This presentation is created by myself to present on an OPEN DAY at HT Skills.
It has been uploaded to Slideshare.net to emphasize ONLY on my presentation skills and nothing else..
This presentation is not to promote or de-market HT Skills.
Apprenticeships - Employing an Apprentice gives you a quick overview of what it means to employ an apprentice and how to go about it.
For more information about the apprenticeship recruitment services that we offer at Pathway Group please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Apprenticeship Recruitment provides apprenticeship opportunities to expand the number of apprenticeship places offered by employers. They work to increase the number and quality of applicants, making it easier for employers to recruit and individuals to search for vacancies. Their services include employer engagement, matching candidates to vacancies, and supporting apprentices and employers throughout the program.
The Apprenticeship Recruitment Presentation tells you how Apprenticeship Recruitment can work for you. Taking on an apprentice between 16-24 can sound scary but Apprenticeship Recruitment are here to help you all the way through the process. the presentation explains how we recruit, what the process of apprenticeships is and what the progression options are. if you are interested in joining our apprenticeship scheme or would like to employ an apprentice or find out more about the apprenticeship scheme don't hesitate to contact us today.
IMPACT Apprenticeships is a joint venture between MEGT (UK) Limited and Loughborough College that brings the Australian apprenticeship employment concept called a "Group Training Company" to the UK. IMPACT Apprenticeships handles all aspects of apprenticeships for employers, including recruitment, training, oversight, and placement or rotation of apprentices. It operates according to both Australian quality standards for apprenticeship agencies and the UK's National Apprenticeship Service framework.
This document provides an introduction to apprenticeships, including what they are, their benefits, levels, and involved parties. Apprenticeships allow individuals to earn a salary while learning job-specific skills and gaining recognized qualifications. Over 450,000 people in England are currently doing apprenticeships across over 1,400 job roles. Employers in over 175,000 workplaces offer apprenticeship programs.
Improving business performance through apprenticeshipsKineo
1) The panel discussion summarized the benefits of apprenticeships based on case studies from TUI, London Underground, and Tesco. It highlighted how apprenticeships improve business performance through benefits like increased staff satisfaction, reduced turnover, and improved productivity.
2) The panelists described challenges in setting up successful apprenticeship programs and how they overcame issues like gaining business and employee buy-in and selecting the right frameworks. Benefits included tangible outcomes like a steady stream of skilled employees and intangible gains in staff morale.
3) Going forward, the panel discussed expanding apprenticeship opportunities through increased use of technology and new programs. They emphasized the need to continually improve programs and engage partners and government while focusing
Staff guide to Apprenticeships by Pathway Group for staff. The Pathway Group
The document provides information about apprenticeships, including:
- Apprenticeships combine paid employment, training, and the opportunity to gain nationally recognized qualifications.
- Employers can take on new apprentice staff or enroll existing staff in apprenticeship programs.
- Employers benefit from apprenticeships through improved performance, higher quality work, reduced costs, and increased recruitment and staff retention.
- Employers are responsible for paying at least the national minimum wage for apprentices and providing training, induction, and mentoring.
Apprenticeships - Employing an Apprentice gives you a quick overview of what it means to employ an apprentice and how to go about it.
For more information about the apprenticeship recruitment services that we offer at Pathway Group please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Apprenticeship Recruitment provides apprenticeship opportunities to expand the number of apprenticeship places offered by employers. They work to increase the number and quality of applicants, making it easier for employers to recruit and individuals to search for vacancies. Their services include employer engagement, matching candidates to vacancies, and supporting apprentices and employers throughout the program.
The Apprenticeship Recruitment Presentation tells you how Apprenticeship Recruitment can work for you. Taking on an apprentice between 16-24 can sound scary but Apprenticeship Recruitment are here to help you all the way through the process. the presentation explains how we recruit, what the process of apprenticeships is and what the progression options are. if you are interested in joining our apprenticeship scheme or would like to employ an apprentice or find out more about the apprenticeship scheme don't hesitate to contact us today.
IMPACT Apprenticeships is a joint venture between MEGT (UK) Limited and Loughborough College that brings the Australian apprenticeship employment concept called a "Group Training Company" to the UK. IMPACT Apprenticeships handles all aspects of apprenticeships for employers, including recruitment, training, oversight, and placement or rotation of apprentices. It operates according to both Australian quality standards for apprenticeship agencies and the UK's National Apprenticeship Service framework.
This document provides an introduction to apprenticeships, including what they are, their benefits, levels, and involved parties. Apprenticeships allow individuals to earn a salary while learning job-specific skills and gaining recognized qualifications. Over 450,000 people in England are currently doing apprenticeships across over 1,400 job roles. Employers in over 175,000 workplaces offer apprenticeship programs.
