How can we overcome barriers to learning in logistics and transport? Part 3

This is the final part of our blog series looking at how logistics organisations can overcome common barriers to training and development.

In the first instalment, we covered justifying time and budget for training and overcoming negative attitudes to training and we’ve also covered getting managers on board with training. These shared ideas and advice from the audience of instructors, in-house trainers and training providers that attended an interactive session at our Talent in Logistics Develop Conference in January.

Now, let’s look at their advice relating to two more example scenarios. Do they sound familiar?

How can you make training accessible?

The scenario:

A survey was conducted with your blue-collar workforce recently and they were asked about training. Their responses varied but the overwhelming themes were that studying is too hard and so they wouldn’t be able to do it, and that learning is just not fun. How can you work to change these views?

Delegates’ ideas and recommendations:

Why does the workforce think they are they can’t do it? Is it because they are older and don’t understand the technology being used in training? Or are they young and feel inexperienced compared to colleagues? In these scenarios it may be more of a confidence building exercise than anything else.

It’s possible that they don’t enjoy training because they have a different learning style that isn’t being catered for. Maybe they could benefit from using something like a VR simulator instead of PowerPoint classroom training?

What’s the best way to tackle poor performance on training courses?

The scenario:

Your organisation has a policy where all operatives who reach a supervisory level of responsibility are to attend a mandatory Lift Truck Instructor course for their CPD. The course pass rates for these particular candidates are below average and the people that run the course confirm that the candidates lack engagement from the moment they arrive. Other people from within the organisation are calling out for development but don’t appear to have the same opportunities.

Delegates’ ideas and recommendations:

First, the company should question why this policy is in place and if it is the right thing. Clearly, it’s not right for the business as the people that matter don’t love it. Is there more relevant training that could be offered? Find out by asking them!

If you have operators that are keen and capable of being instructors, it might be better to train them instead of the supervisors – there seems to be a big difference in attitude. There could be brilliant operators being overlooked and this is a waste of talent. It’s about making sure that the right progression programmes are in place.

If supervisors are being sent on an instructor course simply as a tick box for CPD it is more likely they will be disengaged with the training. Once at supervisory level, will a member of staff have time to also be an Instructor? It could seem overwhelming to their workload and that is why they don’t want to pass the course.

Managing and developing talent

There isn’t a one size fits all solution when it comes to developing people in logistics and transport – every organisation is different. However, no matter what your challenges are, Talent in Logistics can help.

Download free resources on our website, read the Talent in Logistics Journal for the latest news and thought leadership, or attend one of our events.

Talent in Logistics Event Calendar

Our next event is the Talent in Logistics Engage Conference on 21st April 2020. Here, delegates will be equipped with the knowledge and skills to feel more confident, more prepared and ready to keep their workforce better engaged than ever before. Book your place now.

Over the summer, the Forklift Operator of the Year and LGV Driver of the Year live competitions take place, celebrating our industry’s best talent.

Then on 10th September, our Talent in Logistics Attract Conference will focus on how the best reach the range of potential employees needed to bridge the skills gap in transport and logistics.

Our year of events culminates in a celebration of excellence in our sector at the Talent in Logistics Awards in October. Full details to be announced soon, including how you can enter the awards to reward and recognise your talented employees and your best people development initiatives.

How can we overcome barriers to learning in logistics and transport? Part 2

This blog is the second instalment in our series bring together the ideas and recommendations from real Instructors, in-house trainers and training providers when it comes to overcoming barriers to developing people in the logistics and transport sector.

These helpful insights came from our recent Talent in Logistics Develop Conference, which included an interactive session where delegates worked in teams to discuss some of our sectors most common training challenges.

Our first blog in the series looked at how to justify time and budget for training and overcoming negative attitudes to training. In this instalment, we look at another all-too familiar scenario.

How to get managers on board with training

The scenario:

Bob is a senior manager at your organisation and he most certainly has an influence on his team, but Bob does not practice what he preaches when it comes to learning and development. He doesn’t keep up to date with industry changes, he doesn’t challenge himself, he isn’t curious of what other teams are doing. So why should his team? What could you say to Bob?

Delegates’ ideas and recommendations:

It would be a good idea to assess Bob’s intentions. Why is he acting that way? What are his motives at work?

As a senior leader, it would be interesting to know what training Bob has done himself. Has he ever been invested in? It would be good to look at all senior management as part of this exercise so that he doesn’t feel singled out.

Bob certainly needs his KPIs assessed. These should include how he can better influence his team.

It’s most important to find ways to help Bob lead from the front. Go back to the old acronym – TEAM, Together We Achieve More.

Logistics training resources and advice

Whether you’re experiencing issues because you’ve got a ‘Bob’ in your workforce, or you’re facing other people development challenges – you’re not alone! Talent in Logistics has a range of resources to help support you.

Talent in Logistics blog

Our Develop blog posts are a great place to find out more about the benefits of developing talent, specific to the transport and logistics sector. Armed with this information, this could help you get senior managers on board with training and people development programmes at every level.

