Archive for the ‘Career Guidance’ Category

Professional identities and Communities of Practice

April 22nd, 2014 by Graham Attwell

Technology Enhanced Learning, at least form a research perspective, has always tended to be dominated by the education sector. Coming from a background in vocational education and training, I was always more interested in how technology could be used to enhance learning in work and in particular informal learning in Small and Medium Enterprises.

Much early work in this area, at least in Europe was driven by a serious of assumptions. We were moving towards a knowledge economy (remarkable how quiet that has gone since the economic crash) and future employment, productivity and profitability, required higher levels of skills and knowledge win the workplace.. Prior to the rise of the World Wide Web, this could be boosted by enhancing opportunities for individual learning through the development of instructional materials distributed on disc or CD ROM. Interestingly this lead to much innovative work on simulation, which tended to be forgotten with the move to the online environment offered by the World Wide Web.

One of the big assumptions was that what was holding back learning in enterprises was the cost of releasing employees for (formal) training. Thus all we had to do was link up universities, colleges and other training providers to enterprises through providing courses on the web and hey presto, the problem would be solved. Despite much effort, it didn’t really work. One of the reasons I suspect is that so much workplace knowledge is contextually specific and rooted in practice, and trainers and particularly learning technologists did not have that knowledge. Secondly it was often difficult to represent practice based knowledge in the more restricted learning environment of the web. A further issue was a failure to understand the relationship between learning nd professional development, work practice and professional (or occupational) identities. That latter issue is the subject on a paper entitled Facilitating professional identity formation and transformation through technology enhanced learning: the EmployID approach, submitted by my colleagues from the EmployID reject, Jenny Bimrose, Alan Brown, Teresa Holocher-Ertl, Barbara Kieslinger, Christine Kunzmann, Michael Prilla, Andreas P. Schmidt, and Carmen Wolf to the forthcoming ECTEL conference. Their key finding is that there is “a wide spectrum of how actual professional identity transformation processes take place so that an ICT-based approach will not be successful if it concentrates on prescribing processes of identity transformation; rather it should concentrate on key activities to support.” They go on to say that “ this is in line with recent approaches to supporting workplace learning, such as Kaschig et al. (2013) who have taken an activity-based approach to understanding and supporting collective knowledge development.”

The following short excerpt from the paper explains their understanding of processes of professional work identity formation:

“Professional work identities are restructured in a dynamic way when employees are challenged to cope with demands for flexibility, changing work situations and skill needs (Brown, 1997). The work activities of practitioners in Public Employment Services (PES) need to be trans- formed due to the changing nature of the labour market. As their roles change, so do their professional identities. Work identities are not just shaped by organisations and individuals, but also by work groups (Baruch and Winkelmann-Gleed, 2002) or communities of practice (Lave and Wenger 1991; Brown, 1997; Ibarra, 2003). PES practitioners in particular need to develop multi-dimensional (individual and collective) professional identities to cope with socio-economic and technological change (Kirpal, 2004). This shift is underpinned by the increased importance of communica-tions skills, a willingness to engage in learning and reflexivity, while reflection on experience over time may be particularly significant in the build-up of implicit or tacit knowledge as well as explicit knowledge (Eraut, 2000). At the individual level, emerging new demands and associated skills shifts generate a potential for conflict with traditional work orientations and associated values, norms, work ethics and work identity patterns of employees. One important focus for support are individuals’ strategies for dealing with such conflicts. While any identity formation process has to be realized by the individual, the process of acquiring a work identity also takes place within particular communities where socialization, interaction and learning are key elements. Therefore, supporting networks, of ‘new’ communities of practice (Lave, 1993; Wenger, 1998; Billett, 2007) and feedback from other practitioners are important aspects on which to focus.”

References

Baruch, Y. & Winkelmann-Gleed, A. (2002). Multiple commitments: a conceptual framework and empirical investigation in a Community Health Services Trust, British Journal of Management, Vol. 13, No. 4, pp. 337-357.