Improving business performance through apprenticeshipsKineo
1) The panel discussion summarized the benefits of apprenticeships based on case studies from TUI, London Underground, and Tesco. It highlighted how apprenticeships improve business performance through benefits like increased staff satisfaction, reduced turnover, and improved productivity.
2) The panelists described challenges in setting up successful apprenticeship programs and how they overcame issues like gaining business and employee buy-in and selecting the right frameworks. Benefits included tangible outcomes like a steady stream of skilled employees and intangible gains in staff morale.
3) Going forward, the panel discussed expanding apprenticeship opportunities through increased use of technology and new programs. They emphasized the need to continually improve programs and engage partners and government while focusing
Staff guide to Apprenticeships by Pathway Group for staff. The Pathway Group
The document provides information about apprenticeships, including:
- Apprenticeships combine paid employment, training, and the opportunity to gain nationally recognized qualifications.
- Employers can take on new apprentice staff or enroll existing staff in apprenticeship programs.
- Employers benefit from apprenticeships through improved performance, higher quality work, reduced costs, and increased recruitment and staff retention.
- Employers are responsible for paying at least the national minimum wage for apprentices and providing training, induction, and mentoring.
An apprenticeship allows students to earn a nationally recognized qualification while working full-time and gaining job-specific skills. Apprentices earn a salary, receive training, and gain qualifications and skills. There are three levels of apprenticeships equivalent to GCSEs, A-Levels, or a foundation degree. Apprenticeships involve both theoretical and practical training, as well as functional skills assessments.
Skills Support for the Workforce - free workplace training for SME BusinessesThe Pathway Group
Skills Support for the Workforce is a fully subsidised training programme for small to medium sized businesses in the Local Enterprise Partnership areas (LEPs). Pathway Group are seeking small to medium sized employers based in any of the following regions: Greater Manchester, Nottinghamshire, Derbyshire, Staffordshire, Worcesterhire, Coventry and Warwickshire, Birmingham and Solihull, Black Country, Oxfordshire, Leicestershire and Greater London region.
Calling all SME businesess: Would you benefit from funding to help you:
enhance the skills of your employees
improve your organisation’s productivity & profitability?
Training and development can be customised to meet organisational needs. It may include preparation for an apprenticeship, improving English and maths in the workplace and work based training and development,
Traineeships for Employers tells you all that you need to know if you are considering taking on a Trainee. It explains your responsibilities to the trainee and what you can expect of them.
If you are interested in running a Traineeship please contact us on: 0121 707 0550 or e-mail:info@pathwaygroup.co.uk
The future of employer engagement in light of changes in the apprenticeship a...The Pathway Group
The future of employer engagement new apprenticeships, apprenticeships 2000. What you need to know regarding the changes in apprenticeships by Safaraz Ali of Pathway Group
DC14 3. Are apprentices the new graduates part 1 PwC (Bright Futures, BT, PwC...EmmaAGR
The document provides an overview of PwC's higher apprenticeship program. It describes how apprentices develop over 2 years through on-the-job learning, technical and skills training, and working with a PwC team to earn professional qualifications. Apprentices can pursue pathways in management consulting, tax, or audit/deals. The program balances starting work and earning a salary with continued learning and training. PwC apprentices gain essential experience for the company's success, and the program offers a real choice compared to university alone. Key challenges for the program include finding the right apprentice candidates and embedding the new program within the business.
This document provides information about an employer skills programme run by GKN that supports apprenticeships within their small and medium enterprise supply chain. Through a government-funded programme, GKN offers opportunities for supply chain businesses to access funding to recruit and train level 3 apprentices at no cost. GKN's dedicated training advisors will mentor and support apprentices throughout their training to achieve nationally recognized qualifications tailored to each business's needs. The programme aims to develop skilled workers and help supply chain enterprises improve productivity and competitiveness.
This document provides an overview and update on traineeships in the UK post-COVID labour market. It summarizes recent changes to traineeships including expanding eligibility to those with Level 3 qualifications, extending the maximum length to 12 months, and introducing an employer incentive payment of £1000 per trainee. It also discusses engagement efforts with providers, employers, and young people to raise awareness of traineeships and increase participation through communication plans, webinars, and case studies. Q&A is provided to discuss further steps to boost demand, showcase benefits, and address barriers to growth.
Why run traineeships in partnership with pathway group - Traineeship informat...The Pathway Group
Traineeships are education and training programs with work experience that aim to give young people skills and experience that employers need to make them job ready. They involve work preparation training, English and maths lessons if needed, and a high-quality work placement of 6 weeks to 5 months. Employers benefit from shaping local skills, developing loyal employees, and potentially receiving an apprenticeship grant. The only costs employers have are providing the work placement and possibly expenses; all other training costs are covered. Employers can work with training providers to design flexible traineeships that meet business and individual needs.
