Australian and New Zealand organisations are upskilling their employees at “dial-up” speeds in a market that demands rapid learning and development programs, finds new research from Skillsoft, a global leader in corporate learning.
Based on a Vanson Bourne survey of 1,000 employees across Australia (855) and New Zealand (145) about their readiness for the future of work, Skillsoft’s Mind the Gap report released today reveals 55 percent are concerned they will not have the requisite skills to remain employable in the future.
The report indicates that Australian and New Zealand organisations are not keeping pace with technology or how learning and development are delivered. Of those who received training from their organisation in 2018, 80 percent felt that it could have been better.
Training, learning and development are critical to technology-driven workplaces, yet many organisations are failing to deliver both the quality and breadth required.
Our research found that 63 percent of respondents believe learning, development and training opportunities are important when considering a new job role. This is not a ‘future problem’; it’s happening now. If Australian organisations don’t keep pace, they’ll lose their valued employees.
Key statistics from the research include:
Choosing the appropriate learning modality for staff isn’t an easy task, so it’s important to ask them how they want to learn.
Delivering eLearning in bite-size nuggets and as short-term learning activities is usually a desirable approach.
When it comes to upskilling employees for new roles, Australian and New Zealand organisations are not doing very well either. Approximately 90 percent of workers report that when a new role needs to be filled in their organisation, their employer looks externally instead of internally because they have failed to implement a learning and development program to upskill their people. Nearly 40 percent said that roles are filled with external candidate all or most of the time.
Upskilling employees for new roles can positively impact business outcomes for organisations. The initial investment is less, while creating career mobility improves the level of retention, morale, productivity and performance.
Unfortunately, many organisations are missing out on these very real benefits. Australian and New Zealand organisations need to put a robust learning-centric talent management strategy in place. This may seem like a daunting task, but technology can help with performance management, succession planning and reporting and analytics capabilities, highlighting the initiatives that bring the greatest improvement.
Add a Comment