roundtable TALENT & SKILLS - EVOLVING THE STRATEGY
CLEARLY, BUILDING STRONGER BRIDGES WITH EDUCATION TO IMBUE A GREATER UNDERSTANDING OF EMPLOYMENT REALITIES IS ESSENTIAL TO EMPLOYERS. PLUS THERE’S A CULTURE ISSUE HERE, AN EXPECTATION FROM PARENTS, A WHOLE LEGACY OF ‘EVERYBODY DESERVES A UNIVERSITY EDUCATION’.
ROUNDTABLE CHAIRED BY JASON SPILLER
Michael Woodhall: Notably, we do find it harder to find Engineering and IT employees via graduate and apprenticeship routes, than people for other roles, but we’ve got a lot of advocates who go out and speak to schools and universities and we have scholarships at certain universities aligning them with our needs. There is definitely something around face to face presence.
2 1 JUNE 2016 - LONDON
TALENT & SKILLS - EVOLVING THE STRATEGY
The skills shortage, like an iceberg lurking in the dark, is now unavoidable; there is not one organisation in any sector that is not negatively impacted. From the disconnect between education and the workplace to reining in spend on learning and development, the lack of essential capabilities has created a mismatch between the current skills base and the reality of the requirement, for now, and the future.
SPONSORED BY
Stuart McPherson: We work with colleges and training providers to help shape some of the qualifications we know will be valuable in the workplace moving forward, for example within the engineering function where we have an ageing workforce of mostly single skilled technicians. So this is forming our new apprenticeship to undertake a multi-skilled program, which better equips them to be versatile and agile in their roles.
Sonya Alexander: Interesting times, the development of the degree apprenticeships will rival the more traditional graduate route. We are keen to promote and inspire students into STEM subjects and careers, and we engage students at key decision points in their education. Students hearing our career stories is key to challenging existing perceptions of STEM.
Andrew Ward: Careers advice in schools is an interesting topic - in my personal experience, I’m concerned about the fact that nobody is talking careers in schools and I’m also concerned that the STEM type courses that are offered are typically very traditional, academic science courses, and I’m not sure they are structured correctly.
Anne Comber: Indeed, there isn’t the investment in schools to support young people making career choices. We know, through the work that we do, supporting vulnerable young people into sustainable work, how incredibly important career guidance is and the very positive impact it has on their transition into adulthood and their long-term life chances.
DELEGATES ANNE COMBER, PEOPLE DIRECTOR - BARNARDO'S
SONYA ALEXANDER, HEAD OF TALENT - MCLAREN GROUP LTD IAN DOWD, MARKETING DIRECTOR - NGA HR
CHARMYN HALL, HR DIRECTOR - OXFORD INSTRUMENTS MITO MACKIN, INNOVATION AND PRODUCT DIRECTOR - NGA HR
STUART MCPHERSON, LEARNING & DEVELOPMENT MANAGER, INTERSERVE PLC (BBC) JANE NICHOLSON, HR DIRECTOR TALENT AND DIVERSITY - HOME OFFICE ANDREW WARD, TALENT & DEVELOPMENT DIRECTOR - KPMG
MICHAEL WOODHALL, MANAGER, LEADERSHIP & PROFESSIONAL DEVELOPMENT, EMEA - FORD MOTOR COMPANY
Ian Dowd: Trying to get education leavers, and people in general to come into Payroll is a challenge, and to really shift the trend, it does take more coordination. We work with some universities and the Chartered Institute of Payroll Professionals to attract people into the sector. There’s a central Government role for setting the education agenda and helping coordinate local agencies and business and professional bodies.
12 thehrdirector SEPTEMBER 2016
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