Billett, S. (2007). Exercising self: learning, work and identity. In: Brown, A.; Kirpal, S.; Rauner, F. (eds). Identities at work. Dordrecht: Springer, pp. 183-210.

Brown, A. (1997). A dynamic model of occupational identity formation. In: Brown, A. (ed.) Promoting Vocational Education and Training: European Perspectives. Tampere: University of Tampere, pp. 59-67.

Eraut, M. (2000). Non-formal Learning and Tacit Knowledge in Professional Work. British Journal of Educational Psychology, Vol. 70, No. 1, pp. 113 – 136.

Ibarra, H. (2003). Working Identity: Unconventional Strategies for Reinventing Your Career.Boston, MA: Harvard Business School Press.

Kaschig, A., Maier, R., Sandow, A., Lazoi, M., Schmidt, A., Barnes, S., Bimrose, J., Brown, A., Bradley, C., Kunzmann, C., Mazarakis, A. (2013). Organisational Learning from the Perspective of Knowledge Maturing Activities. IEEE Transactions on Learning Technol- ogies 6(2), pp. 158 – 176
Kirpal, S. (2004) “Researching work identities in a European context”, Career Development International, Vol. 9, No. 3, pp.199 – 221

Lave, J. (1993). The Practice of Learning. In S. Chaiklin and J. Lave (eds) Understanding Practice: Perspectives on Activity and Context, Cambridge: University of Cambridge Press.

Lave, J. , & Wenger, E. (1991). Situated learning. Legitimate peripheral participation. Cambridge, England: Cambridge University Press.

Wenger, E. (1998). Communities of practice: Learning, meaning, and identity. Cambridge: Cambridge University Press.

CareerHack competition reeps rich harvest

March 31st, 2014 by Graham Attwell

First the official stuff (from the press release).

“Talented UK students have won three out of four prizes in a worldwide competition to create a new app to help people develop their career.

The CareerHack open data contest was launched in November last year by the UK Commission for Employment and Skills (UKCES), and asked developers around the globe to build an app based on the UK Commission’s “LMI for All” open data, which contains information on the UK labour market, including employment, skills and future job market predictions.

First prize winner for the competition was Tomasz Florczak from Logtomobile in Poland, who won £10,000 for his innovative Career Advisor app, while 16-year-old school student Harry Jones, from Bath, took home a £5,000 prize for his Job Happy entry.

 

The contest also had a special prize specifically for entrants aged 16-24 in Further Education. In this category 22-year-old IT apprentice Phillip Hardwick won the £5,000 prize for his entry, Career Path. And judges were so impressed with the quality of entrants from the category that they introduced an additional runner-up prize of £2,500, which went to a team effort from students at Barking and Dagenham College in London.

Competition judge Dr Deirdre Hughes OBE, Chair of National Careers Council and a Commissioner for UKCES, said:

“As judges we were all highly impressed at the outstanding contributions made by our winners, and of the talent and ability being displayed by the next generation of up-and-coming developers and programmers.

“The quality of the submissions was so high we felt the need to introduce an additional prize, but all those that entered should be extremely proud of their efforts.”

The judging panel was made up of technology experts from Google, Ubuntu and HP, alongside representatives from the UK Commission and John Lewis. Judges made their decision based on how innovative the entry was, how viable it was as a working app, the potential it had for making an impact on society and the overall quality of the packaged app.

CareerHack judge Matt Brocklehurst, Product Marketing Manager at Google UK said:

“At Google we’re well aware of the importance of making data open and encouraging young, creative talent. CareerHack was a fantastic example of this and we were very impressed by the high standard of entries from everyone who entered – the fact that three of the four winners are young people at the start of their careers is fantastic news.  We hope these prizes will enable them to get a head start down whichever career path they choose to follow.”

Fellow CareerHack judge Cristian Parrino, Vice President of Mobile and Online Services at Ubuntu, added:

“The CareerHack competition demonstrated how an set of open data can be used to cater to the needs of people at different stages of their career paths. It was wonderful to see the different flavours of high quality applications and services built on UKCES’s data.”

