youth - The HR Forum - DPG Community2024-03-28T14:23:46Zhttps://community.dpgplc.co.uk/human-resources/feed/tag/youthApprenticeship Policieshttps://community.dpgplc.co.uk/human-resources/apprenticeship-policies2016-01-07T13:22:09.000Z2016-01-07T13:22:09.000ZMark Tallanthttps://community.dpgplc.co.uk/members/MarkTallant<div><p><span style="font-family: arial,helvetica,sans-serif;">Hello everyone,</span></p><p><span style="font-family: arial,helvetica,sans-serif;">I hope you are well.</span></p><p><span style="font-family: arial,helvetica,sans-serif;">I am currently looking ay apprenticeship policies and wondered whether any of you had a policy at your organisation. I am hoping to be able to distinguish between internal applicants and external applicants.</span></p><p><span style="font-family: arial,helvetica,sans-serif;">Any help or advice would be much appreciated.</span></p><p><span style="font-family: arial,helvetica,sans-serif;">My rough plan is:</span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><b><u><font size="3"> </font></u></b></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">1 – Link to Values (Excellence, Caring, Integrity, Team Work)</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">2 – Policy Statement</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">3 – Equality and Diversity Statement</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">4 – Scope</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">5 – Key Principles</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">6 – What is an apprenticeship (Include benefits??)?</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">7 – Levels of training</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">8 – Roles and Responsibilities (Applicant requirements)</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">9 – Pays and Pension</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">10 – Aims and Outcomes</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">Thank you,</font></span></p><p><span class="font-size-1" style="font-family: arial,helvetica,sans-serif;"><font size="3">Mark</font></span></p><p></p><p></p></div>Learning to Workhttps://community.dpgplc.co.uk/human-resources/learning-to-work2015-06-02T10:38:51.000Z2015-06-02T10:38:51.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>The <strong>Learning to Work</strong> programme is led by the CIPD to promote the role of employers in reducing youth unemployment. The CIPD's purpose is to <strong>champion better work and working lives</strong>, which starts with young people being able to access the labour market.</p>
<p>The overall aim of the programme is to promote the business case for investing in the future workforce. CIPD encourage HR professionals to offer a wide range of access routes into their organisations and ensure their recruitment and management practices are youth-friendly. They also promote direct contact with young people via two youth volunteering programmes, <strong>Steps Ahead Mentoring</strong> and <strong>Inspiring the Future</strong>.</p>
<h2 class="title_underline">Employer youth engagement map</h2>
<p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/376615?profile=original"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/376615?profile=original" width="636"></a></p>
<p>The CIPD has identified seven key focal points to help encourage greater levels of engagement with young people and secure future talent pipelines. These are <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/engage.aspx">Engage</a>, <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/prepare.aspx">Prepare</a>, <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/experience.aspx">Experience</a>, <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/recruit.aspx">Recruit</a>, <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/invest.aspx">Invest</a> and <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/measure.aspx">Measure</a>, which are all underpinned by the <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/business-case.aspx">Business Case</a>. They have provided guidance as to the sorts of activities you/your organisation could be doing under each of these headings to make a real difference.</p>
<p>See the original CIPD article <a href="http://www.cipd.co.uk/publicpolicy/learning-to-work/default.aspx" target="_blank">here</a>.</p></div>