Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

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Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee ‘ACCESSING AND DEVELOPING TALENT FOR FUTURE EMPLOYMENT’ CONNECTING FOR THE BENEFIT OF STUDENTS AND EMPLOYERS 29 March 2012

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‘ACCESSING AND DEVELOPING TALENT FOR FUTURE EMPLOYMENT’ CONNECTING FOR THE BENEFIT OF STUDENTS AND EMPLOYERS. Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee. 29 March 2012. Connecting for the benefit of students and employers. - PowerPoint PPT Presentation

Transcript of Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

Page 1: Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

Gordon ParkesHR Director, Northern Ireland ElectricityMember of CBI Employment Affairs Committee

‘ACCESSING AND DEVELOPING TALENT FOR FUTURE EMPLOYMENT’

CONNECTING FOR THE BENEFIT OF STUDENTS AND EMPLOYERS

29 March 2012

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Connecting for the benefit of students and employers

Is your organisation connected with all the links in the chain?

Do we collectively currently provide informed life choices and a career path which suits the individual and meets employer needs?

Level of connection

- None or limited- Intermediate (some)

- Advanced- Exemplary

How well connected are all the relevant Education Providers, Training Providers, Government departments and Employers?

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Connecting for the benefit of students & employers

• So much has been written about this subject• So many good initiatives taking place• So much effort• Why have we not solved the basic issue -

“There is still a mismatch between the demand for skills and the supply of skills”

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… Despite improvements, the Skills Profile of the workforce remains relatively weak.

0% 20% 40% 60% 80% 100%

Portugal

Northern Ireland

United Kingdom

OECD averageEU19 average

Czech Republic

Low /No Quals Intermediate Quals Tertiary Quals

Source: OECD, 2010 and UKCES

Highest Qualification Attained (25-64 year olds)

Skills Needs - The Evidence

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… and higher skills are required to underpin growth.

Level 1 and below Level 2 Level 3

Level 2 Level 3 Level 4 and above

Level 4 and above

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Source: Oxford Economics

Persons in Employment: Highest Qualifications (NQF)

NI 2010

NI 2020 - If Productivity Gap with UK to be addressed

Skills Needs - The Evidence

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The current position

Lots of good initiatives

but

- Lack of “joined-up” thinking- Fragmented and disconnected- Confusing and lacking clarity

The Result

Employers Skills Gaps

Students Not maximising opportunities

or potential

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1 x 1 = 1

2 x 2 = 4

3 x 3 = 9

4 x 4 = 15

What do you notice about this slide?

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There will be Job Opportunities across the economy – not just in growth areas

-20

0

20

40

60

80

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Man

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ial

Profe

ssion

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Assoc

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Prof

Admini

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Skilled

Tra

des

Perso

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erv

Sales

Opera

tives

Elemen

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('00

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Expansion Demand Replacement Demand

Occupational Demand over decade to 2020

Source: Oxford Economics

Skills Needs

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Sectors offering potential

Agri-food Manufacturing Health technologies ICT sector and creative industries Specialised business services Retail Tourism Energy

Integrating labour market information with the career pathway for pupils/students (Source CBI)

Page 10: Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

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The Future for the Energy Sector

• Research carried out by the National Skills Academy for Power

- 28,200 leavers within sector- if current recruitment is maintained –

38% shortage of people with the right skills

• In NI - - Market opening – new employers in this sector

• NIE- we will need c.700 new employees over the next 5/10 years

• How does this information get to pupils in schools and students to inform their career decisions?

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The NIE experience

• We have just gone through 10 years of cost cutting and efficiency improvement

• Our employer brand weakened

• We maintained our own apprentice training facility and apprentice recruitment

• Did not do enough to engage with education providers

• Graduate intake difficulties

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Apprentice and graduate intake during a difficult period

Year Number2006 102007 102008 102009 02010 20This Year 40

Year Number Number Shortfall

Required Recruited

2006 3 2 1

2007 3 2 1

2008 4 2 2

2009 4 3 1

2010 6 3 3

This year 8 5 3

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Apprentices Graduates

Minimum Entry Requirements4 GCSE @Grade C includingMaths & English

Minimum Entry RequirementsBSc 2.2(hons) in Electrical Engineering or related discipline

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Student options

Unemployment

Apprenticeship

Unemployment

H.E.

F.E.

Employment

Schools

Pupils/Students

5 career paths 3 outcomes

• The focus has to be based on the student• Careers advice needs to explore more

options

Parents

Employment

Self-employment

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Potential employees need employability skillsand not just a qualification

- CBI’s recent research findings (Education and Skills Survey 2010)

- 10% of employers have concerns about basic skills in graduates

- 24% of employers dissatisfied with graduates’ problem solving skills

- 26% of employers dissatisfied with graduates’ self-management skills

- 22% of employers have concerns about the limited career awareness, while 40% feel graduates should have more relevant work experience

- 65-75% of employers believe gaining practical experience is the most valuable step young people can take to improve their prospects

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Universities want to produce students with the following attributes:

Critical thinkingAdaptabilityIntellectual flexibilityEnquiringCapacity to challengeAbility to work in teamsEnterprise & entrepreneurship Business AwarenessLeadershipAn international dimension

Employers want the following attributes in their employees:

Critical thinking Adaptability ? ? ? Team working ? Business & Customer Awareness Leadership ?

? Problem solving & decision making ? Communication Literacy & Numeracy ? IT skills ? Positive attitude

Potential employees need employability skills and not just a qualification

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Employers want the following employability skills and not just a qualification

Critical thinkingAdaptabilityIntellectual flexibilityEnquiringCapacity to challengeTeam workingEnterprise & entrepreneurshipBusiness & Customer AwarenessLeadershipAn international dimensionProblem solving & decision makingLiteracy & numeracyIT skills

What employers

want

Positive attitudeCommunication skills

Confidence

Page 17: Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

Knowledge

Skill

DesireDetermination Drive

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The Challenges

• Changing the Mindset

- Employers - invest time & effort in connecting

- Schools - focus on the right outcomes based on the needs of students and employers

- F.E. & H.E. - more flexible approaches to learning in partnership with

employers and schools

- pupils/students - employability skills & attitude & expectations

- parents - open minded/explore a broader range of options

- Government - a joined up approach between departments

- single point of contact for employers

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How can we connect better?

• Make time to engage with education providers

• Appoint an academic engagement officer(portfolio/development role for an existing employee)

• Provide quality work experience for pupils

• Provide quality work placements for students

• Provide teachers, lecturers and careers advisors with knowledge/awareness opportunities (placements etc)

• Promote the attractiveness of their sector by attending open days, careers fairs etc and facilitating visits to their premises

• Use experienced employees nearing retirement to develop thenext generation

Employers need to:

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How can we connect better? (cont’d)

• Consider providing scholarships in partnership with universities

• Use role model employees as ambassadors in outreach programmes with education providers

• Larger employers should consider outreach support to SMEs and micro businesses

Employers need to: