The document summarizes a skills and employability strategy for the University of Derby and D2N2 region from 2016-2020. It provides an overview of the labor market, economic profile, skills needs, and current education and training provision in the region. The strategy aims to inform stakeholders of skills needs and provide an evidence base to improve local skills performance and create a productive workforce with the required current and future skills.
Local Initiatives to promote apprenticeships in Leeds and Manchester, UKOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Denise Gareau - Enabling Fund for Official Language Minority CommunitiesOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Jonathan Barr - How to expand apprenticeships to new players?OECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Effective Skills Systems in Spain – Workshop with StakeholdersEduSkills OECD
This presentation was prepared for the Diagnostic Workshop with Stakeholders in Cuenca (November 24-25, 2014) in the context of the “Building an Effective Skills Strategy for Spain” project, a collaborative project of the OECD and the Government of Spain. The material was intended as input to the Diagnostic Workshop with Stakeholders and does not aim to provide a comprehensive assessment of Spain’s Skills System. It focuses on the Effective Skills Systems pillar of the OECD skills strategy.
Michela Meghnagi - MAking the best use of Local Labour Market DataOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Where have all the teaching supply staff gone? Check out our new Education white paper for industry insights and strategies for education recruiters.
Inbox me to find out how we can dramatically increase your stats today! linkedin.com/in/lee-knowles-musthire
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Local Initiatives to promote apprenticeships in Leeds and Manchester, UKOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Denise Gareau - Enabling Fund for Official Language Minority CommunitiesOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Jonathan Barr - How to expand apprenticeships to new players?OECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Effective Skills Systems in Spain – Workshop with StakeholdersEduSkills OECD
This presentation was prepared for the Diagnostic Workshop with Stakeholders in Cuenca (November 24-25, 2014) in the context of the “Building an Effective Skills Strategy for Spain” project, a collaborative project of the OECD and the Government of Spain. The material was intended as input to the Diagnostic Workshop with Stakeholders and does not aim to provide a comprehensive assessment of Spain’s Skills System. It focuses on the Effective Skills Systems pillar of the OECD skills strategy.
Michela Meghnagi - MAking the best use of Local Labour Market DataOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Where have all the teaching supply staff gone? Check out our new Education white paper for industry insights and strategies for education recruiters.
Inbox me to find out how we can dramatically increase your stats today! linkedin.com/in/lee-knowles-musthire
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Werner Eichhorst - Youth Employment programs, employer involvment and vocatio...OECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
In presentation made at the annual ALLIES conference, immigrant integration expert, Naomi Alboim describes the shifting trends in immigration and labour markets and the implication of these shifts for employers, service providers, and policy makers.
Naomi Alboim - Planning for the Future: Immigration and Labour Market TrendsMaytree
Immigration policy in Canada is complex and is driven by both federal and provincial interests. Naomi Alboim, a leading expert in the field, will shed light on current trends in Canadian immigration, share insights on foreign qualification recognition, and suggest potential new directions for mentoring.
Social Inclusion & Community Activation Programme - Clodagh McdonnellOECD CFE
3th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Innovation in Public Employment Services - Sally SinclairOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Lars Niklasson - Kalmar Region - Boosting Job CreationOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Presentation by Ms. Kristine Langenbucher, Head, Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Kristine Langenbucher, Head of the Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, set the scene for Breakout Session 3 by introducing the third pillar of the OECD Skills Strategy Framework, which focuses on the governance of skills systems. She provided relevant and updated data on the effectiveness of policy coordination mechanisms in Southeast Asia, and provided areas for collaboration among ministries and various stakeholders outside of government.
Equality, Diversity, and Inclusion in Apprenticeships from BTEGThe Pathway Group
Created by BTEG (black training and enterprise group), about the importance of equality and diversity in apprenticeships and education.
Includes statistics about government targets, and BAME (black and ethnic minority) representation in apprenticeships.
Understand Canada's working environment for successdpthuy
This research is specifically designed for new immigrant and international students to understand working environment in Canada. You can find useful recommendation for starting your career in Canada
Weaving together policies for social inclusion in Ireland - Christine MorrisOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Presentation by the Mr. Andrew Bell, Head, OECD Skills Strategy, OECD Centre for Skills for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Mr. Andrew Bell, Head of the OECD Skills Strategy at the OECD Centre for Skills, set the scene for Breakout Session 2 by introducing the second pillar of the OECD Skills Strategy Framework, which focuses on using skills effectively in work and society. He provided relevant and updated data on various aspects of the labour market in Southeast Asia, including employment rates, the quality of working conditions, R&D expenditure, and the number of businesses and start-ups in the region, among many others.
