Bold strategies can better engage workers and employers across the board and it goes beyond funding.
Next year, the SkillsFuture movement will be 10 years old. Over the past decade, continuing education and training has become a national priority driven by advancing technology and intensifying global competition.
The solution for this goes beyond funding – giving employees time away from work may also not suffice as trainees have to deal with a backlog of e-mails when they return to office. Flexible learning options such as digital, online and workplace learning could help. An organisation looking to develop new competencies might benefit from a comprehensive package that includes training for all employees, from new hires to C-suite executives, as well as targeted recruitment of skilled candidates. This could be achieved through a consortium of various IHLs, private training providers and employment agencies.
Course ratings on this platform should reflect input from employers and not just trainees. These could be corroborated by third-party skills assessors to give employers a better sense of course quality and training effectiveness.
The return on investment in training, whether privately or publicly funded, is often assessed in terms of productivity gains for employers along with wage growth for workers.
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