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Apprenticeships Vital to Tackling Future of Work Challenges
December 3, 2018
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The following article was published in HR Magazine

Over three-quarters (78%) of businesses strongly believe that ‘earn-and-learn training’ can help address future workplace challenges, according to The 5% Club

Employer-members of The 5% Club were asked for their opinion on a number of challenges facing their sector and the role of apprenticeships and other earn-and-learn training.

All businesses surveyed agreed that on-the-job training can help companies prepare for the future by providing relevant skills, with 78% strongly agreeing. A majority (91%) said that earn-and-learn training could significantly help to address ongoing skills gaps.

A further 67% stated that earn-and-learn training, such as apprenticeships, is critical for upskilling an ageing workforce.

Penny Cobham, director general of The 5% Club, said that growth in AI, combined with an ageing population, spelled significant challenges for businesses.

“Over the next few years businesses will face unprecedented change. The increasing use of artificial intelligence data insight and other technological advances will become the expected norm for businesses in order to thrive and as such, we need to prepare our workforces accordingly,” she said. Read more

Employers Must Provide Flexibility to Support Ageing Workforce
November 20, 2018
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The following article by Rachel Muller-Heyndyk, was published in HR Magazine

The government has called on employers to make accommodations for older employees, with research revealing support for more flexible and part-time role

The research, commissioned from Saga Populus, found that when asked what measures employers should implement to make workplaces more welcoming, respondents most commonly cited offering part-time roles (73%). Additionally more than three in five (63%) suggested that employers need to get better at offering training and retraining schemes to help older workers with upskilling and new technology.

More than three-fifths (65%) felt that an ageing and diverse society is a positive thing that should be celebrated.

However, they were mindful of some of the challenges this also presents. For example, nearly nine in 10 (87%) over-50s were aware that health and social care services need to be redesigned to support an ageing population. They believed the cost of this must be borne across all generations, with three-quarters (75%) stating the need for people of all ages to take increased responsibility for planning and preparing financially for living longer.

The research was commissioned as part of the government’s Ageing Society Grand Challenge, which is calling for businesses to promote the benefits of hiring older workers and to recognise that flexible working arrangements are key. As part of the strategy, the government is investing £300 million to develop technologies to support the ageing workforce.

Patrick Thomson, senior programme manager at the Centre for Ageing Better, said that flexible working could allow older workers time for care responsibilities and personal health needs. Read more

National Retraining Scheme For Adults: £100 Million In The Chancellor’s Budget
October 31, 2018
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The following article was written by Dr Deirdre Hughes OBE

The Chancellors’ Budget (October 2018) allocates £100 million for the first phase of the National Retraining Scheme (NRS).

This will include “a new careers guidance service with expert advice to help people identify work opportunities in their area, and state-of-the-art courses combining online learning with traditional classroom teaching to develop key transferable skills.”

I suspect this will focus on work with adults in the workplace. Lots of questions about how this might fit into the current careers landscape in England?

In 2012, the new all-age National Careers Service originally had a clear agenda to provide universal careers support services deep in local communities and businesses. The budget circa £105m was mostly for adult career guidance. Over the next three years, funding for area-based Prime Contractors working with priority groups is circa £45m.

Read more

Overcoming Barriers to Returning to Work after a Mental-Health Leave
October 18, 2018
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How clients can learn to recognize stressors and develop strategies to better manage them during career change By Mary Ann Baynton

Any transition in life can be stressful. Career transition in particular often happens at the same time as other life stressors, including personal, family, health or financial concerns. Recognizing our current reactions to stress and choosing healthier, more effective responses is what building resilience is all abou

Resilience is the capacity to adapt or recover from stressful situations, including a transition into the workforce or from one job to another. Building resilience doesn’t mean you’ll avoid stress. What it means is that you’ll be able to cope better and recover from stress more effectively.

Research has helped us understand practical strategies to build resilience.

Identifying our stress responses

For most of us, stress is a daily occurrence and our responses to it are automatic. This means we don’t choose or plan them. With that in mind, if we can identify some of our immediate responses to stress, we’re more likely to recognize and address them before they create a major life or health concern.

