New Research

Are Employees Getting the Skills and Development They Need?

London (UK), March 2021 - A revealing survey undertaken to find out how organisations approach learning and development in the workplace found that only 35% of them have a dedicated in-house Training Manager (or someone with a similar title). In February, the workforce training course comparison site CoursesOnline conducted an anonymous survey of organisations of all sizes from a wide variety of industries that pointed out potential shortcomings in employee development.

Key findings were

  • Sixty-five percent of organisations do not have a dedicated person responsible for guiding their employees' learning and development, preferring someone else to oversee this task.
  • Seven percent of organisations do not have anybody at all who is responsible for learning and development, preferring that individuals seek out their own training courses.
  • Eighty-one percent of organisations do not spend time comparing training courses when sourcing them externally.
  • Almost half (48%) of organisations do not have an internal portal in place to manage their employees' learning and development.


Who is in charge of learning and development within your organisation?

Thirty-five percent of respondents said that they have an internal training manager who ensures that employees develop the skills they need to help them progress in their career. Twenty-three percent of respondents said that the company's Owner or Director had this responsibility, and 17% said that a HR Manager or HR team incorporated learning and development within their duties. Meanwhile, 16% of organisations said that senior management ran workforce learning and development, and 7% of organisations preferred to leave it down to each individual.


When conducting your search for specific training or courses do you spend time comparing the options available?

Less than a quarter of the organisations surveyed answered yes, with just 19% saying that they spend time comparing what's on offer. Eighty-one percent of respondents said they did not do any comparison whatsoever.

Some companies may not know where to start when it comes to comparing courses or may think that they're already getting the best value. It's always worth checking, though, as comparing courses to find out whether you're still getting the same value today as you were in the past is a quick and simple process. Failure to do so could put companies at risk of missing out on better options, which could result in their employees not getting the training that is right for them.


Do you use some sort of portal internally to manage learning and development in your organisation?

Fifty-two percent of respondents said that they have one in place. However, almost half (48%) of the organisations surveyed don't use any kind of internal learning portal at all.

Internal portals can work as a useful learning hub, creating a streamlined process through which employees can easily acquire a variety of vital new skills.

Companies might think that the benefits of portals may not be that great, but not having one set up can make it harder to develop an all-encompassing and cohesive L&D strategy. Using this technology can help employees understand how they can move careers forward, allowing them to provide greater value to the company as a whole.


How can organisations decide upon the approach to learning and development that is right for them?

One approach may not be suitable for everyone, and it is up to each organisation to determine how they choose to help their employees learn and evolve. But if you want to identify which strategies could help your organisation, then take a look at the following tips from CoursesOnline's General Manager Sarah-Jane McQueen:

  • Speak to employees - "Find out how your staff feel about your company's approach to learning and development. Are they happy with how things are? Do they know what's available to them? Checking in with your workforce and asking them which approach they feel would benefit them the most is always a good idea."
  • Factor L&D into your company goals - "Helping your employees find new ways to develop their skills can allow your company to reach new heights. Factoring this process into your wider growth targets will incentivise you to invest in learning and development whilst also creating a rewarding working environment for your staff."
  • See what's out there - "Take time to review the courses and training you're currently using. Are you getting the best value? Do your courses provide a basic overview or an in-depth learning experience? Without comparing the options that are out there, there's no way of knowing the answers to these questions. Search online and find out if you could move your company's L&D up to the next level."