Learning and development activities are key for employers, to support alignment of employees to the goals and direction of the business. In addition, keeping ahead of business competitors requires employers to consider what skills they have in the business now and for the future.
Adapting skills and looking at where there are skills gaps, then responding with training will ensure that employees thrive in their role and are performing at optimal standards, developing new skills e.g. technical, industry related changes, new laws and regulations.
Where technology is evolving and changing what our people do, upskilling employees to adapt to the changes will support the continued development of the business and retention of key employees.
Creating a learning culture and developing employees supports retention of talent in the business. Where employees continue to learn and develop, they feel more engaged and less likely to leave.
Why is training important?
Employers have the contractual duty to ensure that their employees’ safety and welfare is accounted for. This includes ensuring that employees are trained in the role that they carry out to reduce injury in the workplace.
Line managers play a major part in training and the development of employees. They are also responsible for identifying where stress at work can impact people. Managers are valuable to the business and to the HR teams in identifying the skills required in the role / specialism / industry, and they understand any future skills requirements or areas of development.
Identifying the skills gaps within the business is a critical part of the HR practices, understanding current skills and the skills gaps against individual employees and departments supports the priorities of the learning and development strategy and the priorities within the training budget. A ‘skills gap analysis’ is conducted to display:
- the business skills required the role,
- any missing skills,
- the future skills required.
Identifying the right skills
It is vital when recruiting, that the employer identifies the skills and competencies required for the role, and assesses the candidates against this criteria. Following an offer of employment, where there is training provided then this needs to be clearly stated and training included as part of the appointment in the role.
Onboarding and identifying training/development ensures that the new employees have the best start to their employment, and the probation period is successfully assessment against the required competency and skills.
Continuing to identify skills gaps and implementing ongoing training is a proactive practice to ensure that employees continue to grow and develop, and can support succession planning e.g. identifying future leaders of the business.
For more information on how to design your Learning and Development strategy and to embed a learning culture into your business, incorporating a skills gap analysis to identify the skills for now and for the future, please reach out to our HR Consultants on 0345 646 0406 or email enquiries@nockoldshr.co.uk