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Employer Guide to Apprenticeships
August 9, 2019
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Problem-Solving Ranked by Employers as the Most Important Skill for their Employees
May 24, 2019
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LifeSkills created by Barclays asked UK employers across a range of different sectors and industries to choose the skills that matter most to them when building their workforce.

The seven core skills identified are:

  1. Proactivity
  2. Adaptability
  3. Leadership
  4. Creativity
  5. Resilience
  6. Communication, and
  7. Problem-solving

When asked which of these seven core skills was the most important, problem-solving was number one, ranking higher than creativity, leadership or communication. Read more

Women’s Progression in the Workplace: Actions for Employers
March 29, 2019
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Guidance for employers on the evidence based actions they can take to support women to progress, to help to close the gender pay gap and increase gender equality in the workplace.

Details

One of the drivers of the gender pay gap is that women are not progressing in the workplace as fully as their talents would allow.

Improving, measuring and evaluating recruitment, promotion and talent management processes; supporting part-time workers; and creating an environment where women feel that they fit and belong, can enable women to progress.

Read more

Hard Facts Employers Should Consider Before Recruiting Young People Who Are NEET

James Ashall, Chief Executive, Movement to Work provides an insight into how organisations like BAE Systems, BT, Marks and Spencer and the NHS haveMovement to Workbenefited from looking deeper into the labour market.

Movement to Work works with businesses and organisations that have the imagination to give young people who need more support a chance in the workplace through placements and other job opportunities.

Together we have provided over 80,000 placements, and over 50% of those completing them have gone onto employment or back into education.

But, of course, many businesses need more than imagination, they must justify all of their decisions to investors, staff and customers. And the good news is they can. Recruiting this way makes financial sense through lower recruitment costs, ensures a high level of loyalty among incoming staff and improves the morale of existing staff. Read more

Employer Skills Survey
September 6, 2018
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The UK Employer Skills Survey (ESS) is one of the largest business surveys in the world, with the data in this report based on survey responses from over 87,000 employers.

Recruitment and skill-shortage vacancies

Growth in recruitment activity was evident across most of the UK.

In line with previous years, a third of vacancies in the UK (33%) were considered hard to fill.

There has been an 8% increase in the number of skill-shortage vacancies compared with 2015. They were most numerous in the Business Services sector (just under 52,000 at the time of the survey), though as a proportion of all vacancies in the sector, the density of such vacancies was highest in Construction. By occupation, employers were most likely to have experienced skills-related difficulties when recruiting for Skilled Trades positions. The skills disproportionately lacking for Professionals included advanced IT skills and complex analytical skills.

The proportion of vacancies proving hard to fill exclusively for non-skills-related reasons was highest in Health and Social Work.

Among employers who had vacancies that were proving hard to fill, 34% had attempted to recruit EU nationals to try to help overcome recruitment difficulties. This was a particularly common way of trying to fill hard-to-fill vacancies in the Hotels and Restaurants sector (53%). Read more

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

ESFA Employer Guidance: Register of End-Point Assessment Organisations

ESFA has updated their information for employers looking for an independent end-point assessment organisation and potential applicants to the register of apprentice assessment organisations. 

Register of end-point assessment organisations

Register of end-point assessment organisations – lists organisations that have been assessed as being suitable to conduct independent end-point assessment of apprentices and be in receipt of public funds. You can use the list of standards to see which organisations deliver a particular standard.

Introduction to end-point-assessment organisations

As well as containing information on programme training and assessment, all apprenticeship standards must contain an end-point assessment. An independent organisation must be involved in the end-point assessment of each apprentice so that all apprentices following the same standard are assessed consistently.

Only organisations on the register of end-point assessment organisations are eligible to conduct independent end-point assessment of apprentices. Although a number of different people and organisations may be involved in an apprentice’s end-point assessment, only the independent organisation needs to apply to and be listed on the register.

Using the register of end-point assessment organisations Read more

IAG Handbook

Learning in Wiltshire is Wiltshire Council’s adult learning and development service. http://www.learninginwiltshire.org.uk/ They are proud holders of the matrix Standard http://matrixstandard.com/ which is the unique quality framework for the effective delivery of information, advice and/or guidance.

All Learning in Wiltshire staff give Information, Advice and Guidance (IAG) as part of their commitment to help learners and potential learners explore options, get the best out of their learning programme and continue to develop their skills to higher levels after completion of their course or qualification. Their IAG is split into three:

  • Initial IAG – given by occupationally competent assessors in the form of a telephone conversation lasting approx. 20 minutes.
  • Ongoing IAG – incorporated within the learning programme and evidenced throughout the learning journey in a variety of ways e.g. ILPs, e-portfolio, reviews, tutorials etc.
  • Exit IAG – informs future development needs and allows our learners to be signposted to relevant progression pathways.

They have developed an IAG handbook for their learners.

To view the handbook  Click Here

Mentoring in Schools – Research Paper
August 29, 2016
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Too many young people are disengaging from school at an early age. This can have negative effects on their success at school and their ability to build a career after they leave school. Because of this, The Careers & Enterprise Company are launching a new campaign around employer mentoring https://www.careersandenterprise.co.uk/ to support young people to stay engaged at school and make an effective transition to their careers.

Professor Hooley was asked to undertake a literature review for The Careers & Enterprise Company. In it, he finds that employer mentoring is an effective strategy that can support young people’s engagement with school, their attainment and their transition to work. Critically, he has also identified a wide range of evidence-based features that support effective mentoring programmes.

The Careers & Enterprise Company’s initiative seeks to significantly expand the existing marketplace of employer/young person mentoring providers. These include a wide range of local and national providers and programmes.

Professor Hooley’s paper draws together academic and ‘grey’ literature (such as policy papers, speeches and programme evaluation reports), with the aim of, first, clarifying the impacts that might be anticipated from employer mentoring and, second, exploring what knowledge exists about effective practice. It makes use of an unpublished review undertaken by the Department for Educationas well as a number of other literature reviews and meta-analyses.

To access the paper, Click Here

Example IAG Policy
August 29, 2016
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Elpis Training   http://www.staffline.co.uk/group-companies/elpis-training/  is one of the UK’s leading providers of Lean training and apprenticeships, with three decades of experience and expertise to draw on.

They believe that providing information, advice and guidance (IAG) is the key to learners getting the most from their educational experience. Consequently, they are committed to delivering an IAG service that provides a range of opportunities for learners, employers and partners to make informed choices about their training and development needs.

To view their IAG policy, which is published on their website,  Click Here