Employees in the UK are feeling pessimistic about the future because of the vote to leave the EU, a survey by the CIPD, the professional body for HR and people development, reveals … On a more positive note, the evidence that employees feel they now need to upskill as a result of the UK’s vote to leave the EU demonstrates that employees are engaged with their learning and development needs. It’s vital that employers do not allow the uncertainty around Brexit to cause them to cut back on training and development for the benefit of their staff as well as the resilience of their organisation as a whole in the months of uncertainty ahead.
You are required to define the term training and development as well as outline the background of the report.
Task Two (20 Marks)
Outline and explain four ways in which employees in the UK can upskill in order to reduce the impact of the uncertainty posed by UK’s vote to leave EU
Task Three (20 Marks)
Considering employees’ pessimism in the context above, explain three strategies HR managers can utilise to allay the pessimism of employees through training and development?
Task Four (20 Marks)
Following the context, outline and explain three consequences of cutting back on training and development by UK employers?
Task Five (20 Marks)
Providing justification, explain two main areas of employment legislation that need to be considered by HR managers in readiness for the months of uncertainty ahead?
Task Six (10 Marks)
Conclusion and recommendations: Conclusion will be based on a brief summary of main issues explored in the context. Recommendation should focus on suggesting any three ways UK employers can get prepared following the uncertainty that surrounds the UK leaving EU