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Stefan Bender - One of the best experts on this subject based on the ideXlab platform.
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well unique linked employer employee data on Further Training in germany
Ruhr Economic Papers, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
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WeLL – Unique Linked Employer-Employee Data on Further Training in Germany
SSRN Electronic Journal, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
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berufliche weiterbildung fur arbeitslose ein weg zuruck in beschaftigung analyse einer abgangerkohorte des jahres 1986 aus masnahmen zur fortbildung und umschulung mit der erganzten iab beschaftigtenstichprobe 1975 1990 Further vocational Training fo
Mitteilungen aus der Arbeitsmarkt- und Berufsforschung, 2003Co-Authors: Christoph Klose, Stefan BenderAbstract:"The success of Further vocational Training and reTraining is evaluated in this paper on the basis of a comparison group approach and using a new data source. For this the IAB employment sample was extended to include details about Further Training and reTraining measures. For a cohort of people completing Further Training or reTraining measures in 1986 the authors analyse as an example the effects on the individual labour market success between 1986 and 1990. The access requirements for these measures are reconstructed for the participants of the Further Training and reTraining measures and for a control group. The control group is made up of people who were employed for a short time in the period 1983-1986 and, like the participants in the Further Training and reTraining measures, previously claimed unemployment benefit. By means of a hierarchical matching method, statistical doubles are found for about 90% of all the participants in the Further Training and reTraining measures. On the basis of 985 pairs of participants and comparison persons, event-analytical estimations are made concerning the return to employment subject to social security contributions after a course of Further Training or reTraining or after the period of short-term employment. In addition the determinants of the duration of this first phase of employment are estimated. The results suggest that in the period under examination participation in Further Training or reTraining has a weak positive employment effect for individuals who were unemployed before beginning the Training measure if they take up work immediately after the measure. However, Further Training and reTraining have a significantly negative effect - seen in relation to the control group - on remaining in employment. The authors interpret this as a consequence of employment-relevant deficits that can not be influenced by Further Training or reTraining. Further detailed evaluation studies with (extended) business statistics can help to clarify this." (Author's abstract, IAB-Doku) ((en))
Lutz Bellmann - One of the best experts on this subject based on the ideXlab platform.
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Regional Determinants of Employer-Provided Further Training
Schmollers Jahrbuch, 2011Co-Authors: Lutz Bellmann, Christian Hohendanner, Reinhard HujerAbstract:We analyze the influence of regional determinants on the decision of employers to provide within-firm Further Training. We estimate the effects of the regional population density, the unemployment rate and the regional concentration of an industry against the background of several determinants of Further Training at establishment level. To account for the clustered and longitudinal structure of our data – with annual observations of firms and firms nested within regions – we apply multi-level random effects logit models. Our empirical analysis is based on the IAB-Establishment Panel Survey 2001 to 2007. As we do not find evidence for a correlation between most of our regional determinants, employer provided firm Training can be explained first and foremost by firm determinants. Nevertheless, we identify a negative association between the regional unemployment rate and employer-provided Further Training in West Germany.
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Betriebliche Aus- und Weiterbildung in den süddeutschen Metropolregionen (In-house Training and Further Training in Southern German metropolitan areas)
2010Co-Authors: Lutz Bellmann, Barbara Schwengler, Nicole KaiserAbstract:"Economic power and competiveness of a region depend to a great extent on the qualification of employees and on the demographic structure and the development of the population, especially because of demographic change and skilled worker shortage in future. This paper analyses the qualification and development of the population as well as the vocational Training and Further Training of employees within the four metropolitan areas Nuremberg, Munich, Stuttgart and Frankfurt/Rhein-Main in southern Germany. Even though the structures are quite different among the metropolitan areas, especially the metropolitan area of Nuremberg will be affected quite hard by the demographic change. However this metropolitan area is very active in apprenticeship Training and therefore has a good basis for preventing skilled worker shortage in future. By using different forms of Further education it is also possible to strengthen the competiveness of the metropolitan area in future." (Author's abstract, IAB-Doku) ((en))
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Determinants of Employer-Provided Further Training: A Multi-Level Approach
2010Co-Authors: Lutz Bellmann, Christian Hohendanner, Reinhard HujerAbstract:We analyse the influence of regional determinants on the decision of employers to provide within-firm Further Training. We estimate the effects of the regional population density, the unemployment rate and the regional concentration of an industry against the background of several determinants of Further Training at the establishment level. To account for the clustered and longitudinal structure of our data – with annual observations of firms and firms nested within regions – we apply multi-level random effects logit models. Our empirical analysis is based on the IAB-Establishment Panel 2001 to 2007.
