an employer’s eye view on employability and pdp carl gilleard chief executive, agr
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AN EMPLOYER’S EYE VIEW ON AN EMPLOYER’S EYE VIEW ON EMPLOYABILITY AND PDPEMPLOYABILITY AND PDP
Carl GilleardCarl GilleardChief Executive, AGRChief Executive, AGR
Membership includesMembership includes
AMEY ASDA Atkins
Barclays BP International Cabinet Office
Cambridge University Danone Diageo
Enterprise Rent-A-Car GCHQ GlaxoSmithKline
Google Hilton Hotels Innocent
JP Morgan Lloyd’s Register Marks & Spencer
McKinsey & Company Metropolitan Police Mitsubishi
National Grid Northern Foods Norwich Union
Oxfam GB PricewaterhouseCoopers Rolls-Royce
Scottish & Newcastle Shell Skanska UK
Standard Life Teach First Tesco
Thomas Cook Virgin Transatlantic Wincanton Logistics
The changing world of work
• Globalisation
• Technology
• Demography
• Environment
• Business and people expectations
• Economic Uncertainty
The changing business world
• Increasingly diverse business sectors
- global - local - public, private, not-for-profit- large, medium, small, sole traders
• Customer driven
• Switch from manufacturing to service
• Increasingly competitive
• What we do
• How we do it
• When we do it
• Where we do it
• The speed at which change occurs and how we cope with it
• The demand for skills, knowledge and understanding
“The knowledge economy demands a better educated, more highly skilled and flexible workforce”
Changes at work will impact on:
• The war for top talent will continue unabated
• Work performance will be judged on results, not time spent
• Roles will be defined by behaviours and outcomes rather than tasks
• Greater emphasis on project working and networking
• Many workers will have more than one boss
• Some will have more than one employer
• More of us will work remotely
The working environment in the future
• The end of a ‘job for life’
• Start later, end later
• Most will have several careers
• Many will experience spells of unemployment
• Many graduates will go into ‘non-graduate’ jobs
• Flatter structures, fewer promotions
• More flexibility and less certainty
Careers in the future
The new language of careersThe new language of careers
FROM TO
Clarity Fog
Ladders Bridges
Employer Customer
Career Portfolio
Progression Personal growth
Rising income and security Remaining employable
Training Life long learning
Boss Bosses / self employed
Time spent Results
Job description Project working
“No such thing as a career path.
It’s crazy paving and you have to lay it yourself!”
If Only I’d Known
• Much of it online – marketing, applications, selection
• Borderless
• Competition is the name of the game
• Employer expectations will continue to rise
• Qualifications will open the door to opportunities
• Skills will let you in
Recruitment in the future
• Some jobs will demand specific degrees, many won’t
• A good degree plus
• Skills (technical/generic)
• Personal attributes
• Work experience
• Impressive applications
What will employers look for in graduates?
Which generic skills?Which generic skills?
Team working
Oral communication
Computer literacy
Flexibility
Problem solving
Risk taking/enterprise
Numeracy
Commercial awareness
Analysis and decision making skills
Planning and organisation
Leadership
Cultural sensitivity
Manage own learning & career
Project management
Written communication skills
Second language
Customer Focus
“The labour market has changed beyond recognition in the last decade; in a word it has gone global. If businesses can’t find the skills or work attitudes that they need in a national workplace, they can perfectly well recruit elsewhere. They don’t have to hire people from the UK education system. And they don’t have to locate their activities in the UK.”
Richard Lambert
Director General of the CBI
• The ability to get a job
Requiring a set of skills specific to applying for and succeeding in securing a job/career (research, making choices, self-marketing, communicating, convincing)
• To do it well
The skills to succeed in a job (self-efficacy, technical skills, soft skills, flexibility, willingness to learn and take control)
• Then to get another job
Moving on when the time is right or managing change when the time is wrong (career management, decision making, positioning, networking, coping with change, self-efficacy)
• And another
Understanding that change is the only constant and seeing change as an opportunity rather than a threat (career management)
Defining employability
• Embed employability skills into the curriculum and learning processes
• Develop reflective learning models and feedback to students on their progress
• Gain early buy-in from students
• Accreditation for employability?
• Effective careers guidance – adequate resources and interventions at an early stage
• Can higher education be more like the business working environment?
• Better preparation in schools for the HE experience
• Encourage students to engage in meaningful extra-curricular activities
• Buy-in to Higher Education Achievement Records
• More and better structured work experience
• More interface/partnerships between academics and employers
• Adopt the maxim – Inspire to Aspire
Employability and Higher Education
• Integrating personal development with academic learning (and learning outside of the curriculum)
• Aiding individuals to understand what, how and why they are learning
• Incorporating self assessment, reflection and action planning for lifelong learning
• Enabling learners to take control of their own learning through the development of critical self awareness
• Helping learners recognise and value core skills such as communication, problem solving and interpersonal skills
• Facilitates continuing personal and professional development
Personal Development Planning has a key role in Developing Employability
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