As another year rolls round and New Year’s resolutions are made, it is usually possible to feel enthusiastic about the fresh start that January heralds and relieved that the challenges of the previous year are behind us.

The research highlights experiences from an unsurprisingly difficult 12 months, with 44% of managers having to talk to staff about redundancy and restructuring; 46% having to give feedback on inadequate performance; 29% having to tackle inappropriate behaviour in the workplace; and 28% having to communicate pay freezes.

Understandable then that managers within every sector are willing 2011 to be the year that the situation starts to improve. Yet the second year of the decade may bring with it as many significant challenges to overcome as 2010 did. Almost half of UK managers (48%) are expecting further redundancies in 2011, and 43% do not believe their organisation has the right people to fulfil its 2011 objectives.

Of those concerned about the latter, 58% blame skills shortages, 45% poor morale and 44% a lack of leadership. This raises serious concerns about the quality of talent within UK organisations and should serve as a rallying call for the HR profession. Given that almost half of managers polled by CMI are anticipating further redundancies next year but less than 29% of them feel that their organisation provides adequate training on managing redundancies, the case for continuing to find ways to provide training, particularly at management level, has never been stronger. 

Undoubtedly, HR departments will need to embrace the concept of ‘training on a shoestring’ in 2011, given that training budgets look set to be as tight as they were in 2010. CMI’s Economic Outlook survey, conducted last October, revealed that 43% of managers anticipate their training budgets will be slashed again.

It is reasonable then to assume that online training is going to be an increasingly viable option in these lean times. 

What’s exciting about online training is that e-learning solutions can now be tailored to suit individual’s learning styles due to the combination of videos, checklists and instant messaging facilities available. It’s hugely cost effective too.

One resource worth considering is CMI’s own Management Direct (www.managers.org.uk/mdirect) service, which gives managers access to the resources, information and guidance they need to be effective at managing both people and projects.

Improving the desperately low levels of morale currently affecting UK workers will be a second key challenge for the HR profession in 2011. The good news is that boosting employee engagement is now a recognised priority for many according to the Future Forecast research.

Bosses polled by CMI admit that they are looking to improve their internal communications strategy, enhance training and development opportunities or consider giving pay rises or bonuses to their staff as methods for rewarding and incentivising their teams in 2011 and beyond.

It’s vital then that those working in HR do what is needed to harness this determination of executives to make improvements in this area. Providing appropriate, practical, solutions-focused training before the impetus is lost will also help to improve morale and make staff feel more engaged.

Training has always been integral to business success. The prospect of another tough year ahead means that the need to be more creative with how it is resourced has never been more important.  

The full Future Forecast report can be found at: www.managers.org.uk/future