CIPD sign 'skills pledge' but say success depends on sufficient employer support from Government

June 2007

Today marks the launch of the Government's 'skills pledge'. Ministers have joined forces with organisations, including the Chartered Institute of Personnel and Development (CIPD), who are willing to back a voluntary commitment to support their staff upgrade their skills.

Martyn Sloman, CIPD Learning, Training and Development Adviser, says: "Making sure employees have the skills required to do their job effectively makes good business sense. And at a time of low unemployment and continuous recruitment difficulties the issue of basic skills is more important than ever for employers. Failure to tackle basic skills deficits will harm employers, employees and the economy as a whole."

While it makes business sense to invest in training and learning CIPD research suggests there remains a lot of work to be done to convince some employers. The CIPD urge the Government to continue working with employers to ensure the support available to help meet these proposals gives employers sufficient flexibility to meet their individual needs.

The latest quarterly CIPD/KPMG Labour Market Outlook survey finds that two thirds of UK employers believe that the Government is right to prioritise basic skills training. However, only a small majority say they are likely to make the skills 'pledge' - a promise to help every eligible employee to gain basic skills and a level 2 qualification - leaving a significant challenge ahead in convincing all employers that making the skills pledge will have real benefits in the workplace.

Employers are reporting particular concern about the quality of training given by the Government's skills agencies and show disappointing awareness of, and concerns about Train to Gain, the Government's flagship skills initiative.

Key findings the latest quarterly CIPD/KPMG Labour Market Outlook survey:

Two thirds of employers surveyed agree that raising the proportion of UK adults with at least level 2 equivalent skills qualifications should be a priority for government policy. More than half (54%) of those surveyed say that they are either very likely (27%) or fairly likely (27%) to make the level 2 'skills pledge' as recommended in the Leitch review of skills.

14% of employers seem indifferent or uncertain about the skills pledge, while a further 12% say that the pledge is not applicable to them. Fifteen per cent of employers say that they are either fairly unlikely (9%) or very unlikely (6%) to make the pledge.

Almost half (46%) of employers unlikely to make the pledge are concerned about the cost or resources involved. 1 in 3 are not convinced of the business case. Twenty two per cent cite lack of commitment from senior management and 13% lack of employee motivation.

Only a minority (15%) of employers surveyed have had direct experience of Train to Gain. A third of employers with an experience of Train to Gain are satisfied that Train to Gain meets their business needs, compared with 23% who say that it doesn't.

Yet, when the benefits of Train to ain are explained to employers, the number of employers that express an interest in taking advantage of Train to Gain almost doubles to 29%.

Government agency officials are given a relatively low rating as effective 'skills champions', cited as such by only 23% of respondents, trailing behind trade union learning representatives (32%) and, in particular, internal champions (i.e. those other than trade union representatives encouraging training activities within organisations, 79%).

Fifty-eight per cent of employers surveyed say that help with funding of training would increase their level of contact with public training agencies. But employers also want agencies to be more responsive to their needs (mentioned by 51%) and to operate with less bureaucracy (50%).

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