This document recognizes the top 100 apprenticeship employers in England. It includes:
- Forewords from the Deputy Prime Minister and the CEO of City & Guilds praising apprenticeships for building skills and closing the gap between education and employment.
- Lists and case studies of the top employers from the south and north of England, including medium, large, and newcomer employers.
- An article on the benefits of offering apprenticeships for employers, such as increased productivity, cost savings, and employee retention.
The Parliamentary Information Office of the Parliamentary Yearbook has been monitoring progress in Government policy relating to higher education for a major feature apprenticeships and further education in the next edition
UK Govt Apprenticeship Levy special report 2017Ian Beckett
The document discusses the UK government's Apprenticeship Levy which will require businesses with a payroll over £3 million to contribute 0.5% of their payroll into a fund to support apprenticeship programs. The goal is to create 3 million new apprenticeship positions by 2020 to help young people gain skills. However, apprenticeships have been viewed negatively in recent years, though attitudes have begun to change as employers recognize their value for recruitment and training. The levy aims to boost apprenticeship numbers, but a change in mindsets is still needed for it to be truly effective.
The document provides an overview of the skills gap trend report by The Skills Network. It highlights the top in-demand hard skills, including finance, auditing, and accounting based on job postings. Nursing is also listed as one of the top hard skills. The document also notes the soft skills most required by employers and discusses sectors most impacted by the pandemic such as hospitality and those that are booming like healthcare. Regional breakdowns of skills needs are also included.
Freedom Communications - How to build a pipeline of industry talentFreedom Communications
Freedom Communications' feature in Comms Dealer Magazine June 2016, discussing the topic of how Freedom have built their talent pipeline with skills development and apprenticeship schemes.
Proud to deliver adult education budget in a high quality impactful wayThe Pathway Group
The document discusses Pathway Group, an adult education provider in the UK. It summarizes that Pathway Group:
- Delivers impactful adult education and skills training through partnerships with employers and learners.
- Has a strong collaborative culture and proven track record of successfully working with employers across all business sectors.
- Is dedicated to changing lives through skills development and increasing employment opportunities.
Sector-based work academies are a government program in England to help unemployed individuals gain skills and experience to find jobs. They involve [1] pre-employment training relevant to an employer's needs, [2] a work experience placement at the employer's business, and [3] a guaranteed job interview. The training and placement are meant to benefit both job seekers and employers in filling their workforce needs. Employers incur no direct costs, as the program is publicly funded.
The Parliamentary Information Office of the Parliamentary Yearbook has been monitoring progress in Government policy relating to higher education for a major feature apprenticeships and further education in the next edition
UK Govt Apprenticeship Levy special report 2017Ian Beckett
The document discusses the UK government's Apprenticeship Levy which will require businesses with a payroll over £3 million to contribute 0.5% of their payroll into a fund to support apprenticeship programs. The goal is to create 3 million new apprenticeship positions by 2020 to help young people gain skills. However, apprenticeships have been viewed negatively in recent years, though attitudes have begun to change as employers recognize their value for recruitment and training. The levy aims to boost apprenticeship numbers, but a change in mindsets is still needed for it to be truly effective.
The document provides an overview of the skills gap trend report by The Skills Network. It highlights the top in-demand hard skills, including finance, auditing, and accounting based on job postings. Nursing is also listed as one of the top hard skills. The document also notes the soft skills most required by employers and discusses sectors most impacted by the pandemic such as hospitality and those that are booming like healthcare. Regional breakdowns of skills needs are also included.
Freedom Communications - How to build a pipeline of industry talentFreedom Communications
Freedom Communications' feature in Comms Dealer Magazine June 2016, discussing the topic of how Freedom have built their talent pipeline with skills development and apprenticeship schemes.
Proud to deliver adult education budget in a high quality impactful wayThe Pathway Group
The document discusses Pathway Group, an adult education provider in the UK. It summarizes that Pathway Group:
- Delivers impactful adult education and skills training through partnerships with employers and learners.
- Has a strong collaborative culture and proven track record of successfully working with employers across all business sectors.
- Is dedicated to changing lives through skills development and increasing employment opportunities.
Sector-based work academies are a government program in England to help unemployed individuals gain skills and experience to find jobs. They involve [1] pre-employment training relevant to an employer's needs, [2] a work experience placement at the employer's business, and [3] a guaranteed job interview. The training and placement are meant to benefit both job seekers and employers in filling their workforce needs. Employers incur no direct costs, as the program is publicly funded.
This document provides a salary guide and market insights for the Australian and New Zealand hospitality industries. It summarizes salary data for various hospitality roles collected from placements over the past year. It also reports the results of a survey of over 100 hospitality employers, finding most expect steady or increased business and staffing levels in the coming year. Challenges in attracting skilled staff are also discussed.
The Greater Manchester Learning Provider Network (GMLPN) represents colleges and private training providers in the Greater Manchester area. It has nearly 80 members that work with thousands of employers and educate tens of thousands of learners. The GMLPN aims to align the skills system with Greater Manchester's economic needs by working with members to raise the capacity, capability, and responsiveness of the skills system. It also seeks commercial opportunities and has negotiated agreements to provide benefits and cost savings to members.
The document provides information about part-time postgraduate and professional courses offered at Northampton Business School in 2010/2011. It includes an introduction to the Business School, which has over 35 years of experience and strong industry links. Courses are offered in various business subjects including accounting, finance, business, computing, human resources management, marketing, and more. Professional qualifications like ACCA, CIMA, and CIPD are also covered. The Business School has over 3,000 students and international reach, with partnerships in countries like China.
The document discusses the growth of the business process outsourcing (BPO) industry in South Africa, particularly the contact center sector. A collective organization called BPeSA was launched to unite the different regional contact center industries under one umbrella. This allows the industry to speak with one voice and makes it easier for customers. BPeSA has also established quality standards for training, operations, and employee well-being. The CEO of KZNonSOURCE advocates developing skills within South Africa and increasing private sector involvement to address skills shortages within the contact center industry. KZNonSOURCE is working with government and educational institutions on training programs. The goal is to build on support from the private sector and attract more technological companies to establish operations
The Careers & Enterprise Company held its first annual conference in Liverpool attended by 550 delegates. Secretary of State for Education Nicky Morgan spoke about improving young people's life chances and bridging the gap between education and employment. The conference provided an opportunity for attendees to share ideas on supporting young people and for members of the Enterprise Adviser Network to meet. Exhibitors showcased programs funded by the Careers & Enterprise Company.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The Asian Apprenticeship Awards has completed its third year in operation since being founded in 2016, and our aim hasn’t changed: to celebrate the talent and diversity of British Asian Apprentices, their Employers and Training Providers.Since inception, we have noticed a significant transition among those within the skills sector about some of the stigmas behind apprenticeships within British Asian and BAME communities generally. Through the support of the Government and key partner organisations, we have been able to use this platform to propel our message into new communities across the country to encourage more people from British Asian communities to consider an apprenticeship route.2018 also saw a sectoral shift response with a 25% increase in involvement from employers compared with training providers and FE colleges which saw a decrease. The male and female split among finalists was quite interesting. Generally, females outweighed males in many of the sectors. However, the gender balance overall was affected by the male dominated sectors of Construction and Engineering & Manufacturing. When speaking with sector leaders, this was no surprise.“It is really disappointing to see the proportion of finalist as 100% male in Construction as well as Engineering and Manufacturing. Whilst recognising that a large proportion of the workforce in these two sectors are male there are still a significant number of females employed and many of these are excellent and well deserving of a place in the finals. We need to encourage them to come forward as entrants and show the skills and talent them possess”- Graham Hasting-EvansPresident of the British Association of Construction HeadsGroup Managing Director NOCNLastly, we saw from our data a significant increase in organisations supporting initiatives locally and nationally to raise the profile of apprenticeships within diverse communities. More people were using the platform of the Asian Apprenticeship Awards to not only encourage more people to enter and celebrate their successes but as a tool to raise awareness of diversity internally.