A How to Guide: Kickstart Scheme Applications & Implementation for BusinessesThe Pathway Group
This guide has been created for employers who wish to apply for and use Kickstart Scheme to grow their business and support young people in their careers.
This job posting is for an Industrial Recruitment Consultant position with opportunities in multiple locations in the UK. The client is a leading recruitment company in the UK that offers rewarding careers in recruitment consultancy. The posting offers a competitive salary of £20k-£23k plus bonuses and commission, private healthcare, life assurance, pension plan, and a staff recognition program.
This document advertises several recruitment positions with different companies. The Recruitment Account Manager position in Wortley pays £20-22k plus bonus and involves customer service, onsite work with a client, and relationship building and training. The Onsite Recruitment Contract Manager role in Liverpool pays £27k plus £4k bonus and manages onsite recruitment and temps for a large client. Finally, the Driving Recruitment positions across Manchester, Bolton, and Nottingham pay £18-25k depending on experience and offer career growth, a supportive team, and allowances.
The document discusses work placement opportunities for undergraduate business students at the University of Exeter Business School. It offers placements to allow employers to recruit and develop future talent while students gain practical business experience. Placements include industrial placements lasting a minimum of 36 weeks where students often receive pay of around £21,000 annually, and business experience placements of at least 4 weeks that can be paid or unpaid. Employers are encouraged to advertise placements to target students in accounting, economics, business and management.
Focus on Forestry First Ltd is a not-for-profit social enterprise established in 2016 to support skills development and business sustainability in Wales' trees and timber sector. Their new Forestry Focused Future project will provide training, skills development, knowledge transfer, mentoring, and innovative solutions to foster competitiveness and sustainability through 2021. Eligible businesses and self-employed individuals in the sector can register for access to funded and subsidized services and events to support workforce development needs.
Sales Service Essentials training improves customer service skills by focusing on promoting additional products and services through effective questioning techniques. With increasing competition, every business needs to differentiate itself. Ensuring your sales activity is attentive to your customers’ desires is an ideal place to start.
This is an essential, flexible and rewarding experience - and for eligible organisations it is being fully funded by the European Social Fund so there is no cost to you.
This document promotes recruiting an apprentice from 3aaa to transform a business. 3aaa is an outstanding provider of professional services apprenticeships, with a grade 1 rating from Ofsted. Recruiting an apprentice costs a minimum of £10,000 for the business but provides a skilled employee. 3aaa handles recruitment and matches applicants to employer needs, with 96% of employers reporting business benefits from apprentices.
Take a fresh look at apprenticeships - Business Breakfast PlymouthCCB_Training
Plymouth based businesses, heard experts from CCB, the National Apprenticeship Service and BD speak about how apprenticeships are benefitting local businesses. Visit www.ccbtraining.co.uk for more information.
The document discusses the benefits to businesses of offering one-year work placements to students at the University of Exeter Business School. It notes that placements provide businesses with a low-cost way to fill skills gaps, test potential employees, and inject new ideas. Students benefit from valuable work experience. The document provides information for businesses on the types of courses students take, typical placement lengths and pay, and how to advertise placement opportunities to students through the university's job database. It also describes other ways businesses can engage with the university, such as campus presentations or networking events.
-Develop your business with Apprenticeships newEstel Jennings
Apprenticeships can help address the shortage of trained laboratory technicians by providing a cost-effective way for employers to develop skilled staff. CSRG offers apprenticeship programs that combine on-the-job training with academic courses validated by professional bodies. Their laboratory technician apprenticeship involves employers hiring apprentices on temporary contracts, assigning CSRG to provide one day of training per week, and potentially offering permanent positions upon completion of the program.
Customer Service Essentials training helps build strong and lasting customer relationships by improving employees’ team working and enabling greater appreciation of your organisational values. This high quality
training programme is an essential, fl exible and rewarding experience.
For eligible organisations, it is fully funded by the European Social Fund so there is no cost to you.
In our increasingly service-led economy, meeting demands for better and individualised service can give you a new competitive advantage.
An apprenticeship allows students to earn a nationally recognized qualification while working full-time and gaining job-specific skills. Apprentices earn a salary, receive training, and gain qualifications and skills. There are three levels of apprenticeships equivalent to GCSEs, A-Levels, or a foundation degree. Apprenticeships involve both theoretical and practical training, as well as functional skills assessments.
Skills Support for the Workforce - free workplace training for SME BusinessesThe Pathway Group
Skills Support for the Workforce is a fully subsidised training programme for small to medium sized businesses in the Local Enterprise Partnership areas (LEPs). Pathway Group are seeking small to medium sized employers based in any of the following regions: Greater Manchester, Nottinghamshire, Derbyshire, Staffordshire, Worcesterhire, Coventry and Warwickshire, Birmingham and Solihull, Black Country, Oxfordshire, Leicestershire and Greater London region.
