Further training for employees in the company: Benefits for employers 2024 

Further training is the key to employee retention and business success: more and more employers in Germany see this as an opportunity. Our article explains how you can use the benefits of targeted employee training for your company now. 

By the way: If you are interested in funding further training for your employees, we also recommend our article on the subject of Qualification Opportunities Act for Employers.

Further training as a development opportunity for employees 

The shortage of skilled workers is currently one of the biggest threats to our economic success. The problem will become even more acute in the coming years: People are getting older, professional requirements are becoming more demanding and companies are being confronted with new requirements at an ever faster pace. 

Further training is therefore essential for the company's success. This is because employees who undergo further training are more satisfied with their job than average and are demonstrably less likely to leave a company. In addition, training can help to retain knowledge within the company instead of having to go through expensive recruitment processes to find new staff. You can also set yourself apart from other market players, not only in the battle for bright minds, but also with the know-how that your employees actively contribute. 

Further training is not just about learning about occupational health and safety, getting to know software or catching up on a vocational qualification. The range is as diverse as the needs of employers and employees. You can find out more about this in the next section.

Continuing education at a glance: Career opportunities, personal development and social skills 

Not all training is the same! Either way, it's always about one thing: the further development of your employees. We differentiate between three levels: 

1. Professional development: This is where the impact on your employee's current job is greatest. This includes software training as well as further training on safety in the workplace or learning new skills in order to remain marketable as a company. 
2. Personal developmentThis is about the employee themselves and their skills, but also their weaknesses. Time management and stress management are typical topics here, which can also have a positive influence on business success 
3. Further social trainingThe focus here is on interpersonal skills. This ranges from intercultural skills to teamwork. The employee can grow personally, but also develop a positive influence on the team's success. 

However, all three levels have one thing in common: It is always about the individual, the respective employee. Which strengths should be promoted? Which weaknesses should be reduced? What will the market of the future demand of you and which employee can meet these demands? 

The various factors are discussed below in the text. 

External training or internal training: how to find the right type of training for your employees 

There is a wide range of further training opportunities for companies and their employees, which can be differentiated according to various criteria. 

Internal or external 

Internal training means that either one of your own employees trains other colleagues or that the training at least takes place on your own premises and, for example, a coach is invited to the training. 

Advantages	Disadvantages
- Low costs for training by own employees  - Own employees know and understand the needs of the company  - Own rooms minimize travel times and costs	- Reproduction of operational blindness possible  - Not every employee is a good trainer  - External coaches must be briefed in advance and cost money

Internal training is often used for legal or compliance topics such as training on safety in the workplace or data protection. External coaches on internal premises are mostly used for individual or small group training sessions to help managers progress or improve individual weaknesses in a targeted manner. 

Presence or digital 

Further training is more flexible today than ever before: numerous providers also offer training in digital forms, such as webinars or with the help of digital training documents. 

We from StackFuel The company uses a hybrid approach: online training courses can be accessed at any time, and materials and exercises are very close to real-life situations. There is also a mentoring program where learners can contact experts at any time and exchange ideas. This creates more flexibility and supports employees in organizing their working day individually. Gladly advise we will inform you about our concept in more detail. 

But of course, face-to-face events also have their qualities. The shared team experience with other participants is essential for some employees and provides additional motivation. Important here: As an employer, it is best to check for yourself in advance whether the framework conditions for learning are suitable! How good are the lecturers? How helpful are the materials? Are the rooms technically up to date and well air-conditioned? If not, learning success can quickly suffer. 

Full-time or part-time further training 

Extensive further training can comprise 300 hours or more, e.g. in preparation for training qualifications or professional qualifications in general and complex, new topics. Employers face several problems here: High costs for extensive further training and continuing to pay the employee's salary are an enormous financial burden. 

The following can help Support programs like those in the Qualification Opportunities Act for Employers formulated offers. Up to 100 percent of the training and wage costs are covered by the state. This creates the necessary legroom to be able to offer extensive further training - and to secure real market advantages with employees who are up to date. 

