Time constraints is the top challenge and roadblock to employee participation in learning and development (L&D) programmes, according to NTUC LearningHub’s recent Workforce Learning in Workplace Transformation report.
Many employees in Singapore are less willing to participate in training that tends to be outside their working hours, resulting in the low take-up of company-offered training programmes.
Other reasons for not upskilling include being too busy with work (49%), having family or personal commitments (34%), and not having a necessary stand in to cover their work while they were away on course (32%).
This correlates with the perception of 58% of employers who believe their daily operations will be disrupted when their employees attend courses.
To ensure their workforce is equipped with the necessary skills, employers surveyed said the shift needs to be conducted from the top, through more flexible arrangements for employees to work and learn (43%). They also need to cultivate a self-driven learning culture (39%), and introduce more training methods (39%).
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Meanwhile, 32% of employees voiced that more support could be provided to encourage employee participation in training programmes, especially in the form of working arrangements to cover work while one is away on course. This includes paid leave hours or days (61%), more support from supervisors or line managers to temporarily cover work (52%), or offering short refresher courses (43%).
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“Employers and workers want greater flexibility in when, where and how they receive training. Our experience during the pandemic shows that this can be best achieved through a trusted online training platform which delivers quality courses that are relevant in meeting industry needs,” says NTUC deputy secretary-general Chee Hong Tat.
Sean Lim, director of Human Capital at NTUC LearningHub, adds, “A commonly used framework by L&D professionals is the 70-20-10 rule where 70% of learning takes place on the job, 20% through collaborative work, and the remaining 10% through formal learning methods such as sending employees for courses and training. This framework ensures that organisations take a practical and comprehensive approach when it comes to employee development, while also taking pressure off employees as they can learn in a variety of means most natural for them.”
All images: NTUC LearningHub
