“Education is no longer an asset achieved in youth that remains of constant value during a long and stable employment career without interruptions”. The problem of continuous acquisition of knowledge has been a key object of research in education and training policy in the Europe. Since the treaties of Maastricht and Amsterdam, the term “lifelong learning” is directive in this context. In particular, the way continuous education is embedded in the work-related life course has been repeatedly investigated and analyzed in different supra- and international surveys. According to the adult education survey, participation in further training increased slightly during the last decade, indicating that in 2014, 59% of all German employees participated in further training, and 24% expressed the wish to participate. Increasing participation in activities associated with further training may have a positive impact not only on individuals but also on the social and economical development of the whole society. Therefore, the question of how to increase participation in continuous vocational training arises. Different sources predict that more and more companies will consider further training an investment in improved worker performance and economic productivity. Especially against the background of demographic and technological developments, including labor and skill shortages, training the company’s human capital becomes significant. In this regard, the question of how to measure the sustainability of methods constitutes an area of research. Here, the concept of “Corporate University” seems to be worth evaluating because it combines different training methods. CU “interconnects personnel and corporate development and integrates learning process in corporate strategy”. By conducting and analyzing qualitative interviews, the goal of this thesis is to examine whether CUs might be suitable for increasing further training participation. Moreover, reasons for and barriers to further training in a high-technology company shall be identified. Not least, the evaluated executives might be sensitized to improve their companies’ offer for further training.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Principles of Further Training
- Definition and Differentiation of Related Terms
- The Necessity of Further Training in High-Technology Companies
- Reasons for and Barriers to Further Training
- Further Training in the Working Environment
- Barriers to Further Training
- Corporate Universities as Further Training Method
- Definition and Classification
- Implementation of the Concept of Corporate Universities
- Interview Analysis
- Methodology
- Empirical Restrictions
- Qualitative Content Analysis
- Interview Situation
- Institutional Perspective
- Employee Perspective
- Implementation Recommendation
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
The goal of this thesis is to explore the potential of Corporate Universities (CUs) in increasing further training participation. Specifically, the thesis seeks to identify reasons for and barriers to further training within a high-technology company. Through qualitative interview analysis, the study aims to compare the practical experiences of respondents with theoretical frameworks and assess the effectiveness of CUs as a training method. Ultimately, this research seeks to provide recommendations for improving further training offerings and increasing employee engagement in these programs.
- The role of Corporate Universities in enhancing further training participation
- Factors influencing employees' decisions to participate in further training
- Challenges and barriers to further training within a high-technology company
- The impact of demographic and technological developments on the need for continuous training
- Evaluation of Corporate Universities as a sustainable training method
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter introduces the concept of lifelong learning and highlights the importance of continuous training in today's workplace. It explores the growing trend of further training participation in Germany and discusses the potential benefits for individuals and society. The chapter then introduces the concept of Corporate Universities as a promising approach to address the challenges of training within high-technology companies.
- Principles of Further Training: This chapter defines and differentiates key terms related to further training, including lifelong learning, adult education, and formal, non-formal, and informal learning. It also emphasizes the crucial need for further training in high-technology companies due to rapidly changing technologies and skill demands.
- Reasons for and Barriers to Further Training: This chapter examines factors that influence employees' decisions to participate in further training, including internal and external motivators. It also explores the common barriers to participation, such as lack of time, financial constraints, and lack of awareness of training opportunities.
- Corporate Universities as Further Training Method: This chapter provides a detailed overview of Corporate Universities, including their definition, classification, and implementation concepts. The chapter discusses the potential of CUs to address the challenges of training in high-technology companies and to integrate learning into the broader corporate strategy.
- Interview Analysis: This chapter outlines the methodology used in the study, including the selection of participants, interview procedures, and data analysis methods. The analysis focuses on identifying discrepancies and similarities between respondents' practical experiences and theoretical frameworks, with a particular focus on the institutional and employee perspectives.
Schlüsselwörter (Keywords)
The main keywords and focus topics of this thesis include: further training, lifelong learning, Corporate Universities, high-technology companies, qualitative interview analysis, employee participation, training barriers, training motivations, training implementation, and knowledge management.
- Quote paper
- Eva Maria Keiffenheim (Author), 2016, Reasons and Barriers to Further Training in High-Technology Companies. Evaluation of Corporate Universities, Munich, GRIN Verlag, https://www.grin.com/document/383567
