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Training's Back. Back Again. Tell a friend.

May 16, 2022

We’ve been over the moon since we got back to Face to Face training!

Not only that but companies seem to be keener than ever to embrace training for their teams.  In fact according to Gartner’s report “Top 5 HR Trends and Priorities for HR Leaders in 2022”, Building Critical Skills and Competencies was number one, with 59% of respondents listing this as a priority.

This is no surprise.  Workday and Yonder surveyed over 17,000 workers across Europe and found that three in ten (30%) are looking to move to an employer with better training and development opportunities! Employers have noticed issues too - according to LinkedIn, 50% of Learning and Development Managers cited a growing skills gap in their organisation.

As a result, employers are recognising the importance of investing in their teams.  According to HR Magazine, two-fifths, a staggering 41% of UK companies are planning large-scale training initiatives to focus on reskilling and upskilling employees to address these challenges with 38% of UK L&D teams expecting a budget uplift in 2022.

As we’ve said before, employees are an investment, in fact they are the most important investment your business will make.  So training and developing them is absolutely essential. With so many candidates now on the move, it would seem that if you’re not able to train them, somebody else will be.

So how can you get training and development right?  Firstly, it’s important to plan.  Speak to your employees to understand what they want or need to develop.  Look at your business objectives and understand where the gaps are and what will prevent you from achieving them. Once this is clear, identify how you will provide development opportunities – coaching, training or mentoring.  Check out our free e-book for more information on this.

If you choose training, we recommend doing it face to face wherever possible.  Face to face training is more engaging, should be more fun and is generally better suited to providing long term change. It is also a great opportunity to bring remote teams together. It can and should be good fun, full of energy and designed to embed long-term skills.  

Most importantly, choose your provider well.  Internal training is cheaper, but it very rarely has the same impact.  External trainers bring gravitas and are seen as a greater investment in an employee’s future.  Make sure the training provider spends the time working with you to devise a training plan that achieves your objectives rather than delivering an off the shelf training course that you have to adapt your objectives to suit. In our opinion, slides and handouts are a big no-no.  Your trainer should be engaging, and any important information can be shared afterwards. Finally, follow up.  Make sure yous pend the time (on the day and well beyond) ensuring that that the skills learnt are understood, embedded, are being used and that your objectives are met.

PRO TIP: Speak to Cream HR today about your training needs!


Top5 HR Trends and Priorities for HR Leaders in 2022 | Gartner

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