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Training for the Future – An Employers Perspective (in Engineering and Construction) Billy Meldrum

Training for the Future – An Employers Perspective (in Engineering and Construction) Billy Meldrum. 25 th June 2009 Employability Conference 2009. Current Employment Environment. National unemployment at a 12 year high. Skills shortages in many sectors. UK border control changes for workers

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Training for the Future – An Employers Perspective (in Engineering and Construction) Billy Meldrum

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  1. Training for the Future – An Employers Perspective (in Engineering and Construction)Billy Meldrum 25th June 2009Employability Conference 2009

  2. Current Employment Environment • National unemployment at a 12 year high. • Skills shortages in many sectors. • UK border control changes for workers • Growing workforce unrest

  3. Skills Shortages in Engineering and Construction • Lack of Government and Employer investment in training. • ECITB – “Bridging the Skills Gap” • By 2014 there will be a shortfall of 17, 000 and 35, 000 skilled workers in this sector. • Delay in Government Energy Policy compounding these figures. • Need to achieve reduced carbon emission targets.

  4. Current Employment Environment • National unemployment at a 12 year high. • Skills shortages in many sectors. • UK border control changes for workers • Increased Union unrest

  5. The future • Skills shortages will only be addressed in the long term by investing in development now. • In the short term where skill shortages exist there is a need bring the skills into the UK from outside. • A failure to train now will result in increased necessity to source highly skilled individuals from outside the UK in the future.

  6. Areas of Focus to address skill shortages • Increased apprenticeship intakes • School/College Leavers into relevant Further Education. • Graduate Development • Retraining those entering the job market. • Developing Internal resources to business needs.

  7. Employers increased involvement in Further Education • To work with universities to develop training directly relevant to business needs. • Work harder to channel individuals to the training that is relevant to their business. • Ensuring placement training is relevant and challenging. • Ensuring that adequate support is available for the those being trained. • Ensure those in training are best prepared for life outside of further education. • Explore areas that employers can be involved in delivery of training • Use joint expertise to increase innovation in delivery

  8. Employers involvement in retraining/developing existing resource • Developing part time programmes/qualifications which directly complements learning in the workplace. • Ensure individuals are mentored into new roles. • Explore areas where employers can deliver training in house or be accredited to deliver formal qualifications.

  9. Knowledge Transfer Partnerships • Strengthen Links between Business and Further Education. • Enabling Further Education establishments to better understand organisations business needs. • Delivering real projects for organisations in new and innovative ways. • Contributing to the bottom line. • Preparing individuals for the workplace. • All parties benefit in from the partnership

  10. Conclusions • Need to train now to ensure the UK is able to delivery business needs in the long term. • Need for tighter links between Further Education establishment and employers to provide: • Skills matched to business needs. • Challenging and relevant training in the work place. • Individuals ready for work outside of education. • Make Knowledge Transfer Partnerships a success. • Innovative training delivery. In the current economic climate is there the hunger to commit to training for the Longer Term?

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