Quote:
Originally Posted by Hugh
The problem is that employers want the benefit of the skills, but don't want to contribute to paying for the courses (mostly).
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My own is happy to pay for courses and training I do outside of work so long as they are at least vaguely relevant to my position.
A major issue is how the employer can ensure they get a return on their investment, would they be able to ensure a condition of the sponsorship is a set period of service with the company with a percentage of the costs falling to the employee should they leave before this or be fired for some reason?
---------- Post added at 23:41 ---------- Previous post was at 23:36 ----------
Quote:
Originally Posted by gazfan
true - but 'back in the day' the training levy scheme did seem to work - a standard levy on all companies above a certain workforce complement - retrievable by providing accredited training ..
I'm not sure where it all dissolved into the YTS schemes, etc, but the old 'City & Guilds' system, HNC, etc which included 'day release' used to work - why did the funding change to cause these successful schemes to founder?
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That actually sounds great gazfan, I think this is kinda what the coalition's plans towards vocational training are trying to accomplish though I'd need to check that.
Education seems to have become a bit of a one size fits all with as many as possible funnelled to University and those who don't go sent to the tills and shelf filling in the supermarket.