UK Drivers Need To Get Up to Speed To Avoid National Transportation Crisis

A recent report by Skills for Logistics estimates a 30% Shortfall of CPC Qualified Drivers by September 10th 2014 

The report reads……………………..

Are we storing up a headache for the future?
It was over two years ago that the Driver CPC was introduced for LGV (over 3.5 tonnes) and three years since it was introduced for PCV.

It will, and has, brought many benefits to the sector, but given the current rate of training there is potentially a risk of a shortfall in number of qualified drivers. With current uptake there is a real danger of a last-minute surge in demand for training as we approach 2014.

Many companies have embraced Driver CPC periodic training and encouraged their drivers to do the training. Nearly 22,000 drivers have been issued with a Driver CPC qualification card (through completing 35 hours of training), and nearly 6 million hours of periodic training have been undertaken.

But according to recent research conducted by Skills for Logistics, given the current annual rate of training, by 2014 there will be a 27.5% shortfall in the number of hours completed for the Driver CPC. This will be a major challenge for the sector come 2014. A shortage of qualified drivers is in nobody’s interest. Leaving training to the last-minute could also result is an over demand for training, creating difficulty accessing high quality training because of the fixed capacity of training providers.

This is likely to mean a number of things; as we approach 2014 training quality might be harder to source and costs could actually be higher. But more compellingly is the evidence that is emerging of the value of Driver CPC to businesses. Could it provide the professional image that is an important component of attracting a young and talented workforce. Could undertaking specific Driver CPC modules result in lower congestion, improved road safety and/or lower fuel consumption?

To repeat Mick Jackson’s comments of a few years ago (Chief Executive of Skills for Logistics) “Driver CPC offers the logistics sector a great opportunity to make training work for its business needs and to develop the skills of its drivers, ultimately having an impact on the professionalism of the sector, and that can only be a good thing can’t it”.

There are real positives associated with training and the Driver CPC more specifically, but also their maybe potential negatives of leaving it to the last-minute. Given that Driver CPC training is mandatory, is it worth reaping the benefits of Driver CPC sooner rather than later.

Ends

Driver CPC Training & Course Syllabus

Passing and keeping your HGV licence has changed. The Driver CPC qualification is now required if you want to drive an HGV professionally. Driver CPC applies to categories C1, C and C+E. The Driver CPC course has 3 main objectives, these are:

• Improve road safety
• Underpin and expand on current driver knowledge e.g. driver hours, digital tachographs etc.
• Ensure new entrants have the required skills and knowledge to carry out their duties as professional drivers.

There are two types of Driver CPC training/acquisition namely, initial Driver CPC Training (for new HGV students) and periodic Driver CPC Training (for existing HGV drivers).

Initial Driver CPC Training

The initial driver CPC is required by all persons who wish to attain HGV categories C1 and C to drive professionally. You must pass the following modules:

Driver CPC Training Module 1/1a

• Module 1 – Theory test, which consists of 100 x multiple choice 100 questions.
• Module 1b – Hazard perception theory test (you can do your theory test online).

Driver CPC Module 2

• Theory case study exam.

Driver CPC Module 3

• The HGV practical driving test. Speak to your independent HGV trainer for professional advice.

Driver CPC Module 4

• Practical associated knowledge exam.

Periodic Driver CPC Training

All drivers who have HGV entitlement and drive professionally must complete 35 hours formal training every 5 years.

This applies to category C1, C and C+E. This means you must undergo formal Driver CPC training on an ongoing basis. There is no examination for periodic training, just attendance.

How you complete the 35 hours is entirely up to you, as long as you complete at least 7 hours at any one time (within 24 hours) and the course is Driver CPC approved. Most, if not all Driver CPC courses are 7 hours in duration. It would make sense to complete one day (7 hours) every year. That way you are spreading the cost and time.

Once you have completed your 35 hours you will be issued with a DCPC qualification card. You must be carrying your card at all times while driving professionally. See your local training provider for more details.

Promote Your Driver CPC Training Course

TrainingPromotions.com are looking for reputable and established Driver CPC training companies who are offering any ‘early bird’ booking offers FREE promotion on their website until January 31 2012.

