CIPD Voice: Issue 29
The COVID-19 pandemic has caused unprecedented upheaval over the past year. As organisations went into survival mode during lockdown, they have faced difficult decisions and significant challenges. Within learning and development (L&D), the overnight shift to remote working for many organisations resulted in sudden and sweeping changes to how L&D teams support organisational learning. While, many others had to redeploy, upskill or reskill staff quickly, in response to rapid shifts in demand.
Learning and Skills at Work Survey 2021
To help us understand the impact of the pandemic on L&D CIPD conducted a survey of over 1,200 organisations. The survey found that the disruption caused by the COVID-19 pandemic reduced significant metrics of organisational L&D:
- 31% reported that their L&D budget has decreased in the last 12 months
- 32% reported that their L&D headcount has declined
- 31% reported that their use of external suppliers and consultants has fallen.
Yet, while the resulting disruption was widespread, it has not affected organisations equally, those who have been more severely affected experienced greater cutbacks. The hardest hit experienced the biggest cut to L&D resourcing, with organisations who have had to make redundancies more likely to see a decline in budget (48%), use of suppliers (40%) and headcount (56%).
However, the survey also found that while overall learning budgets were reduced, investment in technology to support learning has not: 70% of organisations reported that their use of digital learning solutions has increased over the last 12 months and 36% reported an increase in investment in learning technologies.
How the world of work in 2030 will look very different
Even before the pandemic, organisations were facing an increasingly complex and unpredictable future, driven by wider technological, societal, and economic trends. The world of work in 2030 is going to look considerably different from today. Tasks, roles and entire jobs are set to transform, as technology rapidly changes work and drives up demand for new and higher skills. From a skills perspective, organisations are increasingly recognising that to prepare for the future requires the merging and expansion of two very different skillsets: the uniquely human skills of creativity, problem-solving and resilience, alongside deep technical skills like cybersecurity, data, cloud and artificial intelligence.
In such a rapidly evolving employment landscape, the ability to anticipate and prepare for future skills needs is increasingly critical for organisations. Positively, the evolving world of work and the catalyst of the pandemic have promoted more organisations to become future focused. Compared to the previous year’s data a greater proportion of organisations say they have assessed:
- the impact of automation and how to redeploy employees affected (51%)
- how roles are changing and how to reskill to meet these needs (64%)
Lizzie Crowley, Policy Adviser - Skills
Elizabeth has recently joined the CIPD as a Policy Adviser. Elizabeth is a policy and research professional with over 13 years’ experience in the employment and skills arena, having worked with both the public and private sector to develop high-quality research to inform organisational practice, public policy and shape the public debate.
Prior to joining the CIPD Elizabeth led The Work Foundation's research and policy development on the youth labour market – and has published a number of influential reports on youth unemployment. She has regularly appeared on national and regional TV and radio, including BBC Breakfast, BBC the One Show, the Today Programme and Channel 4 news. Elizabeth graduated in Sociology and has a master's degree in Social Science Research Methods, both from the University of Glasgow.