Training your employees

1. Overview

This guide outlines the points you should consider when deciding how best to develop and train your employees. It includes information about the benefits to your business of investing in skills and also covers:

• why training and development matters
• different channels of training 
• how to identify training needs
• the importance of training and development

2. Why train your people?

Investing in learning and development isn’t just about building skills, it’s about creating the culture and environment where people and organisations can thrive. When employees see opportunities to grow, they feel valued, motivated, and more engaged with their work.

Today’s workplaces need more than just current skills; they need to be ready for the future. Training and development help identify capability gaps, strengthen talent pipelines, and prepare teams for the challenges ahead.

The most effective learning goes beyond one-off courses. It blends face-to-face sessions, digital learning, social collaboration, and coaching supported by insights from behavioural and motivational science. This mix not only improves knowledge retention but also helps people apply what they’ve learned in real work situations.

For employers, the impact is clear: stronger performance, greater innovation, improved retention, and a workforce that’s ready to adapt. Training and development isn’t a “nice to have” it’s a key driver of business success.

3. Identify Training Needs (Training Needs Analysis)

Employers have several structured ways to identify staff training needs, many of which align with good HR practice but also tie into Scottish Government and Skills Development Scotland (SDS) frameworks. Here are some approaches that can be considered/adopted:

1. Internal Assessment Methods

• Performance Appraisals / Reviews: Regular one-to-one reviews highlight gaps between current performance and required standards.
• Skills Gap Analysis: Compares employees’ existing skills with those needed for present and future roles.
• Observation & Feedback: Managers, supervisors, or peers can spot areas where further training is required.
• Employee Self-Assessment: Staff can highlight where they feel less confident or where they want professional development.
• Key Performance Indicators (KPIs): Falling short of agreed targets may suggest training is needed.

2. Organisational-Level Approaches

• Workforce Development Planning: Part of strategic HR/Business planning aligning future business needs with staff skills.
• Succession Planning: Identifying skills staff need to progress into higher roles.
• Learning Needs Surveys: Collecting data from employees across departments to find common training priorities.
• Benchmarking Against Industry Standards: Checking compliance with national frameworks such as SQA qualifications or industry accreditation requirements.

3. External Supports in Scotland

• Skills Development Scotland (SDS):
• Offers skills assessments and workforce development advice for employers.
• Provides access to Regional Skills Assessments (RSAs) and Sectoral Skills Investment Plans (SIPs), which show where industries face skills shortages.
• Sector Skills Councils (SSCs): Industry-specific bodies that help employers identify sector training needs.
• Business Gateway Scotland: Offers advice to SMEs, including support on workforce development.
• Scottish Funding Council (SFC): Works with colleges/universities to help employers identify training opportunities tied to skills gaps.

4. Compliance & Legal Requirements

• Health & Safety Training Needs: Employers must identify and deliver legally required training (e.g., first aid, manual handling).
• Professional CPD: Certain sectors (law, healthcare, teaching, engineering) mandate CPD to maintain professional registration.

5. Collaborative Approaches

• Employee Consultation & Union Input: Trade unions and staff groups often highlight training needs.
• Partnerships with Colleges/Universities: Employers can work with local providers to conduct skills audits and design training solutions.
• Government-Funded Programmes: helps employers (particularly those paying the Apprenticeship Levy) access training to meet identified needs.

In summary employers in Scotland can identify training needs through internal assessment (appraisals, skills analysis, KPIs), strategic workforce planning, and by drawing on external support (SDS, SFC, SSCs, Business Gateway), while also considering compliance requirements and staff/union input.

4. Channels of training

In Scotland, organisations and individuals have access to a wide range of training and development channels for staff. These include government-backed initiatives, further/higher education, industry bodies, and private providers. Here’s a structured breakdown:

1. Government-Supported Channels

• Skills Development Scotland (SDS)
• Scotland’s national skills agency.
• Provides Modern Apprenticeships, Graduate Apprenticeships, and Foundation Apprenticeships.
• Delivers funding and advice for workforce development.
• Runs Individual Training Accounts (ITA) to help people fund specific training courses.
• Scottish Funding Council (SFC)
• Supports training through colleges, universities, and workforce upskilling programmes.
• Fair Work and Workforce Development Initiatives
• Scottish Government runs schemes to promote fair work practices and continuous learning.