To take advantage of this offer please register via the link on our How To Promote Your Services Page. You will then receive a confirmation email. Click on the link which will take you through to your account area where you can begin to upload your details. Within your account area you can add YouTube video, pdf resources and gain graded recommended status all for free. Helping to promote your company’s training courses and differentiate your business from the competition.

TrainingPromotions.com are currently running a free administration service, so if you are short of time and would like us to input the information for you, simply email details of the course to marketing@trainingpromotions.com and we will do the rest.

If you have any queries regarding the above please email us on info@trainingpromotions.com

  PROMOTING TRAINING COURSES, COACHING, LEARNING RESOURCES AND VENUES

What Makes A Good Trainer?

Do trainers measure the success of their work simply by the feedback forms, or ‘happy sheets’? And, to what degree do buyers of training tend to rely on these ‘happy sheets’ to validate their decision-making and decide whether or not to invite trainers back again.

The implications of this method of assessment is that many trainers (with a large dose of sweeping generalisation here) concentrate on getting top marks on the feedback forms and not necessarily on whether participants actually learn anything of value.

This ‘false’ credit turns those delivering the training course from trainers into ‘entertainers’, whose main focus is to ensure that everyone on the course has a good time, enjoys the training and leaves thinking the trainer was a ‘great’ person.

A good trainer values feedback but focuses on improving the performance of participants. Before any training commences they clarify the needs and objectives of both the Client and the individual, then tailor the training to those needs.  This is the only way to provide valuable and performance improving training. It takes a wide range of personal qualities, such as openness, self-awareness, good people skills, sensitivity, patience and a sense of humour, but also the ability to challenge different personalities, encourage individuals to step outside their comfort zones and to nurture people through the development process.

Below are some pointers for The Make-Up of a Good Trainer:-

Personal Qualities Of a Good Trainer

• Openness
• Self-awareness
• Willing to learn
• Acceptance of a variety of people; good people skills; has an awareness of the differences in people and thus shows acceptance and sensitivity
• Patience
• Sense of humour

Behavioural Components of a Good Trainer?

• Someone who tailors the training to the needs of the individual
• Uses a variety of teaching methods tailored to the learning style of the individual
• Is able to give constructive feedback without destroying confidence or self-esteem
• Enthuses and motivates
• Does something when they say they will do it
• Is organised yet flexible in their approach
• Shows energy and enthusiasm for training him or herself and for general practice
• Gets to know the individual (and understands them); this does not necessarily mean liking them although that is the desirable state

Other Markers of a Good Trainer:

• Informed of what is required of both the individual and the training
• Has the courage to identify problems early and act on them
• Not too many other commitments
• Has good time management

The problem for most trainers is that many Clients and managers place too much focus on the ‘happy sheets’ and do not take the time to discuss individual’s objectives before attending a training course. They often shirk their responsibility by sending people on courses because they are poor at something in the hope that the course will sort them out.

Therefore in order to be a good trainer not only do you have to have all the personal and behavioural components as mentioned previously, but you also have to be able to guide the Client toward taking responsibility for training results before you even begin to train the individual.

Ends

13.10.2011

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TrainingPromotions.com is the unique NEW place to find promotions and offers for training courses, coaching, learning resources and venues for both corporate and recreational training.

 

TrainingPromotions.com To Promote New Range of Training Courses for Well-Known Suffolk Farm

TrainingPromotions.com is to promote a new range of training courses in animal husbandry and horticulture for a well-known Suffolk farm this autumn.

Jimmy’s Farm, of popular TV series fame, has developed a range of courses to expand knowledge in farming, food and nature and to develop animal husbandry and horticultural skills.

The one day courses with names such as ‘Feathered Fancy’, ‘Tractor Factor and ‘Grass Guru’ cover the vital aspects of looking after pigs, chickens and sheep; the safe operation of tractors and farm machinery; how to improve pasture and how to make the most of owned land.  All the courses are written and run by TV Agricultural Expert and Farm Manager, Dave Finkle and will be held at Jimmy’s Farm.