How do Skills Opportunities and Challenges Manifest Themselves in Different L...OECD Centre for Skills
Presentation by Kristine Langenbucher, Head of Unit Employment and Skills at the OECD Centre for Entrepreneurship, SMEs, Cities and Regions, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Kristine Langenbucher, Head of the Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, emphasised the need for local, tailored skills analyses, interventions and policies. She provided concrete country-level and sector-specific examples of various skills opportunities and challenges in Southeast Asia.
Helping people to develop and use skills effectively is crucial for people and countries to thrive in an increasingly interconnected and rapidly changing world. Fully recovering from the COVID-19 pandemic will also require countries to reskill workers who have lost their jobs and to adopt new strategies for making effective use of people’s skills in and out of the workplace.
In helping to achieve this, the OECD assesses skills challenges and opportunities, and looks to help countries to build more effective skills systems through tailor-made policy responses, while using the OECD Skills Strategy framework as its foundation.
Presented at the 1st Lean Startup Circle Karachi Meetup, introducing the Lean Startup Pakistan Initiative along with an overview of the principles in the Lean Startup Methodology
Werner Eichhorst - Youth Employment programs, employer involvment and vocatio...OECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
In presentation made at the annual ALLIES conference, immigrant integration expert, Naomi Alboim describes the shifting trends in immigration and labour markets and the implication of these shifts for employers, service providers, and policy makers.
Naomi Alboim - Planning for the Future: Immigration and Labour Market TrendsMaytree
Immigration policy in Canada is complex and is driven by both federal and provincial interests. Naomi Alboim, a leading expert in the field, will shed light on current trends in Canadian immigration, share insights on foreign qualification recognition, and suggest potential new directions for mentoring.
Social Inclusion & Community Activation Programme - Clodagh McdonnellOECD CFE
3th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Innovation in Public Employment Services - Sally SinclairOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Lars Niklasson - Kalmar Region - Boosting Job CreationOECD CFE
This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.
Presentation by Ms. Kristine Langenbucher, Head, Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Kristine Langenbucher, Head of the Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, set the scene for Breakout Session 3 by introducing the third pillar of the OECD Skills Strategy Framework, which focuses on the governance of skills systems. She provided relevant and updated data on the effectiveness of policy coordination mechanisms in Southeast Asia, and provided areas for collaboration among ministries and various stakeholders outside of government.
Equality, Diversity, and Inclusion in Apprenticeships from BTEGThe Pathway Group
Created by BTEG (black training and enterprise group), about the importance of equality and diversity in apprenticeships and education.
Includes statistics about government targets, and BAME (black and ethnic minority) representation in apprenticeships.
Understand Canada's working environment for successdpthuy
This research is specifically designed for new immigrant and international students to understand working environment in Canada. You can find useful recommendation for starting your career in Canada
Weaving together policies for social inclusion in Ireland - Christine MorrisOECD CFE
13th Annual Meeting of the OECD LEED Forum on Partnerships and Local Development INCREASING PRODUCTIVITY, JOB CREATION AND INCLUSION FROM THE BOTTOM-UP 10th-11th April 2017 | Prague, Czech Republic
Presentation by the Mr. Andrew Bell, Head, OECD Skills Strategy, OECD Centre for Skills for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Mr. Andrew Bell, Head of the OECD Skills Strategy at the OECD Centre for Skills, set the scene for Breakout Session 2 by introducing the second pillar of the OECD Skills Strategy Framework, which focuses on using skills effectively in work and society. He provided relevant and updated data on various aspects of the labour market in Southeast Asia, including employment rates, the quality of working conditions, R&D expenditure, and the number of businesses and start-ups in the region, among many others.
How do Skills Opportunities and Challenges Manifest Themselves in Different L...OECD Centre for Skills
Presentation by Kristine Langenbucher, Head of Unit Employment and Skills at the OECD Centre for Entrepreneurship, SMEs, Cities and Regions, for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Kristine Langenbucher, Head of the Employment and Skills Unit at the OECD Centre for Entrepreneurship, SMEs, Regions and Cities, emphasised the need for local, tailored skills analyses, interventions and policies. She provided concrete country-level and sector-specific examples of various skills opportunities and challenges in Southeast Asia.
Helping people to develop and use skills effectively is crucial for people and countries to thrive in an increasingly interconnected and rapidly changing world. Fully recovering from the COVID-19 pandemic will also require countries to reskill workers who have lost their jobs and to adopt new strategies for making effective use of people’s skills in and out of the workplace.
In helping to achieve this, the OECD assesses skills challenges and opportunities, and looks to help countries to build more effective skills systems through tailor-made policy responses, while using the OECD Skills Strategy framework as its foundation.
Presented at the 1st Lean Startup Circle Karachi Meetup, introducing the Lean Startup Pakistan Initiative along with an overview of the principles in the Lean Startup Methodology
A document submitted to Government by D2N2 - the Local Enterprise Partnership serving Derbyshire and Nottinghamshire - for the latest round of Local Growth Funding - as part of a £426million investment for the area.
