Apprenticeships - Youre hired! Viewpoint careers advice blog

Apprenticeships - Youre hired! British employers now consider qualified apprentices more employable than university graduates. I think that’s interesting, particularly given the massive emphasis in recent years on promoting university education. However, I can also see that the type of on-the-job experience that many employers are now creating is a real win-win. Employers get highly motivated and skilled people into their business, young employees get a start in their career. Everyone gains, provided the training is done well.Yet it still feels as though we are only now starting to realise the benefits that a well-structured apprenticeship can deliver. Apprenticeships are likely to increase for UK school leavers The latest focus from the British government is to make apprenticeships the norm for school-leavers who don’t take a degree. Estimates suggest that well-run apprenticeships could boost the UK economy by over £3 billion a year via productivity gains. What it also does, maybe more importantly, is give people an excellent chance to get onto their own career ladder. But therein lies the quid pro quo. Apprenticeships only work if people complete them. Sadly the drop-out rate in recent years has been high, so it’s not just about creating apprenticeships, it’s about making sure they are structured well enough that people stay with the program and complete them. The German model is well established We could all learn a lot from the model that Germany has developed over the years. There, apprenticeships are provided for 340 recognised occupations. That’s real choice. Furthermore, the linkages forged over a long period between the technical colleges and the many strong local businesses create an enviable environment to train the future workforces. But while Germany has undoubtedly built a system for us to learn from, countries such as Holland, Denmark and Switzerland also strongly advocate vocational training, regarding a well-structured apprenticeship as prestigious as a university education. A resurgence of apprenticeships globally would be good to see So, in a world that is characterized by high levels of unemployment sitting alongside industries struggling to find the people they need, are we about to see a resurgence of apprenticeships around the world? I hope so as it’s a great way for industries and countries to develop the skilled workforces they need for the future, provided the programs are structured well, designed by the employers to meet their specific needs and accredited to a high standard so that graduates of these programs feel as though they have achieved something worthwhile. I can speak from experience as my first job was as an apprentice aeronautical engineer with British Aerospace. The training I received there gave me the foundation for many aspects of my future career and has served me well ever since. It just seems a shame that it’s taken over 30 years for the cycle to come round again and for us to remember how valuable apprenticeships are. //