However, part-time training can also be useful: this means that the employee is at least partially available. But beware: some colleagues may still perceive the additional workload as an overload. Remain vigilant and talk to them. 

Note: The frequently mentioned Education voucher is not relevant for employers: only employees and jobseekers can take advantage of this support. 

Professional development as the key to career development and employee retention in the company 

According to Germany's best-known platform for founders - gründer.de - there are five real advantages to continuing professional development: 

1. Secure market advantages: Keep your employees up to date with further training. 
2. Building an employer brandDo good and talk about it - word gets around when companies promote further training. 
3. Making better use of potentialFurther training enables you to discover your employees' dormant talents and improve processes. 
4. Save costs in the long termInstead of buying in expensive external specialists, invest in the people who are already committed to your company. 
5. Increase employee motivation: With further training, you increase the self-esteem of your employees, create new scope for creativity and more reliability among your colleagues. 

As you can see, further training is not a risk that leads to increased employee turnover (more on this in a later section). Quite the opposite: if you harmonize the needs of your employees and your company and promote them with further training, you will increase employee retention and secure a self-trained specialistwho knows your company processes and wants to actively contribute to your success. In this way, you can also develop managers who have not previously had team responsibility but feel up to it. 

Investing in employee skills for long-term corporate stability 

Know-how is essential in today's business world. New disruptive technologies are constantly reshuffling the dice for business success. Those who stay on the ball can not only hold their own, but also determine entire markets in the future - but this requires further training. 

The knowledge that your employees bring with them today will be outdated in just a few years, sometimes months. If you don't support your colleagues in keeping an eye on current and future industry topics, you can quickly fall behind: The result is fewer orders. 

Investing in employee skills means investing in the success of your company. Various levels of further training planning should be taken into account: 

In order to gain an overview of all these levels, it is worth taking stock of the skills and knowledge of your own employees as a first step. We will go into more detail in the next section. 

You must now compare this status quo with an analysis of the other three levels: 

• Industry levelWhat is your industry concerned with? Which topics are considered acute, which are forward-looking? What are the market players doing? 
• Regulatory levelHow do you currently apply applicable law in your company? Which legislative proposals could have a negative or positive impact on your processes or even your success? 
• Large trend levelWhat general trends and developments are affecting the economy and society? How could they affect you? Is the switch to renewable energies an opportunity or a challenge? Is the development of new artificial intelligence an increase in efficiency or a threat? 

Once you have carried out this analysis, you will know where potential gaps have arisen or could still arise. Before you create new positions and start the time-consuming process of recruiting new employees, first check which colleague could fill these gaps with further training. Because this can be a win-win situation: A professional in your own team with new tasks and more motivation through further training. 

Personnel development with vision: Combining employee interests and company needs through further training 

Further training is the key to success: not only to successfully position your company in the market with know-how. It is also because further training means real recognition: as an employer, you invest time and money in the development of an employee. This demonstrates trust and shows that you want to continue on this path with this person. And that you have confidence in him or her. 

As described in the previous section, you first need to get an overview of what your team can actually do. Every employee brings their own strengths, prior knowledge and experience to the table. And, of course, their preferences! 

The more precisely you know what Ms. Müller can do apart from accounting, or what Mr. Schulze learned in his previous job, the more precisely you will know which gaps actually exist in your training plans. And which employee would be best suited to fill them. 

It is important that you clarify in individual discussions what the person in question really wants. The following questions can help you do this: 

• Would you like to take on more responsibility or are you satisfied with your current status? 
• Where do you see your strengths - and your weaknesses? 
• What topics interest you, also in your private life? 
• Where do you see yourself in three years' time? 

In this way, you will find out more about the potential that still lies dormant in your colleagues and can match this with your needs as a company. 

Training as a risk for fluctuation? How your employees stay with the company anyway 

Is there a connection between further training and staff turnover? Yes, but not the one that many people assume! 

