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LMI Workshop

LMI Workshop. Next Step National Telephone Helpline. Aims of the session. To give an outline of what we do on the helpline To give an overview of how advisers on the National Telephone Service use LMI to assist customers in career planning

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LMI Workshop

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  1. LMI Workshop Next Step National Telephone Helpline

  2. Aims of the session • To give an outline of what we do on the helpline • To give an overview of how advisers on the National Telephone Service use LMI to assist customers in career planning • To give an overview of some examples of LMI resources advisers use • How advisers would overcome any barriers with using LMI

  3. What we do on the helpline • Careers Coaches provide careers advice over the telephone. They work with customers in order to help them reach realistic and informed decisions regarding new learning opportunities and career planning • The Careers Coach role covers the following areas: • To provide: • Advice on careers, funding and employability • Ongoing support with these areas with call-backs • Enabling customers to set an Action Plan in order to achieve their objectives • CV advice - clients can email their CV to gain constructive feedback on it • Interview advice • Job search advice • Labour Market Information

  4. How advisers use LMI • More recently, there has been a shift with customers wanting more short term LMI • Linking with face to face for more local LMI (transfer) • Signpost to Job search websites LMI Snapshots provide a quick, up-to-date overview of labour market trends. They aim to balance established LMI (from the NGRF etc) with more recent research from SSCs and industry itself. The information provided is not exhaustive and is subject to change.

  5. LMI resources advisers use

  6. An LMI snapshot –content of sections • Summary: • Related Occupations: • Skills in Demand: • Regional Info: • Latest News: • Further Information: • Job Search Links:

  7. Section of an LMI snapshot in more detail

  8. Skills in Demand: Major workforce development plans ('Blueprints') for each sector are being developed by Creative & Cultural Skills. Check here for details of the blueprints which have already been published. "Many areas of the Creative Industries have long been characterised by an oversupply of potential new entrants. One result of this has been a high level of voluntary or unpaid working, with nearly half the workforce in Creative Media reporting having worked unpaid in order to get into the industry. Mismatch of applicants’ skills to the needs of the job is a common issue, and experience in work is often a much greater priority than academy qualifications. Across many sectors the Creative industries, skills in short supply from new entrants relate directly to new and digital technology including production skills for multiplatforms, understanding of intellectual property legislation, management and leadership, and commercial acumen to monetise content for example. In the Creative Media industries, the most common areas of training identified by employers are related to new and digital technology (one in four people). In addition management and leadership skills to take advantage of and monetise this content are a priority for the sector (cited by one in ten people). Previous research has also found that fashion graduates though strong on creative ideas are lacking in technical skills and major skills shortages include design and textile technology. Multi-skilling competence is a significant requirement of digital and traditional creative workflow, from content creation and metadata management to production and distribution. Yet there is a shortage of new people in the industry equipped with ‘Tskills’ - highly specialised in one core field, but with broad skills and knowledge to utilise their specialism across teams and platforms. Broadcast engineering has long been recognised as a skills shortage area. A combination of lack of new recruits; inappropriateness of training provision in further, higher and commercial education; an ageing profile of the workforce; lack of a framework for continuing professional development; and the rapid impact of technological change has meant that many companies feel this area is a priority for action. Visual Effects (VFX) is dependent on highly specialised technical and artistic skills that are also in considerably short supply globally. Visual effects companies are recruiting from all over the world to meet that demand for specialised technical roles, and VFX has been placed on the Home Office skills shortage list. Advertising businesses and employers in visual arts had significantly more difficulty finding candidates with the appropriate specialist skills, with 74% and 80% of employers respectively stating this as an issue. Graphic design roles are integral to the success of the Creative Industries, particularly those with technical knowledge and skills, and are in short supply particularly in advertising and design businesses reported by 46% and 32% of businesses respectively. Skilled archaeologists and visitor relations occupations are in short supply in cultural heritage. Specific operations in fashion and textiles with skills shortages include sewn products, textile process, laundry and dry-cleaning. Skills shortages have major implications for the productivity of Creative businesses and in Creative and Cultural sectors alone almost half have since experienced an increased workload for others, a quarter have lost business and a fifth have needed to turn business away." (Source: Skillset and CCS Strategic Skills Assessment for the Creative Industries)

  9. Latest News section on an LMI snapshot Latest News: New access to data for the creative and cultural sector: Creative & Cultural Skills has launched Data Generator, an interactive service that provides access to up-to-date data about the creative and cultural industries, to help individuals and businesses access the latest economic and demographic research and analysis. Curtains rise for Offstage Choices 2010: The National Skills Academy for Creative & Cultural (NSA), working with The Stage, has launched its 2010 Offstage Choices programme, offering 13-15 year olds the opportunity to experience and learn about life behind the curtains.Creative & Cultural Skills creates over 100 jobs: Over one hundred young people in long term unemployment have found work in the creative and cultural sectors, thanks to an innovative programme delivered by Creative & Cultural Skills. See the Arts Council website for details of the steps they are taking to support the arts sector through the economic downturn.List of arts and media magazines and journals - See Creative Choices website.

  10. Job search links: The Stage is a weekly publication for all types of performing arts vacanciesWebsite: www.thestage.co.ukMandy's International TV & Film Directory is a film and television job site which holds information on all types of vacancy within this fieldWebsite: www.mandy.comArts Jobs Online - Contains links to all types of arts and creative vacanciesWebsite: www.artsjobsonline.co.ukVoluntary Arts - contains lots of information on voluntary arts and crafts in the UKWebsite: www.voluntaryarts.orgMuseum JobsWebsite: www.museumjobs.comArts Industry - cultural, performance and arts news and vacanciesWebsite: www.artsindustry.co.ukArts Professional - arts, performance and cultural news and vacancies aimed at professionals in the field. Subscription is mentioned but this mainly seems to enable subscribers to view the information earlier than non-subscribersWebsite: www.artsprofessional.co.ukArtsHub UK - jobs, news and resources for the arts and cultural sectorWebsite: www.artshub.co.uk/uk

  11. So how do we use this information?

  12. Case Study 1 Female Age: 27 years old Location: London Background: Media Portfolio career, most recently worked as a TV Presenter Situation: Recently out of work (since May 2011) after being sacked from last employer

  13. How would we help the customer?

  14. Case study 2 Male Age: 52 Location: West Midlands Background: Performance Manager/ Coach Situation: Recently handed in notice to employer after a difficult time (May 2011)

  15. How would we help the customer?

  16. Barriers • Accessing up to date information. Advisers can use relevant sector Councils sites to assist. Talk to customers about what they know about the sector • Customer’s confidence – offer a call back/ break down into chunks so customers do not feel overwhelmed/ need to know what is available/ facilitating the caller in researching LMI. • Facilitating the caller to look at information themselves- we overcome this by signposting the callers to the Job Market information section on the next Step website. • The difference between the need for short and long term information. Little information on short term information- overcome by using the job profiles opportunity section.

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