E-learning


and presented the opportunity for flexible, accessible, and cost-effective training solutions for individuals and employers. Supported by the CQC, Skills for Care


introduced three fully funded packages of learning delivered by endorsed providers. These courses aimed to support individuals with their training. The new digital methods of learning paved the way for a world of accessible opportunities that allowed for a greater degree of flexibility for the employee, fitting in better around their shift patterns, and/or work-life balance. Digital training is also substantially


more cost-effective to a business compared to traditional training methods. The benefits of e-learning stretch far beyond the flexibility and costs, they also have a massive impact on retention rates, increasing them between 25-65 per cent.5 Over the past year, most industries


have become reliant on digital technologies to remain operational, and as the digital era is set to continue as the UK adjusts to a new normal, the social care sector should follow suit. Looking ahead, the task for national bodies and training providers is to take the lessons learned from the past 18 months and make lasting adjustments to create an environment that is more supportive of digital innovations, ultimately improving training and development opportunities in the sector. With the help of the government,


through funding and endorsement, digital training/ learning will lead the way in providing the sector and individuals with effective training solutions that support industry demands.


Conclusion There are plenty of lessons to be learned from the past 18 months, but how the sector reacts to those lessons and makes the necessary adjustments moving forward will have a direct impact on the sectors ability to perform and remain resilient when a further wave of the pandemic arrives. Although care providers are


on the front-line, there is a joint responsibility between the government, commissioners, regulators, local authorities and other external bodies to ensure the workforce are supported and developed. Through collaborative efforts


nationally and locally, the sector can drive forward in its capabilities and deliver a skilled and robust workforce into care environments. Funding will play a key role in


the success of the sector, and the government should make investment into the sector a key priority going forward. It is no secret that the sector has been greatly underfunded in the past, but now is the time to act and give the sector the funding it so desperately needs to thrive. Without significant capital investment


from the government to address issues such as recruitment and retention, there is a risk that the number of unfilled vacancies will peak once again during the winter months. Further funding should be focused on supporting the professional development of current workers, enabling the workforce to acquire specialist skills, and progress to senior managerial positions. In preparation for a further wave, the


training of care workers should remain a top priority to ensure regulations and standards are continuously met. Individuals and employers should consider utilising digital training, not only will this provide cost-effective and flexible training solutions, but it will go a long way in boosting productivity, efficiency, and retention in the workplace. The resilience and success of the


sector during a further wave relies on three key components; addressing staff shortages through increasing recruitment and retention, ensuring the quality-of-care standards are met, and increasing the training and development opportunities available to the workforce. At Grey Matter Learning, we are


committed to supporting the social care workforce to access the relevant industry training through e-learning and face-to- face delivery. This training is developed in direct response to the needs of the industry. As we brace ourselves for the winter, and a possible spike in coronavirus cases, we have readied our operations to support the social care workforce. TCHE


References 1. UK Department of Health & Social Care, Social Care Sector COVID-19 Support Taskforce: final report, advice and recommendations, 12 October 2020 https://www.gov.uk/government/ publications/social-care-sector-covid- 19-support-taskforce-report-on-


August 2021 • www.thecarehomeenvironment.com Ian Green


Ian Green is managing director of Grey Matter Learning and various other subsidiaries of The Progress Group, including Complete Training Solutions, Innovative Alliance, and Prepare to Achieve. Ian has an extensive experience in training and education and is passionate about driving forward accessible training and development opportunities for individuals. Connect with him about training, education, development, and green energy on Twitter or LinkedIn - see links.


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first-phase-of-covid-19-pandemic/ social-care-sector-covid-19-support- taskforce-final-report-advice-and- recommendations.


2. University of Ulster, Health and social care workers’ quality of working life and coping while working during the Covid-19 pandemic: Findings from a UK Survey, 22 March 2021 https://577ccd37-5004- 401d-b378-2a2af66e499d.filesusr.com/ ugd/2749ea_80b032cb75 ae425991bd2b55a25cbb0b.pdf.


3. Office for National Statistics, Business Impact of COVID-19 Survey (BICS) results, 19 November 2020, https://www.ons.gov.uk/ economy/economicoutputandproductivity/ output/datasets/ businessimpactofcovid19surveybicsresults.


4. Skills for Care, The size and structure of the adult social care sector and workforce in England, July 2020, https://www.skillsforcare. org.uk/adult-social-care-workforce-data/ Workforce-intelligence/publications/ national-information/The-size-and- structure-of-the-adult-social-care-sector- and-workforce-in-England.aspx.


5. TechJury, 29 Astonishing E-learning Statistics for 2021, June 10, 2021, https:// techjury.net/blog/elearning-statistics/.


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