Continuing vocational training in enterprises, Slovenia, 2015
In 2015, 84.1% of enterprises in Slovenia were training their persons employed
In 2015, EUR 80.7 million (0.21% of GDP, 0.72% of total labour costs) was spent on continuing vocational training of persons employed in enterprises. More enterprises were taking care of training their persons employed in 2015 than in 2010.
Among 7,334 enterprises in Slovenia, 6,170 (84.1%) were taking care of continuing vocational training of their persons employed in 2015. Only 1,164 enterprises did not provide training for their persons employed. The most common reasons for not providing training were that the level of training provided was appropriate to the needs of the enterprise and because they prefer to recruit individuals with the required qualifications, skills and competences.
Large enterprises and enterprises in information and communication activities, and financial and insurance activities allocate the most funds for training of their persons employed
Among all persons employed in Slovene enterprises the share of participants in courses was 89 %. It is clear from the infographic 1 below, that it was the enterprises in information and communication activities, and financial and insurance activities that invested the most in skills and competencies of their persons employed and this has become evident from the indicators that have been calculated. The share of participants in courses was extremely high (96%). In 2015 each participant spent on average 26 hours on training. Enterprises invested EUR 1,500 per person employed in 2015.
The least training was conducted in construction enterprises. Among all persons employed, the share of participants was 66%. On average a participant attended 4.5 hours and the cost of the training per persons employed was almost EUR 200.
Training included also the obligatory courses on health and safety at work and on average it accounted for 20% of all working hours.
The data indicate that large enterprises greatly invested in training of their persons employed
(high share of participants, the most hours of training per participant and the highest training costs). It is interesting that the share of participants in medium-size enterprises was 20 percentage points higher than in small enterprises, yet medium-size enterprises devoted less hours (12) to training than small enterprises (13). The cost of training per person employed in medium-sized enterprises (EUR 690) was almost the same as in small enterprises (EUR 660).
Problems of “training enterprises” in 2015 almost completely different than in 2010
In 2010, when the previous survey on continuing vocational training in enterprises was conducted, “training enterprises” were faced with completely different problems than in 2015. According to the latest results, a lot more “training enterprises” are faced with problems due to lack of suitable courses in the market and fewer are faced with the problem of courses being too expensive. They also do not emphasise so much recruitment of individuals with the required skills. In 2010 “training enterprises” mostly reported on problems due to courses being too expensive and preferred recruitment of individuals with the required skills. At that time “training enterprises” did not report so much about the lack of suitable courses in the market.
Technical, practical or job-specific skills the most important for the enterprise’s development
Competences that are generally seen as important for the enterprise’s development are technical, practical or job-specific skills, customer handling skills, team working skills and problem solving skills. The least important for the enterprise’s development are numeracy and/or literacy skills, oral or written communication skills, and office administration skills.
In 2015 large increase in apprenticeship
The share of enterprises providing apprenticeship was 8% in 2010 and 32% in 2015. According to the latest data, enterprises mostly decided to provide apprenticeship to qualify future employees according to the enterprise’s needs and to choose the best apprentices for future employment. Less frequently they decided to provide apprenticeship to avoid possible mismatch with enterprise needs in case of external recruitment and to make use of the productive capacities of apprentices already during their apprenticeship.