SKILLS GAP - OTHER INDUSTRIES
FILLING THE GAP TACKLING THE SKILLS SHORTAGE
In 2012 RenewableUK and Energy & Utility Skills issued a report on the rapid rate of growth within the renewables industry and the potential jobs created because of it.
The message to the renewables sector was stark: ‘the supply of appropriate skills to the labour market needs to ramp up rapidly over the coming years to meet rising demand.’
WORKING FOR A GREEN BRITAIN Within the ‘Working for a Green Britain Vol 2’ study a high growth scenario was put forward proposing that the industry would create 115,000 full-time jobs. However a shortage of skilled workers and a lack of training opportunities could put this sector at risk.
INDUSTRY SPECIFIC TRAINING This issue is currently being tackled in numerous ways in an attempt to keep the momentum behind sectors such as Wind Energy. One approach to this problem is through the development of industry specific training to create a new work force here in the UK. Centres of Excellence for wind energy training are being set up to equip individuals with the training they need to work on/around wind turbines onshore and offshore.
RENEWABLES TRAINING NETWORK (RTN)
An organisation backing the development of industry specific courses is The RTN, set up by RenewableUK members to tackle the shortage of skilled workers in this sector. The primary focus of this organisation is to address the skills gap through the development of ‘RTN approved’ courses, which focus specifically on equipping individuals with the required skills for working in the renewables sector.
‘WIND WORK READY’ TRAINING COURSES
Through working closely with stakeholders to understand the training needs of the industry, RTN have already identified and approved a suite of ‘Wind Work Ready’ courses, including Safety Technology’s Introduction to Wind: Onshore and Offshore.
The RTN aims to deliver training to 12,000 new entrants by 2016 and develop the skills of 11,450 employees currently working in the renewables industry.
ATTRACTING PEOPLE WITH TRANSFERABLE SKILLS
Enticing individuals to embark in a career in the renewables-industry is one way to tackle the skills shortage, but this is slow and will not produce the numbers required. Another suggestion may be to tap into the huge work force we already have right here on our doorstep.
UK OIL AND GAS INDUSTRY The UK oil and gas industry is Britain’s greatest industrial success story in the last 50 years, and employs over 380,000 people. However, the current forecasts predict that Britain can only expect to remain self-sufficient in oil for approximately another 10 years. By creating a range of training courses which are specifically tailored to transferring and enhancing skills acquired in the oil, gas and related industries to meet the requirements of the renewables sector, we are able to slowly decrease the skills shortage.
By encouraging the transition of skills we can create a strong work-force which can move easily across the energy sectors.
THE FORCES
Further transitions can take place from the military into the energy sector, with similar skill sets required for roles in both. With circa 20,000 Service leavers coming on to the civilian job market each year, including highly trained engineers, technicians and trainers, these individuals are a perfect solution for the skills shortages in the renewables sector. With the right training, skills developed within the forces can be easily adapted to meet the needs of this sector.
INDUSTRY NEED
One thing is clear, regardless of the strategy taken to achieve it, the industry needs a strong, skilled work force. In order to ensure this, whether it is from similar industries or not, accredited and customer driven industry specific training must be available here in the UK.
Safety Technology
www.safetytechnology.co.uk
24
www.windenergynetwork.co.uk
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