Irish Training Professionals need new skills to help future proof Irish businesses, according to new report

With the Irish economy rocked by an average of 130 job losses per day in 2008, two thirds of those involved in training and development roles in Irish business cited their need to acquire increased Management, Leadership Development and Strategic Business skills, to help their businesses and organisations meet the specific national and global challenges, which currently exist.

This and other findings were outlined in an extensive new report launched today entitled “An analysis of current & future skills, education & qualifications of the HRD & Training Profession in Ireland”. Commissioned by the Irish Institute of Training and Development (IITD), the professional body representing Human Resource Development (HRD) and Training professionals in Ireland, with support from FAS, it is the first report of its kind to be undertaken on behalf of members of the Irish training and development profession itself.

Speaking at the Launch, Minister for Labour Affairs, Billy Kelliher, T.D. said "If we are to succeed in getting our economy back on track then the safeguarding of Ireland's competitiveness and future prosperity requires that we maintain competitive advantage over our competitors in a number of vital areas. The skills and competencies level of our labour force is one such area and the HRD and Training profession has a vital role to play in this process.

We must continue to produce highly educated and skilled individuals. We must ensure that the country has a labour force with the ability to not only meet the needs of enterprises but, more importantly, to allow Ireland to quickly respond to emerging opportunities that will present themselves in the future" the Minister added.

Other key findings of the report include :

• HRD & Training professionals need, more than ever, to be fully aware of the business context within which their company or client operates.

• Current economic and market challenges result in a need for professionals to meet the new challenges which necessitate a move away from traditional training to facilitation and the balance of both organisational and individual requirements.

• As part of a rigorous accreditation process, there is a need for a comprehensive training or education programme for entrants to the profession.

• A wide array of entry paths to the sector exists. Only one fifth of those surveyed came from a specialised HRD or Training Background.

• Two thirds of respondents had addressed their own individual developmental needs, by attaining an educational qualification within the last five years. However, there is little standardisation in these qualifications, either in discipline or level of qualification achieved.

“This report is a welcome and timely addition to numerous Irish and European reports highlighting the economic and social importance of HRD & Training, particularly in these changing and challenging times. It will help the profession - the ‘gatekeepers’ of the skillsets and skill levels of Irish workers - by delivering clarity in relation to career development, provide a structure for the development of practitioners’ skills, education and qualifications, and most importantly, help future proof the capacity of the HRD & Training profession to deliver on the needs of Irish business in the uncertain years ahead” said Sinead Heneghan, Director, IITD.

To address what it termed “the current needs identified and strengthen the HRD & Training Profession in Ireland” the report makes the following recommendations :

• Occupational Roles should be adopted throughout the HRD & Training sector, with Occupational Standards developed for each role.

In response to this recommendation, the IITD has established a working group to identify five key roles across the profession (Administrator/Co-ordinator, Instructor/Demonstrator, Learning Specialist, Business Partner and HRD Strategist). The work to classify the key foundation and technical competencies associated with each role is expected to be completed in March 2009.

• Minimum Qualification Requirements for each role should be specified.

The IITD states it is “fully committed to quality at the point of entry”, acknowledging the trend towards multiple routes to qualification which includes the ‘skills agenda’, frameworks for individual pathways, experienced practitioner entry, recognition of previous learning and routes from parallel or subsidiary occupations. The Institute is therefore considering an academic route combined with a practicing requirement, preferring a process for development of its criteria for membership “based on rigour, but not rigidity”.

• Continuous Professional Development (CPD) should be implemented in the profession. The report outlines a benchmark level of CPD along with recommendations on delivery.

IITD will develop a CPD framework to ensure a consistent approach to the provision of CPD opportunities for its members and the wider profession. This framework will include a definition of CPD as it relates to the industry, as well as a proposed CPD cycle and incorporate a range of different and innovative ways of providing CPD.

“The IITD is committed both to ensuring that opportunities for professional development are created and the HRD & Training Profession is best placed to succeed in these changing and challenging times. This report will support us in the development of policy on competencies, relevant qualification levels, grades of membership and on-going CPD requirements” continued Ms. Heneghan.

ENDS

Complied by the Department of Enterprise, Trade & Employment over the first seven months of 2008.