The document is a newsletter from the Hong Kong Institute of Human Resource Management (HKIHRM) providing updates on recent events and initiatives.
It discusses Hong Kong's relatively low 3.3% employment rate amid global economic uncertainties. It also mentions the government exploring offsetting long service payments and severance payments from MPF/ORSO funds, which would significantly impact employers, employees and the economy.
HKIHRM organized a successful employee relations forum with over 15 experts from China, Hong Kong, Macau and Taiwan discussing trends, challenges and opportunities. The institute is also conducting surveys on benefits and pay and organizing conferences and awards to recognize excellence in human resources.
The newsletter features an interview with the Secretary for
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
The 10 most trustworthy consulting companies.Merry D'souza
This issue of CIO Look India showcases, ‘The 10 Most Trustworthy Consulting Companies,’ the best & most innovative consulting firms, that deliver flexible & agile client solutions & offer cutting-edge services to ensure seamless workflow of the clients.
Source: https://ciolookindia.com/the-10-most-trustworthy-consulting-companies-january2021/.
This foreword discusses the importance and benefits of apprenticeships. It notes that apprenticeships have long provided career opportunities for young people and adults in key industries with skills gaps, such as healthcare, construction, and engineering. Since 2017, Pearson has utilized apprenticeship levy funds to support over 200 of their own employees in taking apprenticeship courses at advanced, higher, or degree levels. The foreword also acknowledges that there is underrepresentation of BAME apprentices across sectors, and that the awards aim to highlight exceptional BAME talent and employers committed to inclusion. It thanks the judges for their work and congratulates all the winners and nominees.
The document discusses the Making the Most of Masters (MMM) program, which began in 2011 to promote employer engagement in postgraduate student experiences through work-based projects. MMM has expanded across Scotland and helped over 1450 students complete work-based dissertations with employers by 2015-2016. The program aims to further embed work-based learning in postgraduate programs and share best practices in employer engagement. It discusses lessons learned from the program including understanding student and employer needs, flexibility, and how financial support can maximize benefits.
Prepared for
Anita Bhalla OBE
Chair, PBL Town Hall & Symphony Hall
Director GBSLEP
Chair, Creative City Partnership
+44 (0)7850 735734
www.anitabhalla.co.uk
for discussion being held on 12 May 2017
The document provides insights into the Hong Kong employment market in 2013. It finds that while candidates are still motivated by salary, hiring costs are under scrutiny and large salary increases are rare. Employers need to focus on other factors that add value to attract talent. The recruitment process also needs to evolve to improve communication and be open about compensation to reduce the risk of candidates withdrawing, which some do even after accepting offers. Flexibility and a focus on new skills are important for employers in the current economic environment.
Melissa Jane Hawkins is an experienced international HR Director with over 15 years of experience in strategic HR leadership roles. She has a proven track record of delivering business results and driving cultural change through people strategy and engagement initiatives. Her experience spans various sectors and geographies, including roles in the UK, Germany, and California developing HR strategies for large multinational brands such as Merlin Entertainment and LV=.
Acquire Learning Company Overview, Goals, Issues and board of directors.With information how they are empowering Australians from Education to Employment.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The document introduces a new approach to career guidance and education to help young people transition from education to employment. It aims to deliver a skills system driven by individual, community, and economic needs. The approach focuses on engaging students through interactive seminars, goal setting, and providing ongoing support through a website and future app. This aims to help students develop important employability skills and choose career pathways that are suited to their interests and the current job market.
The document discusses the media project of a student and how it uses conventions from real media products. Specifically, it discusses how the disjointed sound motif conveys eeriness and theme without dialogue. It also discusses how washed out and greyscale scenes, as well as jump cuts and crossfades in editing, help develop tension and a dark tone in line with conventions. While some conventions like horror themes and black and white shots challenge industry norms, using conventions overall helped make the themes understandable.
This document provides a salary guide and market insights for the Australian and New Zealand hospitality industries. It summarizes salary data for various hospitality roles collected from placements over the past year. It also reports the results of a survey of over 100 hospitality employers, finding most expect steady or increased business and staffing levels in the coming year. Challenges in attracting skilled staff are also discussed.
The Greater Manchester Learning Provider Network (GMLPN) represents colleges and private training providers in the Greater Manchester area. It has nearly 80 members that work with thousands of employers and educate tens of thousands of learners. The GMLPN aims to align the skills system with Greater Manchester's economic needs by working with members to raise the capacity, capability, and responsiveness of the skills system. It also seeks commercial opportunities and has negotiated agreements to provide benefits and cost savings to members.
The document provides information about part-time postgraduate and professional courses offered at Northampton Business School in 2010/2011. It includes an introduction to the Business School, which has over 35 years of experience and strong industry links. Courses are offered in various business subjects including accounting, finance, business, computing, human resources management, marketing, and more. Professional qualifications like ACCA, CIMA, and CIPD are also covered. The Business School has over 3,000 students and international reach, with partnerships in countries like China.
The document discusses the growth of the business process outsourcing (BPO) industry in South Africa, particularly the contact center sector. A collective organization called BPeSA was launched to unite the different regional contact center industries under one umbrella. This allows the industry to speak with one voice and makes it easier for customers. BPeSA has also established quality standards for training, operations, and employee well-being. The CEO of KZNonSOURCE advocates developing skills within South Africa and increasing private sector involvement to address skills shortages within the contact center industry. KZNonSOURCE is working with government and educational institutions on training programs. The goal is to build on support from the private sector and attract more technological companies to establish operations
The Careers & Enterprise Company held its first annual conference in Liverpool attended by 550 delegates. Secretary of State for Education Nicky Morgan spoke about improving young people's life chances and bridging the gap between education and employment. The conference provided an opportunity for attendees to share ideas on supporting young people and for members of the Enterprise Adviser Network to meet. Exhibitors showcased programs funded by the Careers & Enterprise Company.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The Asian Apprenticeship Awards has completed its third year in operation since being founded in 2016, and our aim hasn’t changed: to celebrate the talent and diversity of British Asian Apprentices, their Employers and Training Providers.Since inception, we have noticed a significant transition among those within the skills sector about some of the stigmas behind apprenticeships within British Asian and BAME communities generally. Through the support of the Government and key partner organisations, we have been able to use this platform to propel our message into new communities across the country to encourage more people from British Asian communities to consider an apprenticeship route.2018 also saw a sectoral shift response with a 25% increase in involvement from employers compared with training providers and FE colleges which saw a decrease. The male and female split among finalists was quite interesting. Generally, females outweighed males in many of the sectors. However, the gender balance overall was affected by the male dominated sectors of Construction and Engineering & Manufacturing. When speaking with sector leaders, this was no surprise.“It is really disappointing to see the proportion of finalist as 100% male in Construction as well as Engineering and Manufacturing. Whilst recognising that a large proportion of the workforce in these two sectors are male there are still a significant number of females employed and many of these are excellent and well deserving of a place in the finals. We need to encourage them to come forward as entrants and show the skills and talent them possess”- Graham Hasting-EvansPresident of the British Association of Construction HeadsGroup Managing Director NOCNLastly, we saw from our data a significant increase in organisations supporting initiatives locally and nationally to raise the profile of apprenticeships within diverse communities. More people were using the platform of the Asian Apprenticeship Awards to not only encourage more people to enter and celebrate their successes but as a tool to raise awareness of diversity internally.
