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The challenges for sustainable skills development in the UK automotive supply sector Policy and implementation

机译：英国汽车供应部门可持续技能开发的挑战政策和实施

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Purpose - The purpose of this paper is to develop a model for sustainable learning that can be used to target training resources more effectively. The focus is the automotive supplier chain where skills development is an urgent problem. Design/methodology/approach - A number of different surveys have been combined to draw out government, employer and staff approaches to training. From these a model was developed and its elements tested on a further group of small to medium-sized companies (SMEs). Findings - From the initial surveys the outcomes of training across this segment of the industry were mostly unknown, unmeasured and often unpredictable. This result was in keeping with wider research which has indicated that even in large enterprises some 60 per cent of training budgets lack quantifiable targets to achieve. Amongst the smaller SMEs the skills needs were different to those of the larger enterprises. Practical implications - A model has been presented that can support sustainable learning. More specific criteria could be used to target training resources selectively. If an enterprise is ready, motivated and receptive; if training is only given to selected suitable staff whose achievement is subsequently recognised; if the training is relevant and focused; then the sustained learning will lead to measureable outcomes that relate to the enterprise's goals. Originality/value - The model provides a framework of criteria to target training more effectively. This is potentially a new way to focus skills development. The companies most likely to meet these criteria will be the competitive and innovative companies. The results can be adapted and applied also to most European SMEs.
机译：目的-本文的目的是开发一种可持续学习的模型，该模型可用于更有效地定位培训资源。重点是汽车供应商链，其中技能开发是一个迫在眉睫的问题。设计/方法/方法-结合了许多不同的调查，以得出政府，雇主和员工的培训方法。通过这些模型，开发了一个模型，并在另一组中小型公司（SME）上测试了其元素。调查结果-从最初的调查中，整个行业细分领域的培训结果大多是未知的，无法衡量的且往往是不可预测的。这一结果与更广泛的研究保持一致，该研究表明，即使在大型企业中，约60％的培训预算也缺乏可量化的目标。在较小的中小企业中，技能需求与较大的企业不同。实际意义-已经提出了可以支持可持续学习的模型。可以使用更具体的标准来有选择地针对培训资源。如果企业准备好了，有动力并且容易接受；如果只对选定的合适人员进行了培训，其成就随后得到认可；培训是否相关且有针对性；那么持续的学习将导致与企业目标相关的可衡量的结果。原创性/价值-该模型提供了更有效地针对培训的标准框架。这可能是关注技能发展的新方法。最有可能满足这些标准的公司将是具有竞争力的创新型公司。结果可以进行调整，也可以应用于大多数欧洲中小型企业。

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