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Company-provided Further Training in Germany and the Netherlands
Empirical Research in Vocational Education and Training, 2009Co-Authors: Piet Allaart, Lutz Bellmann, Ute LeberAbstract:This study investigates the impact of determining factors of firmsÂ’ Further Training activities from a cross-country perspective. Since the differences in the institutional background of Training are of special interest we choose the Netherlands and Germany. Using the IAB (German) and OSA (Dutch) establishment panels we are able to control for additional differences in country-specific labour market institutions, the personnel structure, the firm structure and technology. Holding everything else constant the firmsÂ’ engagement in Further Training in the Netherlands is much higher than in Germany, especially in SME and with respect to older workers. (DIPF/Orig.)
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der unterschiedliche zugang zur betrieblichen weiterbildung nach qualifikation und berufsstatus eine analyse auf der basis des iab betriebspanels 1997 fur west und ostdeutschland the different access to company Further Training according to qualifica
Mitteilungen aus der Arbeitsmarkt- und Berufsforschung, 2003Co-Authors: Herbert Düll, Lutz BellmannAbstract:"On the basis of data from the 'Further Training' survey focus of the 1997 IAB establishment panel, this report explains that the intensity of company Further Training indeed varies considerably between the different qualification and status groups. In particular qualified non-manual employees are included in institutionalised Training measures more often than skilled manual workers and unskilled or semi-skilled workers. In eastern Germany lower-grade clerical workers have a higher participation rate than skilled workers, whereas in western Germany they have a lower participation rate compared with skilled workers. In the context of econometric analyses the influence of the company qualification structure, the intensity of Training in the company and the investment in information and communication technology among other things is examined to find out what effect these factors have on the specific participation in Further Training of the various employee groups. By means of analysis on the labour demand side it is possible to show that there are companyspecific determinants for the type and extent of company Training which are firstly independent of the person and thus also of the qualification level of the person taking part in the Further Training, but which help to explain the selective participation in company Training measures. A segmentation in and through Further Training is, however, from the point of view of the companies certainly rational as long as the general conditions do not change. This includes a more strongly polyvalent deployment of staff and an arrangement of work that is conducive to Training as well as a flexible new coordination of initial vocational Training and Further Training based on it." (Author's abstract, IAB-Doku) ((en))
Sigrid Wangensteen - One of the best experts on this subject based on the ideXlab platform.
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Self-assessed competence and need for Further Training among registered nurses in somatic hospital wards in Sweden: a cross-sectional survey
BMC Nursing, 2020Co-Authors: Renée Allvin, Birgitta Bisholt, Karin Blomberg, Carina Bååth, Sigrid WangensteenAbstract:Professional competence and continuous professional development is essential for ensuring high quality and safe nursing care, and it might be important for motivating nurses to stay in the profession. Thus, there is a need to identify the developmental process of nursing competency. Assessment of competence and need for Further Training helps to identify areas for quality improvement, and to design interventions in order to facilitate continuous competence development in different work contexts. The current study aimed to 1) describe registered nurses’ self-assessment of clinical competence as well as the need for Further Training, and 2) explore possible differences between registered nurses with varying lengths of professional experience as a nurse (≤ 0,5 year, > 0,5–5 years, and ≥ 6 years). A cross-sectional survey design was applied, using the Professional Nurse Self-Assessment Scale of clinical core competencies II. Registered nurses (n = 266) working in medical and surgical contexts in hospitals in Sweden responded (response rate 51%). Independent student t-test and analysis of variance were carried out. Registered nurses assessed their competence highest in statements related to cooperation with other health professionals; taking full responsibility for own activities; and acting ethically when caring for patients. They assessed their need for Further Training most for statements related to assessing patients’ health needs by telephone; giving health promotion advice and recommendations to patients by telephone; as well as improving a creative learning environment for staff at the workplace. For self-assessed competence and need for Further Training, differences between the groups for 35 and 46 items respectively, out of 50 were statistically significant. Although the registered nurses assessed their competence high for important competence components expected of professionals such as cooperation with other healthcare professionals, it is problematic that knowledge of interactions and side-effects of different types of medication were reported as having the highest need of Training. Longitudinal follow up of newly graduated nurses regarding their continuous development of competence as well as Further Training is needed.
