Archive:Vocational education and training statistics

Data from January 2013. Most recent data: Further Eurostat information, Database.

Figure 1: Training enterprises as a percentage of all enterprises, 2010 - Source: Eurostat (trng_cvts02)

This article presents an analysis of the results of the fourth European survey of continuing vocational training in enterprises (CVTS4) in the European Union (EU). It was implemented with 2010 as reference year in the 27 EU Member States, Norway and Croatia. EU-27 data are not yet available because big countries like Germany and Italy did not yet provide the results of the survey.

Main statistical findings

Figure 2: Percentage of training enterprises evaluating the effect of CVT courses and percentage of all CVT enterprises - 2010- Source: Eurostat (trng_cvts18)

Figure 3: Participation rate of employees in CVT courses - 2010 - Source: Eurostat (trng_cvts42)

Figure 4: Percentage of employees-CVT enterprises- participating in CVT courses by size class - 2010 (trng_cvts46)

Figure 5: Cost of CVT courses as a % of total labour cost - 2010 Source: Eurostat (trng_cvts57)

Figure 6: Hours in CVT courses per participant - 2010 Source: Eurostat (trng_cvts66)

Figure 7: Non training enteprises: reasons for not providing training - 2010 - Source: Eurostat (trng_cvts08)

Table 1: CVTS3 CVTS4 main indicators - 2010 - Source: Eurostat (trng_cvts02) (trng_cvts46) and (trng_cvts72)

In 2010 more than one in two enterprises provided continuing vocational training to their employees: either CVT courses or other forms of training to develop competences and skills of their workforce and to increase competitiveness of the enterprise.

The percentage of all enterprises that provided training to their staff in 2010 ranged from 23%, in Poland, to 87% in Austria. In European average enterprises prefered to provide CVT courses designed from the enterpise or external providers. In other countries as United Kingdom, Austria, Cyprus, Malta, Slovenia, Slovakia the trend is more to provide other forms of training as, planned learning through job rotation, exchanges or secondments, participation in learning or quality improvement groups, self-learning and other.

CVT courses or other form of training?

More than one in three employees from all enterprises, in European average, are participants in organised, clearly separated from the active work place, CVT courses, managed by the enterprise or by other training course providers. The male population has a better access to training in most of the countries, with the highest participation rate for male population in the Czeck Republic. Only in the United Kingdom and in Malta the female employees participate far more in CVT organised courses than male employees. It could be related to the economic activity of the enterprise or to the size. Employees in large enterprises (250 and more) were more likely to attend a training course, especially for female employees. The organisation of the CVT courses within the enteprises is linked to the size of them. In European level, employees in greater enterprises have an easier access to organised CVT courses. This trend is clearly visible in many countries like Luxembourg, Belgium, Malta, Spain, Cyprus, France Finland and other. in the United Kingdom and the Czeck republic, CVT courses are organised most in small enterprises.

CVT courses and evaluation of the skills acquired

Most of the time, the enterprises assess the participants in order to establish whether the targeted skills were effectively successfully acquired. This policy is followed in more than 90% of the training enterprises in France. The French rate is followed by Cyprian and Austrian rates, which are equal or higher than the EU average. In Spain although 71% of the enterprises are providing CVT courses only 59% assess the participants if new skills are acquired. Finland follows this trend although 67% of the enterprises are providing CVT courses, less than one in two of these enterprises are assessing the participants for the results of the followed course France: highest training costs in 2010 across the EU

The CVTS4 survey was conducted on a harmonised basis across the EU and Croatia. Concerning the costs, total expenditure on CVT courses is the sum of direct costs, the labour costs of participants and the balance of contributions to national or regional training funds and receipts from national or other funding arrangements. For analysing the structure of these costs and making comparisons between countries, the decisive indicators include the following: enterprises’ costs per employee and per course hour, the ratio of total expenditure to the total labour costs of all enterprises, the share of individual cost headings (such as labour costs for in-house CVT staff) in the direct costs and the percentage of total costs accounted for by contributions to public training funds and by subsidies. France had the highest costs of training of total labour costs at 2.5%. Next were Belgium, Malta, the Netherlands and Cyprus with 2.4-2%. On the other hand Croatia’s training costs were 0.7% of total labour costs. While Austria and Belgium had 72% of enterprises providing CVT training courses, Spain had 71% and Luxembourg 65%.

Intensity of training is not related to number of enterprises that provided CVT coursesThe results of the CVTS4 survey demonstrated a non direct correlation between the percentages of enterprises providing CVT courses, the likelihood that employees attend CVT courses at work and the intensity of training expressed as number of training hours per participant. Romania, with only 16% of all enterprises that provided CVT courses, has the highest intensity per participant although Belgium, The Netherlands, France and Spain, with a very performed and structured system of vocational training in enterprises, present relatively low intensity in CVT courses with the United Kingdom, Finland, Czech Republick and Estonia with intesity equal or far lower of the European average.

Non training enterprises: reasons not to provide training

Recruiting individuals with the required skills is the main factor to influence the enterprise's training activity

The reasons for the enterprises not to providing training are several. The most important is, since 2010 and the now days, the inlimited offer of qualifated workforce due to the crisis and the unemployment.The main strategie of the non training enterprises is to recruit individuals with the required skills rather than to train them. In European average the most important reason declared not to provide training is that existing skills and competences of the persons employed corresponded to the current needs of the enterprise and the second main reason is that staff is recruited with the skills needed. One of the reasons that should not be ignored is the lack of time to follow any kind of training due to overload of work. In third level the cost of the courses are to hight for the possibilities of the enterprise.

NOTE: Enterprises might choose more than one reason. - DIFFASS Difficult to assess enterprise's needs, EXSCOR The existing skills and competences of the persons employed corresponded to the current needs of the enterprise, IVTF Either focus on IVT than CVT , LSCOR Lack of suitable CVT courses in the market, MJPR Major training effort realised in a previous year, NOTIME No time, OTHER: Other reasons, RECR People recruited with the skills needed, TOOEXP Too expensive.

CVTS3 - CVTS4 comparative results

Evolution through the years 1) training activities seem to have significantly increased for all types of activities. In CY, the % of enterprises providing training increased much more than participation of employees and intensity (hours). In PT, % of training enterprises and intensity increased more than % of employees participating.(2) training activities seem to have slightly increased for all types of activities. For CZ, intensity (hours) went down. In PL, there are less training enterprises but training enterprises offered more training to their staff. Non CVT education and training must have decreased proportionally.(3) training activities seem to have slightly decreased for all types of activities.(4) training activities seem to have decreased for all types of activities. For those in training, intensity (hours) increased. For RO, some explanations were provided on certain variables. The comparability of CVTS 3 and CVTS 4 results is to be confirmed for CVTS main indicators.

Data sources and availability

Context

Further Eurostat information

Publications

Title of the publication

Database

Education (educ), see:

Education and training (edtr)

Lifelong learning (trng)

Lifelong learning - LFS data (trng_lfs)

Adult Education Survey (AES, 2006 - reference period: 12 months) (trng_aes)

Continuing Vocational Training (trng_cvts) (New display for CVTS data)

Past series on lifelong learning and continuing vocational training (trng_h)

Other information

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External links

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Notes

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