Temporary Workers Critical to Sustain Growth

There are an estimated 2,870 temporary workers in the Northern Irish food and drink manufacturing industry. The demand for them has been on the increase over the last 3 years and the majority of employers expect their need for them to remain the same in the foreseeable future, according to new research findings by Improve.

Temporary workers are essential to the industry and many companies feel they would struggle without them.  Most companies which employ temporary workers provide training in basic and legislative driven areas, but many feel that they are repeating the same basic training over and over again. Agencies are central to the recruitment process and could play a part if a certificate, transferable across companies and recognised as evidence of basic training, was adopted whereby basic skills requirements could be provided by an agency or by a recognized certificate of competency from another employer.

To download your copy of the full report, click on the icon above.

A report presenting just the qualitative findings is also available.  If you are interested in receiving this please email research@improveltd.co.uk

There are three appendices with this report (1) employer questionnaire (2) provider questionnaire and (3) methodology for grossing-up calculations.  If you would like a copy of these appendices, please email research@improveltd.co.uk

The ageing workforce is a reality in the UK food and drink manufacturing sector, in fact more than half the current workforce is aged 40 or more.

New research findings indicate that the issue has not yet surfaced as a major concern to a significant number of food and drink manufacturing employers and suggests that there is time for both employers and industry stakeholders to address the issue. There are two main approaches:

• To get more economically inactive people aged over 50 into/back into work
• To retain additional older workers (either in their current role or elsewhere in the sector) including those over the State Pensions Age.

Employers have a good awareness of the new legislation and are prepared to use older workers in a wide range of positions, value their experience and skills and are not concerned to have a future with more older people in the workplace. However, more flexible working opportunities appear key to enticing employees aged 55 and over to remain in their jobs.

For your free copy of the research report, please click on the icon above.

This report sets out the findings and conclusions of a survey which looked at the issues facing migrant workers, their employers and community organisations in the North East of Scotland. The survey was undertaken by Banff and Buchan College primarily to assess the induction training needs of an increasing migrant workforce and the contexts in which they work and live and focused on a representative sample of migrant workers in the food processing and constructions sectors.

The key findings of the survey show the lack of English language skills to be the major pressing issue with all three respondent groups. This has many implications, potentially serious in some cases, and inhibits social and cultural integration.

A new Seafish survey of the UK fish processing industry shows that profitability has improved across all sectors of the UK sea fish processing industry.

Total employment peaked in 2000 and the decline in the number of processing factories over recent years has stopped. The purchasing power of supermarkets continues to put pressure on the industry to modernise. For the first time, employment in salmon and sea fish processing businesses have been surveyed together giving a clearer picture of fish processing employment in the UK.

This report presents some key findings of the research.

A copy of the full report is available to purchase from Seafish (Please contact Rachel White on 0131 524 8659)

Improve commissioned this qualitative study among food and drink manufacturers to develop insights and establish an overview of the current issues facing our employers. 30 face-to-face interviews were conducted, between March and April 2005, with the person responsible for recruitment & training in companies across the UK.

Generally, companies within the food and drink manufacturing industries are facing the same labour market issues throughout all nations and regions of the UK.

The research provides an assessment of current and projected labour force issues, skill shortages and gaps, current provision and usage of training, and attitudes towards, training providers and qualifications.

Our research provides new insights into the current key issues facing employers.  These findings and the reasons behind them are explored in more detail within the report.

Improve, the voice of employers in the food and drink manufacturing industry commissioned the first UK-wide research into Overseas Nationals (OSNs) working within the food and drink manufacturing industry in the UK .

The research has looked at the profile of OSNs on a sub-sector industry and regional basis with the aim of providing you, our UK employers, with a better understanding of how overseas workers can fit into businesses. The results show that OSNs can fit into businesses in more ways than just under-taking unskilled casual labour! The investigation has also explored some of the attitudes, advantages & disadvantages, impacts and issues behind the employment of OSNs.

Based on the findings of the research, Improve will build a seminar to ensure managers responsible for Human Resources are fully aware of all their legal responsibilities to Overseas Nationals, together with signposting other valuable training.

For an executive summary of the research, please click on the icon above.

Scottish food and drink manufacturing companies are stretched and confused and do not understand what skills support is available and how the various types are accessed. This is one of the key findings in the recent Improve commissioned research, which examined the key issues facing Scottish food and drink companies caused by a shortage of skilled labour.

Funded by Scottish Enterprise, the research highlights the need for the provision of one clear framework of support, delivered cohesively, so that employers feel that they can engage with a single body in Improve

Other key findings include;

• Attracting skilled labour is the biggest issue facing Scottish Improve sector industry and strategic planning should focus upon this area as opposed to the retention of workers;
• Improve industry attractiveness is a key barrier to entry and needs to be addressed at all levels;
• A market need for assistance and support, especially in recruitment and training is clear.

