Bridging the Skills Gap
Bridging the Skills Gap
Henley Business School’s new report, “Helping Businesses Shape the Future,” sounds the alarm on critical skill gaps in the UK workforce, telling us it’s time to take a proactive approach to skills development.
As HR profs, we know that upskilling and reskilling our employees is crucial for business growth; and I took some time to talk to People Management about my thoughts on the subject – along with some other awesome HR peeps!
Key Insights:
- HR plays a vital role in navigating policy changes, driving growth, and adapting to a changing work environment. This highlights the need for adaptability and continuous learning at all levels within the business.
More than ever, organisations need senior leaders who are skilled in navigating their teams through uncertain times and managers need teams that are adaptable, willing to learn, and resilient.”
Samantha Mullins, Latitude HR
- Businesses need to be proactive, not reactive, in upskilling and reskilling their employees. L&D, therefore, needs to be at the heart of the organisation’s strategy!
This is essential in the fast-paced, ever-changing world of work, so organisations can mitigate threats and make the most of opportunities by ensuring they have the skills required in their workforce to move forward and meet their strategic objectives.
Helen Scullion, Limelight HR
- Skills gaps exist in the UK, particularly in soft skills, digital skills, and interpersonal skills. HR should proactively invest in learning and development (L&D) to cultivate a culture of continuous learning and to foster resilience and agility.
HR are connectors in organisations, we connect people to purpose, the business to its people, the people to their skills and connect delivery partners to the organisation strategy.
Michelle Hartley, Founder, People Sorted
- HR needs to adapt recruitment and talent development strategies to address skill gaps through clear talent pathways.
By offering a great talent development pathway, businesses can not only give themselves a competitive advantage as an employer to candidates who have many roles to choose from, but secure their talent for a longer period, which is vital when employees can be very fluid in their careers.
Lisa Tomlinson, Founder, Limelite HR
Check out the full article here.
