The table shows the proportion of vacancies reported to be difficult to fill
The table above shows that 45% of all vacancies are proving difficult to fill or are expected to be difficult to fill, equal to 6,700 vacancies in the LETEC area. This is a higher proportion than the average for London as a whole (36%). In the above table you can see that the following occupations have a large proportion of vacancies that are proving difficult to fill. The plant and machine operative with 84%, professional occupation with 60% this includes teachers, associate professional and technical occupations with 44% and craft related occupations with 43%.
From the table you can see that professional occupation is the second highest vacancies report to be difficult to fill, so WHS has to compete with other schools for teachers and other professionals work in the school. With out a good reputation and good results WHS is less likely to get good teachers. Almost one third (31%) of clerical and secretarial vacancies in the LECTE area are proving difficult to fill. This is significantly higher than for this sector across London as a whole where 22% of such vacancies are proving difficult to fill.
The table shows the proportion of workplaces reporting significant skills gap
In the LETEC area , the public administration, education and health and other services sectors stand at as having higher than average proportions of workplaces reporting skills gaps amongst their employees, 17%in each sector. These proportions are also much higher than those reported across London as a whole.
The manufacturing and construction sectors have high proportions of work places reporting skills gaps, 13% in each, though for manufacturing this proportion is lower than that for London as a whole, 15%.
Skills gaps appear to be more of an issue amongst medium sized work places rather than small and large workplaces. 15% of medium sized workplaces report having a significant skills gap.
In terms of scale of skill gaps across different types of workplaces, almost 3% of employees are lacking in skills needed in their current workplace. The level of skills gap in the workforce is relatively high in the construction and other services sectors and amongst small workplaces
Skills gap are particularly high in newham where over 5% of employees are identified as lacking skills compared to Redbridge.
The table shows the profile of recruits
The distribution, hotels and catering sector accounts for 57% of all young people aged 16/17 recruited. To some extent, this is likely to reflect relatively high turnover rates in this sector. However, as noted above this sector accounts for a significant proportion of total employment in the LETEC area. Business services accounts for 19% of 16-17 year olds recruited.
The propensity of workplaces in the financial services and distribution, hotels and catering sectors to recruit young people aged 18-24. These sectors recruited a significantly larger proportion of people falling into this age group than average for the LETEC area.
Overall, 34% of young people aged 18-24 recruited by the distribution, hotels and catering sector and another 33% by financial services sector. The proportion of recruits aged 18-24 recruited by other sectors is as follows
Manufacturing 3.2%
Construction 1.4%
Transport and communication 3.3%
Business services 13.0%
Public administration, education and health 8.1%
Other service 3.4%
Critical issues for the labour market
A problem of skills mismatch, this means that the skills employees get in school are not what the employers are looking for and skills deficit (not getting correct skills)
A predominance of employment in lower level skill areas
Overall employment prospects are strongest for high level skills, but London east has a much lower level of skill capacity than in other regions of the capital.
Growth of existing business will not be suffient to ensure full employment for the local labour market.
EXTERNAL LABOUR MARKET INFORMATION (the school’s interpretation)
WHS is not getting the balance between male and female staff right as there more female than male applicants applying for the vacant posts in school. The cost of housing in the south east and London is affecting the number of teachers available in the area, schools are suffering because there are not enough teachers, and this is affecting WHS’s performance.
There has been an increase in ethnic applicants as more applicants from different ethnic back grounds/ origins are applying for the posts, this helps WHS as due to the increase of ethnic minorities in the London area WHS has taken on many students who have English as second language, employing teachers from different ethnic origins helps the students in terms of communication. For example employing a teacher who speaks Punjabi makes communication easier with students who are Punjabi who are not very fluent in English as in Punjabi, this improves the students ability to do well in exams and improves the reputation of WHS making it more competitive.
Teaching usually attracts more people to apply for the posts when there is a economic decline, this means that if there is know economic decline there less applicants for the posts. Because the economy of the UK is currently quite strong there are not very many applicants applying for the posts.
Many applicants are attract to different schools where grades and the reputation of the school is good, this means that with out a good reputation and grades you likely to get few applicants applying the job. This is why when recruiting WHS looks for teachers with good teaching standards and qualification; they also look for applicants who have experience all which lead to the good teaching standards that WHS has, also its reputation plays an important role in getting candidates.
The other issue is the competition for good graduates, WHS and other schools compete for the best graduates the reputation of the school as a whole and its exam results reputation play an important role when it comes to attracting the best graduates, as every graduate would want to teach in a school with a high profile.
The aging workforce is another trend that WHS has identified, with two thirds of the workforce expected to retire soon WHS is left in a situation that could cause its reputation to be ruled by lack of enough staff. WHS is preparing for this by trying to employ younger but with good qualification and experience. WHS is also taking on younger employees with degrees in certain fields such as a degree in the food industry, and training them as teachers.
EXTERNAL LOBOUR MARKET INFORMATION
(A comparison)
According to my external labour market information there are more male in the workforce that female but the trend that WHS have identified show that there are more female than males’ applicants. However this might be true only in the teaching professionals as my data is for the whole workforce in the LETEC area, it does not specify a particular profession like WHS does.
From the external data I got there is evidence that there has been an increase of 5% in employment in the LETEC area but this does not support the trends that WHS has, as WHS shows that there is a shortage of teachers in the region.
From my data there was evidence that 1,210,000 people live in the London east region of which 27% were non-white this supports the trend that WHS sees of more applicants from different ethnic origins applying for the posts.
Both the data and the school identified the cost of housing in the London east area as being one of the main reasons why there is a shortage of employees. Graduates can not afford the housing and living costs in London, this mean they don’t always apply for the jobs in the London east living employers with not enough employees.
Evidence supporting linkages between the information & HR management with in WHS
There is evidence in the labour market information that supports linkages between the information and the HR management at WHS form the data in LETEC region there is a skills mismatch. WHS have reacted to this by taking on teachers with a degree and training them to gain teacher’s qualification after which they can teach and get promotion.
The other evidence between the information and HR management at WHS is the salary rate. Because the house prices are high in London teachers don’t want to come to work in London, so WHS offers teachers higher salaries to attract them to come and work in the school.
Also from the external market labour information I found out that there is an increasing number of ethnic minorities in the LETEC area. WHS adopts equal opportunity policies when interviewing and recruiting new staff due to the law they have to do it legally but because of the increasing number of ethnic minorities in the area they do it as it also helps promote the school in the local community.
