Digital future

The shortage of skilled labour continues to preoccupy decision-makers in companies and the public debate. It is clear that the shortage of qualified specialists is not widespread, but is concentrated in very specialised technical positions. Digitalisation continues to drive many of the needs on the labour market. The practice-orientated training concepts in Baden-Württemberg show the opportunities for (future) employees and, above all, small companies.

New digital professions

Digital change has given rise to a large number of new job profiles in recent decades. This is particularly visible in the world of IT and data: data scientists and data analysts have emerged to analyse and harness the growing volumes of data, while cloud engineers and cloud architects ensure that companies can move their infrastructures to the cloud. The field of artificial intelligence has also created new roles, such as AI trainers or prompt engineers who develop, train and control systems. At the same time, cyber security has become a professional field in its own right, as companies and private individuals alike are increasingly reliant on digital protection.

The platform and app economy has given rise to other new fields. App developers and mobile developers focus on programmes for smartphones, while UX and UI designers specialise in user experience and interface design. In retail, the profession of e-commerce manager, who sets up and manages digital sales platforms, has become established.

In addition, many interface professions have developed that combine traditional industries with digital solutions. These include digital health specialists or telemedicine coordinators in the healthcare sector, smart home and IoT experts in the field of networked technologies and digital learning designers who develop new forms of e-learning. Sustainability data analysts, who combine ecological issues with digital data analysis, are a comparatively young field.

Finally, completely new activities have also emerged in the creative and future-orientated economy. Virtual and augmented reality designers and developers create immersive experiences, game designers and eSports managers work in an expanding games industry, and blockchain technologies mean that experts in NFTs and digital assets are in demand.

Focal points of digitalisation in Baden-Württemberg

Baden-Württemberg has a clear focus on the digitalisation of public administration, education, health, transport, research and local digitalisation. This demonstrates a consistent approach to linking technology, infrastructure and skills development.

The BW e-file, the electronic file management system in the state administration, has already been introduced across the board. It has been in productive use since July 2024 and represents a central component of administrative modernisation Wikipedia. At the same time, the state is consistently implementing the Online Access Act to make administrative services available digitally via the service-bw platform.

Another piece of the mosaic is the Baden-Württemberg Cyber Security Agency (CSBW), which has been in existence since 2022. It provides advice on IT security, ISMS and emergency plans - for authorities, municipalities and universities - and operates the CERT BWL for reporting obligations and cyber incident management.

In the healthcare sector, the state is investing over five million euros in improving digital health literacy - for example via the DigitalHealth-Bus, showrooms and further training for multipliers in the Baden-Württemberg.de healthcare system. In addition, a cloud-based infrastructure is being established with the bwHealthCloud and the ZPM network (Centres for Personalised Medicine) to promote data-driven therapies.

In the field of research, Baden-Württemberg is playing a pioneering role with the Artificial Intelligence Innovation Park (IPAI) in Heilbronn. The campus, which will bring together AI stakeholders from science, business and society, will start construction in 2025. Well-known partners such as Porsche, Audi, Telekom and Aleph Alpha are on board.

Finally, the state promotes lifelong learning - for example through the continuing education campaign, which has created a central platform ("südwissen.de") and continuing education guides to link company needs and university offers Baden-Württemberg.de - as well as special offers such as the Digital Business School at the HfWU, which teaches digital business models, AI, agile organisation and digital transformation as part-time content.

Specialists and training approach

For its digitalisation strategy, Baden-Württemberg primarily needs specialists who can support administration, business, research and society in equal measure. IT experts are particularly in demand for the introduction of digital administrative processes and the implementation of the Online Access Act, as well as cyber security specialists. Data scientists and AI specialists also play a key role, for example in projects relating to health research, mobility or the Artificial Intelligence Innovation Park. The education sector needs educational technologists who can implement digital learning platforms and new teaching formats. There are also specialists in digital health, mobility analyses and managers who support companies in their digital transformation, the development of new business models and the establishment of agile structures. Specifically, these include

• IT experts and administrative technicians with knowledge of e-files, digital administration, service bw, OZG implementation and IT project management.
• Cybersecurity specialists who can implement ISMS, emergency plans, BSI basic protection and incident response.
• Digitalisation officers at municipal level (digital pilots) who support strategies, train employees and manage projects.
• Educational technologists and trainers who can implement and teach the digital tools SCHULE@BW, robotics in the classroom, the use of AI and the platform solutions for schools and universities.
• Data scientists and AI specialists for projects such as bwJupyter, bwHealthCloud, ZPM, Mobility Data Space and AI applications in mobility or administration.

In Baden-Württemberg, there is a whole range of training concepts that respond to the digital transformation and address different target groups. At the vocational training level, programmes have been created that combine traditional IT professions with practical elements, thus enabling early entry into the digital world of work. In addition, new learning environments are being created as part of "Training 4.0", in which trainees can try out working with networked production processes, smart home technologies or digital learning systems.

In addition, universities and further education institutions offer part-time courses and certificate programmes that cover topics such as digital transformation, digital management, online marketing or the use of artificial intelligence. In this way, not only young people but also skilled workers in companies are specifically prepared for new requirements.

Overall, it is clear that the state is focusing on a broad spectrum: from digitally enhanced vocational training to school and university courses and lifelong learning for adults, so that as many people as possible can benefit from the opportunities offered by digitalisation.

Innovative training programmes from small companies

Small companies often have a harder time than large corporations because they have less visibility and sometimes also fewer resources for training and recruiting young talent. At the same time, they can create very attractive apprenticeships in the IT sector with targeted strategies. Some key starting points:

1. Ensuring the quality of training
Even small companies can offer high-quality training if they create targeted structures. This includes a clear training plan that systematically prepares trainees for the examination content, combined with practical projects in the company. As small companies are often unable to cover the entire spectrum, it makes sense to enter into partnerships with vocational schools, inter-company training centres or other companies in order to cover any missing content.

2. Personal support and short distances
A major advantage of small companies is the proximity to trainers and colleagues. Individual support, direct communication and the opportunity to quickly take on responsibility are very attractive to many trainees. Companies that actively emphasise this stand out from anonymous large companies.

3. Modern technologies and practical projects
In IT in particular, applicants expect to be able to work with the latest technologies. Small companies should therefore make sure they use modern tools - such as agile methods, cloud solutions or current programming languages - and involve trainees in real customer projects at an early stage. This conveys relevance and practical relevance.

4. Further training and development prospects
Many young people pay attention to what happens after their training. Small companies can score points if they offer further training opportunities - be it through online courses, certificates or the chance to be taken on and specialise after training.

5. Showing attractiveness as an employer
In order to attract good applicants, small companies should emphasise what makes them unique: flexible structures, a family atmosphere, varied tasks, flat hierarchies. Benefits such as flexible working hours, home office options or participation in innovative projects can also be interesting.

6. Targeted training marketing
As small companies are less well known, it is worthwhile being present at regional training fairs, working together with vocational schools or using social media to provide insights into everyday training. Authentic trainee interviews or short videos can be particularly effective.

7. Utilise cooperations and networks
Small companies can provide additional offers via training associations, guilds or regional digital hubs and gain visibility at the same time. Joint trainee camps, hackathons or digital projects create added value and increase attractiveness.