L&D programmes judged to be a tool for engagement not development, finds research
The majority of business leaders will recruit external talent, rather than invest in the skills and development of the existing workforce, research has revealed.
Despite 86 per cent of UK organisations identifying themselves as skill builders, nearly a third (31 per cent) have no formal learning programme in place.
Of the 500 business leaders surveyed for the report from online training provider Skillsoft – Skill Builders Versus Skill Buyers– 55 per cent said they are more likely to recruit externally to address skills shortages inside their organisation.
Just 20 per cent of businesses have aligned L&D programmes to organisational growth, despite the majority reporting an endemic skills shortage.
Kevin Young, managing director, EMEA for Skillsoft said in today’s labour market there was high prevalence of “skill buyer” behaviour.
“As the business landscape is focused so much on growth, there has never been a better time to investigate the skills deficit and how important talent development is to organisational success,” he said.
“To create a highly skilled workforce that will continue to drive productivity, business leaders need to look within the organisation first. Ensuring existing employees are being taught the correct skills to develop them into leaders will not only boost employee performance but future proof the business.”
The report suggested that UK business leaders widely appreciate the need for skills building, with 86 per cent of respondents stating that their organisation was investing in internal employee development to fill the necessary gaps throughout the organisation.
However, current L&D programmes were seen as reactive, implemented in response to specific programmes, rather than designed with organisational growth in mind.
Just one-fifth of respondents expected to fill open roles internally and more than 26 per cent expect to turn to the external talent pools to fill leadership roles.
Despite 70 per cent of organisations agreeing that internal L&D programmes indicated clear career development paths, two-thirds (66 per cent) of organisations said staff motivation was the key driver for their implementation.
Young said businesses would need to align workforce skills with broader marketplace goals to produce better, more strategic business outcomes and boost organisational performance.
“The pressures of new business innovations mean today’s leaders need to quickly adapt their L&D programmes,” he said.
“Businesses which successfully integrate learning throughout their organisation will deepen their talent pool at every level, creating an agile, productive and creative workforce,” he added.