Menu
Home About Products Services Blog Our Team Contact us Clients

6 Big Learning and Development Priorities for Mid Sized Business and SME in 2018

by Mar 5, 2018

6 Biggest Priorities for Learning and Training in 2018

There is a lot of PESTLE (Political, Economic, Sociological, Technological, Legal and Environmental) going on globally at the moment which will be impacting business and therefore training requirements in 2018. ?In particular for Mid Sized Business and Medium SMEs, these learning and training challenges represent ?what we believe are the 6 Biggest Priorities for Learning and Training in 2018.

  1. GDPR – Awareness Raising and Training of all staff Article 39

  2. Brexit – Boosting Britain’s Productivity

  3. Talent – Retaining the Best

  4. Self Learning – Capturing Attention and Engagement

  5. Leadership Agility – Fail Fast Fail Often

  6. Apprentice Levy – Making it work for UK Business

GDPR

Day(s)

:

Hour(s)

:

Minute(s)

:

Second(s)

Of all of these priorities by far the most important for HR and Training to get right in my view is GDPR. This is the single biggest change to regulation for business that we have seen for a long time and comes at a time when other pulls on Training are making us think twice about what can be done this year.?On 25th May 2018 the General Data Protection Regulation ((EU) 2016/679) will be directly applicable in all European Union member states, including the UK. The stated aim of the regulation is to give everyone much greater control of how their personal data is used, and local enforcement agencies will have powers to enforce compliance with large fines of up to ?20m or 4% of company global turnover, whichever is higher.

Article 39b requires “awareness-raising and training of [all] staff”

Yet, reported in People Manager “60% of organisations say they are not ready for GDPR” and some are not ready for training – (want more on this – check out our post on GDPR for more here, or click the button links in the page).

BREXIT

Day(s)

:

Hour(s)

:

Minute(s)

:

Second(s)

The UK has voted to leave the European Union. It is scheduled to depart at 11pm UK time on Friday 29 March, 2019. The UK and EU have now agreed on the three “divorce” issues of how much the UK owes the EU, what happens to the Northern Ireland border and what happens to UK citizens living elsewhere in the EU and EU citizens living in the UK (click here for the latest).

Sir Charlie Mayfield is quoted as saying “Nail productivity and we’ll be ?100bn richer” and Boosting Britain’s Productivity post Brexit is critical (click here). There is even a new site to register your business to discover more about improving productivity (BetheBusiness.com). So, training has a huge role to play here in supporting business become more productive in our work activities, find new ways to do things faster and more efficiently and boost capabilities in the workforce to grow business performance. (want more on this click here)

Next, is the impact of Brexit on attraction of global talent. ?It is reported that the UK is no longer the desired choice of destination for global tech talent (Independent click here). This is worrying and is mirrored in other industries and sectors, private and public with statistics quoted like 60% drops in applications for key sectors. This means that we should absolutely look after what we have got Retaining the Best of our Talent, reassuring workers they are valued and engaging them sooner rather than later. A bird in the hand is worth 2 in the bush and Investing in your current talent will pay dividends later on -?want more on this click here.

Forbes have estimated that the 2015 global eLearning market is worth $107 billion. Others have predicted that the industry will grow at 10% per annum, to be worth a whopping $243.8 billion by 2022. Yet a huge amount of growth is driven by ‘self educators’, people who sit at home, or sometimes at work, and decide to pay out of their own pocket to complete a course in their functional area, or preferred development area. Yet the question remains why should they need to self fund if there is benefit to the business? This huge growth in self learning?I believe has been contributed to by in-house training hurdles that restrict the employee from exploring their interests and talents at work instead of enabling them.?If someone is willing self fund then how will they respond when you dangle carrots later on? L&D needs to get wise to the fact that we should be supporting self learners by enabling them to access resources that keep their curiosity and desire to learn whilst supporting your company goals to capture attention and engage. There is no greater sign of disengagement for me and it is so easily solved by ensuring your learning library or course provision is easily accessible – want more on this click here.

The impact of everything else we have discussed, and the rate of change we are dealing with in 2018 combined with new technologies marketing that continue to plague our mobile social media streams and email inboxes faster than we can read them, it is no surprise that our leaders need to keep on their toes. As a graduate 20yrs ago, I was employed by managers with 20 years experience, some of whom had degrees that took 4-5 years to complete. Now people work for entrepreneurs 20 years their junior in tech industries they do not necessarily understand…and academics struggle to support an increasing dystopian millennial population with technologies or theories that stopped being relevant years ago! The answers is to help your leaders Fail Fast and Fail Oftenwant to see more on this click here.

Seamus Nevin, head of policy research at the IoD reported in people management (here), says that “40 per cent of its members do not understand how the training courses work and only 20 per cent know how to reclaim apprentice levy funds. Many employers believe the apprenticeship levy is just another tax on companies”. ?What disappointing news, yet not surprising. Firstly we all know that this levy was supposed to boost apprentice numbers to make the government look like it was investing in young people, and secondly never let a politician do the maths….?27k recovery over 3 years take away ?12k pa salary and lets be honest about ?12k Total Cost per apprentice in management and on-costs means it is going to cost a business ?45k in ‘real costs’ to take on an apprentice over 3 years, when they can just recruit a graduate instead.

Surely though we can make this work, surely we can?Make the Levy work for UK?Business?- it is such an exciting opportunity to up-skill and evolve our workplace in 2018 with new, young, skilled, work ready minds, combining real work experience with high quality instructional support? ?Can we unleash the Levy? (want more on this click here).

If you do not have an LMS, or need help sourcing content or tackling any of the 6 Big Learning and Development Priorities here we are compiling?6 Tips to Tackle 2018 Training Needs which will be emailed to you once it is completed if you subscribe to our 6 Tips Newsletter on this page. We will also keep you up to date with offers and discounts that you may find easily solve these Big Training Priorities for 2018.

Martin Knowles

Martin Knowles

Director

About the author

Martin Knowles has worked in a variety of sectors in Learning and Development roles and Contracts?for nearly 20 years (Selfridges,?Diageo,?Rolls-Royce,?Severn Trent,?Veolia,?Linklaters,?Capital One,?PCWorld,?DSGi). He has authored content, books and articles for managers and aspiring leaders, published work in multiple media and won awards for Best Training and Development in Europe.

Slide About Blended Learning that Excites and Inspires High Performance. Terms and Conditions Data Privacy Learner Personal Data Things to do Check out our Products View some Testimonials Subscribe to our Newsletter Book a free 'Discovery Session' Contact us Today Useful Links Blended Learning and Virtual Academy Qualifications for Managers/Leaders 9 problems with McKinsey's 9box Grid Apprenticeships Our Blog SHARE TWEET SHARE SHARE