The Talent in Logistics Journal

Have you signed up to receive your free Talent in Logistics Journal yet? The TLJ is a magazine completely dedicated to the people in our sector, and how to best attract, develop and engage them.

Every issue contains insightful advice and thought leadership articles. In the latest issue, Bob might be interested to read the Develop section to learn about the Europa Worldwide Group’s RAPID Career Development Programme, or e-Truck, a new innovative approach to learning from RTITB.

Read the Talent in Logistics Journal now or sign up to our newsletter to receive a free copy.

Talent in Logistics Conferences

Our Develop Conference in January was a huge success. Read more about the event. But we are already hard at work on our next event – the Talent in Logistics Engage Conference on 21st April 2020.

This would be a great place for Bob to learn about how to engage with his team to increase productivity, reduce staff turnover, improve absence and safety incident rates and much more.

Book Engage Conference tickets now or find out more.

How can we overcome barriers to learning in logistics and transport? Part 1

At the recent Talent in Logistics Develop Conference, we asked our audience of instructors, in-house trainers and training providers to share their expertise when it comes to how logistics organisations can overcome common barriers to training and development.

More than 100 delegates worked together in teams to discuss example scenarios that represented some of the frequently faced training issues in the transport and logistics sector.

This is the first in a series of three blogs sharing delegate’s ideas and recommendations from the session. These examples might sound familiar and the advice may help you overcome some of your own internal challenges.

How can you justify time and budget for training?

The scenario:

Your organisation only trains to deliver short terms results and performance, the senior leaders claim that the cost for training far outweighs the benefit it delivers to the business. Occasionally they change their tune but then money gets a bit tight or the business gets busy and the training is removed from the schedule/budget.

Delegates’ ideas and recommendations:

The Health and Safety or Training departments need to educate senior leaders on why they shouldn’t cut training. You should explain relevant regulations and legislation and refer to Approved Codes of Practice.

Explain to the organisation about how investing in time to train now, could reduce downtime in the future with enhanced productivity. Safety levels would also improve and there would be less accidents, this would mean less damage to stock and machinery which would save money. Maybe using a case study of similar organisations that have ended up with fines where they haven’t met standards would help.

Senior management need to understand that it is better to pay a couple of thousand pounds on training every few years rather than paying out tens of thousands of pounds when there is an accident. It could be helpful to do some networking with other organisations to find out what they are doing and do some benchmarking.

Getting an in-house trainer has lots of benefits for training – it makes the team into more of a family and enables the trainer to identify their colleagues’ needs and address them. It could also allow you to split training up internally to take place over a period of time, flexing around peak times, rather than leaving it until the last minute and putting everyone under pressure.

It sounds like the workforce at this organisation won’t feel like they are being invested in and treated as the valuable asset that they are, they probably feel like they are just a number. Maybe changing the view on training and development would also help the company with staff retention, and therefore reduce recruitment costs.

How can a business overcome negative attitudes to training?

The scenario:

Your organisation has a workforce that is extremely disengaged, this becomes very apparent during times of change. When training is delivered on new processes and procedures there are lots of comments about how ‘it will never work’, ‘we have seen it all before’ and ‘what would the management know about our job role’. Sound familiar? How could you try and address this?

Delegates’ ideas and recommendations:

To tackle a disengaged workforce, it’s a good idea to reinforce the benefits of training. Sometimes by focusing on the personal benefits of training it’s easier to win hearts and minds.

Training highlights real challenges and situations encountered on the road or in an operational environment. The workforce think the managers don’t understand, so perhaps management could consider going ‘back to the floor’ and taking a ‘show not tell’ approach.

It might be helpful to look at examples from other companies who are getting it right, or, if there is disengagement with management, look at peer-to-peer training as an alternative.

It’s important to get open feedback after training. Technology could be used to do a staff engagement survey easily at grass roots level. In this scenario, the management should try and find out what the employee’s want, consider what’s possible and identify a middle ground.

More help with overcoming training challenges

These are just the first two example scenarios and some ideas on how to address them. Look out for the next blog in the series, which will look at the hot topic of getting managers on board with training.

In the meantime, you can learn plenty more about managing and developing talent in logistics and transport businesses through the Develop blogs on our website and in the Talent in Logistics Journal.

In the latest issue, you can get ideas about developing talent with a career development programme or read one logistics professional’s story on how they progressed from Apprentice to Account Manager.

Talent in Logistics Engage Conference

To help support you in engaging your logistics workforce, the Talent in Logistics Engage Conference will take place on 21st April 2020. The event will look in detail at how to boost employee engagement and the specific benefits this can bring to businesses in the transport and logistics sector.

Book Engage Conference tickets now or find out more.

Helping trainers develop their people at our first Talent in Logistics Conference of 2020

On Wednesday 22nd January we were delighted to welcome more than a hundred instructors, trainers, professional training providers and internal training teams working within transport and logistics to our first Talent in Logistics event of the year – the Develop Conference.

The conference, which was newly created for 2020 to help support those responsible for training and developing people in transport and logistics operations, saw a line-up of top industry speakers delivering seminars, panel discussions and even a mock crown court trial.