Calling all SME businesess: Would you benefit from funding to help you:
enhance the skills of your employees
improve your organisation’s productivity & profitability?
Training and development can be customised to meet organisational needs. It may include preparation for an apprenticeship, improving English and maths in the workplace and work based training and development,
Traineeships for Employers tells you all that you need to know if you are considering taking on a Trainee. It explains your responsibilities to the trainee and what you can expect of them.
If you are interested in running a Traineeship please contact us on: 0121 707 0550 or e-mail:info@pathwaygroup.co.uk
The future of employer engagement in light of changes in the apprenticeship a...The Pathway Group
The future of employer engagement new apprenticeships, apprenticeships 2000. What you need to know regarding the changes in apprenticeships by Safaraz Ali of Pathway Group
DC14 3. Are apprentices the new graduates part 1 PwC (Bright Futures, BT, PwC...EmmaAGR
The document provides an overview of PwC's higher apprenticeship program. It describes how apprentices develop over 2 years through on-the-job learning, technical and skills training, and working with a PwC team to earn professional qualifications. Apprentices can pursue pathways in management consulting, tax, or audit/deals. The program balances starting work and earning a salary with continued learning and training. PwC apprentices gain essential experience for the company's success, and the program offers a real choice compared to university alone. Key challenges for the program include finding the right apprentice candidates and embedding the new program within the business.
This document provides information about an employer skills programme run by GKN that supports apprenticeships within their small and medium enterprise supply chain. Through a government-funded programme, GKN offers opportunities for supply chain businesses to access funding to recruit and train level 3 apprentices at no cost. GKN's dedicated training advisors will mentor and support apprentices throughout their training to achieve nationally recognized qualifications tailored to each business's needs. The programme aims to develop skilled workers and help supply chain enterprises improve productivity and competitiveness.
This document provides an overview and update on traineeships in the UK post-COVID labour market. It summarizes recent changes to traineeships including expanding eligibility to those with Level 3 qualifications, extending the maximum length to 12 months, and introducing an employer incentive payment of £1000 per trainee. It also discusses engagement efforts with providers, employers, and young people to raise awareness of traineeships and increase participation through communication plans, webinars, and case studies. Q&A is provided to discuss further steps to boost demand, showcase benefits, and address barriers to growth.
Why run traineeships in partnership with pathway group - Traineeship informat...The Pathway Group
Traineeships are education and training programs with work experience that aim to give young people skills and experience that employers need to make them job ready. They involve work preparation training, English and maths lessons if needed, and a high-quality work placement of 6 weeks to 5 months. Employers benefit from shaping local skills, developing loyal employees, and potentially receiving an apprenticeship grant. The only costs employers have are providing the work placement and possibly expenses; all other training costs are covered. Employers can work with training providers to design flexible traineeships that meet business and individual needs.
A How to Guide: Kickstart Scheme Applications & Implementation for BusinessesThe Pathway Group
This guide has been created for employers who wish to apply for and use Kickstart Scheme to grow their business and support young people in their careers.
This job posting is for an Industrial Recruitment Consultant position with opportunities in multiple locations in the UK. The client is a leading recruitment company in the UK that offers rewarding careers in recruitment consultancy. The posting offers a competitive salary of £20k-£23k plus bonuses and commission, private healthcare, life assurance, pension plan, and a staff recognition program.
This document advertises several recruitment positions with different companies. The Recruitment Account Manager position in Wortley pays £20-22k plus bonus and involves customer service, onsite work with a client, and relationship building and training. The Onsite Recruitment Contract Manager role in Liverpool pays £27k plus £4k bonus and manages onsite recruitment and temps for a large client. Finally, the Driving Recruitment positions across Manchester, Bolton, and Nottingham pay £18-25k depending on experience and offer career growth, a supportive team, and allowances.
The document discusses work placement opportunities for undergraduate business students at the University of Exeter Business School. It offers placements to allow employers to recruit and develop future talent while students gain practical business experience. Placements include industrial placements lasting a minimum of 36 weeks where students often receive pay of around £21,000 annually, and business experience placements of at least 4 weeks that can be paid or unpaid. Employers are encouraged to advertise placements to target students in accounting, economics, business and management.
Focus on Forestry First Ltd is a not-for-profit social enterprise established in 2016 to support skills development and business sustainability in Wales' trees and timber sector. Their new Forestry Focused Future project will provide training, skills development, knowledge transfer, mentoring, and innovative solutions to foster competitiveness and sustainability through 2021. Eligible businesses and self-employed individuals in the sector can register for access to funded and subsidized services and events to support workforce development needs.
Sales Service Essentials training improves customer service skills by focusing on promoting additional products and services through effective questioning techniques. With increasing competition, every business needs to differentiate itself. Ensuring your sales activity is attentive to your customers’ desires is an ideal place to start.
