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  An Assessment of Skill Needs in Engineering

  Connor H, Dench S, Bates P | Jan 2001 | Department for Education and Employment

  This engineering dialogue report highlights the continuing strong demand for engineering skills, especially in the fast growing electronics and telecommunications industries which leads to a continuing, substantial need for training provision in engineering. The report also shows that a significant number of engineering employers are experiencing recruitment difficulties and skill shortages are especially apparent among professional engineers and the skilled trades.

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  Guide to Measuring Soft Outcomes and Distance Travelled

  Dewson S, Eccles J, Tackey N D, Jackson A | Jan 2001 | Department for Education and Skills

  This free guide aims to assist projects and organisations to understand and implement systems for recording soft outcomes and distance travelled. It offers a definition of these terms and presents different methods for recording and measuring them. Primarily its aim is to be a resource for ESF projects where the target groups are some distance from labour market participation.

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  Graduate Salaries and Vacancies 2001 Survey

  Barber L, Perryman S | Dec 2000 | Association of Graduate Recruiters

  IES continued its work for the Association of Graduate Recruiters with this edition of the twice-yearly survey for AGR Members. The report is free to AGR members and can be ordered online from the AGR website: http://www.agr.org.uk or by post.

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  What's Happening in Recruitment?

  Wolfe H | Dec 2000 | Institute for Employment Studies

  Recruitment intermediaries, or agencies, had been having a tough time since 2002 but signs suggested that the market was picking up and agencies had shown increased confidence since the second half of 2003. While there might be difficulties ahead, recruitment agencies still had a viable future, so what was happening to keep recruitment businesses buoyant, and where were the threats?

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  Non-Financial Recognition

  The Most Effective of Rewards?

  Silverman M | Dec 2000 | Institute for Employment Studies

  It is perhaps understandable for organisations to make simplistic assumptions about the ability of financial rewards to influence employee motivation. Financial rewards are important in aiding recruitment and retention of talent, and as a means of providing tangible recognition of effort or contribution. But as this paper illustrates, there are a host of alternative motivators that can influence employee behaviour and enhance employee motivation.

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  Evaluation of New Deal 50 plus - Qualitative Evidence from Clients: First Phase

  Atkinson J, Kodz J, Dewson S, Eccles J | Dec 2000 | Employment Service

  This publication is no longer available. New Deal 50 plus was part of the Government's welfare to work initiative, and directed towards people aged 50 and over who had been out of work for six months or more and wished to return to employment. This included older people claiming Jobseekers Allowance, those claiming other benefits, those with a disability or long term illness, and the dependent partners of people on these benefits. This report draws on focus groups with New Deal 50 plus clients conducted in four Pathfinder areas: Dorset, City Pride (Manchester), Edinburgh East and Midlothian, and the Black Country.

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  Evaluation of New Deal 50 plus - Qualitative Evidence from ES and BA Staff: First Phase

  Atkinson J, Dewson S, Kodz J | Dec 2000 | Employment Service

  This publication is no longer available. New Deal 50 plus was a voluntary programme for unemployed and economically inactive people aged 50 and over, who had been out of work for six months or more. This research was conducted during the spring of 2000, before ND 50 plus was rolled out nationally. It draws on interviews with ES and BA staff in four Pathfinder areas, Dorset, the Black Country, City Pride (Manchester), and Edinburgh East and Midlothian.

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  Flexibility at Work. Balancing the Interests of Employer and Employee

  Reilly P | Oct 2000 | Gower

  Flexibility at Work brings clarity to this misunderstood subject. It will show you how to obtain the business benefits of flexibility through an approach which addresses the needs of both employer and employee. Peter Reilly breaks down flexibility into five different types, from functional through to financial. He introduces a model of how mutual flexibility might be developed and the preconditions necessary to make it successful. Along the way he cites much evidence of how employers are introducing alternative working arrangements that provide benefits to both parties. This publication is no longer available.

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  Skillset National and Regional Consortia Research Toolkit

  Maginn A | Oct 2000 | Skillset

  The Toolkit was written for Skillset national and regional Consortia. Its purpose was to assist staff in those organisations involved in commissioning or using research. This publication is no longer available.

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  Learning from Cross-functional Teamwork

  Kettley P, Hirsh W | Sep 2000 | Institute for Employment Studies

  Cross-functional teams offer employers great potential rewards: their diversity of functional specialities, viewpoints and cultures represent the real 'coalface' of organisational learning and knowledge management. This report provides an understanding of the learning process within such teams and the influence of factors such as: team composition, task allocation, operating principles and values, and the support of the rest of the organisation.