It was fantastic to see so many training businesses and in-house trainers come together at the event in Manchester to collaborate, share expertise and work together to solve our sector’s unique training challenges.

But don’t just take our word that it was a great event, here’s what some of our delegates had to say:

“This is the first time that I had attended one of your courses and really enjoyed the whole day. There was so much information and guidance on offer to help me along with my career. Well done to all involved.”

 “Thank you for arranging the event and for inviting some very informative speakers. I learnt some valuable information and found it to be very useful.”

“Excellent and informative event. Keep up the excellent work TIL.”

Develop Conference Highlights

This was followed by a presentation looking at Driver CPC: 10 Years On, and a Vocational Training Update, delivered by two experts from the DVSA, Elizabeth Heaton, National Standards and Accreditation Service Manager and Ian Gainford, Assistant Chief Driving Examiner – Policy Manager.

10 years on, there are now 1200 Driver CPC approved centres and 3200 approved courses with 600,000 drivers in scope, 500,000 of which are LGV drivers.  In the past 5 years, 26 million training hours have been uploaded, with 800,000 Driver Qualification Cards (DQCs) issued, 190,000 of which were for the Driver CPC Initial Qualification. 

The session revealed current Driver CPC developments from the DVSA which include working with subject matter experts from TfL, HSE and Highways England to promote and publish approved course content, including materials such as quizzes and DVDs.  A voluntary register for Driver CPC trainers has also been launched in partnership with the National Register of LGV Instructors to recognise skills, support CPD and raise standards.

DVSA also shared some of its up-to-date plans for Driver CPC include a greater focus on safety-related subjects, e-learning options and possible recognition of ADR and other EU mandated training.

“Keep up to date with new information, advice and technology and you’ll be a better, safer driver” was a quote from DVSA’s Chief Driving Examiner Mark Winn shared in the presentation. In line with this, DVSA provided up-to-date information on the future of vocational LGV driver training.

This included details of the driving examiner service (DES) project which is rolling out the use an iPad App to help make the administration of the driving test quicker and easier. This aims to reduce the potential for fraud and speed up the issue of licenses to successful candidates. A number of other changes are proposed to the contents of the various LGV driving tests. Most categories will require far fewer stops and fewer questions to be covered in the practical test.

Logistics apprenticeships, automation and more!

Apprenticeships continue to be a key point for discussion for anyone working in people development in our sector. So, a session with Stuart McDonagh, Internal Quality Assurance at Merlin Supply Chain Solutions asked ‘Apprenticeships: What Does Good Look Like?’.

Stuart focused on the WHAT, WHY and HOW of apprenticeships, from the perspective of the employer, learner, training provider and awarding/funding bodies. He summarised this as “Good looks like what you and the Apprentice need to fulfil all of the requirements, for their role and your program.” He also flagged three hot topics for employers and trainers to be aware of when it comes to delivering apprenticeships: safeguarding requirements, on the job training calculations and employer ESFA accounts (replacing non-levy accounts).

Sally Gilson, Ian Gainford and Stuart McDonagh were then joined by Ryan Robbins, Senior Behavioural Sciences Researcher for TRL for an engaging panel discussion, debating ‘Automation & Technology: What Training Will Instructors Be Delivering in the Future?’.

Alternative fuels were discussed as potentially a bigger short-term change to be aware of than autonomous vehicles, with potentially big infrastructure changes required to adopt these solutions.  With many more systems to learn, and an ageing workforce that does not always find technologies easy, the consensus was that the roll out of autonomous vehicle technologies may still be a way off.  However, some technologies are likely to affect training in the shorter term. For instance, the use of eye tracking technology in hazard perception tests.

 Andy Coram, Head of Risk Management & Head of Change Office at Home Office, then presented a highly topical session focused on how the transport and logistics sector can go about ‘Preventing Clandestine Entrants & Human Trafficking’.

The UK is currently trying to deal with a migrant crisis and constantly implementing new measures at the borders in France in an aim to prevent clandestine entrants.  However, LGV drivers and their employers play a big role in this with security of the vehicle of paramount importance.

For drivers this can be as simple as locking the cab and trailer doors, securing them using a tilt cord, seal or padlocks, checking for signs of tampering and reporting concerns to the police. A new vehicle security advice film has been launched by the Home Office to support drivers.

The professional development opportunities continued during the lunch break with a rare chance to network with, and learn from, other training professionals. A thought-provoking session followed looking at “Engagement: How Do We Overcome Barriers to Learning”, led by Talent in Logistics very own Ruth Edwards and Richard Brewer, Technical Services Manager (LGV), RTITB.  Scenarios were based on real feedback from the sector, covering areas such as poor trainee engagement, lack of management support and funding for training programmes and bad attitudes to training. Look out for our upcoming blog series which reveals how our delegates at the conference recommended tackling each of the different scenarios presented.

Improving logistics and transport safety with training

David Goss, Technical Manager from British Industrial Truck Association (BITA), along with Adam Smith, Chairman of the Accrediting Bodies Association (ABA) then hosted a session to inform attendees about a number of key updates, titled ‘Industrial Trucks: Training Standards & Safety Update’.

