FOCUS FEATURE
DEVELOPING THE SKILLS YOU NEED If these measures are successfully embedded, they will
go a long way to meeting the demands of the business community. There are still some challenges in ensuring that the education system and the Careers Strategy provides work-ready young people with the skills and attributes required by business including: • Overcoming the shortage of STEM teachers • Giving teachers the opportunity to experience the world of business
POST 16 OPTIONS Regrettably, apprenticeships are still perceived by many as second best to the academic route and it is up to both Government and the business community to get the message across to young people and their parents/guardians that apprenticeships are a real alternative to the academic route for people of all academic abilities, including the most able. With the introduction of higher level, degree and post-
graduate apprenticeships, it is possible to end up with the same qualification as someone who has gone to university, at the same time as gaining work experience, and without building up considerable student debt. Many of our large and medium sized employers are
reducing their graduate intake and expanding opportunities for those leaving sixth form or college to study, work and earn at the same time. It would be totally wrong to give the impression that a
conventional university education is not a good option for many students but both students and parents/guardians need to be aware of all the options available. For those youngsters who are more practical than academic, Level 2 and Level 3 apprenticeships are a good option. We need qualified trades people e.g. electricians, bricklayers, joiners, and they can earn good money often close to or even higher than some graduate jobs. Employers taking on an apprentice, particularly at 16 or
18, need to recognise that they will need to provide a lot of support, pastoral and work related, to them. Another potential difficulty is that not all jobs are
covered by apprenticeship frameworks or standards, at least not locally. It is not practical for a 16-year-old to have to travel 50 or more miles to attend a college or other training provider. Taking on young people can be rewarding, frustrating and challenging all at the same time, but these young people mature and, in most cases, become loyal and valuable employees.
DEVELOPING EXISTING EMPLOYEES Many organisations say that their people are their greatest asset but not all of them develop and nurture the talent of their existing employees. It is surprising what talents our employees use outside work which we are unaware of, but which would be useful to the business. It is also concerning how many organisations promote
people into management or team leader roles but fail to adequately train them for their new role. For businesses to succeed in a world of ever-faster change and uncertainty they need to be agile and need competent managers who are also inspirational leaders and have analytical and problem-solving skills. How many organisations spend money on improving the capability of their “troops” but fail to get a return on that investment because leaders fail to enable those new capabilities to be realised. It takes a big investment to train people and I have heard
it said: “What is the point in training people because they will only leave you for a better paid job”. It would be naïve to think that some people don’t change jobs just to get more money, but generally people are far less inclined to move if they enjoy their work and feel valued. It costs a lot more to recruit and train a new employee, if
you can find one, than to have an effective strategy for motivating existing employees so they don’t leave.
‘I can see how we can use a major project like HS2 as a carrier to drive the skills agenda in the East Midlands’
60 business network April 2019
HOW DO WE BEST HARNESS THE RESOURCES AVAILABLE TO US IN THE EAST MIDLANDS? I have recently taken on the role of Chair of the East Midlands HS2 Skills and Supply Chain Board. I must be a glutton for punishment, but being serious, I
can see how we can use a major project like HS2 as a carrier to drive the skills agenda in the East Midlands, not only to meet the direct requirements of the HS2 project but to ensure that we address the skills needs that will come to our region from economic regeneration and development on the back of HS2 and other major projects. We must take a coordinated approach to skills
development in the East Midlands by harnessing the resource of our schools, FE colleges, universities, local authorities, LEPs, trade unions and anyone else who can contribute. Our region is at the heart of Advanced Manufacturing yet
the average qualification level in the East Midlands is below the national average, a position we should not allow to continue.
WHAT ARE MY ASKS OF EMPLOYERS? • Encourage employees to become governors of local schools
• Provide enterprise advisers to local schools and colleges • Provide talks to school students which inspire and encourage them to pursue career paths that will address shortages in the local economy
• Provide meaningful work experience opportunities • Help with enterprise activities in schools and colleges e.g. Young Enterprise, STEM activities.
ABOUT IAN Ian Greenaway is a Past President of East Midlands Chamber (Derbyshire, Nottinghamshire, Leicestershire) and Chair of the Schools’ Forum. He is also Chair of the East Midlands HS2 Skills and Supply Chain Board, Trustee of Two Counties Multi-Academy Trust and a Young Enterprise business adviser.
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