The document is a newsletter from the Hong Kong Institute of Human Resource Management (HKIHRM) providing updates on recent events and initiatives.
It discusses Hong Kong's relatively low 3.3% employment rate amid global economic uncertainties. It also mentions the government exploring offsetting long service payments and severance payments from MPF/ORSO funds, which would significantly impact employers, employees and the economy.
HKIHRM organized a successful employee relations forum with over 15 experts from China, Hong Kong, Macau and Taiwan discussing trends, challenges and opportunities. The institute is also conducting surveys on benefits and pay and organizing conferences and awards to recognize excellence in human resources.
The newsletter features an interview with the Secretary for
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
The 10 most trustworthy consulting companies.Merry D'souza
This issue of CIO Look India showcases, ‘The 10 Most Trustworthy Consulting Companies,’ the best & most innovative consulting firms, that deliver flexible & agile client solutions & offer cutting-edge services to ensure seamless workflow of the clients.
Source: https://ciolookindia.com/the-10-most-trustworthy-consulting-companies-january2021/.
This foreword discusses the importance and benefits of apprenticeships. It notes that apprenticeships have long provided career opportunities for young people and adults in key industries with skills gaps, such as healthcare, construction, and engineering. Since 2017, Pearson has utilized apprenticeship levy funds to support over 200 of their own employees in taking apprenticeship courses at advanced, higher, or degree levels. The foreword also acknowledges that there is underrepresentation of BAME apprentices across sectors, and that the awards aim to highlight exceptional BAME talent and employers committed to inclusion. It thanks the judges for their work and congratulates all the winners and nominees.
The document discusses the Making the Most of Masters (MMM) program, which began in 2011 to promote employer engagement in postgraduate student experiences through work-based projects. MMM has expanded across Scotland and helped over 1450 students complete work-based dissertations with employers by 2015-2016. The program aims to further embed work-based learning in postgraduate programs and share best practices in employer engagement. It discusses lessons learned from the program including understanding student and employer needs, flexibility, and how financial support can maximize benefits.
Prepared for
Anita Bhalla OBE
Chair, PBL Town Hall & Symphony Hall
Director GBSLEP
Chair, Creative City Partnership
+44 (0)7850 735734
www.anitabhalla.co.uk
for discussion being held on 12 May 2017
The document provides insights into the Hong Kong employment market in 2013. It finds that while candidates are still motivated by salary, hiring costs are under scrutiny and large salary increases are rare. Employers need to focus on other factors that add value to attract talent. The recruitment process also needs to evolve to improve communication and be open about compensation to reduce the risk of candidates withdrawing, which some do even after accepting offers. Flexibility and a focus on new skills are important for employers in the current economic environment.
Melissa Jane Hawkins is an experienced international HR Director with over 15 years of experience in strategic HR leadership roles. She has a proven track record of delivering business results and driving cultural change through people strategy and engagement initiatives. Her experience spans various sectors and geographies, including roles in the UK, Germany, and California developing HR strategies for large multinational brands such as Merlin Entertainment and LV=.
Acquire Learning Company Overview, Goals, Issues and board of directors.With information how they are empowering Australians from Education to Employment.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The document introduces a new approach to career guidance and education to help young people transition from education to employment. It aims to deliver a skills system driven by individual, community, and economic needs. The approach focuses on engaging students through interactive seminars, goal setting, and providing ongoing support through a website and future app. This aims to help students develop important employability skills and choose career pathways that are suited to their interests and the current job market.
The document discusses the media project of a student and how it uses conventions from real media products. Specifically, it discusses how the disjointed sound motif conveys eeriness and theme without dialogue. It also discusses how washed out and greyscale scenes, as well as jump cuts and crossfades in editing, help develop tension and a dark tone in line with conventions. While some conventions like horror themes and black and white shots challenge industry norms, using conventions overall helped make the themes understandable.
Решение Ленинского районного суда г. Пензы о блокировке сайтовSarkis Darbinyan
Решение Ленинского районного суда г. Пензы об ограничении доступа к сайтам в связи с информацией о том, как избежать уголовной отвественности за дачу взятки.
Selección de libros infantís e xuvenís en galego. Biblioteca da Deputación da...Bibliotecadicoruna
El documento proporciona una lista de libros recomendados para diferentes rangos de edades, desde libros para niños de 7-8 años hasta libros para jóvenes de 15-18 años. Los libros están organizados por rangos de edades y cada entrada incluye el título del libro y el autor. El documento sirve como guía de lectura para una biblioteca infantil y juvenil.
Software For Manage Appointment and Accounting and Create Reports Like
FORM 3C
Income Register
Expense Register
Appointment Register
Daily Collection Report
Treatment wise Reports
and Many More
El documento describe diferentes sólidos geométricos tridimensionales como el cubo, el cono, el prisma regular, la pirámide regular, la esfera y el cilindro regular. Para cada sólido, se proporciona una breve definición de sus características geométricas.
Presentazione della ricerca Webbing Rank Cities, realizzata in collaborazione con TagBoLab, laboratorio di marketing territoriale e web 2.0 della facoltà di Scienze della Comunicazione dell'Università di Bologna.
Webbing Rank Cities analizza i portali online di 20 destinazioni turistiche europee e, mettendoli a confronto, determina le best practices da emulare, le tendenze in crescita e l’evoluzione della comunicazione turistica istituzionale online.
Prospects has been awarded several new contracts worth £20 million across the UK, including contracts in Wales, Northamptonshire, Harrow, Coventry and Warwickshire. Prospects has also been awarded the Youth Entrepreneurship Service contract in Wales to create businesses and jobs. Young people in Harrow will receive new careers support from Prospects. Prospects supports over 150 young people leaving care through its partnership with Calderdale Council.
Apprenticeships are an effective means of employers developing their own talent. They also offer a viable alternative to university for people looking for a direct and affordable route to skilled jobs and careers. However, many employers have yet to recognise the full benefits of apprenticeships, even though their value extends to most sectors and occupations.
The CIPD’s new guide on apprenticeships gives practical advice on how employers can tailor high-quality apprenticeship programmes that meet their current and future skills needs.
This document provides a salary guide and market insights for the Australian and New Zealand hospitality industries. It summarizes salary data for various hospitality roles collected from over 100 employers. The guide also reports on hiring trends, challenges finding skilled staff, retention strategies, and expectations for the coming year. Employers expect to see continued business growth and most will increase staff salaries by 1-3%. The tightest labor markets are for chefs as candidates have increased expectations in a growing industry.
