This health and social care charity needed to implement training to support its recruitment plans whilst addressing delays in training new starters. Through maximising virtual learning, the innovative training programme has been completed by 681 new starters in the last two years, attaining earlier competence levels through reduced waiting and completion times. Additional benefits have included cost savings of £27k+ per annum, improved audit compliance and enhanced efficiency.

This leading infrastructure group sought revalidation of a commercial training programme recognised in 2019. It has since introduced virtual delivery, professional champions, a commercial buddy scheme and a quantity surveyor apprenticeship. A further 2151 people have benefitted from the programme and savings of £6.4m have been made through applying course knowledge to live projects.

Upskilling lecturers in changing times
Education and training | 1000+ employees | Belfast

Northern Ireland’s oldest and largest FE/HE College responded to changes in the delivery of education through a programme which aimed to develop excellence in teaching design, delivery and assessment through remote learning. Original goals have been exceeded, with student retention, achievement and success up 6% on last year and engagement targets of 500 per year at 750+ for 20/21 and 700+ for 21/22.

This large coffee chain aimed to retain staff and improve employee satisfaction whilst developing talent. Through implementing a leader training programme, Caffè Nero has increased Store Manager retention to over 80%, enhanced recruitment and promotions, and improved leader confidence amongst 100% of attendees. 96% also reported feeling supported in their career goals.

This highly respected care and support provider achieved the Award in 2016 for its Living in My World Dementia Programme, which aimed at enhanced delivery of care to residents with dementia. The programme has since been reviewed and developed to become a recognised brand in the business. 5000+ staff members have been through the programme since its establishment, 83% of staff have completed training and a new ‘Dementia Ambassador’ role has been created.

Tackling skills shortages in the sector
Pharmaceuticals and healthcare | 250-999 employees | Hertfordshire

The Cell and Gene Therapy Catapult introduced an industry-wide apprenticeship programme and learning platform to address skills shortages in the cell and gene therapy sector. Targets of 150 apprenticeship starts by 2022 were exceeded, with 232 apprentices, and a 92% retention rate compared to a national average of 52%. Importantly, learners have emerged as the biggest ambassadors of the programme.

Christies Care sought revalidation for a mature induction programme for carers, which has developed to become an accessible, sustainable and practical blended programme. This externally-recognised programme continued and improved during the Covid-19 pandemic, ensuring that training remained at a crucial time, that demand was met and turnover of £1.7 million was achieved.

This Further Education Institution was keen to encourage staff to be creative, innovative and to challenge themselves, subsequently inspiring learners to do the same. The programme has improved staff knowledge, skills and confidence, whilst also enhancing learner engagement and student attendance rates. College-wide attendance was at 86% in March 2022, exceeding the current average for Welsh FE Institutions.

COX London creates distinctive, bespoke products to enhance interior beauty and deliver bold aesthetic. In order to ensure the employment of outstanding patination skills, which are essential in sustaining the premium value of products, a training programme was established in this traditional craft. The programme has achieved an 83% retention rate and has been vital in meeting the £4.8m sales target and growth in the patination workforce by 300%.

The DVLA achieved the Award in 2019 and resubmitted its leadership development programme in 2022. In the last three years, the programme has evolved and developed, moving from workshop delivery to individual coaching, blended learning and small group micro sessions. Participant performance has improved by 10.8%, exceeding the outcomes of the previous programme and workshop time has reduced from 52 hours to 14.5 hours on average.

With a mission to promote the benefits of Artificial Intelligence for everyone, this founder-led company wanted to respond to a declining pool of national talent and support academics transition into careers as data scientists through the Faculty Fellowship. 370 individuals have been successfully placed within well-known companies in a programme that has delivered value for money and benefits to both learners and employers.

Instilling a new vision
Public sector | 50-249 employees | London

Following the launch of a new strategy to transform the culture of the organisation and address increasing complexities in the claims process, the FSCS introduced a programme for all staff to engage with, and deliver, the strategy. The programme has resulted in an increase in employee engagement scores from 65% to 88%, a 24% increase in customer satisfaction and 100% of complaints being resolved in 20 days.

This national pub retailer and brewer achieved an Award in 2019 for an apprenticeship programme which has expanded and progressed to enhance employment opportunities for disadvantaged individuals. In addition to high retention rates for the sector at 67%, the range of apprenticeships has increased, a Chef academy has been launched and 64% of employees who started an apprenticeship are still employed at the company.

GSK sought revalidation of a programme which continues to prioritise the career development of graduates and provides CPD for all GSK chemists. Since 2019, 34 participants have joined the programme and 28 PhD graduates have become module leads or supervisors. The company’s reputation as an employer of choice for top talent has increased and business benefits have been realised through innovative PhD research.

This family-owned company has expanded its training provision through an improved induction process and the introduction of mentors, coaching, learning platforms and one-to-ones since achieving an Award in 2018. It commits to a £500 per head spend for training, learning and development and 100% engagement of staff in learning at any one time. The programme has resulted in high staff retention levels at 97% and a 20% growth in company turnover.

Achieving record growth through building staff engagement skills
Manufacturing | 1000+ employees | Uttoxeter

This global manufacturing company aimed to increase parts sales through developing the personal management and soft skills of staff at all stages of their career. The programme has achieved record growth and mental toughness has also improved significantly, many learners have been promoted and the programme is being expanded into the supply chain.

