Leadership and management skills cited by 25% of Scottish
organisations reporting generic skill gaps. [more]
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Leadership and management
skills cited by 25% of Scottish organisations reporting generic
skill gaps.
The research ‘Regional Gap: Scotland’ presented
by e-skills UK, (the body supporting the Sector Skill Council)
shows that 49% of companies within the sector in Scotland
reported their workforce was not fully skilled, comparing
unfavourably to the UK average of 46% and suggesting that
employers in Scotland are generally less satisfied with the
skills levels of the workforce than is the case in the UK.
The most frequently cited cause of skill gaps
was that people lacked experience in new ICT technologies.
This was felt to be caused by the pace of the availability
of new applications. Companies were considering the adoption
of new applications but this would always lead to a skills
gap as staff take time to become proficient in them. This
learning often takes time to ‘cascade’ down to
other members of staff from those employees trained in new
applications.
The second most cited cause was that staff are
unable to adapt to new working practices. This was more noticeable
in the more established companies than in younger ones.
The third most cited cause was the organisation
failing to train their staff. Lack of time and cost were the
most common reasons why training did not take place. Failing
to train directly impacts the first two reasons cited for
a skills gap. Leadership and management skills were also cited
by 25% of companies reporting generic skill gaps.
For those companies with skill gaps that impacted
on the business, the most frequently cited problems were:
- difficulties introducing new work practices
- increased operating/running costs
- difficulties meeting customer service objectives
- difficulties meeting quality standards.
In summary, to address barriers to participation the Learning
Skills Development Agency highlights employers requesting
training for the workforce that is designed mainly to meet
business targets and aims. They stress the need for an informal,
flexible approach to training with learning embedded in the
context of the workplace - learning with valued outcomes for
the organisation and for the workforce.
