Training for the Future – An Employers Perspective (in Engineering and Construction) Billy Meldrum 25 th June 2009 Employability Conference 2009

Page 1 Current Employment Environment National unemployment at a 12 year high. Skills shortages in many sectors. UK border control changes for workers Growing workforce unrest

Page 2 Skills Shortages in Engineering and Construction Lack of Government and Employer investment in training. ECITB – “Bridging the Skills Gap” –By 2014 there will be a shortfall of 17, 000 and 35, 000 skilled workers in this sector. Delay in Government Energy Policy compounding these figures. Need to achieve reduced carbon emission targets.

Page 3 Current Employment Environment National unemployment at a 12 year high. Skills shortages in many sectors. UK border control changes for workers Increased Union unrest

Page 4 The future Skills shortages will only be addressed in the long term by investing in development now. In the short term where skill shortages exist there is a need bring the skills into the UK from outside. A failure to train now will result in increased necessity to source highly skilled individuals from outside the UK in the future.

Page 5 Areas of Focus to address skill shortages Increased apprenticeship intakes School/College Leavers into relevant Further Education. Graduate Development Retraining those entering the job market. Developing Internal resources to business needs.

Page 6 Employers increased involvement in Further Education To work with universities to develop training directly relevant to business needs. Work harder to channel individuals to the training that is relevant to their business. Ensuring placement training is relevant and challenging. Ensuring that adequate support is available for the those being trained. Ensure those in training are best prepared for life outside of further education. Explore areas that employers can be involved in delivery of training Use joint expertise to increase innovation in delivery

Page 7 Employers involvement in retraining/developing existing resource Developing part time programmes/qualifications which directly complements learning in the workplace. Ensure individuals are mentored into new roles. Explore areas where employers can deliver training in house or be accredited to deliver formal qualifications.

Page 8 Knowledge Transfer Partnerships Strengthen Links between Business and Further Education. Enabling Further Education establishments to better understand organisations business needs. Delivering real projects for organisations in new and innovative ways. Contributing to the bottom line. Preparing individuals for the workplace. All parties benefit in from the partnership

Page 9 Conclusions Need to train now to ensure the UK is able to delivery business needs in the long term. Need for tighter links between Further Education establishment and employers to provide: –Skills matched to business needs. –Challenging and relevant training in the work place. –Individuals ready for work outside of education. –Make Knowledge Transfer Partnerships a success. –Innovative training delivery. In the current economic climate is there the hunger to commit to training for the Longer Term?