Is your learning and development strategy effective?
Over the last few years employers have consistently moaned about the lack of skilled applicants to fill vacancies. Training existing employees in the new skills required would seem to be an obvious solution that would benefit both employer and employee. So is this happening? Two recent reports from NIACE (the National Institute of Adult Continuing Education) – one from the employers’ perspective and the other from the employees’ – produced conflicting results!
* 85% of employers said they had provided every employee with at least one development activity in the last twelve months, but 65% of employees said they had received no training of any sort.
* 66% of employers said they had funded or organised training in the last year but 62% of employees said they had not been on any funded or organised training.
* 69% of employers said they provided opportunities for staff to observe others carrying out their roles but 64% of employees said they were not given these opportunities.
If no one is lying, then clearly there a major breakdown of understanding.
Three strategies for overcoming this are:
1. Avoid the “sheep dip” approach to training and try to ensure that the training methods used are compatible with the trainee’s learning style.
2. Before each piece of training, formal or on-the-job, explain to each trainee what training they are going to receive and what they will be expected to do as a result.
3. Once a year issue every employee with a “Training P60” which sets out all the training they have had in that year, and if possible, gives the cost.