This report summarises the findings of the National Employer Skills Survey (NESS) 2003 for the Improve Sector Skills Council, which covers the manufacture of food and drink.

The NESS was commissioned by the Learning and Skills Council (LSC), in partnership with the Sector Skills Development Agency (SSDA) and the Department for Education and Skills (DfES), in order to provide detailed information about the extent, causes and implications of England 's recruitment problems and skills gaps. It also measures employers' training activities.

The NESS survey is the largest survey of its kind ever commissioned (some 72,100 establishment interviews).

Action to improve the skills of everyone working within the Food and Drink sector is vital to improving performance, innovation, competitiveness, and profitability. The creation of the sector skills council (SSC) for the Food and Drink industries is part of a national strategy aimed at addressing the economic goals and ambitions of the four nations.

This Market Assessment has been developed using research and labour market information for the Food and Drink sector.

Section one outlines the overall business context and performance of the Food and Drink sector, analysing key drivers of change that impact on the competitive dynamics and requirements of the business. Section two analyses overall trends in employment, skills needs, skills supply and employer training. Key issues arising from the analyses in sections one and two has led to the identification of seven strategic needs for the food and drink sector in its drive to “raise our game”.

The former Food and Drink National Training Organisation (NTO) commissioned a large scale employer survey to provide up-to-date labour market information and trends within the sector.

The research covers the structure of the industry and the workforce, the labour and skills in the food and drink sector and then moves onto workforce development within the sector.

The research is available to purchase.

A sector workforce development plan (SWDP) is a strategic document describing the industry and its labour market, workforce and skills development needs. A SWDP outlines the scale and nature of improvements necessary for business, sectoral and national competitiveness.

The SWDP is a strategic resource plan for the whole industry as represented by the former Dairy Training and Development Council (DTDC).

The plan prioritises the main skill and staff development needs for the British Dairy industry, over the next three to five years and will identify how these needs might best be met.

A sector workforce development plan (SWDP) is a strategic document describing the industry and its labour market, workforce and skills development needs. A SWDP outlines the scale and nature of improvements necessary for business, sectoral and national competitiveness.

The SWDP is a strategic resource plan for the whole industry as represented by the Bakery Training Council (BTC).

The plan prioritises the main skill and staff development needs for the bakery industry, over the next three to five years and will identify how these needs might best be met.

The SWDP is available to purchase (£4.50) on the BTC website: Bakery Training Council

This research report, commissioned by the DfES, is the Skills Dialogue for Food and Drink Manufacturing.

The Skills Dialogue covers a range of skills related topics including the demand and supply of workers and the skills issues that are important in the industry.

A sector workforce development plan (SWDP) is a strategic document describing the industry and its labour market, workforce and skills development needs. A SWDP outlines the scale and nature of improvements necessary for business, sectoral and national competitiveness.

The SWDP is a strategic resource plan for the whole industry as represented by the former Food and Drink NTO.

The plan prioritises the main skill and staff development needs for the food and drink manufacturing and processing industry, over the next three to five years and will identify how these needs might best be met.

Please note this report is only available in hard copy.

This Sector Workforce Development Plan (SWDP) has been produced by Seafish Training in consultation with employers and key stakeholders. The SWDP reflects the change required in order for individuals and employers within the Seafish industry to achieve success and be competitive.

The SWDP covers the catching sector, processing and port merchant sector, retail and mongering sector and frying and restaurant sector and examines their workforce development requirements along with highlighting priorities for action.

A sector workforce development plan (SWDP) is a strategic document describing the industry and its labour market, workforce and skills development needs. A SWDP outlines the scale and nature of improvements necessary for business, sectoral and national competitiveness.

The SWDP is a strategic resource plan for the whole industry as represented by the Meat Training Council (MTC).

The plan prioritises the main skill and staff development needs for the red and white meat industries, over the next three to five years and will identify how these needs might best be met.

Skills Foresight for the meat industry presents the findings of a Meat Training Council (MTC) research project. The project used a structured approach to analysing current skills needs and the changes that are driving changing skills needs in the future.

The purpose of the report is to provide the information base for the MTC to provide advice and information to employers, individuals in search of careers and a wide range of other stakeholders including government departments that have responsibility for education and training.

All the main sectors of the meat industry were covered in a 440 company strong survey over the UK .

The Meat Training Council (MTC) commissioned a large-scale GB meat industry survey to collect labour market information (LMI) on the sector.

The project aimed to provide an authoritative source of LMI on the meat and poultry sector and identify current and future skills issues.

Skills Foresight for the British dairy industry presents the findings of research conducted by the Dairy Training & Development Council (DTDC) from September to October 2000. The study identifies the skill needs, gaps and shortages of the British dairy sector now and over the coming five years. Its findings and recommendations will allow the DTDC, employers and other partners to work together to recruit, develop and retain the skills needed for the successful future.