How Independent Training Providers (ITPs) can survive and thrive in an inflat...The Pathway Group
The attached
white paper has been produced to help Independent
Training Providers (ITPs) negotiate the
uncertain economic and policy terrain.
We have a simple goal – to offer helpful
information to training providers to help
them survive and deliver what the UK needs –
a skilled, successful and happy workforce.
The document discusses apprenticeships in recruitment offered by the Institute of Recruitment Professionals. Apprenticeships combine on-the-job and classroom learning over 12-30 months. They allow individuals to earn while learning and developing skills. Funding may be available for apprenticeships, which can help businesses recruit locally and develop loyal employees. The IRP offers apprenticeships at different levels tailored for various experience levels and roles within recruitment.
The document provides an overview of Cogent Skills and the Science Industry Partnership (SIP). It discusses how over 260 companies have engaged with SIP, which supports skills development in science-related industries. Through SIP-funded programs over the past year, more than 2,000 employees have received training. New apprenticeship standards have been developed and approved, including for laboratory scientists. Companies can access funding for apprenticeships and other training through SIP.
The document summarizes efforts by the U.S. Department of Labor to expand apprenticeship programs across various industries. Key points include:
1) The Obama administration has invested unprecedented funds to expand apprenticeships, which provide workers skills training and middle-class careers while meeting employer needs.
2) Over 125,000 new apprentices have been added in recent years, with programs now in over 1,000 occupations, including high-growth sectors like healthcare, IT, and advanced manufacturing.
3) National Apprenticeship Week in November celebrates the role of apprenticeships in providing skilled workers and career opportunities.
Urban Futures is a non-profit organization that provides employment services. The document summarizes several initiatives and events from Urban Futures:
1) Urban Futures welcomed 10 new staff members and co-hosted the first apprenticeship graduation ceremony with Outward, celebrating 15 apprentices who completed their programs.
2) Urban Futures CEO Steve Delaney discusses plans to expand services, raise the organization's profile, and focus on quality in 2014.
3) Stansted Airport hosted its annual "Meet the Buyers" event to connect local suppliers with major companies, with the goal of generating new business deals worth millions. Over 150 suppliers met with 35 buyers from organizations like the Ministry of Defence.
Gosport Business Forum - Apprenticeship - July 2010 Liza Smith
The document discusses the benefits of hiring apprentices for businesses. It outlines that apprentices provide a clear return on investment through their productivity and lower costs of recruitment and training compared to experienced workers. Businesses that hire apprentices experience greater productivity, lower recruitment costs, lower training and retention costs, increased employee satisfaction, and greater loyalty and quality of work. The document provides examples from case studies of businesses that have seen these benefits from their apprenticeship programs. It also outlines the process for businesses to get started with an apprenticeship program.
The document discusses efforts by companies like Accenture, Marks and Spencer, and others to address youth unemployment in the UK. It describes Accenture's Skills to Succeed Academy, which provides online training to develop employability skills for young people. Marks and Spencer outlines its three-part approach including a program with The Prince's Trust giving young people work placements and engaging suppliers. It also discusses the Movement to Work initiative where companies pledge to provide 4-6 week training placements for unemployed youth equivalent to 2% of their workforce and engage suppliers to multiply the impact. The goal is to create 100,000 placements for unemployed youth by June 2015 to help develop skills and lead to jobs.
Connecting employers, further education and training providers.
CMI’s Learning Providing Conference in July 2016 affirmed that the skills landscape is going through significant change – which offers substantial opportunities to deliver employer-led training that can boost skills and performance.
This white paper captures the insights, ideas and perspectives on directions in further education and training shared by speakers at the conference.
HR and procurement can work together successfully but often have a lack of understanding between the departments. This issue focuses on improving the relationship through awareness of each other's value and working together towards shared objectives. Experts say isolating departments is not productive in today's economic environment and teams must work collaboratively. The UK government aims to create 3 million apprenticeships by 2020 through a new levy on large employers, aiming to make apprenticeships equal to university degrees. There is debate around whether quality can be maintained at such large scale targets and potential threats to traditional vocational classroom training.
THE APPRENTICESHIP LEVY: A Guide for Employers & SME'sThe Pathway Group
Ammar struggled after leaving school but found success through an apprenticeship. He completed a customer service apprenticeship which helped him develop skills and confidence. This led to paid work in pharmaceuticals and higher education in pharmacy. The UK government is introducing an apprenticeship levy in April 2017 requiring large employers to contribute 0.5% of their annual payroll. This will fund the goal of 3 million apprenticeship starts by 2020. The levy applies to employers with over £3 million payroll annually and provides incentives for small businesses.
This document showcases apprenticeship opportunities in London through partnerships between employers and colleges. It highlights how apprenticeships can stimulate London's economy by providing employment, developing skills, and opening pathways to careers and further education. Examples are given of partnerships in different industries including construction, healthcare, and business that have created over 100,000 apprenticeship opportunities in London.
The document discusses the upcoming changes to apprenticeship funding in England through the introduction of an Apprenticeship Levy in April 2017. Large employers with an annual pay bill of over £3 million will have to pay 0.5% of their total wage bill into the levy each year. Employers will receive an allowance of £15,000 to offset against their levy payment. Funds from the levy can be used to fund apprenticeship training through approved training providers. The document advises businesses to calculate their potential levy payments and consider how many apprentices they want to hire to make the most of this new funding system. Training providers can offer advice to help employers navigate the new rules.
Serco delivers the UK government's Work Programme to help long-term unemployed individuals find jobs. This report summarizes Serco's impact in Year 4, highlighting that they helped over 10,000 people into jobs. It also describes new initiatives to better support those with mental health conditions based on customer feedback, including more flexible support phases and adviser training. The report concludes by recognizing individual successes, like a woman who found work at B&Q after 22 years of unemployment.
Cpl is a leading recruitment agency that is experiencing high demand from clients as the market turns around. Now is a great time to join Cpl to be part of their growth and success. Cpl has a large client portfolio across many industries and has remained profitable through economic downturns. They offer training and career development opportunities, and prioritize technology and innovation. The CEO, Anne Heraty, is an award-winning business leader who is committed to her employees.
Cpl is a leading recruitment agency that is experiencing high demand from clients as the market turns around. Now is a great time to join Cpl to be part of their growth and success. Cpl has a large client portfolio across many industries and has remained profitable through economic downturns. They offer training and career development opportunities, and prioritize technology and innovation. The CEO, Anne Heraty, is an award-winning business leader who is committed to her employees.
Similar to Top 100 Apprentice Employers 2013 by City and Guilds (20)
Responsible Individual Training - F5 Foster Care.pptxThe Pathway Group
An independent fostering agency must have a registered provider and a responsible individual (RI) who represents the organization to Ofsted. The RI is accountable for ensuring legislation is implemented and has responsibilities in relation to managers, staff, children, and foster carers. The RI must follow the applicable National Minimum Standards and ensure the welfare of children in care.
