017,
2017
Abstract
After several years of prosperity, the economic situation of German establishments improved further in 2016. Though the productivity in East German establishments converged slightly to the West German level, a significant productivity gap between both parts of Germany still remains. Differences in the economic structure can only explain a small part of this persistent gap: a Blinder-Oaxaca decomposition suggests that the different sector composition, lower exports and lower capital intensity of East German establishments explain only about one-fifth of the backlog. The observed positive economic development is associated with a further increase in firm profitability and total employment in the establishments in both parts of Germany. It is reflected also in a further increase in the demand for skilled personnel. Even though the majority of the demand could be met in 2016, one-third of all offered jobs remained vacant. As in the past, especially establishments in construction and business services as well as very small establishments, particularly in East Germany, faced considerable recruitment problems. The occupational skill requirements increased slightly over time. The proportion of jobs for skilled workers is on average higher in East German establishments than in West Germany, suggesting a higher formal qualification level of employees in East Germany. Looking at the personnel structure, a significant increase in the share of atypical employment, particularly part-time jobs and marginal employment, over the last years become visible. The participation of establishments in vocational training remains relatively stable: about half of the enterprises that are authorized to provide vocational training do actually train apprentices. However, the corresponding fraction in East Germany is significantly lower since the economic crisis. In contrast, the share of vacant apprenticeship positions there is much higher than in West German establishments, pointing to major problems in finding suitable applicants. The share of employees participating in further training is about one third for several years. As in the past workers in low-skilled occupations participate only about half as often in training as employees in qualified jobs.
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Imputation Rules for the Implementation of the Pre-unification Education Variable in the BASiD Data Set
André Diegmann
Journal for Labour Market Research,
2017
Abstract
Using combined data from the German Pension Insurance and the Federal Employment Agency (BASiD), this study proposes different procedures for imputing the pre-unification education variable in the BASiD data. To do so, we exploit information on education-related periods that are creditable for the Pension Insurance. Combining these periods with information on the educational system in the former GDR, we propose three different imputation procedures, which we validate using external GDR census data for selected age groups. A common result from all procedures is that they tend to underpredict (overpredict) the share of high-skilled (low-skilled) for the oldest age groups. Comparing our imputed education variable with information on educational attainment from the Integrated Employment Biographies (IEB) reveals that the best match is obtained for the vocational training degree. Although regressions show that misclassification with respect to IEB information is clearly related to observables, we do not find any systematic pattern across skill groups.
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Subsidized Vocational Training: Stepping Stone or Trap? – Assessing Empirical Effects using Matching Techniques
Eva Dettmann, Jutta Günther
Swiss Journal of Economics and Statistics,
No. 4,
2013
Abstract
Using replacement matching on the basis of a statistical distance function we try to answer the question of whether subsidized vocational training is related to a negative image effect for the graduates. The results show that young people with equal qualifications acquired during subsidized vocational training are disadvantaged solely due to the kind of education they have received. The probability of finding adequate employment is lower than in the control group. Besides the 'general effect' of support we also find less favorable job opportunities for those who attended 'external' as compared to 'workplace-related' training.
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What are the Long-Term Benefits of the Economic Stimulus Package II for German Local Governments? – The Case of Saxony
Peter Haug
Wirtschaft im Wandel,
No. 4,
2010
Abstract
This article deals with the question whether the investments subsidized by the economic stimulus package II („Konjunkturpaket II“) do not only have short-term effects on demand but also long-term effects e.g. on local economic growth. As far as the short-term effects are concerned, the case of the German state of Saxony shows – with some delay – a rise in local government´s investments. Hence, the time-lag problem inherent in all governmental spending programmes seems to keep within reasonable limits. Up to now there have been no signs of inflationary price tendencies in the construction sector.