Some automatic responses can be physical in nature – cold sores, hives, and sweating or stomach problems. Some may be behavioural responses such as reaching for a substance, sleep pattern changes, clumsiness, forgetfulness, impatience, overscheduling or overworking. Emotional responses may also be present and could include irritability, anger, frustration or emotional outbursts. Read more

AI Is A Door To Productivity Gains, But Data Literacy Holds the Key
October 14, 2018
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The report below by Andy Cotgrave (pictured right) for FE News warns of a potential skills shortage and also highlights the growing call for data literacyAndy Cotgreave, Technical Evangelist and Senior Director, Tableau
Productivity is a very British problem. According to the latest figures from the OECD, us Brits are among the hardest workers in Europe, averaging three hours per week more than average across the EU.

When it comes to overall productivity, the amount of meaningful output we achieve during that time, we are 26 percent less effective than the average worker in Germany.

Expert opinion is converging around the idea that technologies including Artificial Intelligence (AI) may hold the keys to solving Britain’s productivity puzzle. The UK government has put investment in AI and data at the core of recently published industrial strategy whitepapers.

As much as this approach seems sensible however, there is a danger that we focus too much on the technology itself and too little on what we actually want to do with it.

Read more

How to Mind the Career Management Gap
October 9, 2018
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The following article is by Natavan Aliyeva is EMEA VP restructuring and career management at LHH Penn

There is a gap between the expectation and the delivery of career management – and we need to close it

According to the LHH Talent Management Survey 83% of organisations expect that offering career development opportunities will grow in importance. No surprise given that 91% of high performers say that working for an employer that offers learning and development opportunities is critical to them. When it comes to Millennials, 87% say career development is an important part of their jobs. And there are significant benefits to providing a career supportive culture, with 78% of businesses that do reporting positive revenue growth – 21% ahead of companies that don’t.

So given that positive set of figures for career development why is that only 23% of HR professionals agree that their career management is effective? Furthermore, 57% of organisations report that managers are simply not conducting regular career conversations with employees. It’s clear that there is a wide career management gap between the value placed upon discussing and developing an employee’s future path and the actual implementation of such vitally-important programmes. Those who do close that gap clearly see a lift in profitability, engagement, and retention – so what’s holding others back from achieving this goal?

We believe there are five key trends holding back successful career management. Read more

What Lies Ahead for Careers Guidance, With Funding Cuts
September 25, 2018
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The following article by Dr Deirdre Hughes OBE, Director, DMH & Associates Ltd,, was published in FE News.

In late 2017, the Board of Careers Yorkshire and the Humber: National Careers Service commissioned dmh associates to undertake an economic review and analysis of the productivity and economic benefits of the service,Productivity and the Economic Benefits: National Careers Service – Careers Yorkshire and the HumberDr Deirdre Hughes OBE, Director, DMH & Associates Ltd

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.

Three key questions that were asked:

  1. What level of fiscal return does the National Careers Service: Careers Yorkshire and the Humber make to HM Treasury?
  2. 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?
  3. 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)?
Level of fiscal return

For every £1 invested in the National Careers Service: Careers Yorkshire and the Humber £9 is returned in fiscal benefits to the Treasury and the wider economy. The service paid for itself in less than 2 months. This would imply the service has already paid for itself 4 times over halfway through this fiscal year. Read more

11 Words of Careers Advice from Richard Branson’s Mum
September 19, 2018
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The following article is by Melanie Curtin,  writer and activist whose work has been featured in the Huffington Post, the New York Observer and on the Today Show in Australia. She holds a master’s in communication from Stanford University.

Richard Branson is a force of nature.
In addition to being an actual knight, he is the founder of the Virgin Group, which now controls more than 400 companies. His net worth is $5 billion, which puts him seventh on a list of the wealthiest British billionaires. Plus, he’s known for being a compassionate boss and an icon of entrepreneurship.
He wasn’t always that successful, though.

As a boy, he struggled with dyslexia. In a blog on the subject, he wrote a letter to his younger self, saying:

“I know you’re struggling at school and I wanted to give you some advice on how to become the best you can be, even when it’s difficult and you feel like the world is against you. You should never see being different as a flaw or think that something is wrong with you. Being different is your biggest asset and will help you succeed.”

Embrace his difference he did. As a teenager, he named his company “Virgin” because he lacked real experience in business.He’s not a virgin anymore.But no one is an island (even if they own a private one). The fact is, the mentors and influences we have growing up have a profound influence on who we become. And Richard Branson had a major advantage in that department: his mother, Eve.Eve Branson was just as much of a force of nature as little Ricky.

For example, once, on the way home from a shopping trip, Branson’s mother left him alone in the countryside. She gave him basic instructions on how to find his own way home, then left.He was 5 years old. In his words:

“[It was] about three miles through the countryside [to get home]…. She was punishing me for causing mischief in the back seat, but she was also teaching me a larger lesson about overcoming my disabling shyness and learning to ask others for directions.”

