Skills shortage grows

More than eight out of 10 companies (83%) that responded to a Food Manufacture online poll last month claimed that progress in their companies was being hampered by insufficient training.

The results came as little surprise to training providers and more progressive HR managers, who said that many employers in the sector still failed to recognise that investment in training could deliver benefits, such as improved motivation, reduced absenteeism and better productivity. There was also frustration about the lack of external cash available to fund it.

But lack of money was not the primary reason that companies did not train their staff, claimed Dr Tony Mutukumira, food and drink development officer at Pershore College, Worcestershire. Grants were often available to fund NVQs, he said: "But that doesn't mean that companies are falling over themselves to find out if it's there, never mind take advantage if it.

Too many food manufacturers did not take a long-term approach to tackle skills shortages, added Mutukumira. "It's really a lack of vision, failing to take a strategic view about the requirements of your business going forward and the skills you need in order to fulfil your commercial goals long term. Many skilled people are approaching retirement age and they must be replaced. This problem isn't going to go away."

A three-year government programme paid for by the European Social Fund was now making cash available for companies with up to 250 staff to work with local colleges such as Pershore to provide training for staff up to NVQ level three in the West Midlands area, he added. "Dawn Foods has been very receptive," said Mutukumira. "They did a training needs analysis in-house and identified 10 people that needed training. We will be working with them for the next three years."

Dawn Foods' HR manager Dawn Dryburgh said: "NVQ level three training is still very practical and work oriented. Assessors come to the site, so people are away from the factory for the minimum amount of time. We're putting charge hands, line leaders and supervisory staff through the course to help them realise their potential and help us fill senior roles internally. The next step is exploring a graduate training scheme. This is critical for our business, as some roles are very difficult to fill, particularly in the new product development area."

To take part in Food Manufacture's​ latest poll go to http://www.foodmanufacture.co.uk​.