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Training employees to work more efficiently in the right areas, and providing opportunities to enhance key skills, is proven to increase productivity and in turn positively impact the company bottom line.

Research has shown that nearly half (46%) of businesses who provided training linked to their business plans benefited from improved profitability, and over three quarters (76%) enhanced productivity 1.

In addition, businesses offering basic skills training have highlighted a number of benefits including increased employee confidence (80%), better workforce communication (70%) and increased motivation to take on jobs (59%) 2.

Accountancy Plus Training (A+) can now access funding to help employees refresh their maths and English skills. We can also offer ultimate flexibility. Learning can be delivered in the workplace, at A+ or distance via email and on line materials or a combination of these to suit the individual’s needs. All learners will receive personal and tailored 1:1 support from a specialised tutor. The learning links to a National Certificate at level 1 or 2 (equivalent to a GCSE pass) and tests are taken on demand whenever the learner is ready.

So, if you want to boost your both your confidence and your profitability by brushing up your maths or English skills, please contact Leanne on 01752 256610 or email her at leanne@aplustraining.co.uk for more information.

• Warwick Institute for Employment Research
• learndirect Business Skills for Life employer research, 2007

Case studies:

Armed Forces
The increasing complexity of the defence business requires a wide spectrum of skills and competencies to deliver operational effect. Therefore, there is a real need for the Armed Forces to up-skill personnel, which requires investment in training and education. That investment pays dividends in maintaining the Armed Forces’ capabilities and reputation around the world.

Soldiers, sailors and airmen are expected to manage and coordinate complex tasks and equipment, often in hostile environments, so it’s critical that they have the basic skills needed to understand verbal or written instructions, undertake simple calculations and record information.

The Armed Forces assess the literacy and numeracy standards of all recruits and provide systematic support to those needing it, before they begin their training. This means that personnel are better prepared for the demands of their other training, are able to work with lower levels of supervision, will use their initiative and are much more confident in their abilities.

All training provided is accredited to nationally recognised vocational qualifications, which gives assurance that their training is high quality. It also aids recruitment and retention because personnel know that they will have transferable skills for civilian life.

As a measure of success, 5,500 Apprenticeships, nearly 2,500 Advanced Apprenticeships and over 7,500 standalone NVQ

For many young people, working at McDonald’s is their first job. The company hires people for their qualities, rather than the qualifications that they hold, and has a recruitment policy known as ‘Hire the Smile’. It employs a diverse range of people, from university graduates to those who left school without qualifications, and offers training opportunities to all those wishing or needing to brush up on basic skills, in order to improve self-confidence or communication skills.

In September 2006, McDonald’s launched a new employee training programme, ‘Skills for Life’, in conjunction with the Learning and Skills Council. The courses are delivered online, at www.ourlounge.co.uk , in order to give employees with varying shifts the flexibility to complete them in their own time. Participation rates have been impressive since launch, with 1,480 staff currently studying for over 1,800 Maths and English qualifications. McDonald’s estimates that over 1,000 employees will gain basic skills qualifications in the first year of the ‘Skills for Life’ programme.

Also, following deregulation of the optical industry in the late 1980s, there was a real need to up-skill staff, as all workers, not just opticians, were permitted to dispense glasses and quality control became difficult to manage

In 2005 it became the first company of its kind to deliver a Level 2 NVQ qualification in optical retailing through its in-house training and the industry has since adopted a Level 2 NVQ based on Dolland & Aitchison’s programme.

Dolland & Aitchison also identified literacy and numeracy as key issues affecting the productivity of its staff. Consequently, these core skills are now assessed as part of the overall NVQ training programme for existing employees, while new staff are assessed at interview stage, so that training needs can be identified at the outset.