Future Skills Needs for Enterprise Future Skills Needs for - - PowerPoint PPT Presentation

Future Skills Needs for Enterprise Future Skills Needs for Enterprise Ireland 4-6 May 2011

Marie Bourke Expert Group on Future Skills Needs

Expert Group on Future Skills Needs

Governmental Advisory Group since 1997 Considers the Enterprise perspective Membership (22 members, Chair – private sector)

Companies Trade Union representative Employer Trade bodies (large & small business associations) Higher & Further Education (VET, universities, Adult literacy)

• Enterprise Development Agencies

Guidance Counsellors for education Gov Depts. – Finance, Education & Skills, Jobs,& Enterprise

Reports to 2 Ministers (Enterprise & Education)

2

Government appointed Group

1. Projected skills requirements at national & sectoral levels & make recommendations

• n how best to address identified needs

2. Priority education & training requirements 3. Skill requirements that cannot be met internally that must be met through inward migration 4. Developments in content & delivery systems that support excellence in education & training quality elsewhere & on adaptations into training provision in Ireland training quality elsewhere & on adaptations into training provision in Ireland 5. Recommend how existing systems & delivery mechanisms might be adapted 6. Convey views/recommendations on programmes supported by the National Training Fund to the Minister 7. Ensure that recommendations made are assessed by stakeholders & inform on progress made in the implementation of such recommendations

Study Objectives – Food & Beverage Sector

• Conduct economic profile
• Describe current & future drivers-of-change as

they impact on skills

• Profile composition of those employed
• Review 3rd level & agency education & training
• Review 3rd level & agency education & training

courses

• Identify the current & future skill gaps
• Assess relevance of education/training initiatives

in other countries

• Make recommendations to address the gaps

Employee Profile -Food & Beverage Sector

Of 50,000 employees in sector :

• Higher proportion of men than women – 70% vs 30%
• 39% (20,000) employed at ‘Plant/Machine Operative’ level
• 62% (30,000) - low or no level of formal 2nd level education –

11% higher than national average 11% higher than national average

• Proportion of employees with low–level education in decline
• Those with 3rd or 4th level qualification increasing
• Significant reliance of non-Irish nationals – 24% vs 11% nationally

Skill Requirement & Gaps – CEO interviews

Thematic Area Skills Gaps

Internationalisation ► Commercial & negotiation skills ► Key account management ► Economic & regulatory aspects ► Brand management Innovation ►Portfolio management ► Ability to understand non-runners ► Awareness & understanding regulatory environment ► Industrial design ► Commercial / business case assessment

6

► Commercial / business case assessment ► Identification of deep consumer / market insights ► Incremental / existing product development Lean manufacturing ► Lean / WCM / Six Sigma with food sector experience ► Process diagnostics & control, “super-skilled” technicians, crafts Supply chain management ► Bespoke SCM in-service progs -tailored & specialist delivery ► General lack of awareness of SCM at graduate level Financial and commercial acumen ► Financial/commercial/IT expertise -deliver financial info. across ops ► Finance modules at 3rd level Leadership ► Significant gaps at CEO, senior/middle management ► Leadership & entrepreneurship inadequately covered on programmes

Recommendations

Forum -address ongoing skills, training & development needs of the industry Operatives & Supervisors

• Operative and supervisor accredited upskilling programme (transferable skills)
• Operative Technician Accreditation Programme
• ‘Craft Accreditations’ for operatives (eg deboning, chocolatiers, cheese-making)

SCM initiative - tailored & promoted to food sector to improve competitiveness Develop ‘Supply Partner Networks’ comprising retailers, Logistics & warehousing companies Management

• Fast-track the dev. of graduates to take on ‘head of function’ roles
• Widespread promotion & roll-out of programmes eg ‘Transform Programme’
• Develop modularised interventions to improve commercial acumen of line managers

Key factors for effective coordination between employers & training providers

• Expert Group on Future Skills Needs Meetings
• Publications & follow up 6 months after publication
• Conferences – circulate findings
• Up-skilling Coordination Group –training & further/higher

education providers

• Labour Market activation measures
• Labour Market activation measures
• Senior Officials Group on Labour Market Activation
• Ongoing dialogue with the enterprise development

agencies & trade bodies (IBEC, ISME, EI & IDA)

• Annual meetings with the 2 Ministers
• Participation in working groups (ICT skills, Maths)

8

Thank you

Information on Expert Group on Future Skills Needs is available at:

www.egfsn.ie

9