Responsible Individual Training fostercare- F5 Foster Care UKThe Pathway Group
Responsible Individual Training for Foster Care provided complimentary by Safaraz Ali
www.safaraz.co.uk
Responsible Individual Training fostercare- F5 Foster Care UK
Responsible Individual Training UK"
"Foster Care Professional Development"
"Accredited Foster Care Training"
"Diversity in Foster Care"
"Inclusive Foster Care Training"
"F5 Foster Care UK Training"
"Foster Care Skills Enhancement"
"Leadership in Foster Care"
"Foster Care Excellence Programs"
"Equity in Foster Care Education"
RI Training
Responsible Individual Training for Foster Care
Birmingham College is looking for new partner organizations to support bids and tenders across various markets including employment, skills, business support, justice, and youth. As an established skills provider, Birmingham College wants to explore partnership opportunities with other established organizations that have experience delivering skills training in priority industry sectors. Birmingham College's mission is to enhance knowledge, develop skills, and change behaviors to positively transform communities.
the original content of the 1973 TPS manual1 was written by
the staff2 of Toyota Motor Corp. (OMCD - Operations Management Consulting Division.
By 1970, Toyota had a fairly stable production system internally and they made a decision to
assist suppliers by sharing their knowledge and skills. To do this, Toyota created a special
internal improvement group called Production Research Division (later renamed Operations
Management Consulting Division – OMCD)
his 1973 manual was also used as course materials by Ohno and his team – the Japanese
Management Association compiled their workshop materials and released it as a book in the
1978. Productivity Press translated it and released it as Kanban: Just-in-time at Toyota in
1986. While much of the Productivity Press book consists of the same materials as the 1973
TPS Manual, it is not presented in the same order.
Multicultural-Apprenticeship-Awards-2023-Compressed-Brochure.pdfThe Pathway Group
Celebrating Talent & Diversity
The Multicultural Apprenticeship Awards recognises multicultural British apprentices, their employers, and learning providers.
2023 Multicultural Apprenticeship Award winners revealed in Birmingham Ceremony
Empowering The Nation - White Paper
This is the white paper what was written to go along with the Peer Meet up event that was conducted on the 13th October. This covers about unleashing potential in the employability and skills sector, the power of partnership working, the current landscape of the sector and where it might be going in the next 12-18 months.
Peer Meetup by Safaraz Ali 13.Oct.2023
Powerpoint from the peer meet up online networking webinar that was conducted on the 13th October 2023. This covered topics such as recruitment, AI and the funding landscape.
Peer Meetup by Safaraz Ali 13.Oct.2023
Powerpoint from the peer meet up online networking webinar that was conducted on the 13th October 2023. This covered topics such as recruitment, AI and the funding landscape.
A Guide to Apprenticeships for the Higher Education Sector.pdfThe Pathway Group
A Guide to Apprenticeships for the Higher Education Sector.pdf
A guide to apprenticeships which is detailed to be about the higher education sector. Covers many topics such as: what is an apprenticeship and how they work, regulatory bodies, end-point assessments, delivery styles and how to keep up-to-date with industry changes.
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.pdfThe Pathway Group
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
A powerpoint talking about the regulatory bodies when it comes to apprenticeships, along with what they do and how they work.
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.pptThe Pathway Group
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
A powerpoint talking about the regulatory bodies when it comes to apprenticeships, along with what they do and how they work.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material - Pathway Group.ppt
A presentation detailing the role that End-point assessment organisations play in apprenticeships, along with how to choose the right one for your company/training provider.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End point assessment organizations (EPAOs) administer the independent end point assessments for apprenticeships. EPAOs ensure apprentices have gained the necessary knowledge, skills, and behaviors outlined in each apprenticeship standard. Ofqual regulates EPAOs for most apprenticeships, while the Office for Students regulates degree apprenticeship assessments. EPAOs use a variety of assessment methods, such as practical assessments, interviews, tests, and projects, to evaluate apprentices at the end of their training.
How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
How Apprenticeships Work & Why They Work - Apprenticeship Training Material - Pathway Group
A powerpoint detailing about what exactly an apprenticeship is and why they have been working over the time that they have been introduced
How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
How Apprenticeships Work & Why They Work - Apprenticeship Training Material - Pathway Group
A powerpoint detailing about what exactly an apprenticeship is and why they have been working over the time that they have been introduced
The World of Learning - Apprenticeship Training Material - Pathway Group.pptThe Pathway Group
The World of Learning - Apprenticeship Training Material - Pathway Group
A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
The World of Learning - Apprenticeship Training Material - Pathway Group.pdfThe Pathway Group
The World of Learning - Apprenticeship Training Material - Pathway Group
A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
Pakistani Report: Understanding the Needs and Wants of the Pakistani Population in Birmingham
A grassroots community initiative to inspire initiatives for Pakistanis living in Birmingham.
Multicultural Apprenticeship Alliance Launch Slide - Safaraz AliThe Pathway Group
The document discusses promoting diversity in apprenticeships for people from Black, Asian, and minority ethnic (BAME) backgrounds in the UK. It notes various government and organizational initiatives to increase BAME representation in apprenticeships and senior roles. These include commitments to increase the proportion of BAME apprentices by 20% and initiatives by groups like the BAME Apprenticeship Alliance to celebrate BAME apprentice talent and address barriers to participation. Experts critique some initiatives as not doing enough and call for more focus on specific ethnic groups and support for employers in diversifying their workforces.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
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.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
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.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Top 100 Apprentice Employers 2013 by City and Guilds
1. RECOGNISING EXCELLENCE IN BUSINESS AND
APPRENTICESHIPS
WITH A FOREWORD BY
DEPUTY PRIME MINISTER NICK CLEGG
2. Inside
3 Why offer an Apprenticeship?
Jo Faragher from Personnel Today
outlines how taking on an
apprentice can benefit your
business
4-5 Top 100: the South
The Top 100 list recognises
England’s best Apprenticeship
employers – here are all the
employers from southern England,
including case studies
6-7 Top 100: the North
The Top 100 list recognises
England’s best Apprenticeship
employers – here are all the
employers from northern England,
including case studies
8 How your business can get
involved
Further information from the
National Apprenticeship Service
on how to hire an apprentice and
the benefits for your business
In association with National
Apprenticeship Service
Produced by Personnel Today
Edited by Jo Faragher
Personnel Today editor Rob Moss
Design by Hannah Vickery and
Brooke Balza
For more information on
supplements produced by
Personnel Today, contact
rob.moss@rbi.co.uk
Congratulations to this year’s
Top 100 Employers
Apprenticeships are key to building a stronger British economy,
Deputy Prime Minister Nick Clegg says
I’d like to congratulate each and
every one of the organisations
included in the City & Guilds Top 100
Apprenticeship Employers List 2013.
Selected from more than 1,600
entries in this year’s National
Apprenticeship Awards, these
businesses have proved themselves
to be the very best workplaces in the
country for apprentices to start and
build a successful and fulfilling career.
From a wide range of sectors, and
covering a host of occupations, what
all of these employers have in
common is that they are providing
the highest quality of training and
support possible for their
apprentices. And throughout this
supplement, you’ll find real-life
examples of the valuable return these
organisations get on their investment
through the innovation, focus and
hard work of their apprentices.