According to - for example - the „new“ economic growth theory, one ought to be sceptical about the long-term effects of the projects supported by the programme: Even for genuine public intermediate goods the withdrawal effects of financing have to be weighed against the positive effects on private enterprise sector productivity. Furthermore, the effects on factor prices caused by the investment grants might encourage the excess use of physical capital in public production.
This sceptical attitude of the theory is confirmed for Saxony by the fact that primarily public consumption goods (sports and leisure facilities) or educational facilities (kindergartens, primary schools), which are of no direct relevance to the local enterprises, are supported by the programme. Investments in vocational training, research and development play only a minor role at the local government level or are explicitly excluded from the programme.
Especially because of the incentives to misallocate public resources it is recommended to rely on unconditional grants in future support programmes. Then the local governments could use the grants for either „investments” in human capital (new [fixed-term contract] hires, qualification) or in physical capital, according to their needs.
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Subsidized Vocational Training: Stepping Stone or Trap? An Evaluation Study for East Germany
Eva Dettmann, Jutta Günther
IWH Discussion Papers,
No. 21,
2009
Abstract
The aim of this paper is to analyze whether the formally equal qualifications acquired during a subsidized vocational education induce equal employment opportunities compared to regular vocational training. Using replacement matching on the basis of a statistical distance function, we are able to control for selection effects resulting from different personal and profession-related characteristics, and thus, to identify an unbiased effect of the public support. Besides the ‘total effect’ of support, it is of special interest if the effect is stronger for subsidized youths in external training compared to persons in workplace-related training. The analysis is based on unique and very detailed data, the Youth Panel of the Halle Centre for Social Research (zsh).
The results show that young people who successfully completed a subsidized vocational education are disadvantaged regarding their employment opportunities even when controlling for personal and profession-related influences on the employment prospects. Besides a quantitative effect, the analysis shows that the graduates of subsidized training work in slightly worse (underqualified) and worse paid jobs than the adolescents in the reference group. The comparison of both types of subsidized vocational training, however, does not confirm the expected stronger effect for youths in external vocational education compared to workplace-related training.
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Subsidized Vocational Education in East Germany: Stepping Stone or Dead End?
Eva Dettmann
Wirtschaft im Wandel,
No. 12,
2009
Abstract
The aim of the study is to analyse whether the formally equal qualifications acquired during a subsidized vocational education induce equal employment opportunities compared to regular vocational training. This question is answered for adolescents in workplace-related training. Using replacement matching on the basis of a statistical distance function, we are able to control for selection effects resulting from different personal and profession-related characteristics and thus to identify an unbiased effect of the public support. The analysis is based on unique, very detailed data, the Youth Panel of the Halle Centre for Social Research (zsh).
The results show that young people who successfully completed a workplace-related training are disadvantaged regarding their employment opportunities even when controlling for personal and profession-related influences. Besides a quantitative effect on the percentage of employed adolescents, the analysis shows differences in the job quality: The employed graduates of workplace-related training work in worse paid jobs, and less are employed in qualification adequate occupations compared to matchable graduates of regular vocational education.
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The Requirement of Qualified Workers in Thuringia until 2015: Forecast and Policy Recommendations
Herbert S. Buscher, Eva Dettmann, Christian Schmeißer, Marco Sunder, Dirk Trocka
Wirtschaft im Wandel,
No. 7,
2009
Abstract
We forecast the number of qualified workers required in the German federal state Thuringia until 2015 on the basis of the manpower requirement approach. Disaggregated by types of qualification, this method distinguishes between two sources of recruitment requirements: replacement demand for old workers and expansion demand to reflect structural changes of industry sectors and productivity growth. Both components are calculated from register data on employment covered by social security. Relative to current employment, recruitment requirements vary across occupations. A comparison of recruitment requirements for medium-skilled workers with the structure of vocational training reveals potential mismatch between demand and supply of medium-skilled labor in the near future if the composition of apprenticeship programs remains unchanged. The study closes with policy recommendations to prevent occupational mismatch.
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