This included an update on the ISO 21262 “Industrial trucks: Safety rules for application, operation and maintenance” standard due for publication in September 2020. This will provide guidance for operators and trainers and recommendations regarding training programmes.  Also covered was the ISO 5053 series –Industrial trucks –Vocabulary and how the ABA has input into the international truck classifications and descriptions.

The session continued with information and National Forklift Safety Day 2020, which will be focused on the segregation of pedestrians from MHE as 43% of forklift RIDDOR reports are impacts with a person. Improving this could cover from training and PPE through to using different equipment and changing layout or infrastructure. Visit the BITA website to find out more.

The Develop Conference culminated with a unique mock crown court hearing led by Woodfines Solicitors, providing a sobering insight into the aftermath of workplace transport accidents; confirming exactly why the correct training is so important for those at all levels in logistics and transport.

In the session, the delegates at the conference acted as members of the jury to hear the tragic case of Mr John Smith, a forklift truck driver who was involved in a fatal accident at work at the company’s distribution centre following a collision with a lorry.  The case focused on allegations of alcohol misuse, a failure by the company to heed relevant warnings and improper and insufficient risk assessments.  Having heard from the prosecution and the defence, the Develop Conference jury ultimately found the defendant guilty!

Talent in Logistics Engage Conference

Although the Develop Conference is over for another year, we have plenty of resources to help logistics and transport trainers develop their people on our website here.

What’s more, it’s just a few months until our next event! The Talent in Logistics Engage Conference turns the spotlight onto engaging with employees to increase productivity, as well as ways to reduce staff turnover and improve absence and safety incident rates. 

The Engage Conference takes place on 21st April 2020 at the Cranfield Management Development Centre in Bedford.  Don’t miss out! Book tickets now or find out more.

Or if you have any questions about our 2020 Talent in Logistics Event Calendar, don’t hesitate to get in touch!

Five ways to tackle your logistics skills shortage

Five ways to tackle your logistics skills shortage

The transport and logistics sector faces a multitude of challenges when it comes to talent, from driver shortages and skills gaps to an ageing workforce. What’s more, research detailed in our downloadable Talent in Logistics Whitepaper “Changing Perceptions: Attracting Young Talent into Logistics” found that only 8% of young respondents felt that logistics was an attractive career option.

So, what can businesses do to help address this logistics skills shortage?

We asked a number of experts from our sector for their take on this all-important issue.

“To anyone facing skills shortage, I would urge them to think differently,” says Jennifer Swain, Head of Talent Acquisition at Clipper Logistics, whose Fresh Start campaign won a Talent in Logistics Award last year. “Applying the same recruitment methods as you did during times when candidates were abundant will only result in failure. It is important to be strategic and think about how you can create further reach.”

Professor Edward Sweeney, Director of the Logistics and Systems Institute at Aston University builds on this.

“Talent retention is just as important as talent attraction,” he says. “Make sure that current staff at all levels are fully empowered and operating in a high-performance team environment. In this context, keep staff apprised of developments in the company and the wider supply chain of which it is part.”

“Always have one eye on the future,” says Sally Gilson, Head of Skills at the Freight Transport Association (FTA). “Think about how you’re developing your workforce and where your skills gaps are.”

But what could that mean in practice?

Here are 5 top tips from Talent in Logistics to attract and develop new talent, helping to protect the future of the logistics industry.

1. Be a great place to work!

Start by making your company a great place to work. If your current employees are happy then news will spread, and other people will want to come and work for you. Jennifer Swain from Clipper agrees.

“One of the main areas for businesses to address is the strength and visibility of your brand and your Employer Value Proposition,” says Jennifer Swain of Clipper.

2. Focus on youth recruitment in your logistics operations

Does your business offer younger employees the things that are important to them in a job?

Having a diverse and inclusive culture, a strong environment strategy, a happy and supportive workplace and ways to develop and succeed are all attractive propositions to millennial and Generation Z workers. Make sure you tell younger potential employees about these things when you market your opportunities and your business as a workplace. Don’t be an #OKBoomer !

The world of transport and logistics can offer many people long-term careers with fantastic development opportunities, yet our White Paper found that young people are unaware of this. It’s vital that you tell them!

3. Look at alternative labour sources

While youth employment and engaging with schools and colleges is important, there are other groups which could fill vital roles in our sector. For instance, what about mothers returning to work after maternity leave? Dads wanting a career change? Or how about the older generation that could enjoy some time on the road as an HGV driver now their children have grown up and left home?

When recruiting for a role, think about how you can sell your roles and your organisation to different groups. “Consider flexible working and changing shift patterns to attract full time parents and retired people or reach out to ex-offenders or individuals with disabilities,” suggests Clipper’s Jennifer Swain.

4. Be competitive

When trying to attract candidates into logistics roles, it’s not enough to offer something comparable to other warehouse or haulage businesses. You’re competing for these candidates with roles in other industries, from retail to fast food outlets. To be truly competitive, you need to show potential employees what you can offer that they don’t.