Should You Give More Than Two Weeks Notice - The Muse

Should You Give More Than Two Weeks Notice - The Muse Should You Give More Than Two Weeks Notice Except if you wear a paper cap to work, the for the most part acknowledged manners of stopping directs you give fourteen days' notification before escaping. In any case, actually, it's once in a while so straightforward. Now and then, you need to start your new position right now, and fourteen days is everything you can sensibly offer. Others, remaining even fourteen days is simply dragging out the clumsiness. However, once in a while, fourteen days is a ludicrously short runway to tie up your issues, and including one more week or so may be a smart thought, not just for keeping you in great graces with your associates, yet for your own mental soundness also. Clearly there's no basic answer, yet ask yourself these inquiries and you'll be one bit nearer to handling those pined for LinkedIn proposals after you leave also give your inner voice a breather. 1. What number of Emails Are in Your Inbox? Or then again, more explicitly, what number of development or unanswered messages? I'm not recommending that you have to get to Inbox Zero preceding you get together your work area, yet the quantity of messages, documents around your work area, or last details you have hanging is an extraordinary measure of how much tying up you'll need to do before you leave. When you've chosen to stop and before you've submitted your fourteen days notice, check through the past quarter or two of messages in your inbox. Do a brisk estimation of how much time it would take you to determine every one of the solicitations or to what extent it would take you to dependably give them to another person. On the off chance that the work will take you more than one entire week, at that point it's most likely a smart thought to attach an additional couple of days to your fourteen days notice, given the matter of stopping itself will probably eat up at any rate seven days of your staying residency. 2. How Do Your Relationships Stand? Regardless of what you do, you'll no uncertainty have built up some significant connections in your work. Some portion of leaving effortlessly implies ensuring those connections are left on the most ideal terms before you check out once and for all. When you speculate you may be out the entryway, begin taking the temperature of all your nearest connections, both inside and remotely. Discover what's happening in every other person's reality, and attempt to foresee how your flight may affect them. In case you're assisting with an arrangement securing introduction coming up in three weeks or a gathering one month from now that has been in progress for as far back as year, removing in about fourteen days will likely put those connections in danger. Consider how your abdication will affect your connections, and ensure your leave date gives you and your system a serviceable pad. 3. In what capacity Will Your Departure Impact Your Team? Regardless of whether you deal with a group or you're a piece of one, there's no uncertainty your flight will affect them the most. Also, regardless of whether you think you've cleared the fourteen day keep an eye on questions #1 and #2, don't disregard how your group will feel in the event that you look at in 10 business days. In the event that you have direct reports, invest some energy experiencing every individual's record and make notes of where you're at with their profession movement plans, objectives, and any exceptional tasks. In the event that you have a representative taking a significant confirmation test in a month, leaving in about fourteen days may unleash destruction on his examination plans, also his certainty. In case you're a piece of a group, the equivalent applies. Consider how your group will be affected and what they'll be left to cover for when you're no more. Leave too early, and you'll chance losing the well deserved regard you've developed up until this point. Give your group sufficient opportunity to get into position (OK, however not all that much), and they'll welcome the additional exertion. Truly, show has every one of us accepting we should simply give fourteen days, however there are certainly times when that sufficiently isn't time. Ask yourself these inquiries before settling on a fourteen day takeoff, and you'll help keep up your great notoriety for all the occupations you'll have later on. Photograph of abdication letter politeness of Shutterstock.

