Workplace learning can be far more powerful than hiring the highly-qualified, explains Dr John Mumford OBE, Chair Elect, HE@Work.
Often the phrase ‘lifelong learning’ is heard, but is it really appreciated? People learn all the time in their jobs, but this is rarely recognised, and often employees are discouraged from bettering themselves in work for fear they will leave the organisation. John says this is not actually the case – employees who are trained and given the opportunity to learn feel valued and invested in – but he does have a warning for those not being given the same opportunities: “What you will find is that people who you don’t train will leave.” He explains: “If people can see a bit of a career-path or even just some job enrichment, they are happy to stay.”
Recruiting graduates is not the answer, says John, as the turnover of the graduate market is very high – it’s better to take someone within the organisation already and grow your own. The learning is therefore much better aligned to the organisation. Learning targeted to the current role with a view to improving their career progression within the organisation you are already in is more powerful than just learning. This type of learning does not get enough exposure, according to John, and he points out that once someone is out of the education system there’s little encouragement or help for people to continue learning. HE@Work’s annual Employee Training Index has revealed worrying new evidence that employers are delivering less training with almost all forms of training, posting a year-on-year decline. Only 48 per cent of employers offer on-the-job training specific to job roles, revealing a dramatic 24 per cent reduction since last year’s results.
HE@work is a not-for-profit organisation, which works with the Edge foundation and Universities Vocational Awards Council (UVAC). Their focus is very much on workplace learning and capturing that learning in accredited qualifications, usually in the form of university degrees or postgraduate qualifications. John says it’s good for business too: “Letting those in full-time employment continue with personal progression is important because the learning people get in the workplace is very relevant to their jobs and is helping their career. They’re not having to go ‘offline’ and worry about whether they’ve got a job or if the learning is relevant.”
He continues: “In the real world you’re learning all the time but you don’t always get the credit for what you’re learning. This has enabled employers to set up programmes which are as effective as being in a University. We’ve been doing a poll of people in fulltime occupations in large businesses to ensure we are in tune with what employees and employers want. We’re very keen that what we do is develop programmes which absolutely meet employer needs.“
For the employee, very focussed, role-specific training has the outcome of becoming more effective in your job and getting recognised for it. This will impact positively on the business too – increasing loyalty and making the workforce more effective.