LMI for All has been developed by the UK Commission for Employment and Skills, working with a consortium led by the Institute for Employment Research at Warwick University and including Pontydysgu, RayCom and Rewired State.”

Pontydysgu’s bit in all this is managing the technical side. I have to say I was a bit sceptical of producing an APi and then opening it up and encouraging contributions through a competition, but having looked at the videos I am gobsmacked by the inventiveness of teh programmers who entered. We will be looking in more depth at what has been produced. We are also seeking feedback from all those who participated and planning more events later in the year. If you would like to know more (and particularly we would be interested in similar approaches to Open data for Labour Market Information in other countries) please contact me at graham10 [at] mac [dot] com.

Dysgu Ponty

December 8th, 2013 by Jenny Hughes

The Pontydysgu website is always full of news about the big projects we are involved in, like FP7 Learning Layers or Taccle2.  This is pretty inevitable as they take up the majority of our time and budget.  However, there are lots of other, smaller Pontydysgu projects running in the background that we rarely post anything about.  This is a bit of an oversight because although we often use these projects as test beds for trying out new ideas or as vehicles for piloting specific bits of technology that we then roll together in a much bigger package, they are also successful in their own right.

All of them are running in Pontypridd, (known locally as “Ponty”) which is where the Wales half of Pontydysgu is based. Some are part funded through the LLL Partnerships programme; some are funded in-house. We thought we might write a series of posts on what these projects are all about….

First up is Dysgu Ponty, which translates to Learning Ponty.  We chose this name because apart from the play on Pontydysgu (meaning approximately Bridge to Learning), we wanted to convey the idea that the whole community of Ponty was learning and that the town called Ponty was a learning resource.

The project is based on a very simple concept – let’s cover the town with QR codes linked to a learning resource.   The codes are being printed on decals (for shop windows), enamel (for the exteriors of building) and on varnished wooden plaques for hanging around trees in the park.  Codes come in three colours – red for Welsh, green for the English translation and black for careers.

So far we have 200 and our target is at least another hundred.  The town has a population of 30,000 but this covers all of the outlying villages as well.  It also has a great sense of community, which means that the level of support has been brilliant. The whole community is involved – schools, the Town Council, shops, businesses, the local newspaper

The link from each QR code goes to a website page on which there is a question that relates to the location.  The level is approximately 8 -12 yrs olds. Following the title question is some simple information using a range of multi media.   The location of the codes will be on Google Maps and we are currently sorting them out into a ‘Maths trail’, ‘Language trail’, ‘History trail’ etc so that children can choose whether to follow a subject trail or focus on the codes in one part of the town.

The purpose of the project is really to provide a bridge between formal and informal learning and to improve home school links.

We are currently working of a way of  ‘rewarding’ children for completing a number of questions – not sure Mozilla badges quite fits.  Also thinking about how we can get kids to be able to upload pictures as well as comments. May rethink the platform.

Meanwhile here are some examples of the sorts of things we are talking about

Location:  on the bandstand in the park

  • Links to… Question:  Have you ever heard brass band music?
  • Additional ‘information’ – mp3 of Colliery Brass Band with one line of text explaining that most all the pits had their own band

Location: Outside Costa Coffee

  • Links to… Question: Do you know where coffee comes from?
  • Additional information: You Tube video of coffee being harvested and processed

Location: Outside travel agent underneath exchange rates

  • Links to… Question:  How much is it worth?
  • Additional info:  Text and image – If you had £37.50 to take on holiday, how many Euros would you get?  Which travel agent in town has the best exchange rate today?

Location:  On the river bank adjacent to the confluence

  • Links to…mQuestion:  What rivers are these and where is their source?
  • Additional info:  The place where two rivers merge is called a ‘confluence’.  Use Google Earth to trace the two rivers back as far as you can, find out their names and where the river enters the sea.