Started by Jimmy Doherty ten years ago, the working farm began with just a few Rare Breed Essex Pigs but has gone from strength to strength and is now home to 600 rare breed pigs as well as many rare breed sheep and cows, making it an ideal environment for course attendees to gain valuable hands on experience.

TrainingPromotions.com which launched in August of this year is a new website to find promotions and offers for training courses, coaching, learning resources and venues.

Sara Boddy, Partner at TrainingPromotions.com said: “We are delighted to be working with such a well-known brand who have developed a superb range of courses at a unique venue.  The courses at Jimmy’s Farm are perfect for anyone who would like to be more self-sufficient but are not sure where to start, or if they have a basic skills but would like to develop these further.”

Details and dates of all the courses available at Jimmy’s Farm can be found at http://www.trainingpromotions.com

17/09/2011

Top Ten Tips To Consider When Choosing A Training Venue

 1. The Right Fit

The proposed venue has to be harmonious with the type of event you are running and the impression you want to create. For example if you want people to be energised, motivated and inspired choose a venue that is bright, spacious, funky. If it’s going to be very corporate then choose a venue that prides itself on class and professionalism or if it’s going to have an element of fun, then perhaps try to find an outdoorsy place or somewhere where there’s a bar to allow delegates to let their hair down after the event.

2. Location, Location, Location…

Location is one of the most important factors things when choosing meeting venues. You should always consider how easy it is to get to for your attendees. Where are people coming from and what mode of transport will they use? Are you close enough to public transport links, train stations and /or airports. Ensure that everyone can get there without too much difficulty.

If the majority of delegates are driving it is vital to assess whether there is plenty of car parking. There is nothing worse than delegates having to spend hours driving around trying to find a parking space.

3. Cost

Ensure you look at the total costs that will be charged. As with some low cost airlines the price of cheaper venues can be deceptive and once you pay for all the extras they actually work out to be more expensive. A good venue will make things straightforward and offer a fixed price including everything you are likely to need, particularly all day tea and coffee, in room audio- visual and lunch.

As tempting as it might be, don’t make a budget after you’ve seen great but expensive venues. Make a budget right at the beginning and stick to it. Provided you choose a good quality, experienced venue committed to making your training productive and interruption free plus keeping your delegates nourished and hydrated with food, drinks and snacks, you’ll get far more from the event.

If you can be flexible on the time of year or day of the week on which you hold the event, you can save large amounts of money. Meetings held in early January or over school holidays will enable you to take advantage of special offer rates designed to attract businesses in lean periods. If you can’t be flexible on the time of year then consider holding your event on days when the venues are less busy, which is usually Mondays and Fridays.

4. The Facilities

Always look at the facilities in a venue before you book. Many venues claim to have ‘dedicated meeting facilities’ but not all do. Look out for the following:

• Does it have a meeting room or function suite?
• Are projection screens and LCD televisions available?
• Does it have a suitable sound system?
• Is there disabled access?
• Do windows have blackout capability?
• Does the venue use high quality, heavy duty cables and offer free, unlimited Wi-Fi access?
• Are there suitable light fittings, power points and unobstructed views in the room?

All of these should be a part and parcel of any venue that claims to have dedicated training or meeting facilities.

5. Your Objectives

Be clear on what your objectives are at the start. Good venues will ask you what you need to achieve from your event so they can offer the right room, or combination of rooms, the right equipment and services, particularly catering and audio-visual support you need on the day.

6. Make A Site Visit

Site visits are important because they give you a chance to see the venue and decide whether it will fit your requirements. Things can look very different in real life to the pages of a brochure or website. Once you have booked a site visit make a note of what you want from the venue a few days before you go to view it. This way, you won’t get distracted on the day and will know exactly what you are looking for.

7. First Impressions and Response Time

It is important to look at every aspect of the training facility during the site visit, not just the quality of the conference rooms. What are your first impressions when walking in? What does the venue say about you to your delegates? Are the staff friendly and welcoming? How effective is the venue’s team in responding to your enquiry and on-going requests? This aspect of customer care may give a good indication of the level of service you can come to expect at the training facility during the actual training programme.

