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Only 25% of employees believe their business offers a strong learning culture

    Capita recently released a report called “Re-imagining HR: it’s time to reprioritise the people agenda“. It was commissioned with Norstat and polled 1,500 office workers and 1,000 HR decision makers to better understand the impact that COVID had on efficacy and decision making in terms of HR and learning and development (L&D).

    One of the most significant results of Capita’s report was that just 28% of HR decision makers and around 25% of employees believed that their businesses offers a strong learning culture.

    The pandemic was a wake-up call for many employees as they reflected on what was important to them both professionally and personally. Many took this as a time to upskill themselves — from learning to code to social media marketing, people invested their own time to improve their skills.

    Another study from Sitel showed that 37% of employees said that if they did not have the opportunity to be trained in new skills, they would be willing to leave their current job. And so companies need to be prepared to support their current employees’ career development as it is increasingly becoming an essential requirement.

    The problem for employers is that simply offering a login to an online training provider is not enough. Building a learning culture requires a far more integrated approach with a strategic priority on staff training. It needs to be incorporated into the company KPIs, become part of their reviews, their reward and recognition process and it also needs a blended approach.

    A further study from TalentLMS polled 1,000 remote workers and showed that learning and development is a driving force both for employee confidence and productivity.

    Often, employers abdicate their responsibility for training to their employees. Although employees value the freedom and authority in making their own education choices, they also become acutely aware of the employers passive participation in it. They need to see that the company visibly cares about their career development and education.

    This is where regular department or company-wide sessions come into play. They are highly visible and clearly demonstrate that the company is making an active investment in them. It is another piece of the overall learning and development plan and will ultimately become seen as an employment benefit/perk – one that will improve retention for many of the same employees represented by the Capita report.