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Helping translate skills in the workplace

Helping translate skills in the workplace ‘Tapping into Talent’ conference, CBI conference centre, 26 th March 2012 Katerina Rüdiger, Skills Policy Adviser, CIPD. Outline. About us & our policy objectives The situation of young people The policy response Structural issues

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Helping translate skills in the workplace

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  1. Helping translate skills in the workplace ‘Tapping into Talent’ conference, CBI conference centre, 26th March 2012 Katerina Rüdiger, Skills Policy Adviser, CIPD

  2. Outline • About us & our policy objectives • The situation of young people • The policy response • Structural issues • Lessons from abroad • The employers role • CIPD contribution

  3. About us • The Chartered Institute of Personnel and Development: • the world’s largest Chartered HR development professional body (135,000 member, 120 countries) • Aim: • drive sustained organisational performance • shape thinking and best practice • global benchmark for HR excellence

  4. CIPD policy priorities • Higher performance at work….. • Key role of management and leadership skills, • Need to address management capability issues to • Improve skills development, skills utilisation and working practices • …and better pathways into work • Improve access to the labour market for young people (internships, work experience,) • Improve Vocational Education and Training (VET) • Employer involvement in Education

  5. Young people in the labour market • Youth unemployment a key policy topic • Key issues: • Growing group of NEETs • Youth employability / perceived lack of work readiness • Problems around access (lack of alternatives to university education) • Weaknesses in VET skills

  6. The Policy response • Policy response: the Youth Contract • Wage incentives, • Work experience placements, • Sector-based work academy places, • Apprenticeships grants • Support for disengaged 16-17 • Policy solutions short-term but need to look at longer term issues

  7. A structural problem? • Key issues already before recessions: • Fewer access points, entry level jobs and progression routes • Employers reluctance to employ young people straight out of education • Lack of information about careers, jobs, sectors • Weak vocational and educational training • Low social mobility

  8. Lessons from abroad • Compared internationally: UK in the middle, not good, not bad • What can we learn from the countries that do better? • Managing the transition from education to work • Close employer cooperation and real experience of working life

  9. What can employers do? • Working with education • Help with career advice and guidance • High quality experience of the work place (work experience placements, internships, apprenticeship) • Create more entry level jobs & variety of routes into organisations

  10. CIPD contribution • Employer guidance for work experience placements, apprenticeships and internships • CIPD mentoring pilot - linking members with young unemployed people (aged 18-24) for one-to-one mentoring • Comparative research on youth employment project with IPPR/TUC • Further work about the role of HR professionals this

  11. Get involved • CIPD website: www.cipd.co.uk • Contact me: • k.rudiger@cipd.co.uk • Direct line: 020 8612 6370 Thank you! 

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