Investing in developing the skills and talents of our employees is vital to our continued success. Our various programmes cover technical, managerial and procedural skills underpinned by a heavy focus on health & safety (for more information see Health & Safety Training.)
In 2016 296 new employees joined the Group in some form of trainee role, however training is not limited to new entrants and during the year the amount of training provided to our workforce increased by 3% to 10,550 days (2015: 10,212), which equates to 2.3 days per worker (2015: 2.4). Training for our staff is tailored to the specific needs of each person and employees are encouraged to continue their professional development throughout their career, not just at the start of it.
As an example of this, centralised Group support was introduced to assist the regional planning, land and design teams. This offers a key support framework dealing with a complex area of interrelated disciplines with improved structure and guidance. Team guidance documents have been introduced and training programmes undertaken to explain best practice in line with Group wide objectives and how to apply it day to day. This practical approach towards improving the knowledge base of these teams has supported further investment in staff including mentoring and assistance towards professional accreditation.
Persimmon is committed to playing a full and active role in the Home Building Skills Partnership (HBSP), a joint initiative of the Construction Industry Training Board and the Home Builders Federation. The Partnership aims to train over 40,000 people by 2019, collaborate with 180 colleges across the country and support over 3,000 companies involved in home building or its supply chain, in an effort to address the skills shortage in the sector, which presents such a key challenge to expanding output by the industry. HBSP will invest £3.8m over a four year period to train new and experienced workers, with a further £1m going towards graduate schemes for non-trade roles within the industry, such as marketing. The initiative will look to promote collaboration on skills across the supply chain so that the industry as a whole can better plan for its future needs.
Training and development initiatives include:
- Accreditation programmes for site supervisors, managers and contracts managers leading to an NVQ level 3, 4 or 5.
- Health & safety training for our workforce, whether office or site based, to ensure they carry out their duties safely.
- Regular customer service skills training for all employees responsible for customer care.
- Employees who regularly use IT applications receive full training and instruction.
- Support, in the form of course/exam fees, study leave, and/or day release, for recognised professional qualifications.
|Our People — Strategic Objectives|
|In 2017 we will:||Actions and Measurement|
|Aim to be the industry destination of choice for graduate, trainee and apprentice recruitment|
Improve quality of training at all levels
Support the aspirations of our workforce through our people management
|Consolidate our position as one of the UK’s leading employers of ex-military personnel and adult up-skilling||Increase the number of people completing training courses and integrated into the workforce|
|Continue to demonstrate commitment to equality and diversity throughout the business||Maintain accreditation in Employment and Customer Service at least at Silver level|