May 2021

Apprentice system marred by flaws

first_img Previous Article Next Article Related posts:No related photos. Haveany other readers encountered the massive failings within the ModernApprenticeship and NVQ systems?Fiveyears ago we sought an initial intake of six apprentices. The idea was to selectan individual at each of our branches and set them up for a four-year ModernApprenticeship based through their local Tec, ideally each doing the sameunits.Becausethe company set a minimum standard of education for those we wished tointerview, I was accused of selecting the best rather than interview personnelthey already had on their books. Yes, I stand guilty as accused of wishing tochoose someone who had the aptitude to stay the course, in return for fulltraining both inside and outside the apprenticeship set-up.Oneyear into the apprenticeship I found that colleges and training centres hadwithheld the registration of some apprentices and kept others waiting, to seehow many dropped out from the scheme, thus saving the registration fee. I wasdumbfounded that this could happen without an employer’s knowledge. I askedeach Tec to rectify this situation, but progress was slow.Theproblems compound further when sending the apprentices to college. I asked onecollege for information on an apprentice’s progress and attendance there andwas told that the individual’s agreement had to be sought under the DataProtection Act. Surely not? As the employer pays for an individual to go tocollege during working hours, surely this allows the company the right torelevant information?Ihave also found inconsistencies in the NVQ units, which are “national” in titleonly, not in interpreting standards nor in the competence of the assessors. Oneapprentice lost a whole year’s work because the assessor had not met therequired standard and to transfer the apprentice to another college wouldwarrant all the work being carried out again. Throughoutthis time we have continued to recruit and will remain on track as LGHsupplements the apprentice training with its own internal courses. Mycolleagues and I even took the D32/33 assessors’ course in order to understandthe vagaries of the NVQ system. Yet no one has ever sought our opinions orseconded us on to working groups that map out this type of scheme.ALongmire, Technical director, LGH Group Comments are closed. Apprentice system marred by flawsOn 1 Jan 2001 in Personnel Todaylast_img read more

Union recognition body cases fall short of plan

first_img Previous Article Next Article Related posts:No related photos. Comments are closed. Union recognition body cases fall short of planOn 3 Jul 2001 in Personnel Today The Central Arbitration Committee spent a million pounds last year but onlygranted seven statutory union recognition agreements, it was revealed in theorganisation’s annual report. It also showed that the CAC received a total of 84 applications for unionrecognition over the last 12 months, compared to the 150 applications, whichhad been predicted. The CAC was re-launched in June last year with 15 new members of staff toprocess and adjudicate claims after the Government introduced new statutoryprocedures under the Employment Relations Act 1999 Sir Michael Burton, chairman of the CAC, defended the low number ofapplications for statutory union recognition that the independent body dealtwith. “It seems clear from the statistics, which show a large increase involuntary recognition deals, that many unions have been concentrating their ownresources in that direction and have tended to go to statutory recognition onlyin cases where voluntary recognition was not possible. “This may yet mean a surge in applications rather than the relativelyconstant stream which we are now experiencing. Further, as indeed thelegislation envisages, a considerable number of cases have been overtaken orabandoned in mid course in favour of voluntary agreements.” John Cridland, CBI deputy director general, believes the jury is still outon whether statutory trade union recognition is a success. He said, “It isearly days and the legislation is still bedding down.” The TUC claims it shows the union recognition law was working well. JohnMonks, TUC general secretary, said, “The CAC has got off to a good startin this new role. The predictions that this new law would lead to industrialdisruption have been proved wrong.” By Ben Willmott www.cac.gov.uk last_img read more