 Location:  On the war memorial

  • Links to… Question:  How many died?
  • Additional info: Look at the names on the Great War memorial and then the names on the Worls War 2 memorial.  In which war were the greatest number of people from Pontypridd killed? How many times more people?  Why do you think this was?

 Location: Market Street

  • Links to…Question:  What has changed?
  • Additional Info: Picture of the street taken 100 years ago from same spot. Text – List all the things that are different between Market Street in 1910 and the same street today.
You get the idea!
[We also have black codes for older students linked to careers information as part of the EU New Jobs project.  The codes take them to links asking "So you want to be a baker?" or "So you want to be a printer?" with videos explaining what the job involves, what qualifications or skills you need etc. Some are purpose made and some from You Tube or Vimeo.  More on this is another post.]
Next time – Learning about Art in Ponty

 

 

 

Open online STEM conference

September 19th, 2013 by Graham Attwell

The Global 2013 STEMx Education Conference claims to be the world’s first massively open online conference for educators focusing on Science, Technology, Engineering, Math, and more. The conference is being held over the course of three days, September 19-21, 2013, and is free to attend!
STEMxCon is a highly inclusive event designed to engage students and educators around the globe and we encourage primary, secondary, and tertiary (K-16) educators around the world to share and learn about innovative approaches to STEMx learning and teaching.

To find out about different sessions and to login to events go to http://bit.ly/1enFDFB

Where are the real skills shortages?

September 13th, 2013 by Graham Attwell

The debate over skills shortages is looming again. For some years national governments and the European Commission have been warning over shortages of qualified workers in Science, Engineering, Technology and Maths (STEM) . Yet a number of studies refute these claims.

A blog post on SmartPlanet quotes Robert Charette who, writing in IEEE Spectrum,  says that despite the hand wringing, “there are more STEM workers than suitable jobs.” He points to a study by the Economic Policy Institute that found that wages for U.S. IT and mathematics-related professionals have not grown appreciably over the past decade, and that they, too, have had difficulty finding jobs in the past five years. He lists a number of studies that refute the presence of a global STEM skills shortage. The U.S. Bureau of Labor Statistics, for one, estimates that there was a net loss of  370 000 science and engineering jobs in the U.S. in 2011.

I doubt that figures in Europe would be much different. One of the issues is how to define a ‘STEM” job. In the UK jobs are classified through a system called Standard Occupational Classification. This itself has its problems. Given the desire for comparability, SOC is only updated every ten years (the last was in 2010). In a time of fast changing occupations, it is inevitably out of date. Furthermore jobs are classified to four digits. This is simply not deep enough to deal with many real occupations. Even if a more detailed classification system was to be developed, present sample sizes on surveys – primarily the Labour Force Survey (LFS) would produce too few results for many occupations. And it is unlikely in the present political and financial environment that statistical agencies will be able to increase sample sizes.

But a bigger problem is linking subjects and courses to jobs. UK universities code courses according to the Joint Academic Coding System (JACS). It is pretty hard to equate JACS to SOC or even to map between them.

The bigger problem is how we relate knowledge and skills to employment. At one time a degree was seen as an academic preparation for employment. Now it is increasingly seen as a vocational course for employment in a particular field and we are attempting to map skills and competences to particular occupational profiles. That won’t really work. I doubt there is really a dire shortage of employees for STEM occupations as such. Predictions of such shortages come from industry representatives who may have a vested interest in ensuring over supply in order to keep wage rates down (more on this tomorrow). For some time now, national governments and the European Union, have had an obsession with STEM and particularly the computer industry as sources of economic competitiveness and growth and providers of employment (more to come about that, too).

However, more important may be the number of occupations which require use of mathematics or programming as part of the job. One of the problems with the present way of surveying occupational employment is that there is an assumption we all do one job. I would be pretty pushed to define what my occupation is – researcher, developer, write, journalist, project manager, company director? According to the statistics agency I can only be one. And then how the one, whichever it is, be matched to a university course. Computer programmers increasingly need advanced project management skills.  I suspect that one factor driving participation in MOOCs is that people require new skills and knowledge not acquired through their initial degrees for work purposes.

