An increasing number of Canadian workers are worried that they have been given only enough fish to satisfy their needs today instead of being taught how to fish and sustain themselves over their career lifetime.

In this case, the fish are job skills.

According to a new international workplace survey, more than three-quarters of respondents are concerned that the present skills they have will be outdated by 2014 and will fail to meet evolving industry standards and their future career needs.

The survey shines a spotlight on professional development, an area of that is often talked about in the workplace but, judging by the results, little action is taken. Among the findings:

• 43 per cent of workers between the ages of 48-65 say their level of training is insufficient to advance their career.
• 82 per cent of workers between the ages of 30-47 say that their skills must be upgraded within the next five years to keep up with changing demands.
• 77 per cent of younger workers between the ages of 18-29 believe that training is a joint responsibility between the employee and their employer.

Given the current global economic and employment environments, many people are taking stock of their skills. They want to ensure their continued value in the workplace and be confident in their level of employability should they suddenly need to find another job.

Employees are also growing more aware of the fact that, given the squeeze being put on good jobs and the speed at which technology changes, training is vital to stay in step with developments in their field and prepare for anticipated changes ahead.

Training is no longer considered a job perk but is essential for retaining top performers and for companies to remain competitive.

For employers, training is a low-risk prospect because it assures employees have the right skills to carry out their job requirements and can become self-reliant in handling additional responsibilities, while lessening the risk of skill shortages.

Yet, some argue that they don't want to invest in educating staff beyond the skills they need to function in their jobs as it will only benefit the worker's next employer. This is short-sighted thinking. Training can produce returns ranging from 30 to 7,000 per cent and offers the employer several key advantages:

Avoid going stagnant: While the company stays innovative with the latest skills, it also maintains motivated employees (it has been reported that trained workers are up to 230 per cent more productive than their non-trained counterparts).

Stay on the leading edge: Boosting employees' intelligence about the latest technology and work practices will keep the company sharp and keep you ahead of the competition.

Enhance retention rate: People who have been encouraged to grow are more likely to remain loyal, and by maintaining their talent the company also reaps cost savings.

Put a shine on employer brand: When word gets out that you support training and ongoing development, you'll be able to recruit top talent eager to work for your company.

Develop the next generation of managers: Teaching employees management skills (decision-making, leadership, planning, negotiation, presentation and communication) grooms them to accept greater responsibility and more senior roles down the road.

Attract new customers: A company that has cutting-edge programs and staff that are happy, better focused and more productive is likely to bring in new business.

Save money: Workplace learning leads to better time management, less wastefulness and fewer on-the-job mistakes while at the same time, drastically cuts down recruiting costs.

Training and development, whether on-the-job learning, specialized training or formal education, should not be the solely up to employees nor the exclusive obligation of employers. Instead, it should be a joint responsibility that is discussed on an ongoing basis -- after all, teaching an employee to fish for a lifetime feeds the needs of both parties.

-- With reporting by Barbara Chabai

John McFerran, PhD, CMC, F. CHRP, is founder and president of People First HR Services Ltd. For more information, visit www.peoplefirsthr.com.

RESEARCH:
http://pr-canada.net/index.php?option=com_content&task=view&id=95131&Itemid=61
http://www.skillnz.org.nz/employers/benefits.html
http://human-resources-management.suite101.com/article.cfm/training_of_employees_boosts_business