USE2015: Understanding Small EnterprisesA healthy working life in a healthy business21-23 October, 2015

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

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

Seite 5

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

Research sample T 2What‘s the difference between those who quit, change or finish their apprenticeship?

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Person: values

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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

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

Job conditions: task

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1.00

2.00

3.00

4.00

finished changed quit

agree

disagree

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

Evaluation of the situation

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1.00

2.00

3.00

4.00

finished changed quit

agree

disagree

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

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

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

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

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