N.Ireland Education and Business Breakfast Meeting, Nov 2019Deirdre Hughes
Full set of slides from Education & Employers Business Breakfast meeting on 20th November 2019. The event was organised by Prospects Events and Dr Deirdre Hughes OBE, DMH Associates. Addressing skills gaps and skills mismatch, including labour market intelligence, careers, choices and future preferences.
How can labour market data influence an Hourglass?Jamie Mackay
Presented at the Sheffield Hallam University Learning & Teaching Conference 2016 on 23 June, this presentation looks at how labour market information can be used to inform strategy and communicate to people about how they can find a successful, sustainable career.
Welcome plenary - Helen Lazarus, Michael Heanue and Catherine KnivettJisc
Led by your host Helen Lazarus, head of Jisc London, the opening session will set the scene for the day and will include a strategic update, and the latest news from Jisc.
With contributions from Michael Heanue and Catherine Knivett, principal policy officers, Greater London Authority.
Jisc Connect more in London, 28 June 2016
ONS Local has been established by the Office for National Statistics (ONS) to support evidence-based decision-making at the local level. We aim to host insightful events that connect our users with exciting developments happening in subnational statistics and analysis at the ONS and across other organisations.
Education and qualifications have been included as a separate analysis topic in Census for the first time in 2021. In this presentation the Census 2021 Education Analysis team will go through the results from the first two publications in their Analysis Plans, focusing on their impact and use for local authorities and other local users.
In the first publication published on 17th February 2023, 'How workforce qualification levels differ across England and Wales', the analysis looked at qualifications in the workforce population (adults aged 16 years and over who are economically active). The piece focused on trends across local authorities, exploring themes including the North-South divide, coastal towns and regional inequality.
The second publication examines the variations in the levels of qualifications that people hold by their country of birth. This includes establishing patterns across UK geographies for international migrants.
The session included live demonstrations of the interactive maps used in the publications, and how the data can be used by local authorities.
This recording is open to all, however we anticipate it will be of most interest to anyone working at a local level on skills, education and employment.
If you have any questions, please contact ons.local@ons.gov.uk
Presentation by Nigel Tipple, CEO of Oxfordshire LEP on new developments and future plans for the organisation at Constructing Excellence Oxford Event: Future Capital Investment projects and development opportunities within the Built Environment of Oxford and the surrounding County - 14 Jan 16. The OxLEP discussed it's strategic plan to get Local Authorities, business, education and the community together to collaboratively improve Oxfordshire together.
Presentation delivered by Derek Brown, Head of Education, Fife Council at College Development Network's 'Developing the Digital Workforce' event on May 15th, 2017.
I was delighted to be asked by the Westminster Higher Education Forum policy conference to speak about Entrepreneurship on campus and to provide case studies showing how Founders4Schools and Workfinder use AI and ML to embed enterprise in the curriculum, supporting the learning and development of educators, student start-ups, and increasing diversity.
£1.27m investment to aid D2N2 Growth Hub in ‘powering up business’D2N2lep
The D2N2 Growth Hub has been awarded £1.27million in European funding – guaranteeing
its services to businesses in Derby, Derbyshire, Nottingham and Nottinghamshire.
The Department for Communities and Local Government (DCLG) has agreed to part-fund
the D2N2 Growth Hub, with £1.27million from the £97m European Regional Development
Fund (ERDF) allocation for the Derbyshire and Nottinghamshire (D2N2) area, to guarantee
Growth Hub services until March 2019, and improve its offer to businesses in its area.
Unsuccesful transport bid shows disadvantages of no Devolution dealD2N2lep
An unsuccessful £2.38million joint Nottinghamshire and Derbyshire bid for Government ‘sustainable transport’ funding is being blamed by the D2N2 Local Enterprise Partnership on the counties’ area not having a Devolution Deal.
D2N2 and the Local Growth Fund: How £192million is being used to boost the De...D2N2lep
This booklet details what the Local Growth Fund is and what D2N2 - the local enterprise partnership for Derbyshire and Nottinghamshire - is doing with its share of it.
Employability skills help young people and adults to find work, to make a positive contribution within work, and consequently to add value to their employing organisation as they develop their career.
D2N2 have prioritised the development of employability skills for young people as an integral component of its economic strategy to be delivered through the articulation and roll-out of an Employability Framework to address questions of employer demand and skills supply at a manageable local level.
Employers, learning providers, local government and other key stakeholders can work together to define what an economic area needs and then implement plans to meet those needs together.
At the core of this new Framework is the idea that all young people should have the opportunity to engage with employers, learn about the world of work and develop their employability skills.
It is critical that the D2N2 Employability Framework prepares
young people for lifelong careers in the area’s industries. This is about making the young people of D2N2 both employable and effective career managers.
