1 / 22

More Than A Vision? HE-Based Workforce Development Hugh Tollyfield – HEFCE Special Adviser on

More Than A Vision? HE-Based Workforce Development Hugh Tollyfield – HEFCE Special Adviser on Employer Engagement South London LLN Conference. The strategic challenge hasn’t changed:. “How do we create an economy of explicit business driven demands for high skills from employers?

davin
Download Presentation

More Than A Vision? HE-Based Workforce Development Hugh Tollyfield – HEFCE Special Adviser on

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. More Than A Vision? HE-Based Workforce Development Hugh Tollyfield – HEFCE Special Adviser on Employer Engagement South London LLN Conference

  2. The strategic challenge hasn’t changed: “How do we create an economy of explicit business driven demands for high skills from employers? Demands which are met by responsive, flexible, results-focused provision delivered by highly adaptive HE providers?”

  3. According to many, it couldn’t be done by the HE sector.. “You’ll never persuade universities to take the risk of this untried market” “There’s no demand from employers” “Employers don’t know what they want” “Employers won’t pay for HE provision” “This isn’t higher education”

  4. Stepping higher • Results from CBI education and • skills survey 2008 • Case studies of partnership – • looking at employer and HE • experience • 12 key issues for employers, • universities and government • highlighted

  5. “Although we have a substantial budget for the project…our partnership with the university is providing very good VFM” “Learning should be an integral part of what people are doing in their jobs and not just a one-off training intervention” “To maintain training standards at a pinnacle for the industry, we needed to push the bar higher..” “As an HE provider, we have …increased the uptake by employees and employers because the programmes have been designed to meet the specific needs of the industry” “Cost, quality and business benefit are the key considerations when selecting learning and development” “We looked for a business school that would most closely meet our development needs”

  6. We've Made A Flying Start! 37 lead Universities and FE Colleges signed-Up for 08/09 Including 26 projects to transform services to employers 9000 new co-funded places contracted for 08/09 CBI/UUK/ HEFCE “Stepping Higher” Document launch 30 Oct 2008 Average rate of employer co-funding in 08/09 >30% UK Govt “HE At Work” Consultation Apr-July 2008

  7. HEFCE’s Employer Programme 2008-11 • £150m programme of action • Research over 3 years: • Test employer market for high level skills • Stimulate new employer investment • Develop new HE responses to meeting • employer demand • Together with: • Building new and lasting capacity • and capability in the HE sector.

  8. Stepping higher – 12 key issues • Developing • demand for skills • (2) Infrastructure • to respond • (3) Right people • for delivery • (4) Streamlining • accreditation • (5) Building mutual • understanding • (6) Agreed objectives • & measures (7) Recognising the employer as client (8) Building support (9) Adapting teaching (10) Flexibility in delivery (11) Follow through at the end of a programme (12) Funding mix

  9. Stepping higher Key Issue - Demand Only 28% of employers use Universities to any extent for staff development But Over 55% of employers lack confidence that there will be sufficient highly skilled people to meet their future needs

  10. Businesses which had undertaken higher level skills development* 39% Base 438 *Survey of East Midlands businesses carried out by Centre for Enterprise. Revised results

  11. Know your competitors 56% Base 153 *Survey of East Midlands businesses carried out by Centre for Enterprise.

  12. How important are the following when choosing your provider of higher level skills? (169) (168) (170) (169) (167) Average scores on 1-10 scale. (base) *Survey of East Midlands businesses carried out by Centre for Enterprise.

  13. Stepping higher Key Issue - Demand • Amongst the 72% that don’t use HE: • 24% lack information about what • Universities offer • 23% don’t know who to contact • 10% tried but felt university didn’t • respond positively • 42% haven’t seen a need for HE • services

  14. Why business should look to HE for workforce development? • World class businesses succeed when • their people: • Possess high level skills and know how • to use them • Can communicate, collaborate and show • Leadership • Apply their intelligence to business • growth and success • Are able to solve problems and can • apply their judgement effectively • Thrive on change and develop to meet • new challenges

  15. Business-HE collaboration will deliver these results and more • Bringing together business • expertise, product and market • knowledge…. • With HE’s expert abilities • in learning, development and • knowledge exchange.. • Will deliver profitable business • growth and institution-wide • knowledge and learning benefits.

  16. But we have to make the HE sector and its offer to business more transparent so that business can connect with the vision

  17. LLNs Can Add Clarity • Enabling progression by promoting • opportunities into and from HE • Flexible learning pathways which take into • account previous workplace and informal • Learning and professional body requirements • Support to brokers in setting up employer • demand-led provision • Tackling blockages in the system, e.g. credit • rating and accumulation • Helping providers address QA issues • Collaborative approaches which draw in all • HE providers in delivering flexible solutions

  18. CPD programme for the Pensions, Disability and • Carers’ Service – DWP • “Professionalism in Decision Making and Appeals” • Organisational development and performance • improvement through developing professional skills • Work-based learning with modules directly related • to individual roles and current/future work practices • Existing training in law and benefit rules accredited • as part of the programme

  19. Advanced Level 60 credit – Grad Certificate Specialist DM and Manager Higher Level 60 credit – Prof Certificate Decision Maker Foundation Level 30 credit – Cert Achievem’t Entry level for new staff APEL at each level plus evidence-based decision making modules

  20. Collaboration with pharmaceutical industry Application of Process Analytical Technology in Biopharmaceutical processing • Industrial need, driven by: • Demanding new standards from regulatory bodies • Limited existing industry capabilities • Need for innovation and investment in new • development and manufacturing processes • Need to upskill the workforce with new technical and • management knowledge and skills • Opportunities for research collaboration and new CPD • programmes in existing and new process technologies.

  21. Collaboration with pharmaceutical industry • Integrated knowledge transfer programme: • Longer term outputs: • New undergraduate and post-graduate curricula • Shorter term outputs: • Collaborative research in process analytical • technologies • Knowledge transfer partnership • Academic/industrial ‘club’ activities • Continuing Professional Development Programmes

  22. Thankyou! E.mail your thoughts and questions to me: h.tollyfield@hefce.ac.uk

More Related