Is employee training a good investment? Research says yes


The bad news: Most of your employees are looking for a new job. The silver lining: beefing up your employee training programs might convince them to stay.

If you’re in the market for a new job, the news is peachy: almost one in three employers are planning to increase hiring, resulting in a net increase in the number of available jobs by 22.6 per cent (once the percentage of employers expecting to decrease staffing levels are subtracted). The bad news for employers is that just 24 per cent of workers surveyed are content to remain in their current roles – a sign that it’s a good time for human resources professionals to beef up their staff retention plans.

The latest Hudson Report tracked the hiring intentions of more than 2000 employers and the attitudes of 1330 employees in April. It reveals that despite confusing economic and political signals, employers are investing in the people they need to grow their business, Hudson Recruitment Australia and New Zealand Executive General Manager Dean Davidson says.

On the flip side, it seems that this buoyant job market is also responsible for giving employees a bad case of itchy feet; the survey found 44 per cent are actively looking for new opportunities, which is up from the 26 per cent recorded late last year.

A further 32 per cent are open to hearing about opportunities, with only 24 per cent content to stay put.

“The number of employees with their eyes on the exit has jumped significantly since last year,” Davidson says.  “More professionals are convinced that the buoyant job market is here to stay, and are considering how they can build their career in this environment. This should sound alarm bells for employers, who will need to redouble their retention efforts and be ready to manage an uptick in staff departures.”

Employees want more training

Davidson says lacklustre opportunities for employee training might also be behind the results; half of the employees surveyed don’t feel supported by their manager to improve their existing skills.

The survey found that 98 per cent of employees say developing their skills is important or extremely important, while 60 per cent feel more pressured to learn new skills than two years ago.

“Professionals keenly understand that their skills are crucial to their success and employability,” Davidson says.

“We are living in a time of unprecedented disruption: technology evolves fast, change is a constant and employees know they need to keep up. In fact, 98 per cent of them take personal responsibility for their professional development and 66 per cent are spending three or more hours a month on it.

But, Davidson says employers need to meet their staff in the middle when it comes to training.

“Employee training is crucial to ensuring individuals can perform, progress and deliver for the business, yet this continues to be a blind spot for employers, evidenced by the fact that less than half have a defined strategy to train their people,” he says.

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Is employee training a good investment? Research says yes


The bad news: Most of your employees are looking for a new job. The silver lining: beefing up your employee training programs might convince them to stay.

If you’re in the market for a new job, the news is peachy: almost one in three employers are planning to increase hiring, resulting in a net increase in the number of available jobs by 22.6 per cent (once the percentage of employers expecting to decrease staffing levels are subtracted). The bad news for employers is that just 24 per cent of workers surveyed are content to remain in their current roles – a sign that it’s a good time for human resources professionals to beef up their staff retention plans.

The latest Hudson Report tracked the hiring intentions of more than 2000 employers and the attitudes of 1330 employees in April. It reveals that despite confusing economic and political signals, employers are investing in the people they need to grow their business, Hudson Recruitment Australia and New Zealand Executive General Manager Dean Davidson says.

On the flip side, it seems that this buoyant job market is also responsible for giving employees a bad case of itchy feet; the survey found 44 per cent are actively looking for new opportunities, which is up from the 26 per cent recorded late last year.

A further 32 per cent are open to hearing about opportunities, with only 24 per cent content to stay put.

“The number of employees with their eyes on the exit has jumped significantly since last year,” Davidson says.  “More professionals are convinced that the buoyant job market is here to stay, and are considering how they can build their career in this environment. This should sound alarm bells for employers, who will need to redouble their retention efforts and be ready to manage an uptick in staff departures.”

Employees want more training

Davidson says lacklustre opportunities for employee training might also be behind the results; half of the employees surveyed don’t feel supported by their manager to improve their existing skills.

The survey found that 98 per cent of employees say developing their skills is important or extremely important, while 60 per cent feel more pressured to learn new skills than two years ago.

“Professionals keenly understand that their skills are crucial to their success and employability,” Davidson says.

“We are living in a time of unprecedented disruption: technology evolves fast, change is a constant and employees know they need to keep up. In fact, 98 per cent of them take personal responsibility for their professional development and 66 per cent are spending three or more hours a month on it.

But, Davidson says employers need to meet their staff in the middle when it comes to training.

“Employee training is crucial to ensuring individuals can perform, progress and deliver for the business, yet this continues to be a blind spot for employers, evidenced by the fact that less than half have a defined strategy to train their people,” he says.

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