2. Apprenticeship & Vocational Training

• Apprenticeships (Modern, Foundation, Graduate) tailored to industries such as construction, engineering, healthcare, IT, and business.
• Vocational training providers accredited by organisations like SQA (Scottish Qualifications Authority).

3. Colleges & Universities

• Further Education Colleges (e.g., UHI Perth, D&A College, City of Glasgow College, Edinburgh College) offering short courses, professional development, vocational qualifications, and part-time study.
• Universities offering CPD (Continuing Professional Development) programmes, postgraduate certificates/diplomas, and executive education.

4. Industry & Professional Bodies

• Sector-specific training delivered by bodies such as:
• Chartered Institute of Personnel and Development (CIPD) offer HR and people management.
• Royal College of Nursing (RCN) offer healthcare training.
• Scottish Construction Industry Training Board (CITB Scotland) offer training in construction skills.
• Law Society of Scotland provides legal CPD.

5. Private Training Providers

• Independent training companies providing:
• Leadership & management training.
• IT/digital skills (e.g., coding bootcamps).
• Health & safety qualifications (e.g., IOSH, NEBOSH).
• Bespoke workplace training tailored to employers.

6. Online & Digital Learning

• eLearning platforms: FutureLearn, Open University, LinkedIn Learning, Coursera, are some that are available.
• Many Scottish colleges/universities deliver online CPD and flexible learning options.

7. In-House & On-the-Job Training

• Employer-led programmes, including:
• Shadowing and mentoring.
• Coaching.
• Structured workplace learning.
• Tailored internal workshops and seminars.

8. Funded & Partnership Programmes

• Regional Skills Investment Plans (RSIPs) offer sector-based workforce training strategies.
• Employability Fund offers training for unemployed individuals to help them transition into work.
• National Transition Training Fund (NTTF) offers supports retraining in growth sectors (e.g., green jobs, digital).

In summary, staff training and development in Scotland can be accessed through government backed initiatives (SDS, SFC), colleges & universities, apprenticeships, professional bodies, private providers, digital platforms, and employer-led in-house schemes.

5. The Importance of training and development

Training and development of staff is important everywhere, but in Scotland there are some specific reasons and contexts that make it especially valuable for employers and employees:

1. Economic & Business Competitiveness

• Scotland has a strong focus on innovation-driven industries (renewable energy, life sciences, digital/tech, financial services).
• Well-trained staff ensure businesses remain competitive, efficient, and productive.
• Helps SMEs (which make up the majority of Scottish businesses) to adapt quickly to new market demands.

2. Skills Gaps & Labour Market Needs

• Skills Development Scotland (SDS) highlights ongoing skills shortages in areas like digital technology, engineering, health & social care, and green jobs.
• Training and development allow employers to upskill and reskill staff to meet these shortages instead of relying only on recruitment.

3. Employee Retention & Engagement

• Staff who are supported with training are more motivated, engaged, and loyal.
• Reduces turnover, which is particularly valuable in Scotland’s tight labour markets, especially in rural and remote areas where recruitment is harder.

4. Legal & Regulatory Compliance

• Certain sectors in Scotland (e.g., healthcare, oil & gas, construction) require mandatory training for safety and compliance.
• Continuous Professional Development (CPD) is compulsory for many professions regulated in Scotland (e.g., teachers, lawyers, nurses).

5. Supporting Inclusive Growth & Fair Work

• The Scottish Government’s Fair Work Framework encourages employers to invest in workforce development as part of creating fair, rewarding, and sustainable jobs.
• Training supports social mobility, giving employees from all backgrounds chances to progress.

6. Adaptation to Change

• Scotland’s economy is undergoing major transitions:
• Net Zero commitments means there is a need for “green skills”.
• Digital transformation means there is a demand for digital literacy across sectors.
• Post-Brexit and demographic changes means that workforce development helps businesses adapt.

7. Benefits for Employees

• Improves career progression and earning potential.
• Builds confidence and transferable skills.

6. In summary

Training and development of staff in Scotland is crucial for closing skills gaps, supporting business competitiveness, meeting legal obligations, retaining talent, driving inclusive growth, and preparing for economic transitions (digital, green, demographic).

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