{"id":34567,"date":"2017-08-17T10:24:30","date_gmt":"2017-08-17T09:24:30","guid":{"rendered":"https:\/\/www.pbctoday.co.uk\/news\/?p=34567"},"modified":"2018-09-04T16:01:33","modified_gmt":"2018-09-04T15:01:33","slug":"upskilling-skills-shortage","status":"publish","type":"post","link":"https:\/\/www.pbctoday.co.uk\/news\/hr-skills-news\/upskilling-skills-shortage\/34567\/","title":{"rendered":"Could upskilling be the answer to a widening skills shortage?"},"content":{"rendered":"

As companies seek to find suitable and sustainable solutions to the skills shortfall, Philip Burgess of the Construction Equipment Association\u2019s Skills Advisory Panel looks to upskilling as a potential answer<\/h2>\n

As we know, the extent of the skills gap<\/a> is such that only a small fraction of the number of new engineers and technicians needed each year across UK industry can be expected to be met by new graduates and through apprenticeships<\/a>.\u00a0 Shorter-term measures are needed, and the upskilling of existing employees is increasingly seen as the having the greatest potential to achieve this.<\/p>\n

But how can we further enable and encourage people to retrain and upskill through their working lives when practical tools and case study examples showing solutions for effective upskilling are few and far between and hard to find?\u00a0 The onus should be on each industry sector to define upskilling as an issue for itself and to seek to address it in practical terms, and the CEA Skills Advisory Panel is about to take on this challenge for the construction equipment industry.\u00a0 We aim to better understand the working relationships between employers, their employees, further education training providers, universities and communities at the local level which upskilling and lifelong learning demand.\u00a0 From this, the intention is to provide succinct advice on upskilling measures drawn from our members\u2019 experiences of what has worked well and what has not.<\/p>\n

Upskilling an employer\u2019s workforce is a long-term investment that improves business in a number of ways.\u00a0 The most notable benefits are boosted morale, higher valued work and a more adept and versatile workforce; all leading, in theory, to greater productivity, competitiveness and profitability.\u00a0 Although training can be costly, it doesn\u2019t have to be the financial drain that many employers fear it to be.<\/p>\n

As a precursor to the provision of guidance specific to our sector, here are some practical, generic and cost-effective training methods for employers to bear in mind.<\/p>\n

Online courses<\/h3>\n

Some online training courses are free, while others may cost money but require no additional expenses.\u00a0 The only requirement to embark on an online course is an internet connection, which is paltry compared to the costs incurred from travel and accommodation for face-to-face courses, but employees still gain essential knowledge and training.\u00a0 Some virtual lectures and seminars offer almost the same experience as live attendance.<\/p>\n

Mentoring<\/h3>\n

This method of upskilling is completely free.\u00a0 Taking on a junior employee as a mentee is a big commitment, but it can be best way to teach someone.\u00a0 Your experience is one of your most valuable assets, so joining a mentoring programme, or just committing some spare time towards enriching a junior employee\u2019s skillset can be highly effective.\u00a0 Decision-making, problem-solving, critical thinking and other essential skills can be learnt and honed through mentoring.<\/p>\n

Government and privately funded<\/h3>\n

For employees who want to engage in more costly training, it can be subsidised with government funding.\u00a0 The Education and Skills Funding Agency<\/a> supplies business with funds to upskill their employees in a variety of ways.\u00a0 If an employee wants to embark on a more intensive form of training such as a degree or an apprenticeship, there are bursaries and grants available that can be attained with your guidance and support.<\/p>\n

Encourage education<\/h3>\n

Training doesn\u2019t always have to follow a formal process.\u00a0 To be the best in any field, learning should never stagnate.\u00a0 Fostering an environment of education can help employees take education into their own hands both outside and inside of the workplace.\u00a0 Continual learning is the only way to stay current and relevant so that positive reinforcement can help with this.\u00a0 In addition to providing upskilling opportunities as referenced above, employers can hold meetings and seminars promoting self-education.\u00a0 Incentives for learning targets can also encourage self-studying.<\/p>\n

It is often said that training differentiates a successful company from a floundering one and that keeping employees trained in current practices is essential to business success.\u00a0 If budgets are making this difficult, then there are always options that are more affordable.\u00a0 Motivating employees to keep up their self-learning is important both for the technical and practical skills gained by it and for the increased productivity and morale that should follow.<\/p>\n

\"\"<\/p>\n

Philip Burgess<\/strong><\/p>\n

Construction Equipment Association\u2019s Skills Advisory Panel<\/p>\n

www.thecea.org.uk<\/a><\/p>\n

Twitter: @ConEquipAssocia<\/a><\/p>\n

\n<\/div>","protected":false},"excerpt":{"rendered":"

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