www.thehrdirector.com
Andrew Ward: I wonder whether we are too narrow and traditional in what we look for when we hire students. You don’t have to have studied technology at A or even degree level to be a really great technologist, and also there is this pressing issue of attracting more females into STEM, early on in education.
Mito Makin: Indeed, and here, role models are a powerful tool. Today, we are all making emotional judgements based on imagery and a social mould has already been created, and we can extend this to role models of women leading scientific areas or male leaders running diversity programmes. If we can exhibit and share more role models, why people are passionate about their jobs, then I think that can be the best career advice.
Sonya Alexander: We are keen to attract and engage a diverse range of talent from a variety of backgrounds. So it is about demonstrating the roles that our people actually do and who is doing them, some of which is highlighted through the career stories on our career website which show different employees and their experiences, what they do, their education and why they enjoy working for McLaren.
CAN APPRENTICESHIPS AND GRADUATE SCHEMES WORK HARDER AND FASTER TO IMPROVE THE SKILLS PIPELINE?
Stuart McPherson: With the Introduction of the Apprenticeship Levy in April 2017, a large organisation like ours will be recruiting and up skilling via Apprenticeship routes in much greater numbers than before. We have spent a lot of time mining existing data and identifying our key roles and mapping existing training programmes into potential apprenticeship courses. Degree level apprenticeship programmes delivered on the job will for some be a much better proposition than the current university route.
Charmyn Hall: What we are finding with our graduates is that they are not interested in the traditional career path or ladder, but if you ask them what they want to be in five years, they are interested in the different opportunities that will open up for them and the impact they will make. They want to know how they will make a difference to the world by being with our company as opposed to another company.
Michael Woodhall: We have a long history of engineering apprenticeships at Ford, and always had opportunities for internal employees as well as external people to join the scheme so they can develop their skills further. In terms of strong role models, John Fleming, formerly head of Ford of Europe before becoming head of Manufacturing came through the apprentice route. We have
SEPTEMBER 2016 thehrdirector 13
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