Improve Workplace Satisfaction for Employees

Improve Workplace Satisfaction for Employees Improve Workplace Satisfaction for Employees Before you can improve representative fulfillment and worker commitment, you have to realize what to improve. The yearly Society for Human Resource Management (SHRM) 2017 Employee Job Satisfaction and Engagement Survey recognizes the variables that are significant in worker work fulfillment and representative commitment as saw by workers. The study's motivation is to help bosses to build up the correct projects and practices when they try to affect these two factors that are basic to representative spirit and inspiration. Understanding representative inclinations give direction to the learned designation of assets. Something else, bosses can burn through a huge number of dollars on projects and practices that their workers really dont need. What's more, heres a mystery you have to know beside these official review results which give direction. You will get familiar with the most about what will draw in and fulfill your workers by asking them what they need the most. At that point, as you can, sensibly oblige and give what they are looking for. Your working environment will thrive when representatives address their issues. The Employee Satisfaction Survey The review investigated 44 parts of worker work fulfillment, partitioned into four point regions profession improvement, associations with the board, remuneration and advantages, workplace, commitment feelings, commitment practices, and conditions for commitment.. Included 2011, the study additionally investigated representative commitment. Fulfillment Survey Results As indicated by this examination, 89 percent of U.S. representatives report that they are by and large happy with their present place of employment. This is the most elevated level of fulfillment detailed in the previous 11 years.The U.S. has an issue with worker engagement. U.S. workers announced that they were decently drawn in averaging 3.9 on a 5 point scale where 5 is profoundly connected with and 1 is unengaged. What's more, discoveries by the Gallup association about withdrew representatives were featured in the Wall Street Journal. Gallup discovered 19 percent of 1,000 individuals who were talked with felt effectively separated at work. These laborers gripe that they dont have the devices they have to carry out their responsibilities. They dont recognize what is anticipated from them. Their supervisors dont hear them out. Top Contributors to Employee Job Satisfaction Workers recognized these variables as their main 10 most significant supporters of their activity fulfillment. Conscious treatment of representatives positioned initial (65 percent) on the rundown of occupation fulfillment angles that add to generally speaking worker satisfaction.Combined pay, advantages, and pay positioned second (61 percent).Job security which positioned first for representatives during prior reviews had sunk to fourth (58%) potentially in light of the fact that monetary occasions have improved.Opportunities to utilize aptitudes and capacities in your work (56 percent).Also significant is the budgetary dependability of the association, the representatives relationship with their quick administrator, having a sense of security in your workplace as showed in having a sense of security, with managers taking measures to forestall savagery in the work environment and demonstrations of fear based oppression, and the prompt director's regard for your thoughts. Generational Results While Baby Boomers, Gen-X, and Millennials scored comparably in numerous regions identified with commitment, they additionally displayed a few contrasts. As per the SHRM report, They esteem a couple of different parts of their occupations in an unexpected way. Recent college grads (88%) put more noteworthy significance on vocation improvement openings than Baby Boomers did (76%), for instance, and individuals from Generation X (89%) all the more every now and again refered to association's pledge to proficient advancement as a supporter of occupation fulfillment contrasted and Baby Boomers (79%). Laborers in every one of the three ages set a high incentive on pay and advantages related components. Recent college grads set more significance on work explicit preparing, profession improvement openings, and professional success as adding to their activity fulfillment contrasted and more seasoned ages. This isn't astonishing given the phase of their professions, yet bosses need to see that distinctions exist now that Millennials are most of laborers. Worker Engagement Conditions Worker commitment, as indicated by the SHRM report, is bound to happen when certain conditions exist. Bosses can expand worker commitment by means of improving these components. The rates show the general fulfillment of workers with the recorded state of commitment. The things are recorded all together from the worker study results: generally fulfilled to least happy with the condition in their association. Chances to utilize aptitudes and capacities: 100%Relationship with prompt manager: 96%Organization's money related soundness: 87%Relationships with colleagues: 87%Communication among representatives and senior administration: 85%Meaningfulness of occupation: 81%Management's acknowledgment of worker work execution: 78%Overall corporate culture: 77%Job-explicit preparing: 75%Organization's duty to proficient turn of events: 75%Contribution of work to association's business objectives: 73%Variety of work: 71%Organization's promise to corporate social obligation: 69% Professional success openings: 69%Networking: 65% With the rates noted in both the fulfillment segment of the review results and the commitment parts of the study, bosses have some work to never really fulfill and, particularly, draw in representatives. Is it true that you are up for the test?

Featured Job Posting - Director @ ServiceMaster - Copeland Coaching

Featured Job Posting - Director @ ServiceMaster ServiceMaster is seeking a Director of Talent and Organizational Development in Memphis, TN. Creates a fully integrated learning organization for the company by developing, aligning and delivering organization development and training activities to meet business goals. Provides internal consulting in training and organizational development to departments: facilitates change management methodologies, and works with management to assess training and development needs consistent with the organizations strategy and vision. Enhances individual and team performance by creating a climate of continuous learning in support of the organizations strategic initiatives. To learn more, or to apply online, visit the ServiceMaster job posting here. Featured Job Posting - Director @ ServiceMaster ServiceMaster is seeking a Director of Franchise Operations at American Home Shield in Memphis, TN. Responsibilities: 1. Leads and manages the business operations functions to support franchisees in order to maximize growth and profitability. 2. Plans and drives the development and execution of strategic initiatives and marketing plans that surpass year over year growth targets for market expansion. 3. Ensures attainment of sales objectives and revenue by the organization. 4. Supports and engages in complex sales negotiations and presentations. 5. Develops and manages relationships with franchisees and key customers to ensure adoption and execution of strategies. 6. Facilitates the review, preparation and approval of franchise disclosure documents. 7. Ensures the staffing and development of the Franchise Operations team and builds a highly engaged and performing team. 8. Ensures franchisee compliance with business practices, systems, and standard operating procedures. 9. Oversees the development and administration of business systems, policies, and procedures. To learn more, or to apply online, visit the ServiceMaster job posting here.