Once talent is on board, it’s then vital to keep it.

“Your workforce will be more engaged if you invest in them,” adds FTA’s Sally Gilson. “Keep training going throughout employees careers and this will help with staff retention. If staff feel valued, they are much less likely to leave.”

5. Keep up with changes in the logistics sector

Our sector is constantly changing, so it’s important to think ahead and keep up with the next logistics challenges.

For instance, many businesses are looking at ways to ‘remove the need’ for staff. One proposed solution in the transport sector is modal shift, which could enable more freight to be transported by rail rather than road, making the LGV driver shortage less of an issue for employers.

There are similar considerations around reverse logistics and making lorry runs more productive. As well as the obvious positive environmental impact, it is more cost-effective to ensure that trucks come back to depot with full loads, while also requiring less drivers.

Professor Edward Sweeney raises the importance of ‘image shift’ when it comes to tackling skills shortage, moving “away from dirty trucks and big sheds to environmentally sustainable, globally connected and technologically advanced supply chains.”

Likewise, to protect the environment there is a need to educate people on the impact of ordering items online despite intending to return many of them. These returns have a big environmental impact that reaches further than just the transport and fuel costs, packaging for example. However, reducing returns also lessens the requirement for delivery vehicles on the road and those that drive them.

But how might trends like these affect your business operation and the recruitment and development of your people?

This is one of the ways in which our 2020 calendar of Talent in Logistics Conferences can help you!

Talent in Logistics Develop Conference

Created with logistics training professionals in mind, a key focus of the Talent in Logistics Develop Conference is future skills challenges and how you can address employee development challenges. Join us for the conference on Wednesday 22nd January 2020 at Hotel Football in Manchester to learn more from sector experts and your peers. Register for the Develop Conference.

Talent in Logistics Engage Conference

The next event of the year is our Engage Conference, focused on core topics such as how to engage with employees to increase productivity, reduce staff turnover, improve absence and safety incident rates. It takes place on 21st April 2020 at the Cranfield Management Development Centre in Bedford. Book tickets or find out more.

Live Forklift Operator and LGV Driver Competitions

The Talent in Logistics Live Competitions are dedicated to recognising and rewarding the Forklift Operators and LGV Drivers that keep the logistics sector moving every day. What better way to show you value the talent in your organisation and encourage employee loyalty?

The Forklift Operator of the Year competition roadshow will take place at venues across the UK in June 2020, while the LGV Driver of the Year competition will culminate with a live final on 23rd June at Newark Showground, Nottinghamshire.

Entries for the live competitions open in January 2020, and close in April. Enter now!

Winners of both competitions will be announced at the Talent in Logistics Awards in October 2020. Details of this prestigious event, dedicated to celebrating the best talent in logistics and transport, will be announced soon. Register your interest in the Talent in Logistics Awards to be the first to know all the details!

Talent in Logistics Attract Conference

The Talent in Logistics Attract Conference, on 10th September 2020 at the GTG Training Centre in Wolverhampton, is focused on helping you learn how to reach the range of potential employees needed to bridge the skills gap in the transport and logistics sector. Register your place now!

If you have any questions about our 2020 Talent in Logistics Event Calendar, don’t hesitate to get in touch!

Why your Instructors should attend industry events

Why Instructors Should Attend Industry Events

In the ever-changing logistics industry, it can be challenging to know where to begin when it comes to retaining and developing your trainers and instructors.

However, a good place to start is ensuring that your trainers and instructors receive regular training themselves and attend industry events. Here’s 5 reasons why.

1. Professional development is valued

What may at the time feel like losing staff members for a portion of time, be it a few hours to a few days, is a small price to pay when it comes to staff retention and development.

A survey carried out in 2018 found that two thirds of people leave their jobs due to a lack of training and development.

Continuous training throughout the year and regularly attending events will ensure that your instructors feel valued within the workplace and will ensure that time is well spent, not wasted.

2. Investment increases engagement

Investing in the people that lead your training teams can initially seem both costly and somewhat risky. What if you pay for instructors to attend an event and then a few months down the line, they leave your company? (And leave you out of pocket).

According to a study by ACAS, replacing a salaried employee can cost in excess of £30,000 once you’ve added up agency fees, advertising costs, HR and management time, as well as the potential cost of hiring temporary staff to provide cover in a process that can take an average of up to 7 months.

When people feel invested in, they are more motivated, engaged and loyal, leading to a lower rate of staff turnover. So in fact, investing in training and conferences for instructors could save you money!

3. It benefits your business

By gaining a new level of knowledge and understanding through continuous training and attending industry events, instructors will come back to your business and have the ability to deliver a better standard of training. This can result in greater safety throughout the workplace, as well as greater levels of efficiency and will help your business to grow and succeed.

4. Networking benefits learning

What better opportunity for instructors to speak to the relevant figures in your sector than at a conference, organised by those who understand it?

For example, with logistics experts all under one roof, there’s no better time to network with key people in your sector than at the Talent in Logistics Develop Conference in January 2020. It’s a perfect way for instructors to learn from their peers and take best practice and new knowledge back to the workplace.

