Dealing with The Skills Shortage

  • February 11, 2019

Dealing with The Skills Shortage


Its been said that “training is expensive, but the cost of not investing in training is even more expensive in the long run”.

It’s a well-documented fact that the UK is in the grip of a skills shortage, and its predicted to get worse in the coming years.

I am often asked why this is the case given the advances in online training and a much larger pool of qualified coaches in the market place.

Well, having given this issue a little thought it seems to me to be a mix of several factors that have created a perfect storm scenario.

To start with, training and development budgets were slashed during and after the financial crash of 2008, the truth is that they have never really recovered. Most training managers are being asked to do more with much less, and the result is a very thin spread over all within the workforce.

Employers are faced with employees that see their professional training and development to be a part of their employment package, when it happens in a hit and miss way, or not at all they look to move to other employers that promise this in their recruitment promotional material.

It’s clear that investing in core training and development is essential for the future success of your teams, the solution to how to get more from the training budget is a partnership approach.

Employees need to also pitch in some effort and take some personal responsibility with their skill and knowledge development and work with their employers to find ways of getting the best out of training and development opportunities.

Online Learning has become ubiquitous, from YouTube to various training platforms including Udemy to Linda the choice is wide with varying degrees of quality.

Full business focused qualifications are also available including ILM leadership & management and coaching certifications.

The partnership I mention is where the employer pays all or some of the qualification investment, the employee invests their personal time to study and complete the training gaining solid knowledge, skills and of course full qualifications.

This approach can really be a win-win relationship, the employer gets a skilled and motivated team and the employee gets to develop their career. Obviously, a documented commitment from the employee to repay some or all of the investment if they decide to leave the company before a year etc would still need to be in place.

To help you and your team develop and succeed, try a full 20 percent discount on a wide range of training and ILM qualifications now from the UK College of Personal Development:

Author: Tony Nutley is the CEO of the UK College of Personal Development.