This is an essential, flexible and rewarding experience - and for eligible organisations it is being fully funded by the European Social Fund so there is no cost to you.
This document promotes recruiting an apprentice from 3aaa to transform a business. 3aaa is an outstanding provider of professional services apprenticeships, with a grade 1 rating from Ofsted. Recruiting an apprentice costs a minimum of £10,000 for the business but provides a skilled employee. 3aaa handles recruitment and matches applicants to employer needs, with 96% of employers reporting business benefits from apprentices.
Take a fresh look at apprenticeships - Business Breakfast PlymouthCCB_Training
Plymouth based businesses, heard experts from CCB, the National Apprenticeship Service and BD speak about how apprenticeships are benefitting local businesses. Visit www.ccbtraining.co.uk for more information.
The document discusses the benefits to businesses of offering one-year work placements to students at the University of Exeter Business School. It notes that placements provide businesses with a low-cost way to fill skills gaps, test potential employees, and inject new ideas. Students benefit from valuable work experience. The document provides information for businesses on the types of courses students take, typical placement lengths and pay, and how to advertise placement opportunities to students through the university's job database. It also describes other ways businesses can engage with the university, such as campus presentations or networking events.
-Develop your business with Apprenticeships newEstel Jennings
Apprenticeships can help address the shortage of trained laboratory technicians by providing a cost-effective way for employers to develop skilled staff. CSRG offers apprenticeship programs that combine on-the-job training with academic courses validated by professional bodies. Their laboratory technician apprenticeship involves employers hiring apprentices on temporary contracts, assigning CSRG to provide one day of training per week, and potentially offering permanent positions upon completion of the program.
Customer Service Essentials training helps build strong and lasting customer relationships by improving employees’ team working and enabling greater appreciation of your organisational values. This high quality
training programme is an essential, fl exible and rewarding experience.
For eligible organisations, it is fully funded by the European Social Fund so there is no cost to you.
In our increasingly service-led economy, meeting demands for better and individualised service can give you a new competitive advantage.
The document provides an overview of training and development techniques discussed in Chapter 8. It begins with orienting new employees and describing the basic training process. It then discusses various training methods like on-the-job training, apprenticeships, lectures, and computer-based training. It also covers managing organizational change and developing managers through techniques like job rotation, case studies, and executive coaching. The document aims to help the reader understand how to effectively train employees and lead organizational change.
Apprentice Power-Point Presentation/What is Apprenticeship Recruitment The Pathway Group
Apprenticeship Recruitment aims to expand apprenticeship opportunities with employers and increase quality applications. They register candidates and employers, monitor programs, and provide recruitment services. Their goal is to make apprenticeships an attractive option for employers and individuals seeking work-based training and qualifications.
Keith Smith, Director, Levy Implementation presentation on the Digital Apprenticeship Service at the FE Week Annual Apprenticeship Conference and Exhibition.
Pearl Interactive Network's IT Apprenticeship Program provides for entry-level employees to progress through career pathways in a company through a combination of on-the-job experience, mentoring, and online certification.
The document discusses various aspects of training such as the need for training, features of training, types of training, on-the-job and off-the-job training methods, and evaluation of training programs. It provides examples of systematic approaches taken by different companies to identify training needs, implement training, and evaluate the effectiveness of training.
Threshold Concepts: A Discipline-based approach to learning and designdisciplinarythinking
Threshold Concepts: A Discipline-based approach to learning and design.
A presentation by Colleen McKenna and Jane Hughes from HEDERA for the Disciplinary Thinking OER Workshop at the University of Bath 02/02/12.
More details from http://www.disiplinarythinking.wordpress.com
The document discusses threshold concepts, which are core ideas in a discipline that provide a new framework for understanding. Threshold concepts are transformative, troublesome for students to grasp, and irreversible once learned. They change one's perspective and are difficult to identify from an expert's point of view. The document argues teachers should focus on identifying key threshold concepts and designing courses around experiences that help students discover and revise their mental models of these concepts on their own, rather than simply teaching content. This deeper learning is needed to truly master a discipline versus short-term retention of facts.
The document discusses training, its purpose, types, and methods. It provides details on different training structures, needs identification, and assessment of effectiveness. Various on-the-job and off-the-job training techniques are explained, along with their merits and demerits. Executive training objectives and methods are also outlined.
This document discusses various training methods and techniques. It is divided into three main categories: presentation methods, hands-on methods, and group building methods. Presentation methods include lectures and audio-visual techniques where trainees passively receive information. Hands-on methods require active involvement through activities like on-the-job training, simulations, and role-plays. Group building methods aim to improve team effectiveness through techniques such as adventure learning, team training, and action learning. The document provides details on key methods within each category and discusses their advantages and disadvantages.