My conclusions – a) Don’t believe everything you read about skills shortages, and b) We need to ensure academic courses provide students with a wide range of skills and knowledge drawn from different disciplines, and c) We need to think in more depth about the link between education and work.

LMI for All API released

June 9th, 2013 by Graham Attwell

I have written periodic updates on the work we have been doing for the UKCES on open data, developing an open API to provide access to Labour Market Information. Although the APi is specifically targeted towards careers guidance organisations and towards end users looking for data to help in careers choices, in the longer term it may be of interest to others involved in labour market analysis and planning and for those working in economic, education and social planning.

The project has had to overcome a number of barriers, especially around the issues of disclosure, confidentiality and statistical reliability. The first public release of the API is now available. The following text is based on an email sent to interested individuals and organisations. Get in touch if you would like more information or would like to develop applications based on the API.

The screenshot above is of one of the ten applications developed at a hack day organised by one of our partners in the project, Rewired State. You can see all ten on their website.

The first pilot release of LMI for All is now available and to send you some details about this. Although this is a pilot version, it is fully functional and it would be great if you could test it as a pilot and let us know what is working well and what needs to be improved.

The main LMI for All site is at http://www.lmiforall.org.uk/.  This contains information about LMI for All and how it can be used.

The APi web explorer for developers can be accessed at http://api.lmiforall.org.uk/.  The APi is currently open for you to test and explore the potential for  development. If you wish to deploy the APi in your web site or application please email us at graham10 [at] mac [dot] com and we will supply you with an APi key.

For technical details and details about the data go to our wiki at http://collab.lmiforall.org.uk/.  This includes all the documentation including details about what data LMI for All includes and how this can be used.  There is also a frequently asked questions section.

Ongoing feedback from your organisation is an important part of the ongoing development of this data tool because we want to ensure that future improvements to LMI for All are based on feedback from people who have used it. To enable us to integrate this feedback into the development process, if you use LMI for All we will want to contact you about every four to six months to ask how things are progressing with the data tool. Additionally, to help with the promotion and roll out of LMI for All towards the end of the development period (second half of 2014), we may ask you for your permission to showcase particular LMI applications that your organisation chooses to develop.

If you have any questions, or need any further help, please use the FAQ space initially. However, if you have any specific questions which cannot be answered here, please use the LMI for All email address lmiforall [at] ukces [dot] org [dot] uk.

 

LMI for All – coming soon

May 12th, 2013 by Graham Attwell

A quick and overdue update on the Labour Market Information for All project, which we are developing together with Raycom, the University of Warwick and Rewired State and  is sponsored by the UK Commission for Employment and Skills (UKCES).

LMI for All will provide an online data portal bringing together existing sources of labour market information (LMI) that can inform people’s decisions about their careers.  The database will contain robust LMI from national surveys and data sources providing a common and consistent baseline to use alongside less formal sources of intelligence. Due for release at the end of May 2013, access to the database will be through an open API. the results of queries can then be embedded by developers in their own web sites of apps. We will also provide a code library to assist developers.

The project builds on the commitment by the UK government to open data. despite this, it is not simple. As the Open Data White Paper (HM Government, 2012)highlights,  data gathered by the public sector is not always readily accessible. Quality of the data, intermittent publication and a lack of common standards are also barriers. A commitment is given to change the culture of organisations, to bring about change: ‘This must change and one of the barriers to change is cultural’ (p. 18).

We have talked to a considerable number of data providers including government bodies. It is striking that all have been cooperative and wishing to help us in providing access to data. However, the devil is in the detail.

Much of the data publicly collected, is done so on the condition that is is non disclosive e.e. that it is impossible to find out who submitted that data. And of course the lower the level of aggregation, the easier it is to identify where the data is coming from. And the more the data is linked, the more risk there s of disclosure.

