The document provides strategic tips for small and medium enterprises to effectively find, attract, and retain quality staff essential for business growth. It emphasizes the importance of job analysis, structured job descriptions, and innovative recruitment methods, alongside talent management practices to enhance employee engagement. Additionally, the document outlines government funding options for training, highlighting eligibility criteria and financial information for potential learners.

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Tips

2. How to Find Great Staff for Growth
People are the backbone of a successful enterprise. Reducing ‘brain drain’ and finding great staff
that is a right fit for your business is proving to be difficult, especially for Small and Medium
Enterprises who are looking to experience rapid business growth.
DONT PANIC!
To save your business from making bad hiring decisions Pathway2Grow has devised some useful
tips to help you think out-of-the-box and attract quality staff to help your business grow in an
otherwise stagnant economy. Our Tips2Grow can help your company save on the high costs
attributed to attract, engage and recruit staff, and reducing employee turnover intentions. This is
a win-win proposition for your business and will help you increase profitability in the long run.
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Job Analysis
Job analysis is an essential step, which is often overlooked by most employers. The trick is to
identify through past experience and future business needs - the knowledge, skills and abilities
(KSAs) that are required for a particular job role.
This should be completed by the HR department in consultation with the line-manager. Points to
be covered include key successes of the role in the past, areas of improvement, level of expertise
required, pay and reward information for the position being advertised.
Job Description
A sure way to target qualified applicants is to highlight specific attributes of the job role in a
structured job description. A good job description can help candidates identify key KSAs (e.g.
qualifications and skills), competencies (e.g. planning and organising, attention to detail etc.) and
responsibilities (e.g. managing, training etc.) obtained from the job analysis. Tailoring the job tasks
specifically to the office premises could help ensure person-job fit. Overall a structured job
description is an easy way to put across your expectations as an employer and ways to measure
job performance within a defined framework.
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ATTRACT ENGAGE RETAIN

3. Attract
Apart from using traditional methods of advertising through media, some great ways to attract
applicants is through:
• Current and past employees referrals
• Customer recommendations
• Partner and Subcontractor referrals
• Job fairs
• Company networking events
• Social networking websites e.g. LinkedIn.
Alternatively, your company could also target the long-term unemployed by contacting welfare to
work programmes and community payback schemes. Remember – they key is to think out-of
–the-box!
Small businesses can promote the job role using effective marketing techniques to attract their
target group by advertising benefits - e.g. the flexibility of the job role, with opportunities to grow
and gain experience in all areas of the business.
Using the job description as a basis, it is important to sift through potential applicants and select
candidates for an interview based on the highlighted KSAs, competencies and responsibilities.
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Engage and Retain
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Now that you have hired the RIGHT staff for your business...
Talent management initiatives should be prioritised to ensure staff engagement with the
company mission, core values and culture. Employees could gain a positive impression of your
business when given opportunities to gain skills through training programmes to ensure
continuous professional development. An example could be a government funded
apprenticeship programme, to obtain relevant work-based qualifications.
Engagement also means gathering employee perspectives on current practices and procedures
e.g. through an annual staff survey. This data could help the company recognise success stories
and improve outdated practices that might be adversely affecting performance, thereby
hindering growth.
It is important to be proactive and consistent with recruitment, by re-evaluating the process
continuously through appraisal meetings and reviews. This can help managers identify areas of
improvement, recognise talent and reward excellence – helping you retain your top performers!
Visit our website www.pathway2grow.co.uk for information on our FREE networking events
and workshops to help you NETWORK, LEARN & GROW.