The story describes two woodcutters, Rahim and Rahman, who barely earned enough to survive. One day, Rahim wanted to share his lunch with a beggar, but Rahman stopped him and instead offered to teach the beggar how to cut wood. Rahman showed the beggar how to use an axe and cut wood. Later, when someone purchased the beggar's entire bundle of wood, Rahman explained to Rahim that by teaching a skill rather than just giving food, the beggar would never go hungry again and would have a means to support himself long-term.
This document discusses formal and informal interviews. It defines an interview as a conversation between two people where one person seeks information from the other for employment purposes. Formal interviews involve set questions, while informal interviews are more casual without fixed questions. Characteristics of interviews include they involve strangers, have a start and end, and involve verbal questions for answers. The document provides guidelines for effective interviews such as maintaining professionalism and asking questions to learn about the company.
A PowerPoint® presentation using information from the Needs Analysis. I offer a recommendation of a delivery methodology and:
• Provide a definition of a delivery method and how it would be applied for the project
• Examine the Pros and cons of a different delivery method
• Demonstrate a recommendation of the delivery method you chose
This document summarizes key aspects of the Apprentices Act of 1961 in India. It discusses how the act applies to apprentices undergoing training in designated trades across India. It outlines requirements for apprenticeship contracts between apprentices/guardians and employers. It also describes obligations of apprentices and employers during training. Specifically, it states that employers must provide training, stipends, safety, and time off as prescribed in the act. The overall summary is that the Apprentices Act establishes rules and guidelines governing apprenticeship programs and agreements in India.
Modern methods of performance appraisalKumar Gourav
This document discusses several modern methods of performance appraisal:
1) MBO (Management by Objectives) involves managers and subordinates jointly setting measurable objectives for key result areas. Performance is evaluated based on achieving objectives.
2) BARS (Behaviorally Anchored Rating Scales) evaluates employee performance dimensions and anchors ratings on a scale of good, average, poor based on behavior.
3) Assessment Centers evaluate executives through tests like simulations and role plays to assess strengths and weaknesses.
4) 360-degree appraisal involves evaluations from supervisors, subordinates, peers, and customers to provide a broader performance perspective.
Motorola University is the corporate university of Motorola Inc. that was established in 1974 in Chicago to provide training programs for Motorola employees. It has since expanded to provide services to Motorola's clients, suppliers, and partners. The goals of Corporate Universities like Motorola University are to organize training, promote continuous learning, support organizational change, maximize the return on education investments, and foster a common culture and loyalty. Motorola University operates through five institutes focused on quality, leadership, supply chain, engineering, and marketing to contribute to Motorola's sustained success.
The document discusses the key aspects of staffing, which includes recruiting, selecting, and training employees. It describes staffing as an important managerial function that is pervasive and continuous. The basis of effective staffing is the efficient management of human resources through proper recruitment and selection procedures to place the right employees in the right jobs. The document then covers the different steps involved in recruitment, selection, and training employees. It discusses various training methods commonly used like on-the-job training, classroom training, and management development programs. Finally, it mentions some types of personnel movements like transfer, promotion, and separation.
The document discusses employee welfare, including definitions, types of welfare activities, merits and demerits of welfare schemes, and facilities provided at ITI. It covers welfare both inside and outside the workplace, such as health services, canteens, housing, and recreation. Theories of welfare administration and assessment of welfare effectiveness are also mentioned. Fringe benefits and safety and health measures for employees are briefly outlined.
- Education is important to employers, especially passing English and math. Life experiences like sports and activities can also help.
- There are various education options after school like TAFE, university, apprenticeships that are viewed favorably by employers.
- To get a job requires focusing on resumes, searching methods like online and in-person, applying, and interview skills like being prepared and asking questions.
- General tips for job searching include being open-minded, willing to improve skills, traveling if needed, and constantly working to find opportunities.
A Traineeship is an education and training program that provides work experience to help young people develop skills employers are looking for. Traineeships can last 6 weeks to 6 months and include work preparation training, English and math support, and a meaningful work placement. They help participants improve their chances of getting an apprenticeship or job by providing experience and skills training. While work placements are unpaid, trainees may be eligible for financial support for expenses. Traineeships are best suited for motivated youth who are unemployed or working less than 16 hours a week and lack the experience that employers want.
The document summarizes several HR vacancies including:
- Head of HR role for a global company in Ireland with responsibilities including board membership, employee relations, and compensation.
- Occupational psychologist consultant role in Dublin focusing on talent development projects.
- Recruitment consultant for an in-house role in Dublin handling recruitment processes.
- German recruitment specialist for a global organization based in Dublin to recruit candidates in Germany.
- Several other HR roles such as talent acquisition, reward consultant, HR administrator, and learning and development officers.
