Training in the Workplace

Andrew Wheeler

Training in the Workplace BTEC National Level 3

The Skills Challenge

Time

HE/FE

PhD.

Post Grad

BSc. Employers

Level 3

Level 2

Basic

HE/FE

PhD.

Post Grad

BSc. Employers

Level 3

Level 2

Basic

The Low Skills Equilibrium

High Level

2

1

Low Level

Low Level High Level

Skills Demanded

Skills S

upplied

Types of Training

Long short

Part-time Full-time

In-house – Contracted out

Qualification – Skill

The Housing SectorA video from Asset Skills Sector Skills Council

How do we identify training needs

What does the job require?

What skills does the employee have?

Think: 3 C’s.

Might a qualification be important?

Apprenticeships Possible ActionWebsite Action

Food ProcessingProblem with perception of industry - compounded by the sector's preference for older people who adapt to the disciplined environment more easily. Hence the EU labour route for many employers.

Discuss mature apprenticeships with e.g. Premier Foods; Produce World etc..

Develop a series of

spotlights focusing on

apprenticeship

opportunities - must be specific and

contact numbers

need to lead to someone who is able

to answer all queries.

Construction Traditionally a key part of the sector's intake - less so now especially with increasing reliance on EU (already skilled) labour.

Look at a series of meetings (FSB; Chamber etc..) to identify apprentice opportunities for small contractors.

(High Value) Manufacturing

Traditionally a bed rock for apprenticeships - less so these days and expensive to deliver. But still one of the leading sectors for apprenticeships - worth looking at in conjunction with GTAs and engineering specialisms.

Contact some of the more active companies - from HVM report - and discuss possibility of apprenticeship.

Life SciencesDebatable whether Life Science companies will 'buy into' apprenticeships. Possibly more relevant in larger companies which are able to offer a broader spread of roles. N.B. In Vivo Skills shortage.

Identifying possibilities in this sector - especially on the Business Park basis - see below.

Leadership & Management

Technical & Functional Legislative

Productivity & Competitivene

ssApprenticeship

s Internships

Food Processing

Bring together a mentoring supply chain involving large company mentors and smaller company entrepreneurs.

Introduce a 'halfway house' simple acreditation process involving a local provider.

Link in with other skills - and accreditation.

Develop -as part of wider package of support

Construction

Get NCC and local colleges working together to deliver L&M. to smaller companies.

Work with suppliers to create a low carbon materials course specifically for small businesses.

Link in with other skills - and accreditation.

(High Value) Manufacturing

Develop specific support programmes for smaller businesses in this sector.

Investigate potential for developing cost effective

engineering learning centres? Investigate potential for

greater involvement from the Welding Institute.

Identify ways of bringing much smaller businesses into the productivity improvement equation.

Investigate smaller specialist apprenticeships - possibly filling a one off skill shortage problem.

Life Sciences As aboveNew FE focus on skills sets for life science technicians?

Possibly expand course offers to other sectors.

Possibly piggyback off other sectors

Great potential to expand this facility.

Levels of Organisation

Hierarchies

Training in the Workplace BTEC National Level 3

Departments

Stress !

Division of work by product or serviceFigure 15.5

Division of work by location

Grouping considerations

Decisions on the methods of grouping will be based on –

• The need for co-ordination

• The identification of clearly-defined divisions of work

• Economy• The process of managing the activities

• Avoiding conflict

• The design of work organisation taking into account the

nature of staff employed, their interests & job satisfaction

Role relationships & conflictsFigure 13.7

Source: Adapted from Miner, J.B., Management Theory, Macmillan (1971) p.47.

Read the Robert Owen Case Study- ignore the case questions at the bottom of the

sheet.

Answer the following questions.

• What sort of training requirements do you think Robert

Owen’s company has?

• Are there any compliance issues that would concern

you if this company was practising in the UK today?

• How well qualified do you think Owen’s employees

are?

• Might there be a difference between the skills and the

qualifications they possess?

Meaning of Employer Demand Transient Demand for skilled labour

Defining Business Need

Option 1

I won't pay over the odds

I won't invest in someone who doesn't have the right skills set

I need a skilled engineer with knowldege and experience in X

I need the person now BUT:

-

Or

or…

So I'll leave this as a skills shortage in the company rather than employ the wrong person or pay over the odds.

I will compromise and invest in upskilling the right person

I will compromise and increase my salary offer to get excatly the right skills

..Challenges and Compromises…

Who’s Demand are we talking about?

• Student demand?• Parent demand?• Employer demand?• Government demand?

Review

Training in the Workplace BTEC National Level 3

Have you completed your questionnaire?

Have you interviewed your partner and

recorded their responses?

Have you started to research the

possibilities for training that your partner

might want?