8. Catering

It’s probably best to avoid economising on food if at all possible as it’s the one of the top things that delegates remember. If your delegates don’t get fed well they won’t be happy! It is better to go for a less impressive venue but ensure that people are looked after and given great food. Ensure your guests have enough to eat and drink, and if needed, do a tasting session with the chef to ensure the food is of the right taste and the menu offers both vegetarian and non-vegetarian options

9. Fit for Purpose

Always check out the room you will be using. Make sure it is the right size for the proposed number of delegates and can accommodate your room set up style ie. Classroom, theatre etc. Consider whether you may need a break out area for group work? If so, is the hotel foyer or café area suitable or will you need a separate area and should this be the case will you have to pay for this? Think about the objective of your event and try to foresee any problems or distractions certain rooms might present.

10. Building a Good Relationship

Finally, are the venue staff nice people who you feel you can build a good relationship with? Are they happy to work around your needs? Do they give you the impression they will handle your event efficiently? Running training events can be stressful in themselves and the last thing you need to be worrying about is whether the tea and coffee will arrive on time.

NOTES:

TrainingPromotions.com is the unique NEW place to find promotions and offers for training courses, coaching, learning resources and venues. The website is not a listing site, but an innovative, active and interactive site that has a team of people talking daily to individuals, companies and providers looking to create matches that result in high quality, cost conscious but most of all effective training solutions.

We proactively market your promotion to thousands of potential customers and our ‘No view, no fee’ pay-per-click billing system ensures that it is in our interest to get training buyers to click through to your promotion.

SPECIAL LAUNCH OFFER

TrainingPromotions.com are running a Launch Offer and will continue to offer innovative and cost effective ways of Promoting your Training Services on the site.

6 MONTHS FREE ON TRAINING PROMOTIONS.COM FOR FEEDBACK REGARDING THE SITE

We are offering three free months on the site to those who will provide us with some feedback on how the site looks, feels and works. Simply have a look and then email us at info@trainingpromotions.com and give us your thoughts. You can then register on the site (provided you haven’t already done so as part of your site review) and place up to 10 Promotions in the categories of your choice. At the end of your three months you can either choose to remove your Promotions from the site or remain on a pay per click basis whereby you will stay free on the site until someone clicks through to the more info or web site links when you will get charged between 10p – 50p per click through. You of course can change, edit, remove your Promotions whenever you wish.

3 MONTHS FREE DURING AUGUST

Place your Promotion now and and get 3 free months on the site with up to 10 Promotions in the categories of your choice.

1 MONTHS FREE LOGO BANNER ADVERTISING DURING AUGUST

Place your Promotion in August and we will also give you one month’s free logo banner advertising on a page of your choice. This will be on a first come first served basis so if you want your logo to appear on a particular page let us know now. Simply email your logo (gif or jpeg max 300px wide) to info@trainingpromotions.com and tell us which page you would like your logo to appear on and we will do the rest. Remember Logo Banners click directly through to your web site.

RECOMMEND SOMEONE WHO PROMOTES ON THE SITE AND GET 1 WEEK’S FREE LOGO BANNER ADVERTISING

If you recommend the site to anyone and they decide to place a Promotion (even if its as part of our Launch Offer) we will give you one week’s free Logo Banner advertising on an available page of your choice. This is a permanent offer that could mean you never pay for your Logo to appear on the site and you will have free click through to your web site from your logos.

COMING SOON

TrainingPromotions.com will very soon be launching our bidder system that allows training service providers to place training course places, training days, training materials and resources , coaching sessions, training rooms and much more on the system and allow those looking for such services to bid for them. Placing services and items on the bidder is free and you only pay if and when your are successful. For further details visit:

www.trainingpromotions.com, email info@trainingpromotions.com or call 01206 625865.

Skillset Calls For Views of Publishing Industry to Update National Occupational Standards

Members of the publishing industry are being given the chance to help shape the new set of National Occupational Standards that will outline the essential skills for working in the industry.

The Standards were last updated to by the Publishing Training Centre in 2005. They now need to be brought up-to-date to reflect technical developments and to incorporate journals publishing.

