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Gordon ParkesHR Director, Northern Ireland ElectricityMember of CBI Employment Affairs Committee
‘ACCESSING AND DEVELOPING TALENT FOR FUTURE EMPLOYMENT’
CONNECTING FOR THE BENEFIT OF STUDENTS AND EMPLOYERS
29 March 2012
2
Connecting for the benefit of students and employers
Is your organisation connected with all the links in the chain?
Do we collectively currently provide informed life choices and a career path which suits the individual and meets employer needs?
Level of connection
- None or limited- Intermediate (some)
- Advanced- Exemplary
How well connected are all the relevant Education Providers, Training Providers, Government departments and Employers?
3
Connecting for the benefit of students & employers
• So much has been written about this subject• So many good initiatives taking place• So much effort• Why have we not solved the basic issue -
“There is still a mismatch between the demand for skills and the supply of skills”
4
… Despite improvements, the Skills Profile of the workforce remains relatively weak.
0% 20% 40% 60% 80% 100%
Portugal
Northern Ireland
United Kingdom
OECD averageEU19 average
Czech Republic
Low /No Quals Intermediate Quals Tertiary Quals
Source: OECD, 2010 and UKCES
Highest Qualification Attained (25-64 year olds)
Skills Needs - The Evidence
5
… and higher skills are required to underpin growth.
Level 1 and below Level 2 Level 3
Level 2 Level 3 Level 4 and above
Level 4 and above
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Source: Oxford Economics
Persons in Employment: Highest Qualifications (NQF)
NI 2010
NI 2020 - If Productivity Gap with UK to be addressed
Skills Needs - The Evidence
6
The current position
Lots of good initiatives
but
- Lack of “joined-up” thinking- Fragmented and disconnected- Confusing and lacking clarity
The Result
Employers Skills Gaps
Students Not maximising opportunities
or potential
7
1 x 1 = 1
2 x 2 = 4
3 x 3 = 9
4 x 4 = 15
What do you notice about this slide?
8
There will be Job Opportunities across the economy – not just in growth areas
-20
0
20
40
60
80
100
120
Man
ager
ial
Profe
ssion
al
Assoc
iate
Prof
Admini
strat
ive
Skilled
Tra
des
Perso
nal S
erv
Sales
Opera
tives
Elemen
tary
('00
0)
Expansion Demand Replacement Demand
Occupational Demand over decade to 2020
Source: Oxford Economics
Skills Needs
9
Sectors offering potential
Agri-food Manufacturing Health technologies ICT sector and creative industries Specialised business services Retail Tourism Energy
Integrating labour market information with the career pathway for pupils/students (Source CBI)
10
The Future for the Energy Sector
• Research carried out by the National Skills Academy for Power
- 28,200 leavers within sector- if current recruitment is maintained –
38% shortage of people with the right skills
• In NI - - Market opening – new employers in this sector
• NIE- we will need c.700 new employees over the next 5/10 years
• How does this information get to pupils in schools and students to inform their career decisions?
11
The NIE experience
• We have just gone through 10 years of cost cutting and efficiency improvement
• Our employer brand weakened
• We maintained our own apprentice training facility and apprentice recruitment
• Did not do enough to engage with education providers
• Graduate intake difficulties
12
Apprentice and graduate intake during a difficult period
Year Number2006 102007 102008 102009 02010 20This Year 40
Year Number Number Shortfall
Required Recruited
2006 3 2 1
2007 3 2 1
2008 4 2 2
2009 4 3 1
2010 6 3 3
This year 8 5 3
11
Apprentices Graduates
Minimum Entry Requirements4 GCSE @Grade C includingMaths & English
Minimum Entry RequirementsBSc 2.2(hons) in Electrical Engineering or related discipline
13
Student options
Unemployment
Apprenticeship
Unemployment
H.E.
F.E.
Employment
Schools
Pupils/Students
5 career paths 3 outcomes
• The focus has to be based on the student• Careers advice needs to explore more
options
Parents
Employment
Self-employment
14
Potential employees need employability skillsand not just a qualification
- CBI’s recent research findings (Education and Skills Survey 2010)
- 10% of employers have concerns about basic skills in graduates
- 24% of employers dissatisfied with graduates’ problem solving skills
- 26% of employers dissatisfied with graduates’ self-management skills
- 22% of employers have concerns about the limited career awareness, while 40% feel graduates should have more relevant work experience
- 65-75% of employers believe gaining practical experience is the most valuable step young people can take to improve their prospects
15
Universities want to produce students with the following attributes:
Critical thinkingAdaptabilityIntellectual flexibilityEnquiringCapacity to challengeAbility to work in teamsEnterprise & entrepreneurship Business AwarenessLeadershipAn international dimension
Employers want the following attributes in their employees:
Critical thinking Adaptability ? ? ? Team working ? Business & Customer Awareness Leadership ?
? Problem solving & decision making ? Communication Literacy & Numeracy ? IT skills ? Positive attitude
Potential employees need employability skills and not just a qualification
16
Employers want the following employability skills and not just a qualification
Critical thinkingAdaptabilityIntellectual flexibilityEnquiringCapacity to challengeTeam workingEnterprise & entrepreneurshipBusiness & Customer AwarenessLeadershipAn international dimensionProblem solving & decision makingLiteracy & numeracyIT skills
What employers
want
Positive attitudeCommunication skills
Confidence
Knowledge
Skill
DesireDetermination Drive
19
18
The Challenges
• Changing the Mindset
- Employers - invest time & effort in connecting
- Schools - focus on the right outcomes based on the needs of students and employers
- F.E. & H.E. - more flexible approaches to learning in partnership with
employers and schools
- pupils/students - employability skills & attitude & expectations
- parents - open minded/explore a broader range of options
- Government - a joined up approach between departments
- single point of contact for employers
19
How can we connect better?
• Make time to engage with education providers
• Appoint an academic engagement officer(portfolio/development role for an existing employee)
• Provide quality work experience for pupils
• Provide quality work placements for students
• Provide teachers, lecturers and careers advisors with knowledge/awareness opportunities (placements etc)
• Promote the attractiveness of their sector by attending open days, careers fairs etc and facilitating visits to their premises
• Use experienced employees nearing retirement to develop thenext generation
Employers need to:
20
How can we connect better? (cont’d)
• Consider providing scholarships in partnership with universities
• Use role model employees as ambassadors in outreach programmes with education providers
• Larger employers should consider outreach support to SMEs and micro businesses
Employers need to: