Shaun looks at the importance of training plans in any business, regardless of its size; how that training is planned; and how a business can promote the training it offers to its workforce in order to maximise engagement.
SINCE the reopening of the FITA training centre back in May 2021 following a four-month closure owing to the national lockdown, the demand for course places and use of the training centre has been staggering with hardly a free day to spare ever since.
With the help of FITA’s highly skilled training consultants, supportive manufacturer sponsors and its dedicated council (made up of CFA and NICF members) we’ve seen more delegates on courses than ever before, more bespoke training days taking place and the introduction of three full apprenticeship cohorts.
I think this shows the industry as a whole sees clear value in ongoing training of current fitters, as well as providing training for new talent entering the industry, but as we’re all aware there is still a mountain to climb to increase the number fitters entering the industry and thereby closing the skills gap and also the labour shortage.
In my December article I spoke about creating demand for localised delivery and how the industry approaches training providers, something the CFA is currently working on with members and the wider floorlaying sector. We believe that focusing on this is the best way to increase localised delivery that responds to demand and opens the door to more providers, who can offer floorlaying training and apprenticeships.
Training itself should be just as much about future proofing your business as it is about training in the here and now to meet current demand. I have engaged with and advised more floorlaying contractors in the last year who are looking to create training schedules set out over a long period of time for new and current fitters, than in any previous year.
In practice the idea is simple, identify what talent you have and their capacity in set flooring types, and cross-reference this against planned and future markets. This exercise helps to identify both the current need for training, as well as the potential future needs of the business and sets a definitive schedule. If this identifies that an increase in fitters may be required, how is that factored in?
A training matrix, along with a training schedule, is fundamental to future proofing skills and labour. A training matrix shows you what skills and labour you have, which fitters can be developed and where potential recruitment may be required (both employed and sub-contracted) whilst a clear training schedule outlines plainly to all involved when new recruitment of skills and labour needs to be planned to ensure it is in place at the correct time.
Both of these in turn help in identifying times and types of training required for current fitters and scope for expansion, so when decisions like employing apprentices are required, it is a proactive choice, which ensures that they peak in their learning at the exact time you need their skills the most, not a reactive one.
This type of advice and support on all things training is just one of the benefits CFA contractor members have access to through their membership.
The Contract Flooring Industry Training Guide also has a wealth of information regarding training opportunities, recruitment tools, funding, and industry assistance. So, if you want to talk to me about creating a training plan for your own business and the support CFA can offer, feel free to contact me directly.
0115 9411126
shaun@cfa.org.uk