We have developed ways of getting round this using both statistical methods (e.g. estimation) and technical approaches (data aggregation). But it remains a lot of work preparing the data for uploading to our database. And I guess that level of work will discourage others from utilising the potential of open data. It may explain why, transport excluded, their remain limited applications built on the open data movement in the UK.

It may suggest that the model we are working on, of a publicly funded project providing access to data, and then providing tools to build applications on top of that data, could provide a model for providing access to public data.

In the meantime if you are interested in using our API and developing your own applications for careers guidance and support, please get in touch.

 

The cost of austerity and privatisation

April 22nd, 2013 by Graham Attwell

There is growing concern over the consequences of the English (Scotland, Wales and Northern Ireland have different policies) government’s cutbacks and privatisation of  careers guidance for young people. The International Centre for Guidance Studies reports on a discussion paper called ‘Cost to the Economy of Government Policy on Career Guidance: A Business Case for Funding and Strengthening Career Guidance in Schools‘ from Lizzie Taylor who is an Careers England Affiliate Member. “The report claims that the economic consequence of current government policy on career education is an escalating annual cost to young people in reduced and lost earnings, reaching £676m p.a. in 2018 before dropping back slightly to £665 m p.a.2022. The total cost in reduced and lost earnings to young people in the period 2013 to 2022 is estimated as £3.2bn.”

How can we make work in construction trendy?

March 25th, 2013 by Graham Attwell

For some reason the construction industry is not a sexy research area. Motor cars, yes, machine tools, yes, the computer industry, yes, yes, yes. But poor old construction, boring. Yet in economic terms, construction could be seen as the most important sector in Europe.

Our initial research under the Learning Layers project reveals some interesting contradictions. The construction industry is probably the biggest victim of the present recession. Even the neo liberal UK government is now taking actions to stimulate house building – through the partial nationalisation of mortgage debts. Probably an emphasis on infrastructure projects or on social housing would have had a bigger impact and would have avoided the risk of another house price bubble. But the fact they are doing anything at all shows the problem.

But whilst the recession has badly hit profitability and employment another concern has arisen in our interviews with construction companies. Managers are severely worried about the ability to recruit new trainees and particularly to recruit the better educated apprentices they see as critical to cope with the increasing use of technology in construction. Managers point to the major issue as being the image of the industry – just as in research they consider the industry not to be sufficiently sexy. They are less likely to discuss issues such as wages, opportunities for progression or just the sheer hard physical work involved in many construction trades. Having said that, reality may be very different from practice in other images which have a positive image. Work in the games industry can be hard, poorly paid and boring. And for every kid who makes a fortune out of a mobile app, thousands make no money at all.

Either way they are right in that there will almost certainly be demand for new skills to deal with technology – both in the uses of technology for construction but perhaps more important the changing materials being used in building today, not least due to ecologiocal and energy saving concerns and legislation. Whilst improving initial education training programmes is one response and attempting to improve the image of the industry, the big challenge may be to improve research and development and to develop more continuous training for existing employees. In this short extract form previous research, below, we provide an overview of the industry in Europe and Germany, together with issues in how training – or informal learning – might be improved.

The total turnover of the construction industry in 2010 (EU27) was 1186 billion Euros forming 9,7% of the GDP in 2010 (EU27). The construction industry is the biggest industrial employer in Europe with 13,9 million operatives making up 6,6% of the total employment in EU27. In addition it has a substantial influence on other industries represented by a multiplier effect. According to a study by the European Commission, 1 person working in the construction industry is responsible for 2 further persons working in other sectors. Therefore, it is estimated that 41,7 million workers in the EU depend, directly or indirectly, on the construction sector. Out of the 3,1 million enterprises 95% are SMEs with fewer than 20 and 93% with fewer than 10 operatives.   The level of investment in R&D in the European construction sector is low compared to other sectors. The construction sector only invests a small portion of its total production value in research, development, and innovation.

