Avatar
Hello
Guest
Log In or Sign Up
Educating for the Modern World: Increased demand for Higher Skilled Roles
November 7, 2018
0

The CBI reports that more than three-quarters (79%) of businesses expect to increase the number of higher-skilled roles over the coming years.

Yet two-thirds (66%) fear that there will be a lack of sufficiently skilled people to fill vacancies. 

That’s according to the 2018 CBI Education and Skills Annual Report, in partnership with Pearson.

The report represents 28,000 businesses and reveals that 85% of firms are expecting to maintain or increase investment in training in their workforce. Currently, UK employers spend £44.2 billion on training expenditure each year.

When asked about the impact of the apprenticeship levy, the report highlighted a drop in the number of firms offering apprenticeship programmes (from 83% in 2017 to 70% in 2018). Worryingly, 59% of those firms that offer such programmes have experienced difficulty in recruiting apprentices or expect to do so in the next three years.  And over a quarter (26%) have taken the decision to absorb the levy as an added cost of doing business. Read more

Women in Management: Underrepresented & Overstretched?
October 25, 2018
0

Women in Management: Article by DHM Associates

Despite years of gender equality legislation, men outnumber women in management positions by two to one.

While structural barriers continue to impede women’s career advancement, women themselves may be deterred from becoming managers if they perceive that it would have a negative impact on their working and personal lives. What is the experience of women in management roles and how can their underrepresentation in management be addressed? These are the questions this  policy brief published by Eurofound seeks to answer by looking at the job quality of managers, both female and male, and the impact a management job has on personal life.

This policy brief looks at the latest data on women in management from the 2015Eurofound’s European Working Conditions Survey (EWCS).  It begins by clarifying the meaning of manager and identifies the different roles that exist under this banner. It looks at how management breaks down along gender lines according to type of manager, country, sector, company ownership, and the characteristics of reporting staff. It then turns to job quality, asking whether the working conditions of managers are better than those of non-managers and whether they are similar for women and men. Finally, it probes whether manager status influences men’s and women’s well-being differently and looks the experience of spillovers between work and personal life. Read more

Adult Education: Why Adults Decide to Study
September 26, 2018
0

A qualitative study providing a detailed understanding of how and why adults decide to undertake learning.

This study explores in depth adults’ behaviours and decision-making relating to learning.

It:

  • provides evidence on the influencers, facilitators and barriers to engagement in adult learning
  • provides key sources of information and support
  • explores what encourages adults into learning

It’s based on in-depth interviews with learners and workshops with non-learners.

Read more

Careers Advice for Adults: £9 Saved for Every £1 Spent
September 17, 2018
0

The following report was published by Dr Deirdre Hughes OBE on her website http://dmhassociates.org

In late 2017, the Board of Careers Yorkshire and the Humber: National Careers Service commissioned dhm associates to undertake an economic review and analysis of the productivity and economic benefits of the service.

The period under review focuses on data available from early 2015 – mid year 2017 and the primary focus is on face-to-face careers guidance for adults. To access the full report: Productivity and Economic Benefits Report 140918

Three key questions

  • What level of fiscal return does the National Careers Service: Careers Yorkshire and the Humber make to HM Treasury?
  • Is the National Careers Service priority target group, set by the Education & Skills Funding Agency (ESFA), linked to a payment by results, sufficient to meet regional/local needs?
  • What lies ahead in Yorkshire and the Humber when it comes to the National Careers Service face-to-face careers guidance work with adults in the coming year(s)?

Read more

Sutton Trust: PARENT POWER 2018
September 14, 2018
0

In 2013 the Sutton Trust published Parent Power?a landmark piece of work authored by Prof Becky Francis and Prof Merryn Hutchings demonstrating how social class influences parents’ ability to support their children in their schooling. Five years later Parent Power 2018 revisits the cultural and financial resources parents use to boost their children’s chances of educational success.

Based on a survey conducted by YouGov, the Sutton Trust’s Rebecca Montacute and Carl Cullinane find similar trends to those found in 2013. From choosing the best school to attend, to paying for out of school extracurricular activities, better-off parents continue to have the upper hand when it comes to navigating the education system and preventing their children from falling behind in school.

The report also reveals new challenges. The ‘hidden costs’ of education such as uniforms and travel expenses are an increasing concern for parents from lower socioeconomic backgrounds, while schools are demonstrating increasing reliance on extra financial contributions from parents following recent school budget cuts.

KEY FINDINGS
  • When choosing what school to send their child to, parents with higher socioeconomic backgrounds were more likely to attend open days, read Ofsted reports, speak to parents at the school, read league tables and consult local authority or other education websites.
  • Parents in lower socioeconomic groups were more likely to indicate that the cost of travel, and potential extra financial costs such as uniforms, played a significant role in their decision making. Over half of working class parents (56%), compared to 34% of professional parents.
  • Just one in five parents (20%) reported that they were familiar with Progress 8, the Department for Education’s new headline measure for school league tables.
  • Parents in higher socioeconomic groups were much more likely to report a variety of strategies to gain access to their preferred school, such as moving to an area with good schools or to a specific catchment, along with employing private tutors for entrance tests. Read more
Labour Market Outlook – Summer 2018
September 7, 2018
0

The latest Labour Market Outlook: Summer 2018 produced by CIPD in partnership with The Adecco Group reports that while overall employment remains high, recruitment difficulties and stagnating pay growth will post challenges for employers in the months ahead.

