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Using Labour Market Intelligence

This presentation by Wendy Fowles-Sweet explores the significance of employer engagement in higher education. It emphasizes the need for continual skills enhancement, facilitated by universities offering lifelong learning opportunities. Engaging employers early in the educational process helps produce graduates who meet industry demands and are ready for the workforce. Strategies for fostering these relationships include long-term collaboration, curriculum development tailored to professional standards, and regular engagement forums. By utilizing labour market intelligence, higher education institutions can better align their offerings with employer needs, fostering a mutual partnership that benefits students and employers alike.

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Using Labour Market Intelligence

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  1. Using Labour Market Intelligence Wendy Fowles-Sweet, CEng MRAeS CPDA Co-ordinator UWE Learning and Teaching Associate Fellow

  2. Why Employer Engagement? • Skills need to be continually up-graded and enhanced – universities can provide this life long learning • If employers are engaged at the earliest stages they will have employable graduates who “tick all their boxes” and can quickly apply what they have learnt • HEIs can offer academic learning from Short Courses to Doctorates – students take these awards to enhance their career opportunities

  3. What can we do? Some of many options: • Long-term Relationship Building • Curricula Development to include application • Relating Academic Qualifications to Professional Recognition • Regular Employer Engagement Fora = Employer Involvement and Commitment

  4. Why Labour Market Intelligence? • HEIs and Employers do not find it easy to work together • Real time projects and academic years do not easily map • Not easy to find ways into HEIs • Not easy to find ways into Employer Organisations

  5. Relationship Building • Market Intelligence, not Sales • Develop long term relationships with employers, recognising we will not be their sole academic partner, but willing to collaborate as needed • Ensures award curricula meet employer demand • Enables bespoke offerings, based on generic concepts and organisational needs • Identify direct route to potential students

  6. Engaging Employers - PABs • Professional Advisory Boards • Relatively easy if the subject matter is applied, such as Engineering, harder if subject is “Pure”, such as Maths or Physics • Developing Professional Institution relationships for award accreditation • What can be achieved • Employer appreciation of the learning required in that topic • Employer input – curricula, lecturing, placements, seminars, etc • Academic awareness of current sector needs • Long term employer interest in students at all levels • Research opportunities

  7. Summary • “Employer-focused learning” requires a different approach than traditional “student-focused learning” • Relationship building is required to gain trust and ensure the learning offered is what is needed • This approach is likely to achieve ever greater employer / HEI collaboration, enhancing labour market intelligence

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