The developments of new processes and materials provide substantial challenges for the construction industry. The traditional educational and training methods are proving to be insufficient as the rapid emergence of new skill and quality requirements (for example those related to green building techniques) require much faster involvement and action on all three levels (individual, organisational and cluster) in order to react quickly to these changes and exploit opportunities. Without this the market potential is hampered by lack of innovation skills and training gaps (Dittrich, Deitmer 2003). The increased rate of technical change introduces greater uncertainty for firms, which, in turn, demands an increased capacity for problem solving skills (Toner 2011, 7). This situation is aggravated in some fast developing European Regions because skilled craftspeople are missing. Therefore there is increasing need for rapid re- and upskilling of the building workforce across the construction cluster.

The construction industry in Germany is one of the country’s most stable economic sectors. Providing jobs to more than 2,2 million people it holds a market share of 21% making the German construction sector the largest in the EU27 in terms of production value. In Germany the federal states, enterprises and the apprentices share the costs of the dual education system (practical training in schools and on-site training). The German compensation fund for construction industry SOKA-BAU reported a total of 270 million Euros of training allowances and job training costs in 2010 making it just a little more than 0,1% of the total production value. In fact, the building trade has one of the lowest participation rates for employees towards further training provision than any other sector (TNS INFRATEST 2008). This is because much of the formal training offering is only weakly connected with real work tasks. The cost pressure in building enterprises limits chances for time-consuming training measures far away from the workplace (Schulte, Spöttl, 2009). Any mobile support for learning and informing at the work place would be welcomed by companies as well as by building workers themselves. With enterprises paying for all the costs associated with the on-the-job training, SMEs need a cost effective solution to overcome the issues that occur with the rapid development in the technologies, processes and materials.

Only 15 per cent of UK companies offer apprenticeship training

December 14th, 2012 by Graham Attwell

The UK Commission for Employment and Skills has published an interesting survey of Employer Perspectives Survey, the second in a series of biennial, large scale surveys of employers designed to provide a UK-wide picture of employer perspectives of, and experiences in, the recruitment and skills landscape. The draw attention to the following key findings:

  • There are perhaps unexpected signs of business confidence amongst private sector employers: almost half of establishments expect their business to grow in the coming year, and there is also greater confidence amongst younger businesses than older ones.
  • Employers typically use a range of channels when they are looking to recruit. They tend to make most use of private recruitment services which they do not have to pay for. Indeed, the single most common channel employers used to find candidates to fill vacant posts was ‘word of mouth’.
  • Candidates’ qualifications play a role in most employers’ recruitment processes and decisions, and a significant role for more than two in five. Academic qualifications continue to be better regarded than vocational qualifications.
  • Whilst the majority of employers train and plan their training there is a significant core of employers that do not.
  • Employers are more likely to provide training internally than to access the external workforce development market, although overall around half of employers do use external channels to deliver workforce development for their staff.
  • Employers most commonly look to commercial providers (private sector training firms or third sector providers) when they are looking outside of their own organisation to deliver training.
  • Overall take up of vocational qualifications remains at a steady level. However, there has been qualitative improvement in satisfaction with vocational qualifications amongst those employers that offer them.
  • Only a minority of all UK establishments offer apprenticeships (15 per cent). However, almost a quarter of those who don’t currently offer Apprenticeships expect to in the coming 2-3 years.
  • Employers are open to the recruitment of, or providing opportunities to, young people. Just over a quarter of all establishments, or 62% of those who had recruited, had recruited a young person in the previous 12 months. A quarter of all establishments had offered a placement to schools, college or university students.

