Think Future: their future, your

workforce – the role of employers

Tuesday 23 November Katherine Garrett, Senior Community Investment

Manager, CIPD

Overview

• The CIPD • Learning to Work programme • The business case for investing in young people • The long-term benefits of a sustained investment in young people • Managing the future workforce – growing your investment • Steps Ahead Mentoring – helping young people into work • Resources and links • Questions!

The CIPD in numbers

Our purpose

Championing better work and working lives...

...by improving practices in people and organisation development... ...for the benefit of individuals, businesses, economies and society.

Youth unemployment – 3 years ago…

CIPD says employers and the young are on different planets

Help employers to increase and improve their engagement with young people

Help prepare young people for work

Make organisations more youth friendly

HR at the forefront of tackling youth unemployment,

future skills shortages & talent development

Learning to Work programme

Learning to Work advisory group

Youth Engagement Map

The business case for investing in young people

Growing talent and workforce

planning

Unique skills, attitudes and motivations

Workforce diversity

Employer brand Cost-effectiveness

Employing young people should be part of a longer-term, strategic approach to workforce planning

5 key reasons…

1. Growing talent and workforce planning • Survey of HR professionals found that

• 40% - grow their own workforce • 38% - Build talent pipelines

• Employers will need to fill 13.5 million job vacancies in the next ten years

• Young people are the workforce of tomorrow • Secure future growth and competitive edge • Important in light of an ageing workforce

• Today’s largest age band of workers is set to shift from 44-46 to 54-56 by 2020

• Employers concerned with replacing skills of workers who will retire over the next decade

• Knowledge transfer (older to younger workers) is key to keeping job- and organisation-specific skills in-house

• Recruiting young people is the best workforce planning strategy

2. Skills, attitudes and innovations

• In touch with the latest learning, education, trends and technologies • Huge longer-term gains to be made from recruiting young people

with these skills

Case Study – Barratt Developments: ‘Young people doing apprenticeships, for example, often have greater technical skills. They’ve taught our older workers new, improved methods. For example a young apprentice has brought into the business a new and more sustainable way of laying bricks called ‘thin joint’ and is currently teaching this to the existing team’

3. Workforce diversity • Young people bring something unique and ‘forward-looking’

• Willingness to learn (47%) • Fresh ideas and new approaches (43%)

• Remain competitive and building expertise for the future!

4. Employer brand • Boost reputation as an employer of choice • Positive impact on customer-awareness and competitiveness

5. Cost-effectiveness • Better in the longer-term • Less costly – buying in skills at later date • The younger the age at which an employer invests in the training

and development of an employee, the more they benefit

More employers are investing in tomorrow’s workforce!

Apprenticeships

Over half of employers have apprentices in

their organisation

Traineeships Introduced to boost employability and

provide work experience

Work experience In 2014, over a third

increased their offering to young

people

Internships A third of

employers have interns

School leaver schemes

50% increased their offering in the

last year

Entry level roles Still a popular route

for many young people into work

• Three quarters (79%) of organisations currently employ young people aged 16-24 years old

• 72% HR professionals report that their organisation has recruited young people in the past 12 months - increase on 2013 and 2012

• Three quarters of HR professionals report that some kind of programmes aimed at young people is offered by their organisation

Source: CIPD Learning to Work Survey 2014

Managing the future workforce – why is it important?

To realise returns on

initial investment

To create young workers who meet your

particular business need

To encourage and grow

loyalty and commitment

To help young people

progress through the

business

To reduce the need to hire

new talent and increase employee

engagement

Effective staff development practices – including management – should form part of a longer-term strategic planning requirement in order to realise the benefits of employing young people!

Managing Future Talent: Where are the challenges?

Youn

g pe

ople

• First time in a workplace • Unsure of processes and

expectations • Remembering names,

faces and instructions! • Communicating

effectively with others in a professional environment

• Learning hierarchies and behaviours

• Learning the work environment entirely from scratch!

Em

ploy

ers

• People and time

resource • Day to day management

and longer term development

• Time required to settle in and pick up essential and basic skills

• Greater pastoral and support needs

• Lack of professionalism • Managing diversity • Legal guidelines

Managing Future Talent

‘If you introduce and manage a young person effectively they can become part of the longer-term

fabric of your organisation’

Introducing a young person to the world of work: • Managing colleagues expectations; spending time on the

basics; establishing objectives early; meeting regularly; building trust

Providing structure and good communication: • Time management and approaching projects;

expectations-setting; being clear on behaviour and conduct; scheduling regular catch-ups

Developing and supporting a young person: • Starting gradually and recognising talent; revisiting and

reviewing objectives; providing a mentor and buddy; giving constructive feedback; helping articulate skills learned.

Long term and

sustained career

development activity –

secure future of business!

increase and improve their engagement with young people

Help prepare

Make more youth friendly

For young jobseekers aged 18 to 24 A way to access HR expertise from CIPD members and increase their chances of success in the UK job market.

For HR professionals (CIPD members) The opportunity to volunteer to build face-to-face mentoring relationships with young jobseekers in their local area

A free, national programme especially developed by CIPD to register and match mentors and mentees via an easy to use online portal.

Steps Ahead Mentoring programme

To find out more:

Learning to Work: cipd.co.uk/learningtowork

Steps Ahead Mentoring cipd.co.uk/ stepsaheadmentoring

Thank you!

Any questions?