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    Is it your responsibility to upskill?

    In the current job market, it would seem that employees judge potential roles on how they would position them for future positions.

    According a recent survey by Hays Recruitment, a massive 96% of professionals consider upskilling as ‘important’ or ‘very important’, 84% would not consider a role that lacked skills development and nearly half wouldn’t join an organisation that didn’t offer formal training opportunities. With that in mind, whose responsibility is upskilling anyway?

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    Down to the employer

    For employers, offering upskilling opportunities can be costly and many employers worry that they’ll train staff who will leave and take their newly acquired expertise elsewhere. However, if Richard Branson is anyone to go by, training employees is of incredibly high importance. Train people well enough so they can leave, treat them well enough, so they don't want to.

     

    A company is only as good as its employees, so resourceful and highly trained staff should produce a favourable ROI. In the digital age, processes, regulations and tech are continually evolving. The only way to keep up to date is to regularly offer refresher training. Naturally, staff who feel like they are being invested in, stay longer. Lack of promotion, difficulty progressing and feeling under skilled are huge demotivators to employees. As an employer, you can ensure this doesn’t happen by implementing a number of schemes, support channels and progression routes.

     

    Training can come in many different forms and it doesn’t have to be expensive. From in depth project management training, to simple bitesize training on optimising their LinkedIn profile, there are loads of ways to make employees feel valued and productive.

    Down to the employee

    According to Deloitte, companies spend a staggering $130 billion (AUS) on training, worldwide. That’s a burden that could be shared. One of the key things about personal development is that it is just that... personal. As an individual, you know where your strengths and weaknesses lie, but you also know where your next move is.

     

    If you’re looking to expand your career horizons, seek a promotion or move into a new industry, it’s your responsibility to start navigating in that direction. Especially when it comes to gaining skills with the view to leaving a company, it’s not your employer's responsibility to help you do that. If you’re looking for a promotion, upskilling yourself makes you seem like a dedicated and ambitious prospect, worth excelling.

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    If you’re about to join the job hunt, it’s worth knowing that 77% of the employers that Hays surveyed said they were more likely to shortlist a qualified candidate who regularly upskills. Showing commitment to your professional development demonstrates an employee who takes their work seriously, values technical skills and is willing to learn. With training and development, people gain confidence and put themselves forward more, making them a valuable asset to any team.

     

    Upskilling yourself doesn’t need to be expensive and you don’t need to sit in stuffy classrooms of an evening. All our courses are flexible and remote, allowing you to select the course you want, in the timeframe you need. What’s more, we’re regulated by the Financial Conduct Authority, which enables us to find the best course for you, at a price you can afford. Payment plans are available to allow you to learn at your own pace, within your budget. Before long you could be up for promotion, switching to the dream job or cashing in that management salary, for very little outlay.

     

    Upskilling should be accessible and achievable for anyone, at any level. With a vast tech skills gap, there are more opportunities than ever than bag a career with learning opportunities, growth potential and longevity. So, what are you waiting for?

    Topics: #careeradvice

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