Companies predict more job cuts before year end

first_imgRelated posts:No related photos. Nearly half of the organisations that carried out redundancies in the past18 months plan to make further cuts this year, according to the CIPD’sfirst-ever report on workplace attitudes towards redundancy. The majority of organisations also report a decline in staff morale in theaftermath of redundancies. The report, Best of a Bad Job, sets out the findingsof a recent survey of 563 organisations which have made at least one employeeredundant over the last 18 months. In all, 45 per cent of firms polled believe they will have to make furtherjob cuts over this year. Nearly a fifth of redundancies were concentrated ingeneral manufacturing, 10 per cent in engineering, 7 per cent in retail and 5per cent in financial services. Nearly 40 per cent of HR professionals report that organisations are tooready to make people redundant to meet short-term changes in demand. The CIPD’s chief economist John Philpott, said: “Organisations willcontinue to carry out redundancies in the next year due to ongoingorganisational restructuring, irrespective of how well the economy performs. “Organisations are becoming more strategic in their operations andundertaking change to gear up for domestic and international competition. Soredundancy is no longer simply a defensive cost-cutting exercise.” The most common criteria used by employers to select people to be maderedundant is the employee’s role within the organisation, followed by jobperformance and ability or flexibility. Almost all employers claimed they tried to minimise redundancies with 74 percent offering alternative employment in affected posts, 56 per cent placing afreeze on recruitment and 55 per cent achieving workplace reduction throughnatural wastage. “It is also heartening to see that most employers have paid redundancycompensation above the statutory minimum,” he said. By Paul Nelson Previous Article Next Article Companies predict more job cuts before year endOn 4 Jun 2002 in Personnel Today Comments are closed. last_img read more

News in brief

first_imgNews in briefOn 1 Jul 2002 in Personnel Today Previous Article Next Article This week’s news in brief– London-based learning and knowledge management consultancy XOR haslaunched an online course in risk management, aimed at organisations such asairports, local authorities, and the emergency services. The programme takes twohours to work through and draws on lessons from disasters to highlight howaccidents happen.  www.xor.ltd.uk– IntraLearn LE is an integrated Learning Management System (LMS) that canbe installed and configured in a “few hours”, claims IntraLearn. Coursescan be created directly within Intralearn or imported from other providers. Itis distributed in the UK by Traineasy.  www.traineasy.com– Royal and SunAlliance will be using Saba to provide learning solutions to50,000 employees in 50 countries worldwide. It is using Saba software to turnexisting content into an online learning format. The Saba configurationincludes the Saba LMS and its learning content management system (LCMS).  www.saba.com Related posts:No related photos. Comments are closed. last_img read more

Bum deal for bare builders as firm orders site cover-up

first_img Comments are closed. The days of the traditional builder’s bum and accompanying lobster redsunburn could be numbered after a leading construction firm ordered its staffto cover up this summer. Somerset-based Bluestone has banned its 1,500 builders from going topless onbuilding sites because of the increased risk of skin cancer. The company is worried that employees are putting themselves at risk of thedisease by working all day under a hot sun with little or no protection. John Rawlinson, regional managing director said: “We want all ourpeople, including sub-contractors and suppliers, to have the same safety sensewhen it comes to sun and skin protection as they have for wearing hard hats andprotective footwear.” Staff that ignore the new zero tolerance policy on covering up at work willface the same disciplinary procedures that apply if they neglect to wear a hardhat on site. Skin cancer cases in the UK have more than doubled in the past 20 years,with 40,000 new cases expected this year. Related posts:No related photos. Previous Article Next Article Bum deal for bare builders as firm orders site cover-upOn 1 Jul 2003 in Personnel Todaylast_img read more

