Tips 2 grow your business by Pathway,How to Find Great Staff for Growth

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Finding funding for staff training, How to Find Great Staff for Growth,
To save your business from making bad hiring decisions Pathway2Grow has devised some useful
tips to help you think out-of-the-box and attract quality staff to help your business grow in an
otherwise stagnant economy.

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Tips 2 grow your business by Pathway,How to Find Great Staff for Growth

  1. 1. growTips
  2. 2. How to Find Great Staff for GrowthPeople are the backbone of a successful enterprise. Reducing ‘brain drain’ and finding great staffthat is a right fit for your business is proving to be difficult, especially for Small and MediumEnterprises who are looking to experience rapid business growth.DONT PANIC!To save your business from making bad hiring decisions Pathway2Grow has devised some usefultips to help you think out-of-the-box and attract quality staff to help your business grow in anotherwise stagnant economy. Our Tips2Grow can help your company save on the high costsattributed to attract, engage and recruit staff, and reducing employee turnover intentions. This isa win-win proposition for your business and will help you increase profitability in the long run.Tips growJob AnalysisJob analysis is an essential step, which is often overlooked by most employers. The trick is toidentify through past experience and future business needs - the knowledge, skills and abilities(KSAs) that are required for a particular job role.This should be completed by the HR department in consultation with the line-manager. Points tobe covered include key successes of the role in the past, areas of improvement, level of expertiserequired, pay and reward information for the position being advertised.Job DescriptionA sure way to target qualified applicants is to highlight specific attributes of the job role in astructured job description. A good job description can help candidates identify key KSAs (e.g.qualifications and skills), competencies (e.g. planning and organising, attention to detail etc.) andresponsibilities (e.g. managing, training etc.) obtained from the job analysis. Tailoring the job tasksspecifically to the office premises could help ensure person-job fit. Overall a structured jobdescription is an easy way to put across your expectations as an employer and ways to measurejob performance within a defined framework.page 1 of 5ATTRACT ENGAGE RETAIN
  3. 3. AttractApart from using traditional methods of advertising through media, some great ways to attractapplicants is through:• Current and past employees referrals• Customer recommendations• Partner and Subcontractor referrals• Job fairs• Company networking events• Social networking websites e.g. LinkedIn.Alternatively, your company could also target the long-term unemployed by contacting welfare towork programmes and community payback schemes. Remember – they key is to think out-of–the-box!Small businesses can promote the job role using effective marketing techniques to attract theirtarget group by advertising benefits - e.g. the flexibility of the job role, with opportunities to growand gain experience in all areas of the business.Using the job description as a basis, it is important to sift through potential applicants and selectcandidates for an interview based on the highlighted KSAs, competencies and responsibilities.Tips growEngage and Retainpage 2 of 5Now that you have hired the RIGHT staff for your business...Talent management initiatives should be prioritised to ensure staff engagement with thecompany mission, core values and culture. Employees could gain a positive impression of yourbusiness when given opportunities to gain skills through training programmes to ensurecontinuous professional development. An example could be a government fundedapprenticeship programme, to obtain relevant work-based qualifications.Engagement also means gathering employee perspectives on current practices and procedurese.g. through an annual staff survey. This data could help the company recognise success storiesand improve outdated practices that might be adversely affecting performance, therebyhindering growth.It is important to be proactive and consistent with recruitment, by re-evaluating the processcontinuously through appraisal meetings and reviews. This can help managers identify areas ofimprovement, recognise talent and reward excellence – helping you retain your top performers!Visit our website www.pathway2grow.co.uk for information on our FREE networking eventsand workshops to help you NETWORK, LEARN & GROW.
