Who is Responsible for Professional Training?

Are you an employer or an employee with views on workplace training? We’d love to hear from you and invite your comments below………..

Mission critical to the savvy job candidate is the ability to match their skills to those of the desired position. The success of this match is the lynchpin of the recruitment industry. But who is responsible for ensuring that the candidate is skilled up for the job? And does this change once the candidate is placed within an organisation?

This debate goes to the heart of the concept of skills development in the workplace. In a mobile labour market the burden is shifting onto candidates and recruitment agencies acting in loco parentis to ensure that candidates are able to provide the competencies and skills that employers need.

For many candidates this means taking a long and honest look at their current skill set and the gaps that may have developed over time. This is especially relevant for a candidate who is re-entering the job search after a work break but can also be true for a school leaver, graduate or academic who may need to demonstrate to employers that they have a functional skill set that can be applied in the workplace.

Once the candidate is placed within an organisation however, things become unclear. Increasingly personal development plans and corporate culture put the onus on the individual to proactively pursue relevant training opportunities and identify areas that they consider to be training needs.

Training needs can be identified by management at all levels but often training will be initiated by the employee in response to a need or lack, either real or perceived, in their skills. From the perspective of the employee – investment in training and development is consistently ranked as a characteristic of top companies and is a benefit that employees seek when applying for jobs.

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The concept of lifelong learning moves the idea of training out of the classroom and into life beyond formal education and is the core of the so called “Knowledge Economy”. Given that the needs of the workplace are in constant motion the need to keep abreast of new skills is critical. In fact, the Skills Investment Strategy for 2010-11 issued by the UK Government Department for Business, Innovation & Skills was designed to encourage more employers and individuals to invest in skills.

Organisational theory examining the overall success of organisations has increasingly focussed on the centrality of learning and the notion a learning organisation which is constantly looking to learn, adapt to the changes.  The benefits of training are ploughed back into the organisation at the individual level. An organisation comprised of suitably qualified personnel is best placed to succeed.


Categories: Articles for Employers, Articles for Job Seekers, Education and Training, Employee Training


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5 Comments on “Who is Responsible for Professional Training?”

  1. May 30, 2013 at 2:59 am #

    Dear Adam,

    I had a short visit to your blog and you seem to have written alot of great articles, well done!

    I am writing for your permission to include this article in our Guild of HR e-Mag.

    Let me know if you’re keen for us to take this forward.

    Thank you and All the Best to you and your team!

    Shima Rahman
    Editor, Guild of HR e-Mag
    Kuala Lumpur, Malaysia

    • May 30, 2013 at 4:38 pm #

      Hi Shima-

      Thank you for reaching out and that is quite alright. Please feel free to use this article.


  2. May 31, 2013 at 5:49 am #

    Dear Adam,

    Thank you for the permission. I will also include your photo & profile from the ‘Meet the CEO’ section. Let me know if you’re okay with this.


  3. July 5, 2013 at 2:07 am #

    Dear Adam, kindly view the e-Mag at http://www.hr-republic.org/guildofhr/emag/june2013/#/page/1

    Thanks again and hope you like your page 🙂


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