…in brief

first_img Comments are closed. This month’s news in brief Win a digital camera by giving your views on blended learning Take time over the summer to complete Training Magazine’s blended learningquestionnaire. We have teamed up with blended learning publisher BalanceLearning to carry out a major survey into the application and benefits ofblended learning. The questionnaire was published in the June issue of the magazine, but youcan also complete it online via Balance Learning’s website. Those who returnthe survey by 15 August 2003 will be entered into a prize draw to win a superbNikon Coolpix 4300 – an easy-to-use digital camera .   www.balancelearning.co.uk/People Matter Working in a friendly environment is more important than job security, moneyand training according to the latest Employee Attitudes Survey from consultantsEden Brown. Around 85 per cent of respondents ranked having’ nice people towork with’ as key factors when choosing a job. However, only half said trainingand development was important to them.  www.edenbrown.comDecade with the RAF Development specialist Brathay is celebrating 10 years of delivering ‘trainthe trainer’ programmes for the Royal Air Force and working closely to developan RAF Leadership Centre. Over the past decade it has coached500 trainers fromevery part of the RAF, enabling them to identify and develop high potentialofficers and NCOs.  www.brathay.co.ukLack of ambition? UK employees put less store by attaining further qualifications than theircounterparts worldwide. Only 30 per cent of UK respondents to a survey bygovernment-backed online academics UK eUniversities Worldwide (UkeU) agreedthat degrees were important, compared to 46 per cent of respondents in the US.Employees in Hong Kong and Singapore appear to take greater personalresponsibility for their learning and development than in the UK and US.  www.ukeu.com …in briefOn 1 Jul 2003 in Personnel Today Related posts:No related photos. Previous Article Next Articlelast_img read more

… in brief

first_imgThis week’s news in briefProposals lack focus Government proposals on financial reporting lack focus on people, accordingto the Chartered Institute of Personnel and Development (CIPD). The latestproposals leave reporting to the discretion of the “directors of thecompany to review and identify the relevant factors in their particularcase”, or omit them altogether if they see fit.  www.cipd.co.ukPart-time judiciary All judges below High Court level will soon be able to work part-time undernew government plans. As part of its drive to increase judicial diversity, theDepartment for Constitutional Affairs (DCA) announced that from 1 April 2005,all new and existing salaried appointments below High Court level will besuitable for part-time sitting unless the nature of the office or businessneeds dictate otherwise.  www.dca.gov.uk/Royal Mail prize draw The Royal Mail is offering its staff the chance to win cars and holidayvouchers in a scheme designed to cut high rates of absenteeism. Workers who donot take a single day off sick between now and 31 January 2005 will be enteredinto a prize draw and could win one of 34 Ford Focus cars or holiday vouchers.  www.royalmail.comHR Strategy conference Directors keen to develop an HR strategy in line with organisational goalsshould attend the HR Strategy conference organised by IRS, in association withPersonnel Today, on 18-19 November. The first day includes practical advice,case studies and debate on shifting from best practice to business imperativeHR strategies and tactics, and the second day offers delegates a workshop onmeasuring human capital and how to integrate it with your HR strategy.  Booking hotline 020 7347 3500 Related posts:No related photos. Previous Article Next Article Comments are closed. … in briefOn 10 Aug 2004 in Personnel Todaylast_img read more

Stabbed with a Silver Spoon

first_imgStabbed with a Silver SpoonShared from missc on 19 Feb 2015 in Personnel Today Related posts:No related photos. A friend drew my attention to this article from Stuart Marconie in the New Statesman the other day. For those that don’t know him, Stuart is an intelligent and witty music journalist and his intelligent and witty article wonders aloud whether popular music will be any weaker as a result of being the playground of the privileged […]Read full article Comments are closed. Previous Article Next Articlelast_img

Quick Question: Jed Garfield on New York’s townhouse market

first_img Share via Shortlink New York’s residential real estate market had a tough year due to the coronavirus pandemic, but there was one bright spot: townhouses.And when it comes to New York’s townhouse market, you’d be hard-pressed to find an expert like Leslie J. Garfield’s Jed Garfield. The brokerage, founded by his father, is one of the biggest names in the townhouse game.Garfield sat with editor-in-chief of The Real Deal Stuart Elliott and answered some quick questions about the shifts in pricing and volume of townhouses, record-breaking sales and how things are looking in different parts of the city.Watch the video to learn more. Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Tags Luxury Real EstateResidential Real EstateTownhousesVideolast_img read more