5. Keep up with an ever-changing industry

The logistics sector is constantly changing, so it’s important to ensure that you think ahead, keep up with your competition and be ready for the challenges that are just around the corner.

How will your business need to adapt to developing a workforce in the face of increasing automation, for example? What standards and legislation are changing for workplace transport in the future? What can we expect next for transport and logistics apprenticeships?

Attend the Develop Conference on 22nd January 2020

Instructors can find out the answers to these questions (and more) at the Develop Conference on Wednesday 22nd January 2020 at Hotel Football in Manchester.

By attending, instructors and training providers can learn from sector experts and network with peers so that they can bring valuable new knowledge, skills and ideas back to your business.

Tickets for the Develop Conference are an affordable investment in your talent at just £75+VAT. Click here to register for the conference or for more information, contact the team on talentinlogistics@captib.co.uk or call 01952 520216.

For more advice and thought-provoking articles to aid in developing your instructors, you can also sign up for a free issue of the Talent in Logistics Journal online now.

How technology can help lift truck, LGV and logistics trainers

How technology can help lift truck, LGV and logistics trainers

We often hear resistance from trainers and instructors when it comes to utilising training technologies for logistics eLearning.  

Some believe that the use of eLearning, or similar, is not as engaging, some worry it will put people out of a job, and others feel that the quality of training isn’t as good as when its delivered hands-on by a skilled professional.

However, if the right logistics training technologies are used correctly, they can create an opportunity for instructors and trainers, not a threat.

Re-thinking logistics e-learning

When it comes to transport and logistics training, e-Learning has mixed reviews. The term will usually just conjure up thoughts of decks of clickable PowerPoint slides online.  While these may have worked for some organisations, for others they delivered poor engagement. Meanwhile, training providers struggled to explain to potential clients why reading a series of slides alone may not be enough to ensure high quality theory training.

However, just because some transport and logistics trainers have had a bad experience, it doesn’t mean that lift truck eLearning or LGV eLearning should be written off. In fact, there are organisations that are re-thinking the whole approach for delivering theory training.

Digital storytelling

For instance, workplace transport regulatory body RTITB has recently launched eTruck UK, an online digital storytelling platform where candidates learn by following a story that tackles complex themes enabling candidates to complete their lift truck theory training before attending practical training and taking their final assessments. 

In future, could training of this type become an alternative to what some consider ‘boring’ theory training?

The opportunity for AR

AR (augmented reality) or VR (virtual reality) have been available in the training industry for some time. However, while giants such as Walmart have made VR a core part of their employee training, the logistics and transport sector has been slower to adopt this type of training technology. 

However, for some businesses these technologies can be used throughout the learning journey by training departments looking to increase engagement, reduce cost and improve safety.  For example, a lift truck training simulator could offer significant benefits to big organisations who deliver training on-site and large training providers, with the benefit that they can train a greater number of operators. 

Rather than going straight to the training area, learning can be accelerated by building the trainees’ muscle memory on a realistic forklift simulator in the classroom and improving their awareness of space and hazards from the outset.  While lift truck training simulators cannot replace Basic Training, they can certainly be used to aid it, as well as supporting Specific Job Training and Familiarisation Training. 

Playing with the idea of training

Logistics and transport training – the theory side in particular – can have a reputation for being boring. However, logistics training technology is a great way to make learning fun! 

The global mobile gaming market is set to be worth $68.5 billion by the end of 2019 and trainers can harness that interest by using apps and games as highly effective training tools. Just take the example of Coca Cola, who used an app-based video game to deliver leadership training which received a 99% recommendation rate from those who completed it.  That’s a level of feedback that most lift truck or LGV trainers would be delighted with!

Seize the opportunity of training technology

Just as parking assistance sensors don’t take the place of a driver, transport training technology and logistics eLearning is not there to replace instructors and trainers, but to help them. 

By adopting carefully chosen new training technologies, logistics industry trainers could find new ways to improve engagement, efficiency and training effectiveness. That’s why this will be a key point on the agenda at the upcoming Talent in Logistics Develop Conference.

Don’t be left behind, particularly if you are a training business. You may find that it will help your business grow, give you more time and make you more profitable. All the while, making the trainees even better at their jobs!

Join us for the event on Wednesday 22nd January 2020 at Hotel Football in Manchester to learn more about how trainers can benefit from emerging training technologies, as well as hearing from transport and logistics industry experts about some of the other important topics that currently affect instructors, trainers, training managers and L&D professionals.

Register for the Develop Conference or contact us to learn more.

Also, make sure you sign up for a free issue of the Talent in Logistics Journal online at www.talentinlogistics.co.uk.

 

AO Logistics Wins Innovative Training Programme 2019

Launched in 2013, AO Logistics’ STAR Programme was launched and created in order to identify where their current talent lay. Judges were convinced that this well-constructed talent training programme inspires professionals to develop and grow in their careers, and so, they picked up the title for Innovative Training Programme at the Talent in Logistics Awards 2019.

