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L&D should be the last in line for cuts

This summary statement from this Autumn Labour Market Outlook is an interesting one. And perhaps a little surprising.

The UK’s recent slump into recession – coinciding with big headlines about redundancies at major corporations – would indicate that the pendulum is swinging away from a “candidate’s market” to one where organisations are putting their recruitment missions on hold. But the data is saying quite the opposite – with companies still fighting tooth and nail for top talent.

According to the numbers published by The Chartered Institute of Personnel and Development in November 2022, the net employment balance, which measures the difference between employers expecting to increase staff levels and those expecting to decrease staff levels in the next three months, remains above pre-pandemic levels. The report also found that as many as 46% of recruiting employers have hard-to-fill vacancies – positions in which they are actively seeking – and struggling – to source strong candidates that fit the bill.

The competition for the best people in the right roles remains fierce. And it’s no different in the Technology Channel. This is why businesses in this sector are beginning to add a new arm to their workforce upskilling approach: developing staff they already have in-house.

Learning and development (L&D) is fast emerging as the favoured solution for fostering talent in the current climate – offering programmes for existing teams that not only act as an incentive for candidates, but also motivate and engage current employees long-term.

Here’s why L&D is key to building a workforce that stands the test of time and generates excellent results in the process.

A culture of commitment
The glaring benefit of L&D programmes is their appeal for new, ambitious candidates who are seeking a workplace in which they can grow and thrive as part of a fresh chapter in their careers – with opportunities to progress and learn frequently cited as one of the major factors in job satisfaction.

However, it’s also important to recognise how these training and development sessions can breed real loyalty to a brand for existing teams.

Employees that are frequently learning new skills and adapting to new challenges in the industry are the individuals that feel empowered and will commit to a further career within the company. With courses and tools readily available, staff feel valued as the business is visibly investing in their professional development.

Employees are more driven to dedicate themselves to companies that offer continuous learning, with L&D creating an invaluable culture of commitment that can yield long-term success.

How to implement L&D programmes
Investment in educational and L&D programmes can see companies build the kinds of teams who are capable of providing services and solutions that position the brand both as a thought leader and pioneer within the industry. The key to implementing the kinds of L&D programmes that foster and cultivate talent within a business is through finding a specialised partner.

With the right expertise, guidance and support, companies can source top educational material for its staff roster and deliver it in the most effective way – teaching teams the kinds of essential skills that transform them from professionals into passionate, industry experts.

It’s worth taking the time to look for a partner who has proud case studies to show, strong results to present, and footprint with capabilities across .

A reputable partner with a proven track record and global reach will have the rich range of digital support required to level up any existing L&D programmes you might have in your business – or jump-start an entirely new programme in which staff gain a new set of skills as well as a new lease of life.

Looking to the future
Obtaining dedicated workforce talent in the digital era is proving one of the biggest challenges for modern brands. But with a value-based culture, employees that are frequently learning new skills and adapting to new challenges in the industry are the individuals that feel empowered and will commit to a further career within the company.

Maintaining resources and creating a dedicated L&D process will demonstrate to other members of staff that continuous learning opportunities are available and are important in fulfilling individual and organisational needs and ambitions.

Offering courses and tools to develop skills and enhance employee’s knowledge within the industry will build a fully competent workforce. With this, employees feel valued as the business is recognising their hard work and well-being by investing in their professional development.

L&D is the key factor to any business’s success as you can attract the best candidates and grow your own premium staff roster in house – enjoying long-term results from people who are fulfilled in their job roles.

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