Read more

It’s Their Outcome, Not Ours by Laura Lee
September 14, 2018
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Each new client brings their own life experiences, expectations, and desires to the coaching session.
The client is looking to uncover a future outcome that is different from their present state. The role of the career professional is to help the client identify their desired future, address potential concerns, and set goals to achieve desired outcomes. As career professionals, it can be easy for us to start inserting our own perspective but we need to keep our focus on our client’s vision. It is our responsibility to help the client determine what they feel are the right actions to achieve their goals. Career professionals do this by being outcome focused, staying curious about the client’s perspective, and only when asked, offer advice.
Outcome Focused: caring most about the what, not the how Read more
6 Tips for Getting Back in the Game After Long-Term Unemployment
September 12, 2018
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starting work after unemployment

The following article appeared in CareerSidekick.com – an American careers company helping people save time and stress in their job search and get hired for better jobs.

With the low unemployment rate, many people who haven’t been able to find jobs in the past are going back to work.

If you’ve been unemployed for a long stretch of time, you too may be headed back into the workforce. And, if you’ve been out of work for a significant amount of time, you may be feeling a mix of emotions about this next step.

It’s normal to feel a heady mix of relief and anxiety (as well as excitement and fear) when you’re heading back into a job after an extended period of unemployment. To soothe your nerves and allay your fears, we’ve come up with a list of 6 tips for easing your way back into a job.

1. Adopt work-friendly habits in advance

One of the perks of being unemployed is the ability to eat, sleep, and socialize whenever you feel like it. Once you have a job, however, you’ll have to adhere to a schedule, which can be a major shock to the system.

To soften the blow, once you get your job offer, do your best to start getting back into a schedule that lines up with what your work schedule will be.

Start eating regular meals, adjust your workout schedule, and start going to sleep and waking up at times that will line up with your new work schedule.

2. Pare down your outside obligations

If you’ve been unemployed for a really long time, your mind might be slightly blown by how tired you are in the first few weeks of your new job. Your body will be adjusting to a new schedule and your mind will be spinning with all of the new things you are learning.

So, at least for a little while, take it easy on making plans during your workweek. Whenever possible, plan to pare down your weekday social activities to the bare minimum. Don’t underestimate how tiring it can be to get back into a routine. Remember it’s only temporary. Within a few weeks you’ll be on solid ground at work and will have more stamina for socializing.

3. Be humble

Once you begin your new job, remember that it’s okay to be the rookie. Ease into your role in the beginning.

Set realistic goals for yourself and don’t try to do it all or learn it all in your first week. Enthusiasm is a great quality at work but give yourself some time to be an observer of your colleagues and your environment so that you can learn the flow of things.

4. Don’t be a know-it-all

Long periods of unemployment can create insecurity in people and light a fire under them to burst through the door of a new job ready to prove themselves. But taking the place by storm might not be the best approach.

Remember, you were hired because you have the right skill set. So instead of walking through the door, ready to start taking names and kicking butt, take a deep breath and give yourself permission to start slowly. Ask a lot of questions, and admit that you have a lot of learning to do. This will not only take some pressure off of you but being humble about your knowledge will put your coworkers at ease.

5. Get to know your coworkers

Making a friend at work is a great way to begin to settle into a new job. For one, having someone who is available to answer questions large and small will help you feel a little less lost.

From simple things like, “Where is the printer?” to more complicated questions like, “Which health plan did you choose?” a coworker will help you get oriented far faster than trying to muddle through alone.

Also, if you’ve been out of the workforce for a while, you may already feel slightly out of place in your new job. Making friends with your teammates or colleagues will ensure you’ll have someone to have coffee or lunch with, which will alleviate the anxiety of being the new kid in the cafeteria with no one to sit with.

6. Let your boss be the boss

If you have gone back to work in a different field, or have taken a less-senior role in your industry, you’ll have to adjust to your new circumstances. So, while you may have been at the top of the totem pole in your last job, someone else is chief now. It’s okay to share your experience but remember that you aren’t the boss anymore. Let your supervisor do his or her job without having a chip on your shoulder about your current job title.

About this guest author:

Since 2005, LiveCareer has been developing tools that have helped over 10 million users build stronger resumes, write persuasive cover letters, and develop better interview skills. Land the job you want faster using our free resume examples and resume templates, writing guides, and easy-to-use resume builder.

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