- \n
- The top challenge
\nemployees face when participating in training programmes is the lack of time where
\nthey are “too busy with work” (49%) and being
\n“unwilling to attend courses outside of work hours” (34%). Employers also cite “attending
\ncourses as disruptive to day-to-day operations” (58%) as the main obstacle when
\nimplementing training programmes for their employees.<\/li>\n - In order to increase
\nparticipation in training programmes, employees desire more support from their
\nemployers through “paid leave hours for training” (61%), “providing a temporary
\ncover at work” (52%) and “short refresher courses” (43%).<\/li>\n - Employers believe that the
\ntop three methods to ensure their employees are equipped with the necessary
\nskills are through “more flexible arrangements for employees to work and learn”
\n(43%), the “cultivation of a self-driven learning culture” (39%), and the
\n“introduction of more training methods” (39%).<\/li>\n<\/ul>\nSINGAPORE
\n–\u00a0Media OutReach<\/a>\u00a0– 2 November 2021 –\u00a0<\/b>The pandemic has placed a heightened emphasis on the need for
\ndeveloping the skills and competencies of the workforce, in order for companies
\nto emerge stronger and more resilient. Yet while many companies recognise the
\nneed for enhanced workforce learning programmes, NTUC LearningHub (NTUC LHUB)’s
\nrecent Workforce Learning in Workplace
\nTransformation (WLWT) report[1]<\/sup><\/b><\/sup><\/a> <\/b>unveiled
\nthat more must be done to encourage employees to upskill, in order to
\naccelerate workplace transformation in the endemic world. In particular, the report
\nuncovered that time constraints form a consequential barrier to employee
\nparticipation in training programmes.<\/p>\n\u00a0<\/b><\/p>\n
![](\"https:\/\/images.media-outreach.com\/Thumb\/500x0\/192544\/WLWT.jpg#image-192544\")
<\/b><\/p>\nEmployees Desire More Support From Their Companies<\/b><\/p>\n
\u00a0<\/b><\/p>\n
According to the
\nreport, 88% of employees revealed that their companies and line managers are
\nsupportive of their participation in training programmes. Yet the inability to
\nfind colleagues to cover the workload while employees are away for training is
\na real challenge faced by many. In fact, 32% voiced that more support could be
\nprovided to encourage employee participation in training programmes, especially
\nin the form of working arrangements to cover work while one is away on course.
\nThis includes paid leave hours or days (61%), more support from supervisors or
\nline managers to temporarily cover work (52%), or offering short refresher
\ncourses (43%).<\/p>\nEmployers (58%)
\nalso voiced their sentiments towards supporting employees on their learning and
\ndevelopment (L&D) journey, addressing the concern that attending courses
\nmight be disruptive to business operations. However, it is imperative for
\nemployers to prioritise the upskilling of their employees and recognise that L&D
\nis an indelible component towards accelerating business and workplace
\ntransformation, especially in the current situation. Employers surveyed cited that in order to
\nensure their workforce is \u00a0equipped with
\nthe necessary skills, the shift needs to be conducted from the top, through
\nmore flexible arrangements for employees to work and learn (43%), cultivating a
\nself-driven learning culture (39%), and introducing more training methods
\n(39%).<\/p>\n\u00a0<\/p>\n
Commenting on the
\nfindings, NTUC Deputy Secretary-General Chee Hong Tat said, “Employers and
\nworkers want greater flexibility in when, where and how they receive training.\u00a0
\nOur experience during the pandemic shows that this can be best achieved through
\na trusted online training platform which delivers quality courses that are
\nrelevant in meeting industry needs.\u00a0 As part of NTUC’s Training and
\nPlacement ecosystem, NTUC LHUB is well-positioned to be a strategic partner for
\ngovernment and employers to deliver training outcomes, and provide lifelong
\nemployability for workers through lifelong learning.”<\/p>\n\u00a0<\/p>\n
Lack Of Time Is The Top Challenge For Employees’
\nParticipation In L&D Programmes<\/b><\/p>\n\u00a0<\/b><\/p>\n
Time was found
\nto be the top challenge and roadblock to employee participation in L&D programmes.
\nMany employees voiced concerns of having to participate in training outside
\ntheir working hours and hence were less willing to participate, contributing to
\nthe low take up of company-offered training programmes. Employees mentioned
\nthat they are too busy with work (49%), have family or personal commitments (34%)
\nand do not have a necessary stand in to cover their work while they were away
\non course (32%). This correlates with the perception of employers who believe
\nthat the lack of time during work hours is the biggest obstacle faced towards
\nskills training, being disruptive to daily operations (58%), busyness at work
\n(58%) and employees’ lack of support or interest in the courses offered (46%). <\/p>\n\u00a0<\/b><\/p>\n
According to
\nSean Lim, Director of Human Capital at NTUC LHUB, “A commonly used framework by
\nL&D professionals is the 70-20-10 rule where 70% of learning takes place on
\nthe job, 20% through collaborative work, and the remaining 10% through formal
\nlearning methods such as sending employees for courses and training. This
\nframework ensures that organisations take a practical and comprehensive
\napproach when it comes to employee development, while also taking pressure off
\nemployees as they can learn in a variety of means most natural for them.” <\/p>\n\u00a0<\/b><\/p>\n
To download the
\nWorkforce Learning in Workplace Transformation Report 2021, visit https:\/\/www.ntuclearninghub.com\/workforce-learning-2021<\/a>. \n<\/p>\n
<\/p>\n
\n\n[1]<\/sup><\/sup><\/a> NTUC LearningHub’s Workforce Learning in
\nWorkplace Transformation 2021 Report was conducted in June 2021 with 450
\nworking professionals, comprising 150 business leaders and 300 full-time and
\npart-time employees across Singapore. <\/p>\n<\/div>\n<\/div><\/div>\n\n
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