The development of employability skills is not just a quick fix, although it should increase the number of young people who are working, rather, over the long term it must also support the development of higher level skills through Apprenticeships and participation in further and higher education.
The young people of the D2N2 area should complete their education with good qualifications, experience of the workplace and the ability to secure employment that will contribute to the area’s economy.
On April 22, 2015, the D2N2 Local Enterprise Partnership held a free 'surgery' in order to help businesses and organisations apply for European Social Funding Opportunities. The slides of this presentation are above
On May 6, 2015, the D2N2 Local Enterprise Partnership held a free 'surgery' in order to help businesses and organisations apply for European Funding Opportunities. The slides of this presentation are above
D2N2 Youth Employment Initiative (Nottingham) European Social Fund (ESF) Pres...D2N2lep
A presentation given on the 22nd April 2015 discussing and informing potential bidders for European Social Fund (ESF) in Derby, Derbyshire,(D2) Nottingham and Nottinghamshire (N2), This particular presentation was geared towards informing applicants about the Youth Employment Initiative (YEI) for Nottingham.
We offer a unique devolution deal between Government
and the two Combined Authorities of the D2N2 LEP area.
The first deal in a two-tier area with significant physical,
social and geographic challenges. This deal represents a
nationally scalable model of sustained economic growth
in partnership with cities, counties and districts.
Using the two Combined Authorities as the platform for
strong cohesive delivery, we are resolute in ensuring that our
devolution ambitions drive sustainable economic growth
across the D2N2 LEP area. Detailed in this prospectus is our
approach of robust local collaboration and firm commitment
to work in partnership with Government. Our key proposals
that demonstrate this ambition are to establish:
1. A Free Trade Zone in association with East Midlands
Airport. We will work with Government to develop a
fully costed business case, and define its form, location
and development
2. An Investment Fund to maximise market success
through the finance required to develop infrastructure
and help business to grow
3. London Style Transport Powers for bus franchising to
better manage and rebalance the network, the devolution
of traffic management powers to allow more efficient
operation of local roads and direct influence over the
management and programming of enhancements to the
motorway and trunk road network.
Through this Devolution Prospectus, D2N2 makes the
offer to Government to:
• Provide a model of two-tier devolution that is scalable
nationally;
• Make resources and funding go further that will
demonstrate real value for money;
• Enable Government to talk to us as two Combined
Authorities;
• Increase competitiveness for UK businesses in terms
of trading on a global scale;
• Help create the 55,000 new private sector jobs
committed to in our Strategic Economic Plan;
• Develop a Further Education approach in the two areas
that is focused on business need now and in the future;
• Ensure more of our population become economically
active, reducing NEET levels, unemployment and the
welfare burden;
• Deliver a collective approach with developers to bring
forward sites that are exclusively or predominantly
employment-related, including the reclaiming of
contaminated sites;
• Coordinate local responses through our two Combined
Authorities to key national infrastructure decisions such
as HS2 and trunk road programmes;
• Deliver a detailed programme of strategic infrastructure
improvement through the Midlands Connect process;
• Develop an international exemplar through a Smart
Commission taking our traditional connectivity
strengths into a new age;
• Develop an advanced energy strategy that secures the
long-term security and affordability of supply and
development of the low-carbon sector.
Details of D2N2's - The Local Enterprise Partnership for Derby, Derbyshire, Nottingham and Nottinghamshire - allocations and objectives for our share of European Structural and Investment Funds (EUSIF) for 2014-2020
The D2N2 Growth Deal was announced today, marking a new chapter for the D2N2 Local Enterprise Partnership, as we now move from planning to implementation.
D2N2's strategy and action plan for stimulating growth in the food and drink manufacturing sector (one of our eight key sectors). Prepared by the Food & Drink Forum on behalf of D2N2
D2N2's visitor economy publication, as featured in the Nottingham Post on the 29th of April 2014.
This publication highlights businesses in the D2N2 area that contribute to the Food & Drink manufacturing key sector
D2N2 Innovation Consultation - Business Workshop Event held on the 30th April 2014 at Nottingham Trent University to discuss Business Innovation and the Innovation Ecosystem with Derbyshire and Nottinghamshire.
http://www.d2n2lep.org/Innovation
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
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2. www.derby.ac.uk
Welcome and Introductions (5 mins)
Context & Scene Setting for the Refresh of the Skills Strategy (10 mins)
Labour and Employment Needs (30 mins)
Allen Graham, Chief Executive of Rushcliffe Borough Council
Skills and Provision (50 mins)
Hayley Wood, University of Derby, College of Education
Stakeholder Round Table Discussion (20 mins)
Conclusions and Close (5 mins)
Allen Graham, Chief Executive of Rushcliffe Borough Council
Agenda
3. www.derby.ac.uk
Aim and Vision of
The Skills & Employability Strategy (2016-2020)
The aim is to inform stakeholders as to labour market conditions, employment skills
needs and provision; providing an evidence base to influence quality solutions to
improve local skills performance.