  4. 4. Finding funding for staff trainingGovernment funding rules are constantly changing and it becomes difficult for small businessesto keep up. Pathway2Grow has compiled a list of information to help you to navigate aroundthese funding rules.Skills Funding Agency funding rules for 2013/2014 (for Ofqual related qualifications on the QCF,NCF, Higher Education Diplomas, Apprenticeships and non-regulated provisions) are as follows:EligibilityTips grow page 3 of 5• Learner must be aged 19 or older on the 1st of August within the funding year (or 15 or olderand have left compulsory education for Apprenticeships)• Eligibility checks are taken place at the start and end of the learning aim/programme, andthe learner status does not change for the duration of the learning aim/programme.• Funding can only be claimed for training provision and delivery within England• Learning Aim Reference Application (LARA) rates for funding apply for all approvedqualifications• For learners who have achieved learning aims (not applicable for apprenticeships) of over50% of their assessment through Recognition of Prior Learning (RPL) or Loans, 50% offunding provision or learner fee must be discounted.Evidence Required• Learners are required to provide documentation requested by the training provider to confirmeligibility based on set criteria.o Learners will be required to complete a Learning Agreemento Apprenticeship funding can only be claimed for frameworks completed by the apprenticeuntil the date they withdrawo A learning aim only begins when the activity related to the learning aim has beguno Learners will have to confirm any benefit and unemployment status in a self-declaration– this includes declaring obtaining employment during the course• Learners can still claim benefits not related to unemployment• Job outcome payments do not apply to the learning aims of learners funded through a Loano Evidence of achievement of the course will need to be submitted• Certificate issues by the awarding body/organisation• Apprenticeship completion certificate issues by a relevant Issuing AuthorityFinancial Contributions• Any changes in fees or funding rates must be explained to learners by training providers• Learners who are co-funded could be charged a fee, but fees for disadvantaged learners canbe covered through a Discretionary Learner Support (DLS) allocation fund• Enhanced funding for Apprentices aged 19 to 23 could be available for those with disabilities,ill health, pregnancy, a custodial sentence, remanded in custody, carers, significant languagedifficulties (not ESOL), result of a care order or those detained under the Mental Health Act– more details could be discussed with your training provider
  5. 5. 24+ Advanced Learning LoansSkills Funding Agency funding rules for 2013/2014 (for Ofqual related qualifications on the QCF,NCF, Higher Education Diplomas, Apprenticeships and non-regulated provisions) are as follows:Eligibility• Advanced Learning Loans now replace funding provision for learners aged 24 and above• Learners studying over a Level 3 for QCFs and Diplomas, Access to Higher Educationcourses, A-levels and Advanced/Higher Apprenticeships with a Skills Funding AgencyApproved Provider in England• There are no credit checks• Prior attainment is not checked for the learners first loan• Multiple loans (up to 4 loans) can be taken for courses at different levelsFinancial Information• One loan applications for a course could be up to the duration of 3 yearsoApplications open from April, 2013 - for courses beginning in the academic yearstarting August, 2013• Learners could get a minimum of £300 up to the value of provider fees• Apprenticeship funding rates are based on the 50% employer contribution• Loan repayments are collected through the tax system and the first repayments willcommence in April 2016 (for those leaving their course before April 2016)o Loans only need to be paid back for those earning an gross income over £21,000 • At therate of 9% of your income – irrespective of the loan amounto Voluntary repayments are acceptableo Outstanding balances on a loan will be written off after 30 years.• Additionally interest rates are linked to inflation• The applications, assessment, payments and repayments will be administered by StudentFinance England. The same organisation provides financial support for HE students.Funding Resources:• For more information on staff training programmes and accessing available funding foryour business please visit: http://pathwaygroup.co.uk/Accessing-Funding-Support-29-c.html• General information on new funding rules please visit:http://skillsfundingagency.bis.gov.uk/news/pressreleases/ANewStreamlinedFundingSystem.htm• Simplified funding rules and rates can be found on:http://skillsfundingagency.bis.gov.uk/providers/FundingSimplification/Tips grow page 4 of 5
  6. 6. Other Useful Links for Training and Funding Information:• Pathway Group Website: http://pathwaygroup.co.uk/• Pathway – Training for your Staff FAQs -http://pathwaygroup.co.uk/Training-your-Staff-Frequently-Asked-Questions-40-c.html• Free Training Guide: http://freetrainingguide.co.uk/• Advanced Learning Loans: http://advanced-learning-loans.co.uk/• Skills Funding Agency (SFA): http://skillsfundingagency.bis.gov.uk/• Education Funding Agency (YPLA): http://www.ypla.gov.uk/• National Careers Service (NCS): https://nationalcareersservice.direct.gov.uk/Pages/Home.aspx• National Apprenticeship Service (NAS):http://www.apprenticeships.org.uk/About-Us/National-Apprenticeship-Service.aspxTips grow page 5 of 5

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