The document summarizes several HR vacancies including:
- Head of HR role for a global company in Ireland with responsibilities including board membership, employee relations, and compensation.
- Occupational psychologist consultant role in Dublin focusing on talent development projects.
- Recruitment consultant for an in-house role in Dublin handling recruitment processes.
- German recruitment specialist for a global organization based in Dublin to recruit candidates in Germany.
- Several other HR roles such as talent acquisition, reward consultant, HR administrator, and learning and development officers.
Introduction to Qube Learning work based Training ProviderAdrian Grove
This Slideshow as been designed to showcase Qube Learning, we are a workbased training provider, offering Traineeships, Apprenticeships, Recruitment and short courses to businesses in England.
Wentworth's Co-op Orientation for Spring 2013Greg Denon
This document provides an orientation for students starting the co-op program. It outlines the requirements to complete an online tutorial by September 14th and explains that co-ops are full-time paid jobs related to a student's major that allow them to gain professional experience. The document then details the support services available through the Career Center and the steps students should take to find a co-op, including creating resumes and portfolios, attending workshops, searching for jobs, and completing evaluations after finishing their co-op.
Birmingham and Solihull Work-based Training Providers BrochureThe Pathway Group
This brochure talks about how the Birmingham and Solihull Work-based Training Providers Network can help you to find a career and become successful.
It talks about training providers in the Birmingham and Solihull area and tell you what they have to offer.
For more information about Pathway Group please contact: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
The document provides information on obtaining work experience and employment. It discusses the current job market trends of decreasing unemployment and increasing numbers of employed individuals. It then outlines various graduate roles and things to look for, such as career progression and exposure, as well as potential warning signs. The document also discusses methods of obtaining jobs, including direct applications, online applications, recruitment agencies, internships, and industry-specific methods. It provides tips for interviews, common interview questions, and advice on preparation, attitude, and follow-up. Finally, it describes the services provided by Get Work Experience Ltd in helping students find work placements and assisting employers.
Employer Induction Pack- Employer documentation for apprenticeship provisionThe Pathway Group
Employer Induction Pack, employer induction pack template, apprenticeship induction for employers, apprenticeship employer handbook, guide for apprenticeship for employers, guide to apprenticeships for employers,
Pathway Group Now Delivering English and Maths Functional Skills in the East...The Pathway Group
Pathway Group are now delivering English and maths functional skills in the East Midlands region for people employed in SMEs, who are over 19 and have English and/or maths skills below level 2.
If you would like more information about how you can take advantage of this scheme call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
The document provides information about apprenticeship funding and reforms in England. It discusses how funding will shift from being controlled by training providers to being jointly controlled by employers and providers, and eventually fully controlled by employers. It outlines changes such as employers designing apprenticeship standards, controlling funding through a digital voucher system, and paying a 0.5% payroll tax that will fund apprenticeships. The document also provides funding comparisons and explains how apprentices will be less funded under new rules starting in April 2017.
A guide to apprenticeships at pathway for employer engagement & other staff u...The Pathway Group
guide to apprenticeships for employer engagement staff, staff training materials on apprenticeship, apprenticeship staff training programme, apprenticeship staff support programme, training for staff dealing with apprenticeships, training college staff on apprenticeship employer engagement, apprenticeship employer engagement training
call us on 0121 707 0550
Speak with Alan Hill or email Alan on Alanh@pathwaygroup.co.uk
Talent Upstart - WDA Grants supporting the development of talents in Startups...Ezen Ho
Hiring new staff? Find out more about [Talent Upstart]
A Turnkey Solution to Help Startups & SMEs attract, develop & retain talents. A grant supported by WDA initiative valid till March 2016.
Up to $347k per company available
Contact Lithan [90226004] or email lithantalents@gmail.com to have a pre-evaluation discussion on your company's eligibility to be part of this scheme
The document provides an overview of The Mentoring Partnership program. It discusses how the program matches skilled immigrant professionals with Canadian mentors to help them build professional networks and integrate into the Canadian job market. It outlines the program's history and impact, with over 10,000 matches completed to date. It also reviews the roles of various partners involved in delivering the program and supporting mentors and mentees.
The diploma of Management course is a nationally accredited and nationally recognised business course that will help build your business career.
Successful completion of the Diploma will (based on mapping by Swinburen University in Melbourne) exempt you from the first year of a standard 3 year Bachelor of Business degree.
This document provides information about apprenticeship funding and reforms in the UK. It discusses how funding currently works and how it will change, with employers having more control over apprenticeship content and standards. Employers will need to contribute to apprenticeship costs, though SMEs employing under 50 people can access funding to train 16-18 year old apprentices at no cost. The document also provides guidance on choosing a training provider and their requirements for delivering apprenticeships.