The vision is to create a productive workforce that has the skills required in its current
and future economy.
The Strategy draws data and insight from the most up to date sources to maximize its
value as evidence.
4. www.derby.ac.uk
Employment and the labour market
• 87.7% of employers in the region are classified as micro-businesses employing nine
or less employees.
• There has been particularly strong growth in the Motor trades and Transport &
Service industries between 2010 and 2015 with an increase of 210 businesses in the
region during this period.
• Between 2017 and 2022, there is projected to be 9% growth in the human health
and social work area, and 7% growth in the construction industry, across D2N2
(Working Futures, 2014)
• 17% of employers in the area are reporting that they have skills gaps.
• The Annual Population Survey (2014) indicates that the levels of qualifications held
by residents of the D2N2 region aged 16-64 are lower than the average for the
whole of England.
5. www.derby.ac.uk
D2N2 Economy
• Total population is 2,147,900. Men 49%, female 51%
• Over 67,835 businesses across D2N2, employing 891,800 members of
staff.
• Jobs expected to rise by around 47,000 between 2012-2022 (0.4%, lower
than England at 0.6%).
• 87.7% of businesses are Micro’s (employing 1 to 9 employees).
• Self employment accounts for 8.2% of working population, lower than
England rate of 10.4%.
• Average workplace annual earnings in 2015 is £25,411, which is £2,462
lower than England average.
• Average workplace annual earnings in Mansfield (£20,278) is £13,630
lower than in Derby which is £33,908.
NOMIS - Dec 2015, UKCES Working Future 2012-2022, ASHE - 2015
6. www.derby.ac.uk
Economic profile
• Sector profile broadly similar to England, but over represented in
manufacturing, business admin./support & Health
• Leading sources of employment growth are expected to be wholesale and
retail trade (+10,000), health and social care (+9,000), support services
(+9,000), construction (+9,000) and information technology (+8,000)
• Manufacturing (-9,000) and public administration (-4,000) are projected
to see continued decline, however still significant employer.
BRES/NOMIS, UKCES Working Future 2012-2022
7. www.derby.ac.uk
Occupation profile
• D2N2 has lower than average rate of employed individuals in higher skills
occupations.
• 39% of employment is in 3 high skilled occupations
• Employment in 3 lowest skilled occupations is slightly higher (27%) than
UK average (25%).
• Middle skills occupations slightly higher (34%) than UK (32%).
• Job growth expected to be concentrated in higher level roles, half of
which expected to be in professional roles.
• Lower level jobs growth in occupations relating to care.
• Jobs with low/no qualifications are expected to decline from 20% to 14%
of the workforce.
• Replacement demand however, will contribute more than 8 times as
many job openings as net job growth over next decade (407,000 openings
compared to 47,000).
Annual Population Survey - January to December 2015
8. www.derby.ac.uk
Skills shortages
• 13% employers reported vacancies.
• 31% reported hard to fill, with shortage of skilled workers seen as the main
reason.
• Skill shortage vacancies account for 19% of all vacancies in D2N2.
• Most common in skilled trades, caring and leisure.
• 68% highlighted work experience as being critical or significant factor in
recruiting candidates.
• Maths and English rated at 60%, vocational qualifications 48%.
UKCES 2015 Survey
9. www.derby.ac.uk
Skills gaps
• 4% employers report skills gaps in their workforce.
• Being new to job, increased workload sited as main reason.
• 66% reported they have provided training for their staff.
UKCES 2015 Survey
10. www.derby.ac.uk
Recruitment of young people &
apprenticeships
• 25% recruited an education leaver in 2-3 years preceding survey,
compared to 27% nationally.
• 9% employers in D2N2 had recruited someone from University or
HEI, compared to 14% nationally.
• 17% of employers in D2N2 offer formal apprenticeships,
compared to a national figure of 15%.
• 40% were expecting to offer formal apprenticeships in the future.
UKCES 2015 Survey
11. www.derby.ac.uk
Skills profile
• The levels of qualifications held by residents of the D2N2 region aged 16-64 are lower than the average for
the whole of England
8.2% No Quals
5.9% Other Quals
86.0% Level 1 +
73.4% Level 2+
55.3% Level 3+
33.3% Level 4+
• D2N2 has skill levels below the national average at all levels except NVQ1 and above (both have 73.4% for
NVQ2+).
• Bassetlaw, Nottingham, Newark & Sherwood, Broxtowe & Erewash have above average proportions of
their population with no qualifications (NVQ)
• Rushcliffe, High Peak, Derbyshire Dales, Broxtowe & Amber Valley above average proportions of their
population with higher Skills (NVQ L4 or above)
Annual Population Survey (2015)
12. www.derby.ac.uk
Labour market – employment rate
• Employment rate in
D2N2 is 73% of
working age population
compared to 74% for
England
• Highest rate is
Derbyshire Dales with
84%, and lowest is
Nottingham at 64%
Annual Population Survey Jan-Dec 2015
13. www.derby.ac.uk
Labour Market - Unemployment Rate
• JSA Claimant rate in
D2N2 is 1.4% of
working age
population, in line with
England average
• Lowest rate is
Derbyshire Dales with
0.4%, and highest is
Nottingham at 3
JSA Claimant Rates – ONS, May 2016
14. www.derby.ac.uk
NEET & not known rates (2015-16)
• There are estimated to be 2,570
NEETs across D2N2
• Nottingham has the lowest NEET
and Not Known rates across
D2N2, and one of the lowest
across all Core Cities in England
• Derby and Nottingham have
NEET rates above the England
average
• Nottinghamshire has the lowest
NEET rates
DfE 2015 local authority NEET figures (average over Nov 15, Dec 15 and Jan 16)
14
4.1%
4.20%
2.5%
4.8%
3.6%
5.8%
9.3%
8.20%
9.1%
4.7%
5.6%
2.7%
-1% 1% 3% 5% 7% 9% 11% 13% 15%
EM Region
England
Nottinghamshire
Derby City
Derbyshire
Nottingham
NEET Not Known
15. www.derby.ac.uk
Why are we involved?
• The Skills Strategy Refresh and the LEP desire to meet the needs of the local
economy and empower the residents of D2N2 fits with the College of Education’s
commitment to widening participation and social justice.
• As a department we are in partnership with a wide variety of education providers
across all sectors in the D2N2 region.
• Opportunity to provide a joined up approach to education across the region and
develop teachers for the region who are aware of the structure and make up of the
local economy.
• To develop an evidence base for what we know anecdotally.
• To work with local stakeholders to develop an FE and Skills sector that is fit
for purpose, efficient and effective.
16. www.derby.ac.uk
Research
• Desk based research and analysis.
• Labour market and employment data.
• Education provision.
• Aim is to map current FE offer to the skills requirements of specific areas.
• Linking provision to meet employer need.
• Developing a triangulated approach to the development of skills that meet the
needs of local employers and aid economic growth and development
Mapped against the eight priority sectors:
· Construction
· Transport Equipment Manufacturing
· Food and Drink Manufacturing
· Transport and Logistics
· Low Carbon
· Visitor Economy
· Life Sciences
· Creative and Digital Industries
17. www.derby.ac.uk
School based provision in the region
● The East Midlands is currently the joint lowest performing Ofsted region in terms of inspection
outcomes.
● The region had the worst GCSE results in England in 2015; nearly 46% of pupils did not achieve
the benchmark five or more A* to C grades including English and maths.
● Derby and Nottingham were among the 10 lowest ranking local authority areas nationally for
GSCE examinations – only 47.6% and 42.4% of pupils respectively achieved the benchmark five
or more A* to C grades including English and maths in 2015
● Outcomes are improving though over the region.
● 182 schools in the region across urban and rural areas and these include 18 independent
schools, 43 special schools and 121 maintained secondary schools.
18. www.derby.ac.uk
School based provision in relation to the
priority sectors
0 10 20 30 40 50 60 70 80 90 100
Life Sciences
Transport
Logistics
Construction
Visitor economy
Creative and digital
Food and drink manufacturing
Low carbon
Health and Social Care
% of schools in D2N2 offering some curriculum provision
in each sector
19. www.derby.ac.uk
School based provision
• No real geographic trends for key priority curriculums.
• Three recently opened free schools
– Derby Manufacturing University Technical College
– Nottingham University Academy of Science and Technology
– Vision Studio School
• As a result of new accountability measures the curriculum offer has become more
restricted.
• The number of vocational programmes has been cut.
• 29% of 16 -19 learners take STEM subjects at A Level.
• Inconsistent approach to employability, careers and enterprise
20. www.derby.ac.uk
FE Context
• The Further Education and Skills sector includes a number of contexts including sixth
form colleges, general further education colleges, private training providers,
community learning and workplace learning.
• 2015-16 there are 161 institutions of 16-19 provision across D2N2:
– 19% Ofsted grade 3 or 4 (requiring improvement or inadequate).
– EFA funding allocation to D2N2 is £201,162,698.
• 2015-16 there are 47 prime providers of FE & Skills in the D2N2 region:
– SFA total funding allocation to the prime providers is £198,171,928, 55% of which
is to the six D2N2 FE Colleges.