4. Finding funding for staff training
Government funding rules are constantly changing and it becomes difficult for small businesses
to keep up. Pathway2Grow has compiled a list of information to help you to navigate around
these funding rules.
Skills Funding Agency funding rules for 2013/2014 (for Ofqual related qualifications on the QCF,
NCF, Higher Education Diplomas, Apprenticeships and non-regulated provisions) are as follows:
Eligibility
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• Learner must be aged 19 or older on the 1st of August within the funding year (or 15 or older
and have left compulsory education for Apprenticeships)
• Eligibility checks are taken place at the start and end of the learning aim/programme, and
the learner status does not change for the duration of the learning aim/programme.
• Funding can only be claimed for training provision and delivery within England
• Learning Aim Reference Application (LARA) rates for funding apply for all approved
qualifications
• For learners who have achieved learning aims (not applicable for apprenticeships) of over
50% of their assessment through Recognition of Prior Learning (RPL) or Loans, 50% of
funding provision or learner fee must be discounted.
Evidence Required
• Learners are required to provide documentation requested by the training provider to confirm
eligibility based on set criteria.
o Learners will be required to complete a Learning Agreement
o Apprenticeship funding can only be claimed for frameworks completed by the apprentice
until the date they withdraw
o A learning aim only begins when the activity related to the learning aim has begun
o Learners will have to confirm any benefit and unemployment status in a self-declaration
– this includes declaring obtaining employment during the course
• Learners can still claim benefits not related to unemployment
• Job outcome payments do not apply to the learning aims of learners funded through a Loan
o Evidence of achievement of the course will need to be submitted
• Certificate issues by the awarding body/organisation
• Apprenticeship completion certificate issues by a relevant Issuing Authority
Financial Contributions
• Any changes in fees or funding rates must be explained to learners by training providers
• Learners who are co-funded could be charged a fee, but fees for disadvantaged learners can
be covered through a Discretionary Learner Support (DLS) allocation fund
• Enhanced funding for Apprentices aged 19 to 23 could be available for those with disabilities,
ill health, pregnancy, a custodial sentence, remanded in custody, carers, significant language
difficulties (not ESOL), result of a care order or those detained under the Mental Health Act
– more details could be discussed with your training provider

5. 24+ Advanced Learning Loans
Skills Funding Agency funding rules for 2013/2014 (for Ofqual related qualifications on the QCF,
NCF, Higher Education Diplomas, Apprenticeships and non-regulated provisions) are as follows:
Eligibility
• Advanced Learning Loans now replace funding provision for learners aged 24 and above
• Learners studying over a Level 3 for QCFs and Diplomas, Access to Higher Education
courses, A-levels and Advanced/Higher Apprenticeships with a Skills Funding Agency
Approved Provider in England
• There are no credit checks
• Prior attainment is not checked for the learners first loan
• Multiple loans (up to 4 loans) can be taken for courses at different levels
Financial Information
• One loan applications for a course could be up to the duration of 3 years
oApplications open from April, 2013 - for courses beginning in the academic year
starting August, 2013
• Learners could get a minimum of £300 up to the value of provider fees
• Apprenticeship funding rates are based on the 50% employer contribution
• Loan repayments are collected through the tax system and the first repayments will
commence in April 2016 (for those leaving their course before April 2016)
o Loans only need to be paid back for those earning an gross income over £21,000 • At the
rate of 9% of your income – irrespective of the loan amount
o Voluntary repayments are acceptable
o Outstanding balances on a loan will be written off after 30 years.
• Additionally interest rates are linked to inflation
• The applications, assessment, payments and repayments will be administered by Student
Finance England. The same organisation provides financial support for HE students.
Funding Resources:
• For more information on staff training programmes and accessing available funding for
your business please visit: http://pathwaygroup.co.uk/Accessing-Funding-Support-29-c.html
• General information on new funding rules please visit:
http://skillsfundingagency.bis.gov.uk/news/pressreleases/ANewStreamlinedFundingSystem.htm
• Simplified funding rules and rates can be found on:
http://skillsfundingagency.bis.gov.uk/providers/FundingSimplification/
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6. Other Useful Links for Training and Funding Information:
• Pathway Group Website: http://pathwaygroup.co.uk/
• Pathway – Training for your Staff FAQs -
http://pathwaygroup.co.uk/Training-your-Staff-Frequently-Asked-Questions-40-c.html
• Free Training Guide: http://freetrainingguide.co.uk/
• Advanced Learning Loans: http://advanced-learning-loans.co.uk/
• Skills Funding Agency (SFA): http://skillsfundingagency.bis.gov.uk/
• Education Funding Agency (YPLA): http://www.ypla.gov.uk/
• National Careers Service (NCS): https://nationalcareersservice.direct.gov.uk/Pages/Home.aspx
• National Apprenticeship Service (NAS):
http://www.apprenticeships.org.uk/About-Us/National-Apprenticeship-Service.aspx
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