Data center demand — and rent — surge in secondary markets

first_img Email Address* Share via Shortlink Tags Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Commercial Real EstateData CentersTRD Insights Secondary market Seattle is facing major growth. (Getty)As new technologies, streaming and remote work drive demand for data centers across the country, smaller markets with relatively limited supply are attracting more attention.Data center space in secondary markets rented at a rate of $134 per kilowatt per month in the second half of 2020, a significant premium from the average primary market rent of $121, according to a recent report from CBRE.While data center leasing activity slowed down somewhat due to pandemic-related budget cuts, things are expected to turn around in a big way this year, with secondary markets such as Austin, Texas and Seattle playing a major role.“Secondary markets are expected to see growth in 2021, based on companies prioritizing their digital infrastructure spend and planning to deliver requirements driven by future demand from 5G, Edge [computing] and IoT [Internet of Things] technologies,” CBRE researchers write in the report.Among established markets, the Northern Virginia data center market remains the largest in the country by a wide margin, and is also the largest in the world. The area’s 1,377 megawatts of inventory account for 48 percent of primary market supply, and a booming pipeline will boost that share even further. (Ashburn, a town in Loudoun County, is known as “Data Center Alley.”)Of the 457 megawatts of primary market data market supply currently under construction, Northern Virginia alone accounts for 61 percent, with 284 megawatts in the pipeline. Of that supply, 160 megawatts have already been pre-leased, and 250 are set to be delivered this year.In terms of floor area, power density at data centers has risen significantly in recent years and is generally in the 250 to 300 watts per square foot range.The second-largest data center market in the country is Dallas, with 361 megawatts, and a rather high vacancy rate of 18 percent. That figure is likely to fall amid “an uptick in enterprise leasing in 2021,” CBRE analysts write, “as Dallas has historically been a market dominated by enterprise and Fortune 1000 users.”The third largest market, Silicon Valley, has a record low vacancy rate of just 2 percent and the highest asking rents among primary markets. Chicago was the only major market to see vacancy rates increase in 2020.The Atlanta area, with relatively affordable land and good prospects for future demand, has recently attracted attention from major cloud computing providers. Microsoft is planning a major data center expansion in the area and also acquired 90 acres for a new campus.Read moreReal estate for data centers is having a momentByteDance inks massive data-center deals in USData centers poised for record year of leasing Among secondary markets, Seattle led the way with the most leasing activity and inventory under construction in 2020, followed closely by Austin. Boston commands some of the highest asking rents in the country, and CBRE notes that “several major cloud providers plan to provide local cloud resources in Greater Boston that could make them the dominant consumers of space in 2021 and beyond.”Other secondary markets like Omaha, Nebraska; Des Moines, Iowa; and Columbus, Ohio may also attract more interest in the near future “due to their closer proximity to other Midwestern metros than traditional primary markets,” the report says.One big driver of investor interest in data centers has been the strong performance of data center REITs, which saw returns of 20 percent in 2020 while the REIT sector as a whole fell by 5 percent.“With more investors targeting data centers and limited opportunities of scale, yields compressed,” the report says. One of the major data center deals of the past year was Blackstone’s joint venture acquisition of eight single-tenant data centers totaling 1.3 million square feet, valued at $293 million.While average data center rents have declined steadily since 2014, CBRE expects prices to stabilize soon — at least for higher-quality, better-connected properties. “Older less-connected assets will continue to see average prices decline.”The rise of edge computing in particular — a paradigm that involves putting computing resources closer to end users’ locations rather than in “the cloud” — is likely to drive demand for data centers in a wider range of secondary markets.“Secondary markets with strong telecommunications, competitive energy, favorable tax structures and strong network connectivity are well positioned to evolve with future technology drivers, paving the way for new edge deployments,” the report says.Contact Kevin Sun Message* Full Name*last_img read more