Skillset are consulting with as many employers, unions and trade bodies as possible to ensure that the new Standards reflect all parts of the industry.

Skillset’s chief executive, Dinah Caine, said: “This project comes at a critical time for the industry, as digital publishing is changing the way the written word is both distributed and consumed. It is a fantastic opportunity to create an essential resource that pins down the knowledge and skills required for publishing now and in the future.

“If you are working in Publishing – whether in a print or digital context – we want to get your feedback.”

The Global Head of People Development for Pearson International, Chris Locke, said: “As our industry and markets change, these Standards are a great resource for employers. They provide invaluable guidance on how we can map the development and growth of our people and therefore the growth of our businesses.”

Employers can get involved by attending a regional focus group in September or taking part in our online consultation in October.

The regional focus Groups are scheduled for:

Date	Time	Venue
13th September 2011	10:00 – 12:00	Skillset Offices, London
21st September 2011	14:00 – 16:00	Skillset Offices, London
21st September 2011	13:00 – 15:00	Publishing Scotland, Edinburgh
22nd September 2011	10:00 – 12:00	NI Screen, Belfast
28th September 2011	11:00 – 13:00	Skillset Wales, Cardiff
29th September 2011	10:30 – 12:30	Said Business School, Oxford

National Occupational Standards (NOS) provide a clear description of what people need to be able to do in order to perform their job competently. They consist of a detailed breakdown of the tasks, knowledge and skills needed for effective performance within a job role, including any statutory or legal responsibilities.

Standards can be used to help individuals and businesses by supporting them through organisational development, recruitment and selection, job descriptions and specifications, and identifying training needs.

If you would like to take part, please contact Skillset partnership manager Suzanne Kavanagh for more information on 020 7713 9846 or email suzannek@skillset.org.

Notes:

Skillset is the Sector Skills Council (SSC) for the Creative Industries. SSCs are licensed by the UK Government and by Ministers in the devolved administrations to tackle the skills and productivity challenges by sector. They are independent, UK-wide organisations, are employer-led, and actively involve trade unions, professional bodies and other stakeholders in the industry.

For more training news and events visit http://www.trainingpromotions.com

#training, #sectorskills, #skills, #development

TrainingPromotions.com Launches New Website With Introductory Offer For Training Providers

A new website by TrainingPromotions.com has been officially launched for training companies and venues to promote their courses and services to a nationwide audience.

The website which covers both business and general training provides training companies, trainers, coaches and training venues with an innovative, flexible and affordable platform to market their services.

As part of its launch TrainingPromotions.com have put together an introductory advertising offer and every new advert placed on the website will receive 3 months advertising completely free.

Training service providers who wish to remain on the site after the introductory offer will then go onto an innovative pay-per-click system, which means they are only charged (from 10p per click) when someone clicks for more information or directly through to their website. There are no costs associated with joining or leaving the site and with pay-per-click ‘No View = No Charge’

As this website is targeted to the training industry the clicks received will be from people who are looking for training related services and as the provider is completely in charge of their budget spend they can measure the results and success of any adverts placed.

TrainingPromotions.com also offers a unique ‘Featured’ advertising space on a weekly ‘bid for’ basis where companies can place a logo banner on the site for as little as £5 per week. This is an effective and economical way for business’ to increase their visibility to buyers.

To take advantage of this launch offer register now at http://www.trainingpromotions.com or for further information email info@trainingpromotions.com

#training, #training providers, #skills, #learning and development, #training courses, # training venues, #coaching, #training companies, #training news

External Providers Deliver Most Effective Learning Methods for Organisation Leaders

Challenging and uncertain economic times highlight the need for skilled business leaders to provide direction, guide decision-making and manage change.

Leadership development is currently high on the list of many organisations and according to the recent Learning and Talent Development 2011 report by the Chartered Institute of Personnel and Development (CIPD) external providers deliver the most effective learning methods across senior and middle management.

From a base of 585 respondents the survey found that coaching by external practitioners is the most commonly reported effective learning method for leaders and that the more senior the role the more likely organisations are to rate this method.

External conferences, workshops and events were also rated highly as one of the most effective learning methods for leaders and these learning practices also rated highly across senior and middle management, as well as potential leaders.