This document provides information about apprenticeship funding and reforms in the UK. It discusses how funding currently works and how it will change, with employers having more control over apprenticeship content and standards. Employers will need to contribute to apprenticeship costs, though SMEs employing under 50 people can access funding to train 16-18 year old apprentices at no cost. The document also provides guidance on choosing a training provider and their requirements for delivering apprenticeships.
Antal International operates a fully integrated global network through 400 consultants and over 80 offices in 30 countries on 5 continents. They provide a global recruitment solution, combining a regional or global overview with the ability to deliver locally. Antal has been operating for close to 15 years in global markets and takes a four-way methodology to recruitment involving networking, advertising, search, and using their worldwide web presence.
Nadine Wakelam has over 20 years of experience in management, business administration, customer service, and training/assessing qualifications up to level 5. She has worked as a trainer/assessor for several companies for the past 6 years, supporting up to 50 learners at a time in various subjects. Prior to that, she held management roles for 11 years with Wigan Council, gaining qualifications such as NVQ level 5 in Operational Management.
GPSTL Company Information Brochure (2) Sep 2016 v1Matthew Pye
GP Strategies Training Ltd is a UK-based training provider that offers apprenticeships, traineeships, and loans-funded qualifications to help businesses and individuals fulfill their potential. They have a track record of delivering high quality training with above average success rates. The document outlines their mission to inspire success through developing skills. It also details the various programs, qualifications, and services they provide to employers and employees.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
3. Today’s AGENDA
• About HT Group
• About Apprenticeship
• About Qualification
• Application formalities
• Assessments
• Interview
• Pause
4. HT GROUP
The Home Training Group was formed in April 2006.
We are committed to partnership working and to creating career
opportunities.
We specialise in recruiting and training Apprentices.
Through high quality accredited training we guide apprentices to achieve NVQ
qualifications in various sectors like Hair & Beauty, Business Admin, Customer
Services, Retail, Child Care and HSC.
The directors and associates have a high reputation for the provision of high
quality teaching, learning and support services in higher education and career
progress.
5. Apprenticeship - framework
An Apprentice work full-time for 12/18 months to achieve the qualification
On an average you have to work 30-40 hours a week.
Your wages – At least £2.65 per hour (National minimum wages for Apprenticeship)
No college/university – No class room sessions are involved.
HT Group’s assessor visits your work place as a part of assessment.
Assignments, Course works are mandatory as a part of this apprenticeship frame
work.
Functional skills are mandatory for those who fail to submit a proof for having
completed functional skills (English & Maths), you should do the same as a part of
this program.
6. Eligibility
16-24 years of age
Born in The UK or hold a Valid British Passport or have lived in The UK for at least Three years
continuously.
Eligible to study & Work in The UK.
Valid NI Number
Not in full-time job
Not in full-time education
Shouldn’t have any Bachelors/Masters degree or any qualification in NVQ Level-4 or more.
Committed to work in 12/18 months contract
Motivated & Committed to learning
Currently not being funded by the Government for education
7. The R-team
• The R-team comprises of two teams within,
1. Recruitment Consultants
2. Recruitment Officers
• The Recruitment Consultant is the first point of contact at HT Skills for the
employers.
• We discuss and create Apprenticeship vacancy with the employers for you.
• Analyse if the employer is eligible to hire apprentices
• We do job analysis, write job description.
• Get the approval from Apprenticeship.org and post vacancies.
8. The R-team
The Recruitment officers are the first point of contact for you at HT Skills.
You will be interviewed by one of our recruiters after the initial assessments.
We recruiters, discuss with you the available opportunities and help/guide you
choose the apt one for you
We pitch to the employers on your behalf by emphasizing your skills and
commitments towards apprenticeship.
We convince the employers to make time to meet you for an interview.
Guide you with information about the employer, job role and interview tips before
you go for the interview.
The whole R-team does the final paperwork and submit it to the enrolment team
or assessment team.
9. Work & Learn
Work
Observe
Ask Questions
Discuss
Learn
10. Write & Learn
Theory Works
Assignments
Course Works
Internet Research
Learn
12. Beginning to Beginning
Assessment (Score it)
Interview (Have you got it?)
Employer interview (Impress)
Trial day or Trial week (paid) as a part of employer interview (Make the most)
Confirm Placement (Earn it)
Work & Learn, Write & Learn – Be assessed (Keep Scoring)
Get Qualified (Achieve)
Begin your career (Fly with Colours)
13. Benefits
No tuition fee.
Fully Government funded (16-18years old)
Government & Employer funded (19-24 years old)
Get On-the-Job-Training –> fulltime work (at least 12 months)
Assessed and guided by experts in the field
One year work Experience
An e-portfolio to support your job search after the completion of apprenticeship
program.
If successfully completed, you might get a good reference from your employer.
Possibility of full-time employment with the employer itself (no promises)
Options to pursue Level 3 – complete in fast-track with us