Central to our ambition to build a
Closing the gap between
education and employment
Chris Jones
Personnel Today is the UK’s
leading free-access HR website,
brought to you by Reed Business
Information. Awarded Online HR
Publication of the Year at the
2013 Tower Watson Excellence in
HR Journalism Awards, the site
attracts some 250,000 unique
visitors every month, continuing
the former weekly magazine’s
rich heritage in independent
coverage of the HR sector. We
aim not only to provide HR
professionals with easy-to-read,
timely and relevant content, but
also to guide practitioners
toward other quality
employment-related content.
www.personneltoday.com
2
Every week, the
average fully trained
apprentice boosts
business productivity
by £214 per week.
stronger economy and fairer society
in Britain is ensuring more
companies, across all sectors, can
benefit from the value a dedicated
apprentice brings to their work, and
that more of our talented young
people can reap the opportunities
a good Apprenticeship offers to
realise their full potential and plans
for the future.
Every week, the average fully
trained apprentice boosts business
productivity by £214 per week.
I’ve made a personal commitment
to work in partnership with business
to double the number of employers
offering Apprenticeships from
100,000 to 200,000. So if you’re not
yet an Apprenticeship employer,
please take the time to read these case
studies to find out more about the
powerful difference you could make
to your organisation, and someone’s
life, through an Apprenticeship.
CEO,
City & Guilds
The UK faces ever-increasing
skills gaps in both established
and emerging industries. This is
a clear obstacle on the road to
economic recovery.
So how did we get into this
situation? Part of the reason is that,
for too long, Apprenticeships and
vocational training were viewed as
second class to degrees. It was
widely believed that academic
credentials alone prepared young
people for the workplace.
Now employers say the opposite.
Our recent Making Education
Work report worryingly showed
that one-third of employers were
considering looking abroad to
bolster their workforce due to skills
gaps in the UK. It also revealed that
approximately two-thirds think that
young people don’t understand
employers’ requirements.
Clearly, the current school
system’s focus on academia isn’t
meeting the needs of business
– something that 47% of the
employers we spoke to for Making
Education Work agreed with.
This is where Apprenticeships
come in. The combination of
theoretical knowledge and on-the-job
training – alongside core skills
development – can truly close the gap
between education and employment.
Businesses gain employees who are
enthusiastic and equipped with the
right skills to add value and help
companies grow. I have certainly
seen this in our own apprentices.
They are ambitious and eager to
learn. Indeed, many have already
gone on to more senior roles in
City & Guilds.
Over the past couple of years,
we have seen more and more
employers recognise the value of
Apprenticeships. But according to
research from the Recruitment and
Employment Confederation, 71% of
employers don’t offer them.
That’s why we have supported the
National Apprenticeship Service’s
Top 100 Apprenticeship Employers
for the past few years. By showcasing
inspirational businesses that have
seen the benefits Apprenticeships can
deliver, we can inspire others to
follow in their footsteps.
In the long run, this will help give
employers the skills they need, and,
more importantly, help strengthen
the UK economy. Find out more at
www.cityandguilds.com.
3. introduction
Why offer an Apprenticeship?
As employers search for the right skills to help them grow, there’s never been a better
time to offer an Apprenticeship, as Personnel Today’s Jo Faragher discovers
M
ore and more employers
are starting to reap the
benefits of offering an
Apprenticeship. And as
the economy finally begins to turn a
corner, businesses realise that
developing a motivated, skilled and
qualified workforce will help them
attain real competitive advantage.
Figures from the National
Apprenticeship Service show that
Apprenticeships have grown at a
record rate: since 2010, more than
1.5 million people have started an
Apprenticeship. They now cover
more than 170 industries and 1,500
job roles, including those not
traditionally associated with
Apprenticeships.
Karen Woodward, Interim
National Director of the National
Apprenticeship Service, believes this
demand is growing: “Apprenticeships
are becoming the first-choice option
for many young people.
“Recent research shows that
demand for Apprenticeships is high
in sectors that may not have
previously been associated with
Apprenticeships, such as IT, software
and professional services. We need
more employers to think about how
they can offer Apprenticeships to
these passionate and motivated
potential employees, and we are
doing all we can to help employers
meet this increasing demand.”
There are now three levels of
Apprenticeship available to offer:
Intermediate; Advanced; and
Higher. At the Intermediate and
Advanced levels, apprentices work
towards a Level 2 or Level 3 workbased learning qualification and,
typically, a relevant knowledge-based
qualification.
In 2011, the Government
announced it was investing £25
million in a Higher Apprenticeship
Fund to support thousands of
apprentices to gain a degree-level
qualification through a Higher
Apprenticeship.
Employers as diverse as
management consultants such as
PricewaterhouseCoopers through to
public relations agencies and
McDonald’s Restaurants now offer
Apprenticeships.
Many of these organisations have
been given the opportunity to shape
how their Apprenticeships are
delivered and provide their input on
the curriculum, so the skills apprentices
acquire are more relevant for their
busine ss ne e ds. Meanwhile ,
apprentices are more engaged at work
because they can see a clear career
pathway through Intermediate,
Advanced and Higher Apprenticeships.
In all Apprenticeships, the focus on
quality occurs at every level. More than
100,000 employers have so far offered
Apprenticeships with a minimum
duration of 12 months, reflecting the
depth of the skills training available.
The National Apprenticeship Service
produced an Apprenticeship Quality
Statement, which sets out the standards
it expects for the delivery of a highquality Apprenticeship.
These standards include guidelines
on minimum wages, working hours
and time spent on guided learning, and
they aim to raise standards and make
sure that all Apprenticeships offer a
positive experience.
As well as building skills, employers
report tangible financial benefits as a
result of employing an apprentice.
In a survey by the Department
for Business, Innovation & Skills (BIS)
in 2012, almost three-quarters of
respondents said productivity had
improved, while the average
Apprenticeship completer increases
business productivity by
£214 per week, according to figures
from the Centre for Business and
Economic Research.
The fact that training costs are
covered for many apprentices, and
apprentices can be paid the relevant
minimum wage, (although many
employers pay more than the
minimum) makes it a financially sound
option for employers looking to grow
skills in-house.
The benefits aren’t just financial.
Offering Apprenticeships can also have
a positive effect on employee retention.
Typically, apprentices who have
gained their qualification while working
for the business feel greater loyalty to
that employer – and figures from BIS
have found that two-thirds of
apprentices stay with the same
employer after gaining their
qualification.
“Apprenticeships provide employers
with the workforce of the future.
Through Apprenticeships, employers
gain the talented, skilled individuals
they need to boost productivity and
growth,” says Chris Jones, CEO and
director general of City & Guilds.
“We partner with employers of
varying sizes and industries on their
Apprenticeship programmes. All of
them have seen the benefits
Apprenticeships can offer. Apprentices
add value from day one – not just
through their skills, but through their
enthusiasm and drive.”
Certain employers may be eligible
for support in hiring an apprentice. If
your business employs up to 1,000
staff and has not employed an
apprentice in the last year, you can
apply for a £1,500 grant per apprentice
to help cover starting costs for up to
10 new apprentice recruits aged
between 16 and 24.
Between February 2012 and July
2013, this grant has enabled more than
35,000 more young people to start an
Apprenticeship. The National
Apprenticeship Service has dedicated
teams – including a small business
support team – to guide employers
through this process (see p.8 for more
information).
For employers who want to help
prepare young people for
Apprenticeships and their future
careers, new Traineeships have
been launched to help them to become
“work ready”.
According to the National
Apprenticeship Service’s Karen
Woodward: “Traineeships provide a
young person with the essential work
preparation training, English and
maths support if required and a
meaningful work experience needed to
get an Apprenticeship or other job.”
