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First 90 days as the employer coach
1. A 10- minute presentation to company X,
based in Kent, UK.
2. •794,000 young people in the UK not in education, employment or
training (NEET)
• Percentage of all young people in the UK who were NEET was
11.2%
•41.6% of all young people in the UK who were NEET, looked for
work and were willing to work – were classified as unemployed
•Those who were either not looking for work and/or not available
for work. were classified as economically inactive
Source:
https://www.ons.gov.uk/employmentandlabourmarket/peoplenot
inwork/unemployment/bulletins/youngpeoplenotineducationempl
oymentortrainingneet/march2018
3. Company X represents the major Training Providers in
Kent and supports the interests of its member-
organizations who are in the business of training,
including apprenticeships.
4. The Princes Trust
Young persons aged 16 –
24
County council
Schools
Unitary council
Education Training
Foundation
Education and Skills
Funding Agency
National Apprenticeship
Job Centre Plus
National Careers Service
CXK - The Prince's Trust
Team Programme
Association of
employment and learning
providers (AELP)
Voluntary and
Community Sector (VCS)
providers
◦ Source: https://www.kato-
training.org/about-kato-
training/
5. • An £108 million investment to tackle youth unemployment in 21
areas of England
• Targets those who may not be accessing benefits, work and/or,
training
• Targets those facing severe barriers to obtaining the skills they
require to get into work
Source: https://www.biglotteryfund.org.uk/global-
content/programmes/england/talent-match
6. Slides shown so far have helped in gaining a fair understanding of what the project entails. However, it
will be interesting to know, regarding company X:
What has been done so far
What has worked
What has not worked
Where there are opportunities to improve
How do we go about knowing these?
First 30 Days: Learning
By learning about stakeholders and customers (16 – 24)
By investigating the overall culture of company X
Through informal interviews, e.g. with manager, colleagues, etc.
By identifying a mentor within the organization, e.g. a more experienced peer who knows what
success in the role entails
By assessing the role and the areas of strength that one is bringing, as well as the gaps requiring
growth on one’s part
By developing a plan on how to use own strengths to advantage, while mediating own areas of
growth to ensure success
7. Using knowledge of years of Integrated
Marketing communications practice, to recruit
customers
Using knowledge of social policy and legislation
for company X’s growth
Contributing to company X’s policy
Sharing research knowledge
Taking on roles beyond own job specs – having
managed a service in the past
Seeking feedback from supervisor, teammates,
and colleagues for progress measurement
8. Being proactive in coming up with new
ideas/strategies that could contribute to the
success of the project
Being ready to be involved in other projects
to which one could provide possible solutions
Explore broadening one’s horizons through
getting more involved in company X’s
activities, e.g. attending board/stakeholder
meetings
Forwarding oneself for professional
development