The UK faces a significant employability skills gap in areas such as creativity and leadership according to a major new study.
The report, “How employable is the UK”, from Barclays LifeSkills, surveyed and tested over 10,000 16-65 year olds, 600 employers and 500 educators from across the UK.
It found that more than half (57%) of over 16s are failing to demonstrate all the employability skills needed to succeed in the future workplace.
Despite the majority (79%) of UK employers rating the skills as important to their industry in the next ten years, a third (34%) do not plan to offer any training in the near future.
With productivity in the UK already behind comparable nations, employers should be looking at training and development as an investment rather than as a cost that can be cut.
Employees can request to undertake any training they think will improve both their performance and that of the business. Whenever they can, employers should be looking to provide it.
How to manage time-to-train requests
Employers with 250 or more employees will have to “seriously consider” a formal request from employees with at least 26 weeks’ service for time away from their core duties to undertake training.
The training can be either accredited for a recognised qualification, or unaccredited with the aim of learning useful and relevant skills.
There is no limit on the amount of time an employee can request. However, the employer does not have to pay for the training or pay an employee for the time spent training.
In order for a request for time-to-train to be valid, it must be submitted in writing.
To be eligible to make a request relating to time-to-train, an employee must have worked for the organisation continuously for 26 weeks at the date the application is made, and not have made another application relating to time-to-train rights during the previous 12 months.
Within 28 days of receiving a valid request, the organisation will either accept the request and inform the employee of their decision in writing within 28 days, or meet with the employee to discuss their request. Within 14 days of that meeting, they must inform the employee of the decision in writing.