Annex E. Topic guide management
Provide a brief overview of the scope of the issues the discussion will be looking to explore.
Outline the treatment of data gathered and the approach to confidentiality.
Gain explicit consent for the interview and its recording based on this.
Check if the interviewee has any questions prior to commencing the discussion.
Ensure that the interview is tailored to the interviewee and firm type.
Feel free to change the order of the questions, as long as all questions are covered.
I would like to start with asking a few questions about yourself.
1. Could you please describe your current role in [Enterprise]?
2. If you are happy to share, could you please tell me which year and month you were born in?
3. What is the highest qualification that you have obtained?
4. What is your own attitude towards learning throughout your life?
5. [For interviewer only: Is the respondent male or female?]
I would now like to ask you some general questions about your [enterprise/establishment].
7. Is this the only establishment of this enterprise, or does your enterprise have other establishment, each with its own location, management, activities and financial statements?
9. Since what year has this enterprise been carrying out this activity? Please disregard any changes in ownership structure or location.
11. Approximately how many people work in this [enterprise/establishment]? Your best guess is enough. Please think of all people employed full-time or part-time, regardless of the type of contract and of whether they are physically present or carry out their work outside of the premises.
12. Has this number increased or decreased in the past five years?
13. Could you describe the composition of your workforce to me?
14. Could you describe how the [enterprise/establishment] is organised?
15. At a strategic level, who is responsible for planning training in your enterprise?
16. How are HR decisions around training co-ordinated with the decisions in other departments, particularly when it comes to the identification of skill needs and the planning of training?
[Continue with all interviewees]
17. What strategy does your enterprise use to stay competitive?
18. Over the past three years, what were the main investment priorities of this enterprise?
19. If you are comfortable sharing this information: before the COVID-19 crisis, what was the overall financial situation of the enterprise?
20. Were there any other ways in which your business was affected by the COVID-19 crisis?
I would now like to ask some questions around why your enterprise is providing training and what it is hoping to get out of it.
21. To what extent does your enterprise provide training opportunities to its employees?
What share of employees take part in training in a given year?
How many days does a typical employee take part in training?
Do these people have specific personal characteristics (age, time in enterprise, level of education)?
Does the [enterprise/establishment] offer specific training for employees in a disadvantaged position on the labour market, for example those in jobs at risk of automation or those with low skills?
22. Has the economic uncertainty induced by the COVID-19 epidemic affected your training provision in recent months?
23. What are the main reasons your [enterprise/establishment] provides training to its employees?
24. Would your [enterprise/establishment] benefit from providing more training to its employees? If yes, what are the main obstacles to providing more training?
25. Have your reasons for providing training changed in recent months due to the economic uncertainty caused by the COVID-19 pandemic?
26. Providing training is only one the strategies to make sure that an enterprise has the skills required to perform its activities. To what extent do you rely on any of the following solutions compared to training?