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USE2015: Understanding Small EnterprisesA healthy working life in a healthy business21-23 October, 2015
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Quitting the apprenticeship in the Hotel, Restaurant and Catering Trade
R. Hemke-Smith / F. ElsässerThe German Social Accident Insurance Institution
for foodstuffs and catering industry
USE 2015
Groningen, October 21st
, 2015
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Agenda• The INDIGHO project: a lifespan approach• The facts – the problem• A model to describe the process of leaving• The project: trainees in HORECA sector as the target group and
survey phases• Research results: Why do trainees quit their apprenticeship or
change companies?• Summary: factors to look at
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The facts – the problemHORECA sector has:• a continuous decrease of new trainees since 2007• loss of attractiveness as a career option• the highest rate of trainees that quit the apprenticeship or
change the company during the apprenticeship
compared to other sectors.
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A model to describe the process of leaving
decision /
intentionturnover
attitude & satis-
factionalter-natives
person
environ-
ment
job
Quit /
change
conditions
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Target group and survey phases• Trainees in hotels, restaurants and catering services
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T 1
• October 2012 till July 2013
• paper-pencil questionnaire
• basic questionnaire
T 2
• November 2013 till May 2014
• online survey
• adapted questionnaire:
still in training / finished training / quit training /
changed company
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Research sample T 2What‘s the difference between those who quit, change or finish their apprenticeship?
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Person: values
Seite 8
finished difference changed diffrence
1 to have a meaningful job 0,23 to have a meaningful job 1,40
2 to have a safe job 0,39 to be able to work autonomous 1,20
3 to have fun at work 0,27 to have fun at work 1,40
4 to have time for a privat life 0,66 to work on interesting tasks 1,40
5 to be able to work autonomous 0,16 to be appreciated 1,40
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Job conditions
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quit changed finished< 50 employees 50-100 employees > 100 employees
4-5 other trainees 5-10 other trainees 2-3 other trainees
1 trainer 2-5 trainer More likely not satisfied with payment
1-5 hours of overtime 1-5 hours of overtime 6-10 hours of overtime
First year of training
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Job conditions: task
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1.00
2.00
3.00
4.00
finished changed quit
agree
disagree
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Job conditions: quality of the trainer
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My trainer teaches in a way, so I can understand.
My trainer is passionate about this job.1.00
2.00
3.00
4.00
finished changed quit
agree
disagree
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Evaluation of the situation
Seite 12
1.00
2.00
3.00
4.00
finished changed quit
agree
disagree
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Expectations
Seite 13
I had different expectaions about this training.
My expectations were fullfilled.1.00
2.00
3.00
4.00
finished changed quit
agree
disagree
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Attitude and Satisfaction:
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agree tend to agree
tend to disagree
disagree.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
quit finished changed
Would you decide for this job again? Would you decide for the same company
again?
agree tend to agree
tend to disagree
disagree.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
perc
ent
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Alternatives: How hard would it be to find an equivalent apprenticeship?
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easy difficult nearly impossible I don't know.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0quit finished changed
perc
ent
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Reasons for quitting
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agree disagree
conflict with trainertasks that don't belong to the training
different expectationslimited carreer chances
working hoursshift workpayment
got a different job offerworking overtime without compensation
working overtime
1.00 2.00 3.00 4.00
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Summary: factors to look at• internships offer a chance to get information about the job
and experience working in this field • basic conditions: work hours, shiftwork, payment• work conditions: meaningful job, teamwork, feedback,
latitude • consider what‘s important to young workers
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Career: video interviews with successful chefs and restaurant manager
Stress und recreation: relaxation exercises
Sleep and relaxation: eg. Owl Lark test
Exercise: eg. complementary exercise (videos)
Nutrition: eg. wheel for nutrition
Emergency: eg. first aid measures
Helpdesk and contacts
The BGN smartphone application for young workers
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What are your experiences? Can you adapt this model to your research?
Seite 19
decision / intention turnover
attitude & satis-
factionalter-natives
person
environ-
ment
job
Quit /
change
conditions