Ignite Your Impact – developing female leadership
Pharmaceuticals and healthcare | 1000+ UK employees | Maidenhead

Labcorp responded to the low representation of women in leadership roles through the development of a virtual classroom programme for women. Completed by 22 UK women to date, the programme has led to increased confidence, shared learning and achievement of leadership roles, as well as more promotions, lower attrition rates and a decreased gender pay gap among participants.

Seeking to deliver outperformance through customer centric innovation, Legal and General introduced a talent development programme which won an Award in 2018. Through continued development, this programme is now offered to new areas of the business and has led to 34 promotions to Grades 4 and 5, saving external recruitment fees of over £240k.

This large financial services organisation wanted to facilitate culture change through a programme designed to be accessible, inclusive and challenge accepted thinking. Amongst those who have completed BE training, in addition to greater engagement, there has been an uplift of 19% in their People Focus, 10% in their strategic approach and 23% in their ability to multi-task.

With the aim of tackling the skills shortage in the industry and the lack of diversity in the sector, this large archaeology and built heritage organisation tapped into a new source of potential talent. The programme is helping MOLA to grow at a faster rate than competitors and has resulted in 95% pass rates and 75% of those who pass staying with MOLA.

This youth-focused charity established a programme focused on a ‘grow your own’ approach to tackling the depleting pool of talent in senior leadership. Investment in OnSide employees’ career development has resulted in the organisation exceeding all targets, with promotion and placement figures at 82%, and retention rates at an impressive 89%.

Changing behaviour through sharing knowledge
Energy, chemicals and utilities | 1000+ employees | Bristol

Founded in 2009, OVO Energy redesigned the energy experience to be fair, effortless, green and simple. It aims to promote net-zero carbon living by equipping employees with knowledge and skills which can be transferred to customers. The programme has resulted in increased knowledge of climate change (91%), energy transition (95%) and reducing carbon footprints (94%), and 76% of staff remain committed to their action pledges.

This franchise-led domiciliary care company established the Runway training programme to upskill franchisees and embed Radfield’s purpose and values. 100% of franchisees have achieved CQC registration, compliance ratings have risen from 79.4% to 83.5% and network turnover has increased by 125%. Staff turnover is well below the sector average and 100% of the workforce wanted to continue working with Radfield after the Covid-19 pandemic.

Advancing employee skills and careers
Public sector | 1000+ employees | Tonypandy

As the third-largest local authority in Wales, the RCT Council identified an opportunity to invest in employment and training through the development of an Apprenticeship Programme. Over ten years, the programme has proved successful in providing careers and sustainable employment for local people, recruiting 280 apprentices, with 218 completions to date and job outcomes at 95%.

This large retail and commercial bank established a staff training programme to tackle the increasing number of customers becoming victims of scams during the Covid-19 pandemic. The programme has led to a decrease in the number of scams in 2021/22, a £500k saving in the first month and an impressive reduction in losses to customers from £12.5m in 2021 to just £20k in 2022.

This health and well-being charity relies on volunteers to ensure delivery of projects and quality radio broadcasting to its 10,000 listeners. Training is provided to 30 adult and 300 youth volunteers per year, ensuring sustainable talent for the station’s future and the provision of opportunities for disadvantaged learners and individuals with physical and mental health issues.

This international animal welfare organisation established a coaching qualification to enhance wellbeing, which was initially embarked upon by 20 staff, leading to increased support and job satisfaction. Staff wellbeing rose from 48% to 76% during lockdown, and staff retention, applications for internal progression and staff one-to-ones have all increased.

This Supported Living provider responded to the needs of a single client with learning disabilities through a staff training programme which has resulted in wider benefits for clients, staff and the organisation. In addition to meeting their clients’ support needs, outcomes have included cost savings, enhanced provider reputation and higher staff retention levels than the sector average.

Modernising and diversifying the workforce
Construction and engineering | 1000+ employees | Northampton

This distributor of construction materials aimed to diversify a male-dominated and ageing workforce through a training programme which represents a trailblazer in effective apprenticeship programmes in the construction sector. 2910 people have commenced training, with 35.2% of applicants being female, BAME representation increasing from 1.2 to 6.2% and the average age of recruits now at 25.

Introducing students to electronic design
Charities and not-for-profit | <50 employees | Wiltshire

This educational charity aimed to tackle a supply shortage in electronic design graduates via a scholarship programme which engages with industry and universities to provide work placements. In addition to encouraging women and students with a range of social, economic and BAME barriers into STEM careers, 676 scholarships have been awarded to date and 93% of graduates work in the electronics and technology sectors.

This organisation addresses the technology skills gap through providing training, mentoring and monitoring for graduates through placements with employers. 73% of UK Alumni in 2021 stayed with the employer after training, with low dropout rates and terminations by employers. Diversity goals are being achieved, with 46% of 252 graduates in 2020 from BAME groups and 35% being female. With 8 new client contracts, significant business growth is also being realised.

Exceeding expectations through internships
Professional Services | 250-999 employees | Multiple locations

WTW developed a new experiential, paid intern programme to attract graduates and reinforce its position as an employer of choice. The success of the initiative has led to the target for the acceptance of permanent job offers being exceeded by 11%, an average retention of 87% surpassing expectations and £250k per annum savings in recruitment costs.