TruckandTrackAutumn2019

Truck and Track Autumn 2019 www.truckandtrack.com 66 TRAINING LOADS MORE FOR THE PALLET NETWORKS 01543 420 121 www. deker .co.uk In our work with the transport and logistics industry, we all too often hear from LGV drivers that they do not see their job as a professional vocation, and that others do not see them as professionals either. This is worrying for our sector as it will inevitablymake it more difficult to attract new drivers. As we are already facing a skills shortage when it comes to LGV drivers, if we don’t act now this could be disastrous for the future of our industry. The good news is that employers are not powerless to change the perception of the LGV driving profession and can do so relatively simply with the right approach and attitude to training and career progression. LGV Drivers are skilled professionals LGV Drivers are the face of your business on the road, a direct link to customers and often the front line of customer service. They are also responsible for high value equipment and stock. What’s more, it takes a lot of skill, commitment and time to become an LGV driver. Yet, despite the lengths LGV Drivers must go to in order to become qualified, it is a ‘forgotten profession’ and rarely viewed by people outside the logistics sector as a career. LGV driving offers fantastic career progression into operations, training or management roles and is often far frombeing low-level, poorly paid work. The annual salary for an LGV driver is around £30k, more than the UK’s national average, and around £10k more than people think it will be. Recognise and reward drivers One important way that our industry can retain the skills of highly trained existing drivers of HGVs, is through training. Showing that you deliver training that benefits the employee, as well as the business, is key. Providing drivers with opportunities for career progression, as well as chances to develop and demonstrate their skills and knowledge via training, is essential if we are going to give drivers the level of attention they deserve and keep them carrying out vital work within our sector. Working with on-site Instructors, businesses can effectively develop a full training and development plan for drivers which demonstrates a commitment to providing the right training, rather than just ticking the compliance box. For instance, Driver CPC training should be planned and used to help keep drivers safe while improving and expanding their skillset. We also encourage employers to pay for the training as this shows employees that they are genuinely valued and appreciated and that as an employer, you’re invested in their future. Attract new talent with training The FTA Logistics Report 2019 highlighted that therewas a 37% fall in the number of logistics apprenticeships, indicating that young people are being attracted to work in other sectors. An effective way that logistics employers can demonstrate their commitment to training is through apprenticeships. We encourage businesses to make the most of the apprenticeship levy! Although the apprenticeship system is far from perfect for our industry, we should still take advantage of the money that logistics companies are putting into the levy pot by taking on apprentice LGV drivers. To find out more about how RTITB can help transport and logistics employers with training solutions, contact +44 (0) 1952 520207 or visit www.rtitb.com How training can help close the transport industry skills gap By Laura Nelson, Managing Director for RTITB Laura Nelson, Managing Director for RTITB