There is a continuing high demand for skills that is failing to be met by sufficient supply. Two-thirds of employers are reporting that their vacancies are proving hard to fill and the average number of applicants per vacancy has dropped across all skill levels. Despite these factors putting upward pressure on wages, organisations are limited in their ability to offer raises for all staff due to weak productivity.

Interestingly they also conclude that improvements in management capability and workforce productivity will not happen unless there is greater investment in nudging, encouraging and supporting firms, to raise their management game. CIPD research suggests that the provision of high-quality HR support to small firms at a local level embedded through key partnerships such as LEPs, chambers of commerce and local authorities has the potential to reach large numbers of employers and make a material difference to confidence and capability – and support productivity growth.

Schools and Employers Must Collaborate to Help Young People into Work
September 5, 2018
0

Off the back of last week’s GCSE results, research published by HR Magazine, shows parents feel more must be done by employers and schools to provide work experience for young people.

Most parents (82%) believe schools and employers need to work more closely to prepare their children for the workplace, according to research from the Chartered Management Institute (CMI)

The survey also highlighted that despite 78% of parents believing work experience provides the best way for young people to gain employability skills, only 32% agree that employers are actually doing enough to provide that work experience.

Separate CMI research showed that 85% of employers want students to have gained work experience.

It found that parents are roughly as confident about the careers advice they give their children (56%) as they are in that provided by their children’s schools (54%).

Parents’ views play an important role in students’ decision-making. In previous research, 77% of young people said that parents are their number one source of careers advice when leaving school.

Read more

Over-50s Plan to Work Longer
August 17, 2018
0

Older workers feel unsupported by their employers, despite estimates that a third of the UK workforce will be aged over 50 by 2020

Almost two-thirds (63%) of workers aged over 50 in the UK are planning to retire later than they thought they would 10 years ago, according to research from Aviva.

Many of them are extending their working lives because of the rising cost of living (40%) and insufficient pension savings (38%

Despite these plans to carry on working longer, 44% feel unsupported by their employers when it comes to their career ambitions and objectives, compared to just 25% of 25- to 34-year-olds who feel this way.

Progress has also been slow in helping older employees adapt to a longer working life. Factors, such as the ability to work flexitime, have only increased slightly from 12% in 2012 to 14% in 2018. Meanwhile access to other forms of workplace support – including guidance on retirement finances – has remained static.

The research highlighted the benefits of supporting an ageing workforce. For older workers who do have access to support, three-quarters (75%) agree it was useful, with a fifth (21%) stating workplace support played an important role in their later-life planning.

When asked what form of support they would find useful from their employer, 14% said the ability to reduce working hours or flexitime; 9% said written literature on the financial issues surrounding retirement; 11% said free, independent financial advice; and 6% said a dedicated staff member to talk to about the issues. Read more

Latest CIPD Labour Market Outlook Summer 2018
August 14, 2018
0

The Labour Market Outlook for the third quarter of 2018 is based on survey responses from 2,001 employers across the UK.

In addition to providing a general picture of market trends, the findings will also have important significance for employers and HR. For the first time, the CIPD has created dedicated guidance to accompany the report, with recommendations on how to frame a practice response to best capture surfacing opportunities and mitigate potential risks.

Download the report and practitioners’ guide below:

Read more

Hospitality Struggling to Keep Workers
August 13, 2018
0

The hospitality sector is facing high turnover rates that could worsen after Brexit, according to research

Unsociable working hours (69%), low pay and benefits (63%), and lack of career prospects (35%) were the top three reasons people cited for leaving the sector in YouGov and software company Deputy’s Retaining Britain’s Hospitality Workers report. As a result, the sector has a retention rate of just 70%, it stated.

For this research, Deputy calculated that hospitality in the UK has an employee turnover rate of 30% (meaning three out of 10 workers leave their role within a year). This is double that of the UK average, and forecast to get worse after Brexit.

However, close to half (42%) of UK employees are either employed in the industry or have worked in it at some point, the report highlighted.

Just 40% of respondents said they believe it is viable to have a long-term career in the sector, however, rising to 62% for those currently working in hospitality.

Respondents were asked what would make employees in the sector less likely to leave. Factors cited were: better pay and benefits (cited by 63%), more control over shift patterns (55%), a more stable income and guaranteed work (52%), better career prospects (42%), and more transparency regarding shifts and scheduling (32%). Read more

IAG Online is Stephen Fry proof thanks to caching by WP Super Cache