To view the full Learning and Talent Development 2011 report visit : http://www.cipd.co.uk/hr-resources/survey-reports/learning-talent-development-2011.aspx

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Managing Talent is Top of Agenda For Business Success

Vance Kearney, Oracle Vice President for HR recently told the HR Forum conference that managing talent is top of the agenda in terms of business success.

Kearney told delegates that at a time when a new Internet business was born every week and there was very little to differentiate between the established ones, the only differential left is the calibre and talent within an organisation.

He suggested that recruitment is not the way forward because the most talented individuals are rarely available and are cherished by their current employees and that the only a chance to recruit them is if their current company ‘cheeses’ them off. Therefore, his main strategy for sales talent is to grow it.

Growing talent is about being able to spot high performers with a perceived high potential and then taking action to develop this potential. Kearney says a high quality dialogue should develop between the individual’s managers and peers, across departments and business lines and that this triangulated discussion leads to a more comprehensive view.

Kearney went on to describe how any actions to develop talent should be regularly monitored, as any development, such as a promotion, is dynamic. He said that anyone who has been promoted goes back to being an ‘idiot’ in the first year and that their performance will not be great during that time unless they are a genius. This means it is essential to assess their progress to find out if their potential will be reached.

When talking about promotions within his company Kearney said that managers whose jobs were increased dramatically in order to stretch them were warned they might have to step back if things didn’t work out, although most of the promotions they have made so far have been very successful.

These promotions were also reviewed on a regular basis as those who did poorly were “obstructions to talent” and Kearney believes that “it’s not just about the individual but also about the people who work for them. Bad leaders do so much damage in an organisation and good leaders so much good. And senior managers are always the last to know who’s under-performing.”

Kearney rounded off his presentation by saying that pay was “off the agenda” during these reviews, that other incentives should be found to encourage individual’s to keep going and talent management is about training and development not salary increases.

One Training Manager’s Experience of Finding Training Providers

In a conversation with a friend who is a training manager of a large UK company, the topic turned to why she could count on one hand the number of times she had engaged an external training provider and when evaluating the project been completely happy with the result. Whilst quick to accept that there were a number of factors from the organisational perspective that had a bearing on the less than complete satisfaction with the outcome she did come up with a list of points that crop up on a fairly regular basis with examples from particular instances.

Ring a bell? Raise an alarm? Or Raise the Hackles? …………………………

1. Cost
   ”Such a disparity in costs. We were quoted recently £550, £750, £1200, £1800 and £2500 by five different suppliers for a one day team workshop. Who to choose when all seem to offer the same thing?”
2. Expertise
   ” I have lost count of the number of times we have bought in a specialist organisation to deliver a comprehensive management programme only to find the same trainer delivers all topics from sales to equality and diversity. I feel the least we should get from a trainer is real expert not a generalist”.
3. Innovation
   ”I recently sat in on a time management workshop delivered by a management development company. As the trainer opened up his PowerPoint presentation on the screen the file was labelled ABC Ltd (not our company name) Time Management June 2002!”
4. Evaluation
   “Some companies disappear once they have completed the training never to be heard from again unless there is the chance for more business, some charge for evaluation days following the training and use it as a sales pitch. Only a few truly show an interest in evaluating what they have been part of doing.”
5. Account Management
   “One well-known Management Development company promised us an Account Manager who would be there throughout the programme to make sure I as the Training Manager, the delegates and the peripheral stakeholders such as line manages and directors were kept informed and up to date on the programme and to make sure the programme delivered in all areas identified.She abused the role to such a degree by using her new contacts within the business to sell new programmes to that we spent far more time and energy managing the fallout of her Account Management than we ever would have account managing ourselves.”

We left the conversation with the thought that perhaps she should have been more thorough in her groundwork when hiring but as she said, “The amount of time I have, when I am not only engaging suppliers for programmes as diverse as leadership, I.T., equality and diversity and health and safety but also having to deliver training myself and manage several other trainers is limited. Looking for and sorting through potential training suppliers is a full-time job itself and one that I do not have the time or necessarily the expertise to do myself.