Brexit has brought a lot of uncertainty, particularly for organisations which rely on migrant workers. Businesses in the manufacturing, healthcare and hospitality sectors are already experiencing labour and skills shortages as shown in the latest Labour Market Outlook from the Chartered Institute of Personnel and Development (CIPD).
With 1 in 4 Organisations saying they have EU national workers considering leaving this year and the Office for National Statistics showing that EU nationals are arriving in smaller numbers than in the past, there could be a serious problem of demand for workers outstripping supply.
Strategies to Address Workforce Shortages
The CIPD study found that organisations are considering a number of strategies to address workforce shortages, including improvements in pay and conditions, retaining older workers, attracting UK Staff and investing in skills development. 23% of organisations surveyed say they plan to invest more in training and 21% expect to recruit more apprentices.
There is no doubt that for some organisations the priority will be to increase the attractiveness of jobs for UK nationals. PWC’s Millennials at Work research found that for the young workforce personal learning and development is more important than financial reward.
What does this look like in practice?
1. Making the role more attractive
Most organisations are already providing some job specific training. A good first step is to take a fresh look at existing in-house training programmes and align them with transferrable competencies. Renaming roles along with the skills they bring can give insight into the additional competencies that can be recognised within the organisation. Using the latest digital solutions you can easily track and record these skills without any impact on essential production time.
2. Applying technology
Delivering digitally makes it easier to reach large or geographically dispersed groups, or people who need to fit learning around other priorities. Mobile delivery gives further flexibility, with micro learning providing “just-in-time, and just-enough” learning. Tracking learning and recognising achievements can all be done automatically through online reporting, giving visibility of real time progress. Attributing Open Badges to achievements creates value for the employee.
3. Thinking differently
Organisations which rely on large numbers of non-UK staff should be thinking about their future workforce now. Investing in structured skills development delivers wide-reaching benefits for both organisation and employees and will help them compete in an increasingly difficult job market.