In the UK, almost one million young people aged between 16 and 24 are unemployed, with most of these neither in education nor training.
 |
View spire of St Giles in the Fields Church London, through the windows from Centre Point CBI Conference centre. St Giles also acts as muster point in case of a fire |
Many people in UK have indicated that they have given up on children a report commisioned by Charity Barnado's http://www.barnardos.org.uk/ has revealed today NOv 3rd.
It shows that nearly half the UK population (49 per cent) agree that children today are beginning to behave like animals.
ICM Research whose strap line clear thinking in a complex world http://www.icmresearch.com/ reveals that the UK public holds a negative view of all children, despite the majority being well behaved, attending school, taking part in activities and a significant number contributing to their communities and volunteering.
The findings also show:
- 44 per cent agree that children in this country are becoming feral
- Nearly half (47 per cent) agree that the trouble with young people is that they’re angry, violent and abusive
- one in four (25 per cent) of people think that children who behave badly or anti-socially are beyond help by the age of 10
- more people disagreed with the statement that children who get into trouble are in need of help (38 per cent) than agreed (36 per cent).
They could be viewed in a modern sense as potentially 'separated from the community.'
Regrettably few one might imagine would see their patron being saint as St Giles.
What can be done about this? What are the implications for the future for Selling and Business and the world of work?
Middlesex University – Institute Work Based Learning( IWBA) http://www.mdx.ac.uk/wbl
 |
| Prof Michael Driscoll Vice Chancellor Middlesex University opening the conference |
The
Institute for work based learning of Middlesex University defines work-based learning
as:
Learning that provides a flexible learning experience that is delivered
through
work,
in work,
for work
Professor
Jonathan Garnett, Dean of the Institute for Work Based Learning set out the
objectives of the day in the programme as
·
To inform
business leaders of the latest developments on enhancing skills & learning
in the UK
·
To share
and inform latest CBI and academic research on the UK workforce
·
To
examine ways of dealing with the employment and skills mismatch
·
To
suggest ideas on nurturing talent to drive business forward
·
To
identify and debate how organisations are currently working to improve
productivity.
 |
| The first Keynote speech was delivered by Jim Bligh, Principal Policy Advisor Employee Relations and Pensions, CBI, |
In his speech he selected some of the most pertinent material from the Getting the UK working – CBI Report for the audience. He streesed the Young Briton Credit
http://www.cbi.org.uk/media/1138544/cbi_action_for_jobs_oct11.pdf
This
outcome is a function of :-
· poor guidance and advice,
· shortage of business
understanding
· and lack of skills.
The CBI's
report on Action for Jobs - Getting UK working
1. How can schools can get people
ready for the world of work ?
2. Improving the position of young
people in the jobs market.
3. Ensuring it pays to find a job .
Based on
extensive consultation with business leaders and written evidence from more
than 100 organisations, the CBI have identified three broad areas in which
businesses and government could work together to make real progress.
Learning
the ropes:
how
schools can get people ready for the world of work
+ A new standard should be
developed for schools that allow them to achieve "Employability
School" status, with funding linked to this.
+ The Department for Education must
maintain the statutory right to work experience for all 14-16 year-olds in
England.
+ Government and business should
work together to identify, in each local area, someone from the business
community who will take responsibility for organising and encouraging
business-school links.
+ Businesses and schools should
work together to give teachers a better understanding of work through exchange
schemes.
+ A new unified national careers
site should be set up. It should be government-hosted but business-led, with
high levels of involvement from the web and social media sector in its design
and roll out to ensure it is effective.
Making
the first year count: improving the position of young people in the jobs market
+ A Young Britain Credit (YBC)
should be created – a refund payment in lieu of employers’ NI paid when a young
person has spent a year in work.
+ Youth rates of the NMW (applying
to anyone under 21) should be frozen for the next year and until the bite of
the wage has fallen by at least 10% against the median wage for the age group
across the economy.
+ Colleges and businesses should
work together to develop effective pre-apprenticeship programmes that will
allow those with poor skills to take up training opportunities.
+ From January 2012, more employers
should be encouraged to take on young people via ‘employed young persons’
one-year apprenticeships.
From
welfare to employment: ensuring it pays to find a job
+ A comprehensive ‘readiness for
work’ assessment should be introduced at Job Centre Plus for every claimant,
based on the model of Australia’s Job Seekers’ Classification Instrument
(JSCI).
+ Individuals identified as having
significant ‘barriers to work’ in the JSCI could be referred to the Work
Programme early.
+ Benefit claims to be suspended,
not cancelled, when someone initially takes a job.
+ The structure of benefit payments
can be matched more closely with the reality of how employees are paid by:
–
Reviewing how – and how frequently – JSA claimants report to Job Centre Plus on
their job search activity and how to help them reflect on their progress – a
tick-box routine does little good.
–
Requiring claimants after three months of receiving benefits to apply for any
suitable vacancies identified for them by the job centre.
–
Expanding schemes such as Mandatory Work Activity to more people, helping them
build employability skills and confidence and contributing to local
communities.
+ Training units must be more
widely recognised and funded.
+ Colleges should offer more short
courses for those on Jobseeker’s Allowance, with funding streams aligned to
them via payments linked to employment outcomes.
