The trend for companies to hand the management of
work-based training over to employees and their line managers,
rather than managing it centrally, could lead to skills gaps, a
report from the Trades Union Congress has warned.
The Training, Who Gets It? report said line managers were not
always equipped to ensure that staff receive the training they need
to develop their careers.
According to the TUC, research has shown that line managers are
poorly equipped in skills such as counselling, coaching and
mentoring, which are needed to assist staff in their career
progression.
Staff face a range of barriers to taking up training, including
working long hours, responsibilities outside of work, lack of
information and guidance, and the low priority some employers place
on learning.
Much of the training offered by UK employers is short and
unaccredited, the TUC said. Although this approach is cost
effective, it has drawbacks in the long term, it added.
Of the employers surveyed by the TUC, 20% reported skills gaps
in their workforce, and 33% acknowledged that they did not offer
enough training to employees.
However, more firms were planning for training and development,
with 44% of employers claiming to have training plans, and 34%
setting aside training budgets.
On average, UK firms devoted the equivalent of 1.5% of their
payroll to training. This was higher than Australia (1.4%), but
lower than France (2%).