With many organisations searching
hard for the right talent to help them
grow, Apprenticeships offer a unique
chance for employers to build the skills
they need, and gain access to highquality training that benefits both
parties. Employers can draw from the
widest possible pool of talent, safe in
the knowledge that they are mobilising
young people into a career, and
boosting their own bottom line at the
same time.
3
4. Southern comfort
The Top 100 Employers are the highest
scoring employer category entries in the
prestigious National Apprenticeship Awards.
Here are all the Top 100 Employers from
the south of England
Award category applied for:
Macro Employer of the Year (5,000+ employees)
Large Employer of the Year (250–4,999 employees)
Medium Employer of the Year (25–249 employees)
Small Employer of the Year (1–24 employees)
Newcomer (An employer that has recently started
employing apprentices)
THAMES VALLEY
n DAF Trucks
n Hitachi Capital Vehicle Solutions Ltd
n ILEC & IMEC Building Services
n Resource Productions
n Spirit Pub Company
n SPP Pumps Limited
n Telefónica UK
n Virgin Media
Christie Delaney: “A fantastic alternative to university”
Christie is an employee at PricewaterhouseCoopers (PwC), winner
of the Newcomer Employer Award at the London National
Apprenticeship Awards 2013
Christie had completed her A-levels and started a BTEC
National Diploma in Business when she discovered that
she could pursue a Higher Apprenticeship in professional
services. “While at college I was employed part time, and
earning my own money motivated me to look for
opportunities other than university,” she says. After a successful application
to professional services company PwC in London, she began her Higher
Apprenticeship in professional services (management consulting) in 2012,
aged 18. She is employed as a junior associate in the consulting division
and combines this with her studies. PwC supports Christie to learn
through doing – she attends client meetings and has been given
responsibility for tracking the firm’s relationship with different employers.
When she completes her Apprenticeship in 2015, she will have gained a
Level 4 certificate in management consulting and a Level 4 diploma in
management consulting practice – and she hopes to use these skills to
progress through the firm.
Large Employer of the Year at the South West National
Apprenticeship Awards 2013
Plymouth City Council: building skills and tackling youth
unemployment
As a major local employer, Plymouth City Council wanted to help
tackle youth unemployment in the area. Offering Apprenticeships to
young people was also a way to bridge an emerging skills gap. The
council has been employing apprentices since 2010 and provides
70 Apprenticeships from Intermediate to Advanced level in areas as
diverse as horticulture and vehicle maintenance. Developing and
managing such a large number of training programmes is no mean feat,
but Ken Holder, Apprenticeship coordinator at the council, has been
able to access support from an employer adviser at the National
Apprenticeship Service. The council plans to create
33 further Apprenticeships this year and expand the
number of Apprenticeships to 100 posts during
2013/14. Offering Apprenticeships has helped to
improve engagement, according to their latest
staff survey.
SOUTH WEST
n AgustaWestland
n Airbus Operations Ltd
n Algram Group Ltd
n Blue Flame (Cornwall) Ltd
n Brunelcare
n Daniel K Neaves Hair Ltd
n North Bristol NHS Trust
n Plymouth City Council
n Premier Employer Solutions Limited
n QuEST Global Engineering Limited
n Serco Limited
4
SOUTH WEST
5. top 100: the south
Medium Employer of the Year at the Central Eastern National
Apprenticeship Awards 2013
Arcana Group: boosting retention through Apprenticeships
At the Arcana Group of hair and beauty salons, apprentices
represent half of the company’s workforce. The Milton Keynesbased chain has offered Apprenticeships since it was founded in
2003. During the recession, general manager Debbie Elderton
was forced to reduce costs in many areas – but chose to invest in
Apprenticeships. This has proven a wise move, as Arcana has
enjoyed greater customer retention thanks to the “stay and
improve” culture among staff. In partnership with Milton Keynes
College, Arcana offers Intermediate and Advanced Apprenticeships
in hairdressing and, more recently, beauty
therapy. The beauty Apprenticeships have
increased income from the salon’s beauty
team by more than 100%.
Macro Employer of the Year at the South Coast National
Apprenticeship Awards 2013
Capgemini: building a motivated and loyal workforce
Capgemini has enjoyed the benefits of employing apprentices
since 2005 and currently has more than 250 apprentices across the
UK. In 2011, the company started to offer Higher Apprenticeships
in software development. The National Apprenticeship Service
helped Capgemini to develop its Apprenticeship, both in defining
what the company needed and exploring potential training
partners. Anouska Ramsay, Capgemini’s head of talent, says that
recruiting apprentices has led to a number of business benefits:
“Apprentices are not just a cost-effective resource; they bring
innovation, inspiration and energy into everything they do.” After
completing an Apprenticeship, employees can embark on a
structured progression within the company. Having a clear career
path has meant that 90% of apprentices stay with the company on
completion. Apprenticeships are so important to Capgemini that
2013 was the first year the
company recruited equal numbers
of apprentices and graduates.
CENTRAL EASTERN
CENTRAL
EASTERN
n Arcana Group of Salons
n EPOSability Ltd
n Green King plc
n Liebherr GB Ltd
n MBDA
n Orchid Pubs and Dining
n Whitbread
LONDON
THAMES VALLEY
n Angels The Costumiers
n Bluefin
n BT
n IBM UK Ltd
n ITV plc
n Lancaster London
n McDonald’s Restaurants Ltd
n PricewaterhouseCoopers
n Starbucks Coffee Company Ltd
LONDON
SOUTH EAST
SOUTH COAST
SOUTH COAST
n BAM Nuttall Ltd
n Barchester Healthcare
n British Gas Academy
n Capgemini UK
n Damovo UK Limited
n elements lifestyle
n facemediagroup
n Mears Group
n Whiteoaks
SOUTH EAST
n Ford Motor Company Ltd
n Orbit East and Orbit South Housing
Association
n Scientifica Ltd
n Selex ES, a Finmeccanica company
n Strangeways
5
6. Northern pride
The Top 100 Employers are the highest
scoring employer category entries in the
prestigious National Apprenticeship Awards.
Here are all the Top 100 Employers from
the north of England
Award category applied for:
Macro Employer of the Year (5,000+ employees)
Large Employer of the Year (250–4,999 employees)
Medium Employer of the Year (25–249 employees)
Small Employer of the Year (1–24 employees)
Newcomer (An employer that has recently started
employing apprentices)
Carrie McClean: “An Apprenticeship has built my confidence”
NORTH WEST
n Aintree University Hospitals
n Andrew Collinge Hairdressing
n Arthur Padgett Ltd
n BAE Systems
n Foran & Blake Hair & Beauty
n Nutricia Liverpool
n Sellafield Ltd
n Speakman Contractors
n Twin Valley Homes
n Unilever UK Limited
Carrie is an employee at Smart Assessor, Small Employer of the
Year at the West Midlands National Apprenticeship Awards 2013
Undertaking an Intermediate Apprenticeship in
business and administration helped Carrie gain more
than a qualification. After she showed aptitude for
dealing with customers during her Intermediate
Apprenticeship, West Midland-based software
company Smart Assessor promoted Carrie to an account manager,
and she now manages more than 20 clients. She began her
Apprenticeship aged 17 and her skills are vital to the company.
