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Future-Proofing Engineering Talent in the UK at Amey: Challenges and Strategies

Learn about Amey's efforts to address challenges such as youth unemployment, attracting more females to engineering, and retaining talent. Discover the importance of young talent and an integrated approach. Explore the questions a management team should be asking and sources of data to inform decisions.

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Future-Proofing Engineering Talent in the UK at Amey: Challenges and Strategies

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  1. Top Down V Bottom Up Planning at Amey: Martin Nicholds, HR Director – Talent, Resourcing and Learning

  2. Amey – touching the lives of 1 in 4 people in the UK everyday

  3. Amey’s Clients

  4. Amey’s workforce today

  5. Existing Challenges in our Industry • Youth unemployment at a record high • Find jobs for around 6000 engineers each year • Make engineering & technology field more attractive to females = increase in numbers • Retain these people within the market sector and not lose them to other industries • To work together – public & private sectors with the education providers – School, FE Colleges and Universities to attract, develop and retain the engineers of the future

  6. UK Young Talent - external influences • University applications 8% • BRIC economies • Ageing UK population –33% 50 plus by 2020 • Engineers retiring much faster than new engineers qualifying • UK Govt plans • Double apprentices • Compact on social mobility • No statutory retirement age 21% UK youth unemployment (16-24) % 20 10 05 06 07 08 09 10 11

  7. Young Talent and it’s importance to Amey • Ageing workforce needs rebalancing • Significant growth agenda 18,000 16,000 14,000 Total workforce 12,000 10,000 2008 2011 2013

  8. An integrated approach - Young People Pipeline Duke of Edinburgh Business Scheme – Gold Award Professional Accreditation Academic Qualifications Trainees Typically 18 with few GCSEs or NEETS Apprentices Typically 18+ with 3-5 GCSEs Technicians Typically 5 GCSEs, weak A level grades or do not want University route Graduates School Students STEMNET Undergrad Students [Sponsored, Internships & Industrial Placements] Talent Tracker

  9. Questions a management team should be asking: What’s my resource mix and manpower costs? Perm, temps, subcontractors? Do I have the right skill sets to achieve next years targets? Who are flight risks? What can I do to retain and develop? Do I have enough good people coming through to replace those who are leaving?

  10. Sources of data to inform a view • Financial data • Costs by unit • Recruitment campaign costs • Labour costs • Org charts • Monthly Headcount report • Direct and overhead • Headcount by band • Starters/leavers • Rolling attrition • Grads/apprentices • Community days • Grievance/disciplinary • Absence • Vacancies PDR Data 9 box grid SAP

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