A number of these findings appear significant. Employers still often rely on word of mouth – i.e. informal networks – when recruiting. And if qualifications play significant role for more than two in five decisions about who to recruit this means for three out of five they do not! The report also notes that

Academic qualifications continue to be better regarded than vocational qualifications and that when employers are looking to recruit new employees to key occupational roles, they usually anticipate that they will need to develop these new recruits’ skills, at least to some extent. UKCES report that employers are more likely to provide training internally (63 per cent did so) than to access the external workforce development market. Furthermore there is a wide sectoral variation in the provision of external training, ranging from 86 per cent in the Non-Market Services to 49 per cent in Trade, Accommodation and Transport sector.

Prospects for young people are problematic. “Amongst those active in the labour market in the last 12 months, the recruitment of young people was highest in the Trade, Accommodation and Transport sector at 71 per cent falling to between 55 and 59 per cent in all other sectors. This reflects the roles they are recruited to: 21 per cent of all employers recruiting young people reported that their most recent recruit was to a Sales and Customer Service role and 20 per cent to an Elementary occupation.”

Just 15 per cent of enterprises were offering apprenticeships. And of those that were: “Approaching a third of those who offer formal Apprenticeships (31 per cent) offer Apprenticeships that take 12 months or less to complete, and five per cent offer Apprenticeships with a duration of six months or less.”

All in all the report reveals some pretty big challenges ahead if the UK is going to develop an advanced education and training system, especially where employers are concerned.

 

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    News Bites

    Consultation

    Diana Laurillard, Chair of ALT, has invited contributions to a consultation on education technology to provide input to ETAG, the Education Technology Action Group, which was set up in England in February 2014 by three ministers: Michael Gove, Matthew Hancock and David Willetts.

    The deadline for contributions is 23 June at http://goo.gl/LwR65t.


    Social Tech Guide

    The Nominet Trust have announced their new look Social Tech Guide.

    The Social Tech Guide first launched last year, initially as a home to the 2013 Nominet Trust 100 – which they describe as a list of 100 inspiring digital projects tackling the world’s most pressing social issues.

    In  a press relase they say: “With so many social tech ventures out there supporting people and enforcing positive change on a daily basis, we wanted to create a comprehensive resource that allows us to celebrate and learn from the pioneers using digital technology to make a real difference to millions of lives.

    The Social Tech Guide now hosts a collection of 100′s of social tech projects from around the world tackling everything from health issues in Africa to corruption in Asia. You can find out about projects that have emerged out of disaster to ones that use data to build active and cohesive communities. In fact, through the new search and filter functionality on the site, you should find it quick and easy to immerse yourself in an inspiring array of social tech innovations.”


    Code Academy expands

    The New York-based Codecademy has translated its  learn-to-code platform into three new languages today and formalized partnerships in five countries.

    So if you speak French, Spanish or Portuguese, you can now access the Codecademy site and study all of its resources in your native language.

    Codecademy teamed up with Libraries Without Borders (Bibliotheques sans Frontieres) to tackle the French translation and is now working on pilot programs that should reduce unemployment and bring programming into schools. In addition, Codecademy will be weaving its platform into Ideas Box, a humanitarian project that helps people in refugee camps and disaster zones to learn new skills. Zach Sims, CEO of Codecademy, says grants from the public and private sector in France made this collaboration possible.

    The Portuguese translation was handled in partnership with The Lemann Foundation, one of the largest education foundations in Brazil. As with France, Codecademy is planning several pilots to help Brazilian speakers learn new skills. Meanwhile in Buenos Aires, Argentina, the company has been working closely with the local government on a Spanish version of its popular site.

    Codecademy is also linking up up with the Tiger Leap program in Estonia, with the aim of teaching every school student how to program.


    Open online STEM conference

    The Global 2013 STEMx Education Conference claims to be the world’s first massively open online conference for educators focusing on Science, Technology, Engineering, Math, and more. The conference is being held over the course of three days, September 19-21, 2013, and is free to attend!
    STEMxCon is a highly inclusive event designed to engage students and educators around the globe and we encourage primary, secondary, and tertiary (K-16) educators around the world to share and learn about innovative approaches to STEMx learning and teaching.

    To find out about different sessions and to login to events go to http://bit.ly/1enFDFB


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