• 2014-15 SFA distribution of non apprenticeship delivery funding lists
27 providers with a D2N2 postcode delivering 22.08% of their provision
within their home local authority and 61.24% within their home region.
21. www.derby.ac.uk
FE Context (SFA 2014-15)
• 161,090 residents within the D2N2 region (based on learner postcode) engaged in
some sort of education and training in either an education and training establishment
(general further education college or private training provider), community learning
or workplace setting.
• 317,620 qualifications / programmes were delivered across the D2N2 region by a
total of 661 different providers.
– Community Learning (16.6%)
– Education and Training (66.5%)
– Workplace Learning (1.5%)
– Apprenticeships (15.2%)
22. www.derby.ac.uk
FE Context (SFA 2014-15)
• 21% of programmes
delivered were relevant
to the D2N2 eight
priority sectors.
• 6% of apprenticeships
delivered were relevant
to the eight priority
sectors.
• 68% of all provision is
delivered by D2N2
providers who are from
within the D2N2 LA area.
293,163
62,656
8,470 15,463
679 1,435 1,189
13,973 21,447
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
SUPPLY FE PROVISION (14/15 Learner LA Postcode)
None apprenticeship delivery
24. www.derby.ac.uk
Community learning (26,870 learners)
Community provision encompasses a wide range of activity including:
• Personal and Community Development (77%)
• Neighbourhood learning in deprived communities (2%)
• Family English, Maths and Language (9%)
• Wider family learning (12%)
• Approximately 14% of all starts in the region is community based compared to an East
Midlands average of 8%.
• There was a 15% increase of provision between 2013-14 and 2014-15.
• Participation amongst older age groups (45+) is the highest of all groups within
community based provision and 71.7% participation is female.
• Provision is less likely to be targeted to specific sectors and more likely to
cover generic work, life and functional skill provision. The highest SSAs are
Arts, Media and Publishing at 28% and Preparation for Life and Work at 26%.
25. www.derby.ac.uk
Education and training (107,270 learners)
• Provision reduced by 14% between 2013-14 and 2014-15.
• 34% of starts is below Level 2.
• 0.53% are Level 4+.
• 45.7% of enrolments were Preparation for Life and Work.
• 59% of provision is to 19+.
0 20000 40000 60000 80000
2011-12
2012-13
2013-14
2014-15
Age-Band
16-18 19+
26. www.derby.ac.uk
Workplace learning (2,420 learners)
• Provision reduced by 14% between 2013-14 and 2014-15.
• 34% of starts is below Level 2.
• 0.53% are Level 4+.
• 45.7% of enrolments were Preparation for Life and Work.
• 59% of provision is to 19+.
0 20000 40000 60000 80000
2011-12
2012-13
2013-14
2014-15
Age-Band
16-18 19+
27. www.derby.ac.uk
Workplace Learning (2,420 learners)
• Workplace learning is the smallest context of Further Education and Skills provision within D2N2.
• Some major local employers are in direct receipt of Skills Funding Agency monies. For example,
Rolls Royce and Toyota.
• The majority of provision within workplace learning is targeted at the priority sectors of D2N2.
Logistics 34
Creative and Digital 6
Low Carbon 9
Visitor Economies 291
Construction 421
Food and Drink Manufacturing 0
Health and Social Care 296
Life Sciences 2
Transport Equipment and
Manufacturing
191
Total 1250
28. www.derby.ac.uk
Traineeship provision
• In 2014 - 15 there were 19,400 traineeship starts nationally and 12,600
completions.
• 940 of those starts were in the D2N2 region.
• Currently there is limited data about completions in the region or the sectors in which
young people are doing their traineeships.
• The starts figure for D2N2 represents the sixth highest starts for traineeships in
England overall for 2014-15.
• Derby, Nottingham and Amber Valley have recorded the most significant increases in
the number of traineeship starts from 2013-14 to 2015-16.
