Stopping the training drain
By Suzanne Evans (May 2005 Issue)
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It is official: training is one of the largest economic growth areas of the 21st century. A report commissioned recently by the Department for Education and Skills (DfES) and the Department of Trade and Industry (DTI) from the Management and Leadership Development Research Network estimated that 4 to 4.5 million managers in the UK spend around 20 to 27 million days a year in management training alone, at a cost of around £1,000 each.2 The report’s conclusion – that there has been an explosion in workplace learning initiatives in the last 20 years and the industry is set for further growth – comes as no surprise.
It’s good news not only for training providers but also for employees because almost everyone loves training – apparently. Career development opportunities were revealed to be a key factor in improving employee commitment according to a recent survey by consultancy Watson Wyatt.3 Supporting research conducted in 2001 by recruitment consultants Office Angels revealed the incredible fact that 95 per cent of workers put training at the top of their ‘most wanted’ list, seeing it as a benefit along with more obvious desirables such as a company car, pension and medical insurance. This is backed by research conducted in the same year by UK Skills, which found that two-thirds of employees want training so much they would be prepared to have it in their own time. ...
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