Once again we hear the familiar cry of industry lamenting the “skill shortage” that seems to be a constant burden for many New Zealand employers. TVNZ Business reported on Monday:

A recruitment specialist says skills shortages in the job market are expected to again come to the fore next year.

Recruitment company Hays has issued a report on its expectations for 2010.

Managing director Jason Walker says as New Zealand emerges from the economic downturn, the challenge for talent will again rear its head.

He says financial and commercial analysts, and technical IT specialists will be in particular demand.

Walker says employers are looking for experienced workers who have a background in the New Zealand marketplace.

He says many employers are sensing a new optimism in the market and are planning for recruitment in 2010.

(http://tvnz.co.nz/business-news/skills-shortages-expected-in-2010-3319505)

Now, more than ever, industry has an opportunity to develop the people they already have in a way that is cost effective, and highly customised. But e-learning also provides an ideal means of addressing specific skill shortages when you do not already have potential candidates on hand

Many skill shortages, both short and long term, are notoriously difficult to address. One of the often cited reasons for this is a lack of interest from potential candidates. This is often not the problem in of itself. Instead it creates a problem for traditional education and training models which require a certain ‘critical mass’ before programmes are sustainable under existing funding mechanisms.

If an industry requires candidates for training and there are a dozen scattered throughout the country, this is not going to be sufficient for any conventional ‘face-to-face’ delivery to be financially viable – a key consideration for ALL education organisations including not-for-profits.

Using an e-learning model for delivery, however, enables those 12 people to be brought together and learn together in a way that is equally effective – even while continuing to gain experience – the other great shortage employers often seek.

Employers who are serious about taking charge of their own future, and proactively addressing the barriers which are preventing profitability and growth without waiting for others to act, should be grabbing e-learning with both hands.

Related posts:

1. E-Learning and small business – lessons from the UK and Europe
2. E-learning for organisation and people development
3. Using e-Learning to build workforce capability: A review of activities
4. Download: Using e-Learning to build workforce capability: A review of activities
5. Linking organisation culture and e-learning