As a recent representative study by the learning platform StudyTube shows, employees who have only been with a company for a year are more likely to leave the company due to a lack of further training - not because they want to use their new knowledge elsewhere. As shown on personalwirtschaft.de There is a gap between what employees really want and what managers and HR staff assume they need. 

In a Study by Dr. Normann Müller from the Federal Institute for Vocational Education and Training in 2012, it was determined over 10 years ago that companies with investments in further training had only half the fluctuation rate of companies without sustained investment in training. 

In conclusion, both studies are in agreement: The fear of turnover of expensively trained employees is largely unfounded. Of course, it can happen that employees also leave after further training - but the reasons are more likely to be different: A salary that does not match the new responsibilities, a lack of appreciation or a poor team atmosphere can still lead to resignation. However, the training itself is not the reason. 

Our tip: Investing in the further training of your colleagues always pays off! Less fluctuation, more productivity and a better position on the market are the results. 

Direct and indirect costs of employee training 

Further training is a sensible investment in your employees and your company. But it is also clear that it is rarely free of charge. 

After all, employee training naturally also generates direct and indirect costs: 

Direct costs	Indirect costs
Course costs OR costs for coaches, material costs	Salary costs in the event of absences, catering costs, transportation costs, supervision costs, technology costs (laptop, projector, internet, etc.), room rental costs

These should of course be taken into account when considering an investment in further training. However, various funding programs for further training can help with many projects. 

Making further training for employees in the company tax deductible 

As an employer, you can claim the costs of further training for your employees as business expenses. You can declare them in your tax return and thus reduce your tax burden. This also includes indirect costs, e.g. for meals and accommodation. We recommend that you consult your tax advisor before making extensive further training plans in order to claim the expenses in the best possible way. 

Rights and obligations in the training of employees 

Even if it is often claimed: In Germany, there is no obligation for employees to undergo further training. However, this does not mean that employees have no rights in this area. 

For example, 14 out of 16 federal states have regulations on so-called education vouchers. Here, employees are allowed to take time off for their own further training, even on non-professional topics - the employer continues to pay. In most federal states, your employees can take five days off work to take part in recognized further training courses without fear of loss of income. However, the specific rules vary considerably in some cases.  

In addition, the numerous funding opportunities for Further training are seen as rights for both employees and employers. However, it also shows that further training in Germany is organized on a voluntary and proactive basis.  

Successful training for employees and companies: How to create optimal conditions 

You yourself can make a major contribution to creating the right conditions for a good atmosphere for further training in your company: 

• Needs assessment and career discussionsGet an overview for yourself, as we have outlined in the middle of the article. 
• Financial supportCover the costs of further training, including indirect costs. Success bonuses for certifications can also be an incentive. 
• Mentoring and networking opportunitiesIndividual support and the exchange with others on your own topics significantly increase the chances of success of further training. 
• Time flexibilityFurther training that is not based on a strict timetable creates more freedom for employees and employers.  

This flexibility is made possible by providers such as StackFuel. Our e-learning concept makes it possible to continue your training anytime, anywhere and at your own pace. 

Getting employee training right in 2024 

Companies should see further training as an opportunity to save on recruiting costs, make processes more effective and retain their employees. Studies show that the fluctuation rate does not increase as a result of further training, but rather decreases. Further training creates self-esteem among employees and ensures loyalty to the employer. In addition, word gets around quickly if an employer promotes further training - this is an important application criterion nowadays, especially for young, talented people. 

To reduce the financial risk, you can take advantage of numerous subsidies such as the Qualification Opportunities Act (QCG). By planning your training needs wisely and engaging in an open exchange with your employees, you can not only close knowledge gaps, but also secure market advantages through up-to-date expertise. 

Are you still unsure how to organize further training in your company? In addition to the employment agency and consulting companies, further training providers such as StackFuel can also help you. Get in touch with us!