“The account manager role is important for the quality and service
we provide. I keep tabs of clients’ queries and requests, and head up
weekly meetings,” she explains. Carrie feels the style of learning in
an Apprenticeship has built her confidence to handle different
situations and acquire skills she would otherwise not have gained
had she gone straight into a job. She plans to stay at Smart Assessor
and pursue account management as a career, possibly undertaking
further study.
GREATER MANCHESTER
n Barclays RBB Technology
n Barlows UK Ltd
n Manchester City Council
n Newgate Kennels & Cattery Ltd
n Regency Glass Ltd
n The Co-operative Group
n Vital Services Group
Small Employer of the Year at the Greater Manchester
National Apprenticeship Awards 2013
Newgate Kennels & Cattery: growing its own skills
WEST MIDLANDS
n Hendra Healthcare (Ludlow) Limited
n HSBC Bank plc
n Jaguar Land Rover
n Redrow Homes
n Sanctuary Group
n Smart Assessor
n The Community Housing Group
n Walter Smith Fine Foods Limited
6
Taking on apprentices has ensured that Newgate Kennels &
Cattery can develop the exact skills it needs. It has
employed apprentices since 2005, offering Intermediate and
Advanced Apprenticeships in animal care, along with
Intermediate Apprenticeships in customer service. The team
at Newgate clearly appreciates the training opportunities
afforded through Apprenticeships – all current full-time staff,
including five of the managers, trained
through Apprenticeships. Joel Millet,
Newgate’s director, says: “The flexibility of
Apprenticeships and the strong work-based
focus on assessment meets the needs of both
our staff and of our business.”
NORTH
WEST
G
MA
7. top 100: the north
Medium Employer of the Year at the North East National
Apprenticeship Awards 2013
NORTH EAST
NORTH EAST
n Atos
n Dale & Valley Homes
n EE
n Hays Travel
n Jacobs UK Limited
n Kier North Tyneside Ltd
n Liebherr Sunderland Works Ltd
n Livin Housing Ltd
n Procter & Gamble
Liebherr Sunderland Works: a new generation of skills
Faced with an ageing workforce and shortage of skills, offering
Apprenticeships has enabled Liebherr Sunderland Works to transfer
knowledge and experience to a new generation of employees. Based
in the North East, Liebherr manufactures maritime cranes and has
slowly grown its Apprenticeship programme since 2008. The company
now employs 29 apprentices on Advanced Apprenticeships in
advanced manufacturing engineering. Highly skilled and experienced
tradesmen pass down their knowledge, helping the apprentices to
develop key skills on the job. Furthermore, efficiency and productivity
has increased since Liebherr began taking on apprentices, and there is
a significantly lower turnover of employees. “Offering Apprenticeships
means we can have the most highly
skilled team possible,” says
Stephanie Hogan, HR assistant.
YORKSHIRE AND
THE HUMBER
YORKSHIRE AND THE HUMBER
n Exceed
n Gordons LLP
n Nestlé UK Ltd
n North York Moors National Park
Authority
n North Yorkshire County Council
GREATER
ANCHESTER
EAST
MIDLANDS
n Resolve IT Solutions Ltd
n Tata Steel Speciality
n thebigword
n Wakefield and District Housing
n Wm Morrison Supermarkets plc
n Yorkshire Housing
EAST MIDLANDS
n Boots Opticians
n Derry Building Services Ltd
n Fairfield Control Systems Limited
n Nottingham City Homes
n Topps Tiles plc
n Westwood Associates Ltd
WEST
MIDLANDS
Small Employer of the Year at the East Midlands National
Apprenticeship Awards 2013
Fairfield Control Systems: embedding knowledge in a
fast-growing company
Fairfield Control Systems has doubled its size in the last three years. As
experts in designing and building control systems, it is important that the
knowledge its employees possess stays within the company. All of the
eight apprentices the company has trained over the past 10 years are
still there; a reflection on how they value the support and training
offered. The business offers Advanced and Higher Apprenticeships in
engineering manufacture, process manufacturing and consumer
electrical and electronic products. Apprentices can gain qualifications
up to Bachelor of Engineering (BEng) level. Fairfield has developed
a quantifiable set of measures for each
apprentice to gauge their contribution to the
business, and an in-house engineer mentor
provides on-the-job training and support.
7
8. hiring
How your business can get involved
Now that you’ve learned the benefits involved in making Apprenticeships part of your
company, we look at how to kick off your Apprenticeship offering
The first step for any employer
new to recruiting apprentices
should be to contact the National
Apprenticeship Service, the
organisation that supports, funds
and coordinates the delivery of
Apprenticeships throughout all
of England.
The National Apprenticeship
Service provides a dedicated service
to employers, offering free expert
advice and support to those looking
to recruit apprentices for the first
time or for those wishing to expand
the Apprenticeships that they offer.
The National Apprenticeship
Service has a team of experts,
including small business specialists,
on hand to help employers.
There is also financial support
available – if your business has
fewer than 1,000 employees, you
may be eligible for a grant of £1,500
per apprentice, which is intended
to enable smaller companies to
Get involved in the awards
If you’re a business that currently employs apprentices and you want to
be considered for the Top 100 list next year, you must enter one of the
employer categories for the National Apprenticeship Awards 2014.
Further details of next year’s awards and information on how to enter will
soon be available online at apprenticeships.org.uk/awards.
take on an apprentice aged between
16 and 24.
Step 1› Decide on your requirements
with an Apprenticeship adviser, and
drive recruitment through the free
Apprenticeship vacancies service.
The employer teams will encourage
you to ask yourself the right questions
such as “where can an apprentice add
most value to our business?” and “what
sort of training should we provide?”
You can then advertise your
vacancies for free on Apprenticeship
vacancies, the job site for
Apprenticeships. This allows quality
vacancies from employers to be
viewed and applied for nationally by
thousands of candidates who have
registered. Well over a million
Apprenticeship applications were
made via this system last year.
Step 2› Deliver the Apprenticeship,
working with a training organisation to
support your business. Training
organisations offer training as part of
the Apprenticeship, and there are two
main types – further education colleges
and independent training providers,
which can be in the private or voluntary
sector.
Step 3› Develop your apprentice by,
for example, entering them into awards
and competitions to put your business
on the map. Once you have established
your Apprenticeship programme, you
can identify areas for development.
The National Apprenticeship Service
employer teams, including small and
medium-sized business specialists, are
always on hand to guide you through
these various opportunities such as
expanding Apprenticeships into other
areas of your business. You might also
choose to enter skills competitions or
the National Apprenticeship Awards
to celebrate the success of your
business and apprentices.
To find out more information
about Apprenticeships and the
AGE 16 to 24 Grant, go to
apprenticeships.org.uk or call
the National Apprenticeship
Service on 08000 150 600.
Register now to enter
your team of apprentices!
A Traineeship is an education
and training programme which
helps prepare young people for
their future careers. Traineeships
include work preparation
training, English and maths
if required, and a high quality
work experience placement.
– Nurture the next generation.
– Tailored to the needs of the
business and the individual.
– All training costs are met
by Government funding.
Do your apprentices have what it takes
to be the ‘apprentice team of the year’?
To find out more and enter visit
www.brathay.org.uk
Find out more at
apprenticeships.org.uk
or call 08000 150 600
8
BAC advert 94x130 AW.indd 1
04/11/2013 13:55