F

1
FÁSDevelopments in Training for the Employed
Jack Horgan
2

• It is vital for us as individuals, as firms, and
  for the country as a whole, that we make the
  necessary investments of resources and time in
  training and development so that we are ready for
  whatever the future holds
• Uachtarán na h-Éireann, Mary McAleese
• Skillnets Conference 29 09 04

3
Summary

• National Policy Knowledge Economy
• FÁS Mission Priority Goal
• FÁS Developments in Training for the Employed
• - Competence Development Programme Excellence
  Through People
• - Strategic Alliances
• - Networks x 2 Training Development
  Innovatory
• Your views

4
National Policy To become a high skill and high
pay economy

• Knowledge creation and diffusion are at the core
  of economic activity. Knowledge is embodied in
  people, and it is the quality of the human
  resources that will determine the success or
  otherwise of firms and economies in the years
  ahead.
• Recommends that FÁS increase its focus on
  training for those in the labour force
• ESG Report July 2004

5
The Knowledge Economy

• Training systems will need to produce people
  with knowledge and skills to drive and sustain a
  knowledge economy To be flexible responsive to
  employers and participants needs and be
  innovative in exploiting the commercialisation of
  research
• 
  ESG Report 2004

6
FÁS MISSION 2000-2005

• To increase the employability, skills and
  mobility of jobseekers and employees to meet
  labour market needs, thereby promoting
  competitiveness and social inclusion

7
FÁS Priority Goal 2000-2005

• To promote investment in training by employers
  and to accelerate the development and delivery of
  a comprehensive range of programmes and services,
  for employers and those in employment, based on
  identified labour market needs.

8
Funding for Workforce Training

• Six fold increase in funding for 2005 over
  previous seven years.
• Net 36 million available which converts to c.45
  million gross

9
FÁS Training Policy for the employed 2005-2008

1. Training in acknowledged priority need areas
   and/or for specially targeted groups
2. Delivered efficiently
3. With certified increase in competencies
4. For large numbers Additionality
5. With consequential better performance for
   companies and individuals - Satisfaction

10
Management engagement is imperative for success

• Research
• Company principal (especially SMEs) must first
  have a positive training and development
  experience, before commitment (or access) to
  workforce training is generated.

11
Training for the Employed Policy Delivery
Support

• Competence Development Programme Excellence
  through People (CDP ETP)
• Strategic Alliances
• Networks x 2
• - Training Development
• - Innovatory

12
Competence Development Programme

• Identified SP supported need
• Sector subsector geographical group Minimum
  four companies
• Aim Increased qualification - certified
• Delivered by approved trainers
• Company pays c. 35 of training fee

13
Excellence Through People

• Twin objectives, to
• Act as a business improvement tool and driver of
  change and innovation
• Promote employee learning, development and
  involvement in line with business needs

14
Excellence Through People

• The Criteria
• Business planning improvement
• Communication people involvement
• Leadership people management
• Training and Life-long-learning cycle
• Recruitment selection
• Employee well being

15
Strategic Alliances

• Definition
• A contractual arrangement with a National or
  Regional entity for the organisation and delivery
  of significant training in need and volume
  terms.
• Note
• All proposals must be consistent with FÁS Policy
  2005-2008
• Volume generally of gt3,000 training days p.a.

16
Strategic Alliances

• Identify, develop, promote, recruit, deliver (or
  manage the delivery) and evaluate
• Distinctive and unique proposal new area/domain
  of training
• Consistent with policy 2005-2008
• Minimum 10 days duration but ideally 30
• Generally to produce 3,000 training days p.a.

17
Alliances -Organisations for consideration

• Now dictated by response to Call for Expression
  of Interest consequential Invitation to Tender.

18
Networks X 2

• Training Development
• Innovatory
• Definition The coming together of a group of
  organisations or individuals, to use their
  combined talents and resources to achieve results
  that would not be possible if they acted alone.

19
Why Networks?Benefits for Stakeholders

• Meets FÁS Mission and Key Goals
• Efficient access to large number of companies
• Implements ESG recommendations FÁS Enterprise
  Ireland
• Training delivered on business led basis
• Better economic labour market intelligence and
  integrate other FÁS/EI Services

20
Training Development Networks

• Philosophy
• FÁS Knowledge, skill and competence
  acquisition
• Enterprise Ireland Business development.
• The main focus of the individual Networks will
  dictate the coordinating State Agency.

21
T D Networks - Conditions

• Network must be incorporated as legal entity
• All member companies from the same (sub) sector
• Number of companies - 30 max., 8 min. but total
  workforce gt 300
• Size of company lt50 employees.
• Certified training supported under CDP
• Network support Year 1 150K
• - Year 2 90K
• - Year 3 50K

22
Network Contract covers

• Establishment as legal entity
• Management and co-ordination of Network
• Implementation of Mandatory Activities
  excluding training costs
• Full compliance with State Regulations
• Regular management reports
• Phased quarterly payments on receipt of
  management report and invoice

23
T D NetworksMandatory Activities

• Individual ITN rolled up to Group ITN
• Initial network workforce training based on Group
  ITN priority needs
• Establish internal training capacity
• Management Development á la ESG
• Supported Reassessment of training needs
  rolled up to Group

24
Innovatory networks

• Networks concerned with Research and Development
  of Innovative approaches, policies, methods,
  models and instruments all in the field of HRD
  for those at work
• Subject areas must have a high level of
  demonstrability and transferability

25
Innovatory NetworksPossible Areas of Interest 1

• Training research and development e.g.
• - Short and long term memory
• - Shelf life of learnt competencies
• - Taxonomy of learning objectives
• Knowledge Learning Management
• Employability Training Assessment
• Marketing of Training - encouraging participation

26
Innovatory NetworksPossible Areas of Interest 2

• Leadership and Management Development Models
• Training for/in exploiting commercialisation of
  research
• Technological Developments Transfer
• New and emerging occupations and qualifications
• New forms of Work organisation e.g. WCS,
  Workplace of the Future
• Development of new HRD policies and systems

27
Innovatory NetworksPossible Areas of Interest 3

• New forms of training delivery
• Trainer development for the Knowledge Economy
• Basic Workplace Education Basic Skills
  Development
• Second chance education
• Knowledge sharing learning - corporate
• Managed Workplace Learning

28
Innovatory NetworksPossible Areas of Interest 4

• Autonomy empowerment of workforce
• New ways to manage learning
• Systems e.g. observatories, to monitor changes
  and needs for new skills etc
• Informal/intrinsic Learning
• Supply chain management techniques training
• Safety and well-being of workforce

29
Innovatory NetworksPossible Areas of Interest 5

• APL/RPL of experienced workers
• Training for learning (learning to learn)
• Application of recent research results
• Key/core competency identification Development

30
Innovatory NetworksVision

• To be Irelands leading organisation and one of
  the top five of European organisations in the
  field of Innovatory HRD Solutions

31
Innovation Networks

• Invitation to Trainers Network.
• We would very much like to see you participate
  in the Innovatory Networks.
• Would you like to join us?
• rsvp Call for proposals