The document outlines an agenda for a workforce development program launch event. The event will include: - Welcome and introductions by Dawn Duggan from the Business Growth Hub - A guest speech by Dave Shuttleworth on his company's transformation - A masterclass session by Roger Longden on performance management techniques - A presentation by Ian Kerr on preparing for the upcoming Apprenticeship Levy - A discussion led by Dawn Duggan on creating a workforce development strategy - Concluding networking opportunities The event aims to provide businesses information and strategies and engaging their workforce to drive business growth. Presenters will cover topics like the Apprenticeship Levy, performance management best practices,

1. Productivity through People
Workforce Development Programme
Launch
Bury Town Hall
Wednesday 20 July 2016

2. Welcome and introductions
Dawn Duggan
Executive and Workforce Development Manager
Business Growth Hub

3. Agenda
• 08:30am – Welcome and Introductions, Dawn Duggan, Executive and Development Manager,
Business Growth Hub
• 08:35am – Guest speaker, Dave Shuttleworth, Managing Director, IDNS
• 08:50am – Masterclass taster session. Roger Longden, Director, The Be Giants
• 09:30am – Are you ready for the Apprenticeship Levy?, Ian Kerr, Director of Professional Services,
The Skills Company
• 09:40am – Creating a Workforce Development Strategy, Dawn Duggan, Business Growth Hub
• 09:45am – Networking
• 10:20am – Event Close

4. Housekeeping
Phones on silent
• WiFi
• Network: BuryCouncilFreeWifi
• Password: No password needed
• @bizgrowthhub
• #BGHEvents

5. Make a positive difference

7. Guest speaker
Dave Shuttleworth
Managing Director
IDNS

8. https://prezi.com/6sw0abh2hohm/from-printer-ribbons-and-
beyond/?utm_campaign=share&utm_medium=copy

9. Priming for
performance
Engaging everyone to focus on what matters most
Roger Longden
Founder - There be Giants

10. What’s driving the revolution?

16. 88% of managers
believed they were coaching their
people, yet only 46% of employees
agreed
Source: ILM
69% of managers
believed they were giving real-time
feedback,
yet only 23% of employees agreed
Source: ILM

17. 1st step, revisited annually
2nd step, updated annually
3rd step, updated every 3 months
4th step, every 2-4 weeks
3-5yr vision
12 month goals
(which shape your priorities)
Quarterly Objectives & Key Results (OKR’s)
(which focus & drive activity & performance)
Regular (minimum monthly) check-ins with staff on progress
Underpinned by an integrated set of values & behaviours
Agile business planning & performance

18. Integrated
shared values
Culture

19. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture

20. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management

21. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management

22. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management

23. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management

24. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management
System

25. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management
System

26. Real-time
Feedback
No numerical or forced
rankings & link reward
to value created
Don’t over
engineer the system
Act on under
performance
Integrated
shared values
Line-of-sight
from business
priorities to
individual goals
Growth
Mindset
Coaching
Developing
future capability
Culture
Management
System

27. Where could your business use some focus?

29. What we do -
agile business planning & performance
Agile planning
cycle
Planning
Organisational Performance
• Analysis to find roadblocks
• Redesign to increase engagement
• Values definition & integration
Performance
3 - 5yr vision
12 month goals
Quarterly objectives
Team Performance
• Assess to find strengths and
opportunities to shine
• Coaching to raise their game
Individual Performance
• Assessing potential
• Developing the leaders you need
• Building resilience
• Instilling management best-practice
Linked together with
innovative web
technology

30. therebegiants.com
07791147556
roger@therebegiants.com

31. Are you ready for the
Apprenticeship Levy?
Ian Kerr
Director of Professional Services
The Skills Company

32. The Apprenticeship Levy
Scheme

33. • In place from April 2017
• Aim – to fund 3 million Apprenticeship starts by 2020
• Applicable to all industries
• Payable by all companies with a salary bill of £3 million
or more
• Paid at a rate of 0.5% of the employer’s wage bill via Pay
AsYou Earn (PAYE)
Purpose

34. The facts
The Levy will be set at 0.5% of an employer’s pay bill with an
offset allowance of £15,000.
The levy will be collected by HMRC via the PAYE system and
placed into a digital account.
Only employers with an overall wage bill of £3 million or more
will contribute towards the Levy.
Based on the above, 98% of organisations will pay nothing at all
but can still access funding for Apprenticeships.
Employers will receive a 10% top up on Levy contributions from
the Government and this will be added to their digital account.
The money is placed directly into each employers funding pot
and paid directly from the pot to their chosen training provider.

35. Frequently Asked Questions
Q) Is this just another tax for
my business to pay?
A) It is another cost but the
difference is that you can draw
your money back in the form of
Apprenticeship training.
Q) How do I get my money
back and can I avoid
payment?
A) Turn new vacancies into
Apprenticeships or upskill your
current staff. Payment is
unavoidable; use it or lose it.

36. Frequently Asked Questions
Q) What does the levy mean
for SMEs?
A) We are expecting more
guidance from Government in
June
Q) What are Trailblazers and
how do I know these
frameworks are right for my
employees?
A) They are new employer-led
qualifications, designed to meet
employer need

37. Choosing a Training Provider

38. Choosing a Training Provider
• Meeting standards, not delivering prescriptive
frameworks
• Building a relationship, not just generating
vacancies

39. Workforce Development
Dawn Duggan
Executive and Workforce Development Manager
Business Growth Hub

40. Workforce Development Programme
• Supports businesses across Greater
Manchester to achieve growth through their
people.
• A fully funded tailored package of support
facilitated by a dedicated workforce
development advisor.

41. How we work
• Team of advisors
• Geographical / Sector
• Diagnostic
• Organisational Needs Analysis
• Action Plan
• Sustained relationship
• Direct support
• Sign posting
• Brokerage
• Master classes

42. Operational Focus
• Organisational structure review
• Values, behaviours and business culture
• Leading, motivating and empowering the workforce
• People and performance management
• Developing workforce communication strategies
• Workforce and succession planning
• Building capability through training
• Talent attraction, acquisition and retention
• Change Management
• Information around workforce legislation
This programme may be of interest to businesses aspiring to achieve
Investors In People (IIP) accreditation.

43. Please leave your feedback
Please take a couple of minutes before the
networking to complete the feedback form and
return to the Hub

44. Contact us to find out more
Phone: 0161 359 3050
Email: info@businessgrowthhub.com
www.businessgrowthhub.com
@bizgrowthhub
• +Businessgrowthhub
BusinessGrowthHub