The 12-month programme was designed to be a self-actualisation initiative for keen AO’ers who want to develop their soft skills, business acumen and to become the best version of themselves that they can be.

As AO was growing, they had been successful in spotting and up-skilling their workforce, but needed a platform for their current talent to be recognised. Those enrolled on the programme were given the opportunity to be involved in mater-classes delivered by the senior team, team-working activities and charity fundraising projects. Over the course of the 12 months, employees are then congratulated for their efforts via the STAR Programme Graduation and Awards.

The stand out qualities and purpose for this programme is for AO’s talented people to be the best that they can be. Speaking to Helen Hookway, Head of People & Development for AO, on the night of the awards, she was delighted to pick up the Innovative Training Programme award on behalf of AO and said: “It feels amazing to win this award because we are incredibly proud of our STAR programme. It has been running for six years now and is an internally designed programme which promotes our culture and values at its core.

“We have had some amazing successes with ‘STAR’, seeing 65 internal promotions from 63 graduates including discovering over two thirds of our depot Managers in AO’ers who have completed the programme. To date, 81% of our STAR graduates have remained with AO. Our STARS have also raised over £80,000 for local charities as part of their “giving something back” challenge. STAR is going from strength to strength and has become a key element of our internal talent management strategy. We add and take away elements every year to keep it current and fresh, and we hope that it will run for many years to come.”

If you believe that your talent training programme inspires professionals to develop and grow in the workplace, then it’s time to enter the Talent in Logistics Awards 2020 Innovative Training Programme category. Entry dates for the 2020 Awards will be announced in the upcoming months. Find out more about the category here.

Rock City Stage Crew’s Matthew Brooks Wins Instructor Of The Year 2019

With a clear dedication to training, Matthew Brooks of Rock City Stage Crew is constantly pushing himself to better his knowledge and skills to be the best Instructor in the industry. Because of his engaging and inspiring teaching methods, he recently picked up the Instructor of the Year title at this year’s Talent in Logistics Awards.

As well as working hard in the run up to his training courses, he also makes each of his sessions very enjoyable and delivers them to the highest of standards. Matthew’s commitment to always going the extra mile has proven, as he aspires to help each and every one of his candidates to learn and take away the tools to be outstanding operators.

Matthew’s dedication to training never wavers, as he is continuously improving his own knowledge and skills set. This has shown as he receives a lot of repeat business, which in itself is testament to his training style.

Speaking to him at the 2019 Talent in Logistics Awards on 27th June, he said: “I am shaking, I did not think that I would win this category, as I was up against some very big names. But I am very humbled and honoured to be recognised for this award. I work very hard to keep the courses we offer engaging for our delegates, and this award will help in recognising this. Thank you to Talent in Logistics for supporting me.

Commenting on Matthew’s achievements, Joanne Martin, Training Centre Manager, from Rock City Stage Crew said: “We are incredibly proud of Matt’s achievements here at RCSC Training. Matt continually furthers his knowledge and experience, in order to pass this onto the delegates that attend our courses, and all of the feedback we receive, is always positive. We are very excited by this award, and cannot wait to attend again next year. Thank you Talent in Logistics.”

Instructors play a vital role in expanding the sector of logistics professionals, from planning training sessions, programme delivery and being patience teachers. If you believe that you are the next Instructor of the Year, then it’s time to enter the Talent in Logistics Awards 2020. Entry dates for the 2020 Awards will be announced in the upcoming months. Find out more about the category here.

Tesco, Scania Training & South Essex College Wins Collaboration In People Development 2019

It’s clear this forward-thinking partnership has a clear and well-executed people development strategy. Described by judges as an ‘inspiring collaboration’, Tesco, Scania Training and South Essex College picked up the Collaboration in People Development title at the 2019 Talent in Logistics Awards earlier this year.

In 2014, Tesco launched their Warehouse to Wheels programme. But due to the overwhelming demand for individuals to develop their career opportunities within the transport department, they decided the current LGV Apprenticeship would be more beneficial for both the company and the individuals. As their first venture into such a project, they soon realised they needed to work in collaboration to achieve their desired results.

With multiple sites to include, Tesco’s partners needed to be far reaching and diverse enough to cover all areas with intended apprenticeships. Scania Training and South Essex College provided the service required and have since continued to develop a comprehensive and detailed apprenticeship programme. Working in partnership, Scania Training deliver the license acquisition, South Essex College the functional skills and classroom-based training and Tesco the ongoing training and development of the individuals over the course of the programme, with the investment of a minimum four week block training schedule.

Tesco’s view for the apprenticeship programme has always been about the individuals involved, whether that be the apprentices, trainers or training partners. Tesco not only use the funding available from the apprenticeship levy, but invest heavily in the future of their transport department. They are currently investing funds in people development, not only for today, but for up to five years in the future where they recognise that employee development, driver retention and quality of training will be of paramount importance.

On the evening of the awards ceremony, all three partners were delighted to come together to pick up the accolade. Annabel Thompson, Transport Development Manager from Tesco said: “We are proud to have won the award for Collaboration in People Develop, this award celebrates organisations that recognise that people development is the key to company success and have collaborated with other organisations to make their workforce and the industry stronger.”

