Trainee

A trainee is a university graduate who is systematically structured in a company as a versatile junior employee. Usually through a trainee program with coordinated operations in various departments, seminars and networking events Colloquially trainee is often mistakenly equated with trainee program, which can lead to some confusion.

Trainees go through special funding programs with a duration usually between 12 and 24 months. Often trainees are candidates for future leaders or future specialists. In this introductory phase, they are important areas companies and people to meet in an accelerated time frame and made himself known. This often does not happen individually, but it will attempt to merge the trainees a year group and set group dynamics in transition, not least because a subsequent intensive cooperation is probably age-matched executives. The skills and knowledge of the trainees are adapted to the needs of the company during the program.

In some industries - such as banks and insurance companies - represents the entry of graduates a trainee program is the standard case, which has a long tradition. In other industries, the access from a trainee program is more of a feature.

Types of graduate programs

There are basically three types of graduate programs: the General trainee program, the specialist training program and the trainee studies:

  • The General trainee program is the classic trainee program in which the trainee is employed over the entire period of the trainee program in different departments and projects and has to take care at this time himself to his pick-up area, in which he sees the best career opportunities for themselves.
  • In contrast to this stands the tray trainee program is defined in the already when setting the pick-up area on the professional preferences of the trainees. The trainee utilizes the entire duration of the specialist trainee program to prepare for his pick-up area. To this end, he met with his pick-up area a range of departments and additional seminars, which he can use also useful for later pick-up area regarding contacts, experience and knowledge. In some fields of trainee programs, the post and the subsequent task pane is not defined until the end of the trainee program. In this case, after the specialist training program followed by a familiarization phase in the post.
  • The trainee studies, however, is an early form of technical and managerial force generation. In most of these programs, the employer offers the student for the duration of his studies for financial support to, for example, the acquisition cost of the study or a trainee salary. In return, the student undertakes a study accompanying practice activities ( such as weekly second job, internships in semester hours, thesis) in the company and, if necessary, a two-to five-year bond at this after completing his studies. The trainee program is therefore often only other synonyms for cooperative education, work-study program or for corporate scholarships. Parallels it has also to be a working student.

Many large corporations have been the first two trainee program types. While the general trainee program an assessment center for personnel selection is common, personnel selection is the specialist trainee program often individual in personal interviews among others, the head of the later acquisition range. The trainee studying wins due to the impact of demographic change is becoming increasingly important.

The General trainee program is of particular interest to trainees who perceive themselves as generalists or do not want to buy a "pig in a poke", ie want to check out their pick-up area previously used by a region first on hard and soft factors. The specialist trainee program speaks more to the trainees who are very technically oriented and for going into possibly compromising the soft factors. The trainee program is interesting for prospective students, as the students have clear career goals already and are ready to be secured by a long-term commitment to an employer the best jobs.

  • The trainee program in teacher education see Bavarian trainee program for teachers

Structure and sequence of trainee programs

Trainee positions are interesting only by the trainee program. In the graduate program, the appreciation and value of the trainees reflected in the company. Typical components of a trainee program, for example, are introductory courses, networking events and general seminars (about soft skills ) and the use of schedule when the trainee gets to know which of the company. In many graduate programs as the operational plan is planned sections.

For specialist trainee programs, there are all these different forms. For example, the acceptance region can be represented with 50 % in the term of the operational plan to side inserts come in other areas of the company, in which the trainee also evaluated on the basis of advance there tasks. As a third application form example, it may give additional information, shorter periods of one to two weeks, in which a graduate certain departments visited only informational.

For trainee program can also be a training of trainee mentors include or a rating system, which facilitates the acquisition of the end of the trainee program.

Some trainee programs also comprise training to be carried out only at the end or at the end of a trainee program, such as a multi-week training in project management according to the company's own standards.

There are standardized, semi-structured and very individual trainee programs. For most graduate programs, a certain formalism is found for which a central HR department is responsible to ensure that the minimum quality of a trainee program in the negotiations between the different areas of the company and the acquisition process can be ensured.

Trainee programs can be roughly divided into four phases: the introductory phase, the qualification phase, the stay abroad and the specialization phase.

Nevertheless, there has been no legally binding standards or universally applicable guidelines for trainee programs as opposed to an internship, an apprenticeship or a traineeship. Thus, each company can offer its own training program, regardless of the constraints and training content. This trainee programs of companies may differ, sometimes significantly in terms of learning content, duration, pay and career prospects to company. In order to offer applicants orientation and particularly reward quality trainee programs, the Department of Human Resources Management, Ludwig- Maximilians- University of Munich and the Job Market Absolventa with the support of the Süddeutsche Zeitung in December 2011 have jointly launched the " career -enhancing and fair trainee programs " to life. The initiative honors companies that ensure a high quality traineeship (among comprehensive care in demanding tasks, appropriate fee, regular training ).

Demarcation from other professional entry forms

For trainee program, there are two classical alternatives for graduates direct entry or an assistant position. The delineation of these two forms for the trainee program is not always easy, because trainee program is not a protected term.

Direct entry differs from the trainee program that the direct hire immediately assumes a position and is incorporated specifically to this post through training-on- the-job and seminars. The characteristic organization of the trainee program exploration, networking and finding a suitable interesting task is omitted or is only rudimentary. In some companies the direct entry also receives a mentor. For the further career of graduates direct entry or trainee program are basically equivalent. During the graduate can take responsibility quickly when direct entry, the graduate can strategically plan his career with the trainee program and systematically build up, but he needs to actively take up these opportunities.

The assistant position is typically an assistant of a board or an assistant to a management. The main difference to a graduate program is that the wizard at a assistant position, the decision-making mechanisms and reasons for decisions from the highest level of its supporting activities for his leadership gets to know. In this case, the wizard will acquire expertise and intimate knowledge of the company, which he has successfully applied by a change in a different position in the company after two to four years. The assistant position and the trainee program have in common that the later position must be found / created during participation. On the other hand, in an assistant position, the introduction and training phase is very short, while it extends in a trainee program, ideally over the entire duration.

There are also a number of other shapes, such as career placement, internship, internship or vicariate. These career forms the focus on industries or vocational exploration and / or probation is based on practical work. The long-standing cooperation with the beginner is not intended for employer vision at these career entry forms from the outset. Accordingly, the staff selection will be made less critical, because it is primarily a work force here is, by definition, less a junior employee as a trainee program, direct entry or an assistant position.

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