Unfortunately, industry appears to have its priorities elsewhere. A recent survey by trade union Unite of UK IT employees found 62% felt they lacked the training to keep their skills up-to-date, while only 15% were satisfied with the training they received.
Even more worryingly, a Computer Weekly survey showed 28% of IT professionals predicted they wouldn’t be working in the industry in five years’ time. With 50% complaining they had received no training at all in the previous five years, it is hard to blame them.
The problem extends across UK industry. A 2010 TUC report found over 10 million UK workers had received no training from their employer, a situation it warned would reduce competitiveness across UK industry and negatively affect the economic recovery.
For IT, the situation is particularly worrying. An imminent skills shortage is lurking that will affect all organisations with a significant IT infrastructure. A recent e-skills UK report says that 110,000 new entrants to the IT sector are needed in 2011. However, this was accompanied by a warning that without urgent changes to the way we develop our professionals, the falling number of IT graduates will starve the industry of talent. With the production line in danger of grinding to a halt, it is imperative that organisations invest in their existing staff.
This is especially vital because IT systems are increasingly delivering improvements in productivity and performance. For innovative IT managers, new technologies such as virtualisation and cloud computing are at the forefront of their plans, but these require skills that existing IT staff may not possess. As the pool of talented new recruits diminishes, business should be unlocking the potential within their existing team.
In our experience at Dell, successful organisations appreciate that relevant IT education programmes help their business make the most of their resources – both technology and people. In the long term, this may even help replenish the well of talent, as clearer paths – from entry-level positions to senior management – get young people and potential career-switchers thinking about IT.
It is not just in IT that this approach can pay dividends. During the recession, many businesses have found enormous benefit from re-skilling employees to bridge skills gaps created by downsizing.
Now that markets are starting to pick up, it is important organisations don’t turn their back on staff development. Firstly, because the supply line of new talent to fill these gaps may not be there. And secondly, because investing in staff boosts productivity and morale. Companies with happy staff who have business experience and the latest technical know-how will lead the way as the good times return.
Martin Hill is sales director EMEA, Dell Education Services