29. www.derby.ac.uk
Apprenticeship provision (24,530 learners)
• Starts and achievements vary across D2N2
with certain areas such as Derbyshire and
Nottinghamshire enjoying higher recruitment
and success rates than the national average
• Recruitment and success rates in Derby and
Nottingham are below the national average
• Majority (61%) are Intermediate apprenticeships
• 25+ age group is 41% of all apprenticeship learners (32.9% in 2013-14)
• Advanced Apprenticeship increase is slower than England overall
• Limited Higher Apprenticeship offer and delivery (4%)
6,810,
28%
7,570,
31%
10,150,
41%
Participation
Under 19 19-24 25+
30. www.derby.ac.uk
Apprenticeship starts by sector subject
area (SSA) and level
Intermediate Level
Apprenticeship
Advanced Level
Apprenticeship
Higher
Apprenticeship
Apprenticeship
Trailblazer
Grand
Total
Health, Public Services and Care 3,025 2,559 448 6,032
Science and Mathematics 0 17 17
Agriculture, Horticulture and Animal Care 263 107 1 371
Engineering and Manufacturing
Technologies
2,264 1,255 29 12 3,560
Construction, Planning and the Built
Environment
644 178 822
Information and Communication Technology 101 288 56 7 452
Retail and Commercial Enterprise 3,830 997 7 4,834
Leisure, Travel and Tourism 317 258 575
Arts, Media and Publishing 4 40 0 44
Education and Training 78 184 262
Business, Administration and Law 4,569 2,482 437 7,488
Grand Total 15,095 8,365 978 19 24,457
Table and data provided is based on SFA Data Cube of Apprenticeship Starts
31. www.derby.ac.uk
24,457
10,339
822 477 69 0
1,067
2
3,560
4,342
0
5,000
10,000
15,000
20,000
25,000
30,000
No of App Starts
Table and data provided is based on SFA Data Cube of Apprenticeship Starts
Apprenticeship provision
• 42% of Apprenticeship
Starts are delivered to
the D2N2 Priority
Sectors.
• Apprenticeships to D2N2
Priority Sectors are fairly
evenly spread across the
age-bands:
o 36% to 16-18
o 31% to 19-24
o 32% 25+
32. www.derby.ac.uk
Apprenticeship provision
• Data for the East Midlands for 2012/13 and 2014/15 suggests that the number of
Apprenticeships in Engineering and Construction has started to increase, possibly as
a result of a slight upturn in the economy.
• There is a need to increase higher apprenticeships in the eight priority sectors.
Science and Construction for 2014/15 had a 0% participation rate for higher level
apprenticeships.
• In 2014/15, there were only 44 apprenticeships in the travel and tourism sector
across the whole D2N2 area. 68.2% of these apprentices were engaged with
intermediate/level two apprenticeships and all in travel services.
33. www.derby.ac.uk
Higher education
There are three universities within the D2N2 region; University of Nottingham, Nottingham Trent
University and the University of Derby.
From the three universities there is an estimated student population of 78500, with approximately
47% of students at these institutions coming from within the region.
•All offer programmes directly related to 7 of the priority sectors
•All FE Colleges in the region have some HE provision
•Foundation Degree is predominant offer for priority sectors
•Low carbon is least represented priority sector
•Creative and Digital Industries is the most represented
•Construction is well represented
•Little evidence of higher and degree level apprenticeships
34. www.derby.ac.uk
Travel to learn
D2N2 FE Place of Learning by Level
No. Learners % learning in
D2N2
% learning
outside D2N2
D2N2 total 1,263,959 87% 13%
Entry level 170,472 93% 7%
Higher level 1,188 81% 19%
Level 1 296,629 89% 11%
Level 2 290,468 80% 20%
Level 3 169,109 83% 17%
Level 4 (original) 11,623 73% 27%
Level 5 (original) 466 74% 26%
Not applicable 245,127 90% 10%
Not Applicable/ Not Known
78,871 93% 7%
Source: Datacube, 2011/12-2014/15
35. www.derby.ac.uk
Travel to learn
• At a district level, six districts have a below average proportion of learners learning
within the D2N2 area – South Derbyshire, High Peak, Bassetlaw, Rushcliffe, Newark
and Sherwood and North East Derbyshire. These are districts on the periphery of
D2N2, with links to other conurbations outside the D2N2 boundary.
• Key destinations for travel to learn outside the LEP area include:
– South Derbyshire – East Staffordshire, NW Leicestershire
– High Peak – Stockport, Tameside, Manchester
– Bassetlaw – Doncaster, Lincoln, Rotherham
– Rushcliffe – Charnwood
– Newark and Sherwood – Lincoln
– NE Derbyshire – Sheffield
37. www.derby.ac.uk
Questions for consultation
• Do the findings of the strategy refresh provide an effective evidence base to inform the needs of the local
economy?
• Based on the evidence you have been provided with, what should the five key priorities for skills and
employment be for D2N2?
• D2N2 aims to raise business productivity and competiveness through training, skills and by having a long term
strategy. Does the evidence base provide you with the data to inform your own skills strategies and why?
• The success of the refreshed strategy will require all stakeholders to be informed, influenced and involved.
How will you use the D2N2 Skills Strategy 2016-2020?
• How can we better align the delivery of community, workplace and mainstream skills provision to meet the
needs of D2N2 priority and growth sectors? Is the mix of provision appropriate to local need?
• In line with D2N2 delivery principles it is important to evidence that all funded provision adds value and meets
local need. How can we ensure that future funded provision meets local socio-economic need and which KPIs
would be most appropriate?
• D2N2 is exploring the development of an outcome agreement framework for funded provision based on local
priorities and indicators. Would you support the development of such an approach and what
considerations need to be taken into account?