With the current investment of Tesco’s views and aims, they provide development opportunities for each and every individual, therefore looking after their workforce and customers.

Does your organisation recognise that people development is the key to company success? Have you collaborated with other organisations to make your workforce stronger? If so, then it’s time to enter the Talent in Logistics Awards 2020 Collaboration in People Development category. Entry dates for the 2020 Awards will be announced in the upcoming months. Find out more about the category here.

GTG Training Wins Training Provider Of The Year 2019

GTG Training certainly stand out for its approach to training and committing themselves to fully investing in skills and people. Having recognised the importance of investing in the workforce of the future, they picked up the Training Provider of the Year award at the 2019 Talent in Logistics Awards in June. 

Striving to provide a great working environment, they create a great learning environment that gives young people aged 16 and over the opportunity to learn while they work. For over 30 years, GTG Training’s Transport department has been delivering training to all sectors of the transport and logistics industry.  

Continually looking to develop and improve, GTG hold regular standardisation meetings with their training managers and instructors, share best practice & experience at meetings & workshops, collaborate with awarding bodies, continually update training courses and develop their staff to be the best in the sector.

As a leading training provider, the organisation carries out robust observations of teaching, learning and assessment as part of their quality framework, both paired and peer reviewed. In 2018, the company trained and certificated over 21,000 people in logistics courses, with 482 apprentices completing apprenticeships in Driving Goods Vehicles, Logistics Operations and Warehouse & Storage. As well as this they have trained and aided 272 unemployed people back into work within logistics through government funded Employability Programmes and the Black Country Impact Project.

Their customers return repeatedly and many organisations credit them with playing a vital part in their logistics operations, helping to develop and grow their workforce, providing staff with essential training. Working with awarding bodies to ensure that trainee competency and confidence is applied, GTG are built on family values, including integrity, tolerance, diversity and stability. This has shown with their commitment to training, progression and career development as well as giving back to their communities.

On the night of the awards, the GTG Training team were delighted to pick up Training Provider of the Year. Speaking to Pamela Brown, Transport Manager, she said “This was our first entry into this fantastic awards competition, so we were delighted to be shortlisted in the Training Provider of the Year category. The judges were looking for logistics organisations who engage with their staff and develop skills to retain exceptional people and attract new employees.

“At GTG we are fully committed to delivering the highest standard of training, so we are honoured that the judges recognised our contribution to the sector. Winning this award makes me personally proud in my role as GTG Transport Manager, but like everything we do this was a big team effort.

“Achieving this award is a testament to our exceptional Instructors, Administration Staff and everyone else at GTG who endeavour to provide the best learning experience for our logistics customers throughout the UK.

“GTG in Scotland have been involved in training for over 40 years so winning this award will help promote our Centre in England. GTG are always expanding and looking for new avenues to deliver training to the transport and logistics Industry.  We are extremely customer focused and strive to continue to deliver quality training to both the current and next wave of talent in the industry.”

If your organisation or your training provider demonstrates outstanding achievements in delivery for vocational education and training, then it’s time to enter the Talent in Logistics Awards 2020 Training Provider of the Year category. Entry dates for the 2020 Awards will be announced in the upcoming months. Find out more about the category here.

Eddie Stobart Wins Training Team Of The Year 2019

With a central training team dedicated to improving the overall quantity and quality of both new and existing talent, Eddie Stobart is passionate about the development of its drivers, warehouse operatives, support staff and management. In recognition of this, Eddie Stobart recently picked up the Training Team of the Year title at the Talent in Logistics Awards 2019 having demonstrated outstanding achievements and accomplishments to grow their workforce. 

Helping to redefine the training benchmark for the logistics sector, the training team ensures training is delivered to the highest standard, adhering to a philosophy of continuous professional development. The training team caters to various training needs for new employees in order for each individual to grow in their career – whether it’s operational training, management development or apprenticeship & graduate programmes. 

Each individual has different learning needs, and so the team fosters a culture of precision, working to determine bespoke requirements for each employee. The supportive culture extends beyond training, for example, on completion of the Cat C+E license, drivers are guaranteed a driver interview at their nearest depot, a buddy to ensure they’re confident on the road, further tutoring and refresher courses for further development.  

The team also recently launched a new learning management system to ensure online and face-to-face lessons are more integrated, as well as being one of the only industry teams to use psychometric testing in recruiting. This testing ensures the company recruits the best drivers with the behaviours and characteristics that fit the company culture and standards.

Angelina Miley, HR Director, from Eddie Stobart said: “I am absolutely thrilled that our training team has been recognised at these prestigious awards. At Eddie Stobart, we aspire to be the employer of choice and this award further cements the commitment we provide in delivering first class training across the industry.” 

If you believe that your training team has demonstrated outstanding achievements or accomplishments in your area of expertise, then it’s time to enter the Talent in Logistics Awards 2020 Training Team of the Year category. Entry dates for the 2020 Awards will be announced in the upcoming months. Find out more about the category here.