Business profile
only way that mutual savings can be made is by working closely and developing robust ‘look ahead’ programmes that develop staff in the areas needed.
Greatly encouraged by the adoption by many companies of the BS1000 standard, RT Training Solutions fully supports the concept of collaborative working and sees this as the only way the rail industry will be able to address the skills shortage. Complementing this
approach, and on the subject of addressing the issue of training funding, one way would be to introduce a form of ‘industry levy’, which would ensure that a percentage of a contract value would be paid on proof and demonstration of staff training and development. This system has already been adopted within the construction industry, and has proved highly successful in raising the level of competence.
Steven Holmes, RT Training Solutions’ managing director is encouraged by ‘the beginnings of a culture change within the industry, specifically within the signalling fraternity.’ He continued: 'There seems to be a general realisation, albeit slower in some areas, that the only way the industry will survive is through increased collaboration and transparency. Of course, every business needs to make money, but the amount of money potentially wasted by commercial argument and contractual dispute could be put to far better use in training staff in how to avoid these situations arising in the first place.’ Holmes believes this can be achieved by providing training not just in the competencies that staff need to carry out their role, but also developing staff culturally to instil a more collaborative mentality, always looking for a mutually beneficial solution, rather than the immediate defensive position so often adopted.’
NSARE-accreditation As an NSARE (National Skills Academy for Rail Engineers) accredited ‘outstanding’ signalling training provider, RT Training Solutions works hard to deliver the right courses for the industry and in the most cost-efficient way. This does not mean compromising on quality in any way, but instead working with organisations such as NSARE and the ICW (Institute of Collaborative Working) to ensure it is maximising its value proposition to clients. Holmes added: ‘We often hear the word ‘collaboration’ used as the current
NSARE organisation and, said Holmes, and it takes quality ‘extremely seriously’. ‘We are fully committed to working with NSARE to standardise industry course content, as well as drive up the quality of the trainers delivering that training,’ he added.
All RT Training Solutions’ trainers are NSARE accredited and currently undertaking company-sponsored
development programmes to ensure the firm maintains the highest level of course delivery and support.
Holmes said: ‘This takes care of the prescribed skill and competence requirements of our training team, but what about the cultural issues? We have seen many instances where rail workers have been injured despite the fact they hold the relevant competency for their role.’
‘must say’ word, however, taken seriously, there are real benefits to be gained. We currently have clients that have seen the value of adopting such measures and are seeing massive benefits and cost savings as a result.’
Encouraging new starters As well as delivering a high standard of training to existing industry staff, RT Training Solutions is committed to introducing new starters into the rail industry. To this end, the company has implemented a number of initiatives - including working with the Princes Trust. Holmes said: 'We have successfully completed several programmes with the trust which have taken young enthusiastic unemployed people and offered them a chance of a real future in the rail industry. Due to the selection criteria prior to accepting them on the programme, we have an excellent success rate with regards continuous employment afterwards.'
The programme is a six-week intensive training package, which brings recruits to the level of Assistant Installer (signalling) and gives them the foundation on which to grow their competencies as they progress their railway career.
Live railway working
Another concern within the industry is the quality of staff put out to work on the live railway. RT Training Solutions is proud to be graded as outstanding by the
‘One theory as to why this happens is because of a lack of ownership and cultural values held by the individual, who is often drafted in for one or two weekend shifts, and who has no concept of the project values and work ethic. There are moves to address this issue, and Network Rail recently introduced the Industry Common Induction, which will cover a common standard of non-project specific topics. In the same way, RT Training Solutions is working with some of its clients to develop a common culture offering, which will touch on the human factor issues surrounding the individual’s role including communication, self- confidence, people management and assertiveness training.’
By working on these softer skills, Holmes hopes individuals will feel more equipped to take control of situations and speak up when they are not sure, or are uncomfortable in their working environment. RT Training Solutions firmly believes there is a tide of change washing over the rail industry and a growing focus on raising the quality and competency of the workforce. This is not only required to improve the efficiency of project delivery and maintenance, but essential to the servicing of the new technology being introduced into the industry.
•
To find out more about these issues, or speak with RT Solutions about how to get the best from your training budget, contact Steve Holmes.
Email:
Steve.holmes@rttsolutions.co.uk Visit:
www.rttrainingsolutions.co.uk Tel 01473 242344
October 2013 Page 109
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112 |
Page 113 |
Page 114 |
Page 115 |
Page 116 |
Page 117 |
Page 118 |
Page 119 |
Page 120 |
Page 121 |
Page 122 |
Page 123 |
Page 124 |
Page 125 |
Page 126 |
Page 127 |
Page 128 |
Page 129 |
Page 130 |
Page 131 |
Page 132 |
Page 133 |
Page 134 |
Page 135 |
Page 136 |
Page 137 |
Page 138 |
Page 139 |
Page 140