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Self-assessed competence and need for Further Training among registered nurses in somatic hospital wards in Sweden: a cross-sectional survey
2020Co-Authors: Renée Allvin, Birgitta Bisholt, Karin Blomberg, Carina Bååth, Sigrid WangensteenAbstract:Abstract Background: Professional competence and continuous professional development is essential for ensuring high quality and safe nursing care, and it might be important for motivating nurses to stay in the profession. Thus, there is a need to identify the developmental process of nursing competency. Assessment of competence and need for Further Training helps to identify areas for quality improvement, and to design interventions in order to facilitate continuous competence development in different work contexts. The current study aimed to 1) describe registered nurses’ self-assessment of clinical competence as well as the need for Further Training, and 2) explore possible differences between registered nurses with varying lengths of professional experience as a nurse (≤ 0,5 year, >0,5-5 year, and ≥ 6 year). Methods: A cross-sectional survey design was applied, using the Professional Nurse Self-Assessment Scale of clinical core competencies II. Registered nurses (n=267) working in medical and surgical contexts in hospitals in Sweden responded (response rate 51 %). Independent student t-test and analysis of variance were carried out. Results: Registered nurses assessed their competence highest in statements related to cooperation with other health professionals; taking full responsibility; and acting ethically. They assessed their need for Further Training most for statements related to assessing patients’ health needs by telephone; giving health promotion advice and recommendations to patients by telephone; as well as improving a creative learning environment for staff at the workplace. For self-assessed competence and need for Further Training, differences between the groups for 35 and 46 items respectively, out of 50 were statistically significant. Conclusions: Although the registered nurses assessed their competence high for important competence components expected of professionals such as cooperation with other healthcare professionals, it is problematic that knowledge of interactions and side-effects of different types of medication were reported as having the highest need of Training. Longitudinal follow up of newly graduated nurses regarding their continuous development of competence as well as Further Training is needed.
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Self-assessed competence and need for Further Training among registered nurses in somatic hospital wards: a cross-sectional survey
2020Co-Authors: Renée Allvin, Birgitta Bisholt, Karin Blomberg, Carina Bååth, Sigrid WangensteenAbstract:Abstract Background: Professional competence and continuous professional development is essential for ensuring high quality and safe nursing care, and it might be important for motivating nurses to stay in the profession. Thus, there is a need to identify the developmental process of nursing competency. Assessment of competence and need for Further Training helps to identify areas for quality improvement, and to design interventions in order to facilitate continuous competence development in different work contexts. The current study aimed to 1) describe registered nurses’ self-assessment of clinical competence as well as the need for Further Training, and 2) explore possible differences between registered nurses with varying lengths of professional experience as a nurse (≤ 0,5 year, >0,5-5 year, and ≥ 6 year). Methods: A cross-sectional survey design was applied, using the Professional Nurse Self-Assessment Scale of clinical core competencies II. Registered nurses (n=267) working in medical and surgical contexts in hospitals in Sweden responded (response rate 51 %). Independent student t-test and analysis of variance were carried out. Results: Registered nurses assessed their competence highest in statements related to cooperation with other health professionals; taking full responsibility; and acting ethically. They assessed their need for Further Training most for statements related to assessing patients’ health needs by telephone; giving health promotion advice and recommendations to patients by telephone; as well as improving a creative learning environment for staff at the workplace. For self-assessed competence and need for Further Training, differences between the groups for 35 and 46 items respectively, out of 50 were statistically significant. Conclusions: Although the registered nurses assessed their competence high for important competence components expected of professionals such as cooperation with other healthcare professionals, it is problematic that knowledge of interactions and side-effects of different types of medication were reported as having the highest need of Training. Longitudinal follow up of newly graduated nurses regarding their continuous development of competence as well as Further Training is needed.
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The self-assessment of clinical competence and the need for Further Training: A cross-sectional survey of advanced practice nursing students.
