- Support for digitalisation
Joint purchase training
The instrument is targeted at employers who need to restructure or train their employees, or to find skilled workforce.
Together with public employment services (PES), employers can use the ’joint purchase training’ (yhteishankintakoulutus) scheme to find skilled workforce, or retrain their personnel. The scheme consists of three different types of services:
- ’Recruitment Training’ (RekryKoulutus): If an employer cannot find skilled workforce otherwise, and the education system does not provide enough people for the specific tasks needed in the near future, the PES can assist companies in the recruitment process by organising tailored training programmes. The employer draws up a training plan together with the PES for the personnel they want to recruit, and the PES helps the employer to find an education provider through a public tendering process. The typical duration for a training is 3 to 9 months, and the minimum requirement is that it should last at least 10 days. The training should give the employee the required qualifications for the job in order to become employed. Public Employment Services pay 30% of the expenses for the training.
- 'Tailored Training’ (TäsmäKoulutus): If an employer needs to retrain their personnel due to operational or technological changes in their sector, they can apply for customised vocational training partly financed by the PES. PES finds the education provider through a public tendering process and chooses which employees out of the proposed are selected for the training. The training should last at least 10 days, and it includes both formal teaching and practical training. The tailored training can also be carried out during or instead of a temporary layoff. Public Employment Services pay 50-70% of the expenses for the training, depending on the size of the company.
- ’Change Training’ (MuutosKoulutus): If an employer dismisses personnel due to financial and production-related reasons, or decides to layoff employees until further notice, they can organise training together with the PES with the aim of helping the employee finding a new job. The training should last at least 10 days, with a maximum of two years, and aim for a vocational degree or parts of it. According to Finnish Public Employment and Business Services (’TE-services’), those who participate in change training are afterwards typically employed by other companies or find other work in the company that organises the training. Public Employment Services pay 80% of the expenses for the training.
- National funds
Public employment services
Education providers, Centres for Economic Development, Transport and the Environment (ELY centers) are responsible for the services at regional level.
According to an assessment by TK-Eval from 2012 that was commissioned by the Ministry of Economic Affairs and Employment, the three types of services had a positive impact on the companies that used them. According to this assessment, 72% of the companies (n=24-25) experienced that these services had a positive impact on competence development of the company. 41% of the companies argued that these services had a positive effect on the turnover rate of the companies. According to 44% of the companies, the use of one of these three services had had either a significant positive impact or a positive impact on the company's productivity.
The annual public expenses for the joint purchase training scheme were:
- €23.9 million in 2017;
- €20.1 million in 2016;
- €13.2 million in 2015;
- €15 million in 2014.
The total number of training days per year has varied from around 250,000 to 350,000.
In 2016, approximately 23,500 people participated in some kind of vocational training scheme under the administration of public employment services, including training under the joint purchase scheme.
The services provided as part of this instrument are tailored to the needs of the company that applies for them.
Since companies have to pay only 20-80% of the costs, depending on the type of service, this instrument can remove some of the financial barriers connected to competence development of employees (TK-Eval, 2012).
According to the assessment made by TK-Eval in 2012, the minimum duration of the training of 10 working days can be problematic for small companies. Smaller companies would sometimes need shorter forms of training and this minimum requirement may hinder their participation.