As our world grows into more and more 'global village', the need to iron out the differences in the way we evaluate has become critical. One way to achieve a consistent and bias less feedback is to implement, what I call 'cumulative metrics system'. Simply put - you gather feedback through out the year (not just at the mid or end) in simple rating scale (1 to 10). At the end of the year - you take cumulative ratings giving weight to the most recent ratings. For example, if the candidate got an average of 7 in a 10 rate More...
Harry Cather says:
There is no skills shortage in the UK. There are too many firms who just expect an exact fit to appear and are not prepared to spend some effort to solve their problem. If any of them wish to contact me, I will find them suitable people within weeks.
John Wastnage says:
Peter, you are absolutely right about the 973,000 including many young people in full-time education. This is a measure of those who are seeking work. Chambers of Commerce work with local schools, colleges and universities to facilitate work experience and employer visits. We would strongly encourage all employers to engage with local education providers and recognise the valuable contribution younger workers can make. Unfortunately headteachers are under pressure to deliver academic exam results and so devote too few resources and time to preparing their students for their working lives. I'm always interested to hear examples of schools and employers working More...
Peter Copping says:
Jus so eveyone is clear the figure 930,000 seeking work is NOT the number who are NEET's Employment Education and Training About a third of that figure are in FT Education. Of course this offers opportunity for employers to engage with people in FT education. What advice does BCC offer its members on the vital contribtion they could make to solving the probelms they perceive.
I believe the article implies apprenticeships are a replacement for going to University and gaining qualification for advancement. It may be badly phased. Caroline I think your company offers an excellent service to its apprentices, but as you say it is a different start to gaining the extra knowledge needed and encouragement for those apprentices to gain further qualification, not a quick fix on the career ladder.
PhD Tutors says:
As a company providing academic assistance and career guidance to students from the best brains in Britain, we feel that students who are academically not so successful should be provided the opportunity to be guided by experts in specific fields to develop hands-on life skills. At PhD Tutors we will be happy to work with Prince's trust to promote better life-skills training for school leavers from experts.
MLett This very much depends on the specific apprenticeship programme. My company provides an apprenticeship programme for around 100 young people each year where they spend the first two years combining on the job learning with work based assessments and then transfer onto the second year of a degree programme. So at the end they will be degree qualified, hold technical qualifications, have relevant work experience and a guaranteed job - as well as not being in debt. The apprenticeship scheme is just an alternative way to start your career - it is no better or worse than going through More...
What a rash comment! I am sure the thousands of University Students will appreciate comments inferring that their years of study, going into debt, and lack of finances is all a waste of time because you can get the same goal by doing these apprentice courses!! Do these people not think before speaking! An apprentice course will only get you started in a work environment and are good for those not going to Uni but it shouldnt be classed as a replacement. A University Degree gains the knowledge to be able to progress further up the career ladder and for More...
Graham Frost says:
I have never known an employee engagement 'initiative' work unless it has been backed by the people at the very top of an organisation. If your CEDO doesn't see the value of engagement, you are wasting your time. My experience of being an engaged employee was actually led by a visionary CEO in the 1990's who saw that the Service Profit Chain depended on the employees at the front line and everywhere else in the business being engaged and all working towards a simple goal. It worked, and it was the best place I have ever worked - we managed More...
Is like the railways in peoples minds. You can be a porter or stick a nose on a bear. The railways - at least when I was on it - had opportunities in virtually every field you could think of - yes, porters, but also guards, drivers, clerical, admin, personnel, finance, payroll, architects, permanent way, engineering, occupational health, research and development, signalling, marketing, IT, public relations - the list goes on. It is the same in manufacturing, it is not just mindless line work. Get out there you manufactures and tell people what you have to offer.
Elaine Neale says:
My frustration is that there is still no clarity on whose responsibility is it to provide students (at all levels) with the skills they need to succeed in work. Is it schools,colleges and universities or is the responsibility of the employer to take candidates and train them in working practices? I might as well, as an employer, as I have to spend time and money on getting employees to a decent level of literacy and numeracy now and have had to do so for many years. We are failing our young people and we need to stop 'blaming' each other More...
Vivienne van Leuken says:
Education is a fundamental human right, isn't it? Or is education just a means to provide 'good employees'?
David Pardey says:
We (ILM) are just analysing the date from a survey exploring motivation and it shows that the combination of allowing people greater control over their own work and focussing on the outcomes of work (both of which are necessary preconditions for flexible working) combine with flexible working itself to form important elements of the overall motivation of employees. The challenge for employers is to ensure that they put all these elements in palce or they will find that they reap the benfits that FW can offer.
Pay may have decreased over the previous few years, unless you are an MP or a CEO in a Charity. Seriously though, to me the recent news story on the fact that unemployment may have decreased due to the fact that many victims of the crisis (lost their professional jobs) have taken lower paid part time jobs to make ends meat. This fact has inflated the employment figures and they also probably make up a huge portion of the 1 million + quoted increase in private sector jobs. Finally, the increase in P/T positions may also have skewed down the More...
The chocolate ration is going up from 30grams to 25grams; hurrah for the ONS
The dumbing down of society goes from strength to strength by stealth. The powers that be don't want educated, capable people with life skills and work skills. They want a compliant benefits-dependent workforce that does not think and does what it is told. There are people out there who do not have the manual dexterity to peel a potato (I jest not); let alone the mental dexterity to add two numbers or get along with colleagues. How many shop assistants could give you the right change without the till telling them what to give you? How many actually know why More...
Jeff Crisp says:
I agree that employers ought to ensure that any recognition scheme should be cost-effective but they don't have to cost the earth. Companies sometimes ignore simple but fundamental ways of motivating and recognising staff. Lack of recognition is one of the key reasons for staff dissatisfaction in the workplace and staff turnover costs need to feature in the alignment with business objectives. And recognition can start with just a 'well done!'. There are numerous inexpensive ways to achieve this and you can read them in our free publication on "Staff Motivation on a Budget" from our website and-the-winner-is.co.uk -
Andy Crichton says:
My understanding is that govt / universities have never been especially great predicting the future demands of industry. So students come out unprepared for the industry that has actually moved on from 4 years earlier when they started. This is not just a UK problem as you can see from Spain, which highlights another problem - if you have huge extra percentages of students in higher education, what will they do on graduating? Spain has literally millions of well qualified students sat at home, nothing to do because someone in another part of the economy forgot to think about helping More...
Students would not naturally think to choose a career in manuafacturing, as the general consensus is manufacturing means production lines only, but there are similar jobs in those areas to other industries. ie. IT, software development, marketing, admin etc. If some of the Manufacturing Industries went to schools job fairs and just highlighted potential careers in their area they might stir more interest.
Alot of schools embrace work experience for their students. My son is at University studing Computer Science. He had a work experience at School at that put him in various departments at a Food Manufacturing Plant, including on the production line. At first glance one could say what is he going to gain from that! However, seeing how people work together and just being in a work environment opened his eyes to the different lifestyle of working. He chose a University course with a relevant sandwich work experience year and I believe he will be a good asset to any More...
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