+ Community Budgets should be
rolled out across the UK as soon as possible
 |
| Colin Kemp , Network Director, Halifax Community Bank giving the audience an 'ugly' wake up call of the realities of business and learning. |
Colin was refreshingly direct even though as he explained to the audience what he was expressing was an ‘ugly truth’. What he said was both a reality check, blunt and yet most inspiring when mentioning the success of Halifax scheme winning their qualifications.
Business is constrained by cost. It must show returns to shareholders. " We are not here to train the world !"
Colin slides also summarised what employers are looking for from L & D work based learning and other training interactions in terms of ROI. Colin has sponsored the work based learning activities for over 1,300 Halifax managers.
To make this scheme work full commitment from the top of the organisation must be given Colin advised. The sponsor should be visible in regular company communications. There needs to be frequent internal recognition through company newsletters etc. Constant announcements through the website so it all becomes what you talk about.
http://www.halifax.co.uk/home/home.asp
 |
| Paul Mackie, MRICS, Chairman, Rex Procter & Partners taking a drink after his passionate keynote address. |
Getting
the UK Working - The Rex Procter approach for ROI
Paul’s speech covered the
story of his organisation over the last few years and the tough decisions as a
leader he has had to take in order for his group to not merely survive in
changing circumstances but thrive. Work based learning and people development
being one of the keys to success.
His “Bradford pride” was subtly balanced with an honestly
humble ,simple yet tough approach to business.
Jon
Thorn, Employer Services Director, National Apprenticeship Service
Getting
the UK Working - UK Apprenticeships http://www.apprenticeships.org.uk/About-Us/National-Apprenticeship-Service.aspx
Jon gave an update of how
the modern apprenticeships were progressing after two years under the coalition
Government’s time.
£1,4 billion has been invested in National Apprenticeships. The scene has changed radically from just few years ago.
There is no age limit for Apprenticeships. There are over 1,100 organisations who provide NAS with a network of providers of training for programmes at three levels . 2, 3, 4.
£1,4 billion has been invested in National Apprenticeships. The scene has changed radically from just few years ago.
There is no age limit for Apprenticeships. There are over 1,100 organisations who provide NAS with a network of providers of training for programmes at three levels . 2, 3, 4.
The conference then split
up into workshops on Talent management, Leadership, Apprenticeship, Workforce
development ( WBL and accreditation) and Growing Your sales.
After Lunch Philip
Squire presented the story of his firm Consalia’s venture into developing into a niche but global
provider.
In the Sales workshop highlighted their research into what selling should focus upon.
- Elevating the customer experience
- Unlocking your "cupboard" ie sell your client your capabilities
- Show how you can drive value to the Client's customers
- Be proactive and innovative
- Work with clients in a spirit of collaboration
This session was followed by a
panel led discussion on Employment and skills mismatch with questions .The panel comprised of
many of the speakers from the morning plus Mags Thomas, Senior HR Director
Toshiba http://www.toshiba.co.uk/, Sharon Kelly HR Director ,Mitsubishi http://www.mitsubishielectric.co.uk/ and Ian Moss Head of Leadership Academy
EDF Energy http://www.edfenergy.com/.
There was then
a final round of workshops followed by a short plenary session and speech of thanks from
John Garnett.
The formal
part of the conference finished and many then adjourned to All bar one for
networking and a libation.
From TACK International’s research study on Sales Leadership conducted on line during the late summer the age distribution for the sample of Salespeople was as follows
Salespeople respondents
Up to 25 5%
26-35 40%
36-45 36%
46-55 17%
56-65 2%
65+ 0
26-35 40%
36-45 36%
46-55 17%
56-65 2%
65+ 0
For a free executive summary of the TACK Sales Leadership Survey 2011 http://www.tack.co.uk/tipsfeaturesdetails.php?tipsid=150
The age profile of the respondents of Sales Managers more obviously had few in the up to 25 category and then showed a logical career path in time.
For many industries who enjoyed 18 years of stable growth the challenges for Sales managers in those sectors who themselves had only sold in boom times are considerable. In some ways they indicate a mismatch of skills and experience.
How do they lead their teams when they may have had no experience in selling in tougher times?
Up to 25 1%
26-35 13%
36-45 56%
46-55 25%
56-65 5%
65+ 0
This possible indication of unpreparedness of new recruits for the world of sales work and the mismatch of skills and experience for new sales managers prompted me to attend the getting the UK Working conference. It was a very worthwhile day.26-35 13%
36-45 56%
46-55 25%
56-65 5%
65+ 0
Related Links and Contact Information
CBI - The voice of business http://www.cbi.org.uk/
http://www.cbi.org.uk/campaigns/getting-the-uk-working/
Action for Jobs report
http://www.cbi.org.uk/media/1138544/cbi_action_for_jobs_oct11.pdf
CBI Conference on November 21st 2011 Grosvenor House .
"Accelerating growth -breaking and entering new markets2 http://www.cbiannualconference.org.uk/
Institute
for Work Based Learning
Middlesex
University
business@mdx.ac.uk
T: 020
8411 5050 W: www.mdx.ac.
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