Journal of Clinical Nursing, 2019Co-Authors: Ingrid Taylor, Sigrid Wangensteen, Pia Cecilie Bing-jonsson, Elisabeth Finnbakk, Leiv Sandvik, Brendan Mccormack, Lisbeth FagerströmAbstract:AIMS AND OBJECTIVES (a) To describe and analyse advanced practice nursing students' self-assessment of their clinical competence and need for Further Training and (b) to analyse the possible predictive variables in their self-assessment. BACKGROUND The self-assessment of clinical competence in nursing education is important for identifying professional development and educational needs to improve patient care. DESIGN A cross-sectional survey following STROBE guidelines was used. METHODS Ninety-nine students from three universities/university colleges in Norway participated in the study, and data were collected using a revised version of the Professional Nurse Self-Assessment Scale II. Descriptive, correlation and regression analyses were performed. RESULTS The students gave the highest self-assessment ratings for their clinical competence in taking full responsibility and for their need for Further Training in medication effects and interactions. Although the students gave themselves low ratings for the use of electronic devices, they assessed their need for Further Training in this area as average. Clinical work experience as a registered nurse and previous higher education level were not significant predictors of clinical competence nor the need for Further Training. CONCLUSION The findings indicate that self-assessment is appropriate for students in advanced practice nursing programmes. This study implies that programmes in advanced practice nursing need to familiarise students with the possibilities of information technology. It questions the entry requirement that stipulates that prospective students must have several years of clinical work experience as registered nurses before entering advanced practice nursing programmes. These programmes need to communicate that competencies other than direct clinical practice are also needed for students' future roles. RELEVANCE TO CLINICAL PRACTICE The study contributes to the exploration of how students self-assess own clinical competence and need for Further Training in advanced practice nursing programmes. Further research should evaluate the development of clinical competence.
Martina Huber - One of the best experts on this subject based on the ideXlab platform.
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When do firms evaluate Further Training measures
International Journal of Manpower, 2019Co-Authors: Ann-christin Bächmann, Martin Abraham, Martina HuberAbstract:Increased investments in employee Further Training have resulted in a growing interest in ensuring and improving the quality of these measures. However, little is known about the operational decision to initiate an evaluation of Further Training. Therefore, the purpose of this paper is to investigate under which circumstances firms decide to evaluate Training measures.,The study analyzes the evaluation decision of firms and external suppliers, and differentiates between internal and external Further Trainings. Theoretically, two goals of evaluations – monitoring and feedback – and their relevance for the decision makers are considered. Using a unique linked employer–employee data set, the study employs multi-level models to analyze three influencing factors on the evaluation decision: characteristics of the Further Training measure itself, the employees and the employers.,The results show that evaluation decisions are not based on general organizational practices but on case-by-case cost-benefit considerations. Interestingly, firms are more likely to evaluate internal Further Training measures than external ones. Therefore, evaluations seem to be more frequently used as a feedback instrument than for the purpose of monitoring. For external Further Training measures, firms seem to trust market mechanisms as a monitoring instrument, instead of conducting an internal evaluation.,Although Further Training has become increasingly important, little is known about firms’ quality management in this respect. This paper provides a theoretical framework for the usage of evaluation procedures and analyzes firms’ strategies for ensuring quality based on a large set of variables to give new insight into the organizational decision-making processes.
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WeLL – Unique Linked Employer-Employee Data on Further Training in Germany
SSRN Electronic Journal, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
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well unique linked employer employee data on Further Training in germany
Ruhr Economic Papers, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
Alexandra Schmucker - One of the best experts on this subject based on the ideXlab platform.
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WeLL – Unique Linked Employer-Employee Data on Further Training in Germany
SSRN Electronic Journal, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
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well unique linked employer employee data on Further Training in germany
Ruhr Economic Papers, 2008Co-Authors: Stefan Bender, Martina Huber, Michael Fertig, Katja Görlitz, Alexandra SchmuckerAbstract:This paper explains the main features of an innovative linked employer-employee data set with a particular focus on continuous Training in Germany, called WeLL. The data set comprises establishment data that can be linked to longitudinal information on the associated employees. The employer survey and the first wave of the employee survey were conducted in 2007. Both surveys focus on the collection of Training information together with a variety of employee and employer background characteristics. In addition, it is possible to link these data with other survey and administrative data for a large number of respondents.
