Build Beyond Referrals: New Workshop Helps Businesses Create a Reliable Client Pipeline

For many consultants, coaches and professional service firms, referrals remain one of the most valuable ways to win new business.

A recommendation from a satisfied client often comes with built-in trust, making it easier to secure new work.

However, relying too heavily on referrals can also leave businesses vulnerable. 

When recommendations slow down, so can the sales pipeline.

A new one-day workshop from Maverrik aims to help expert-led businesses change that by providing a practical framework for generating new clients consistently, without abandoning the benefits of referrals.

The Build Beyond Referrals One-Day Intensive has been created for executive coaches, business coaches, boutique consultants and expert-led businesses across sectors including professional services, financial services and technology.

Rather than encouraging businesses to replace referrals, the programme focuses on building a structured client acquisition system that works alongside them, giving organisations greater control over future growth.

Dean Seddon, Founder of Maverrik and author of Get Growing, believes many businesses leave business development until it's too late.

He told That's Business: "Referrals are valuable, but they leave too much to chance. When referrals become the main route to new business, your pipeline can become vulnerable, and business development often only gets attention once things have already started to slow down."

He went on to tell us that the workshop is designed to give business owners a repeatable process for generating opportunities, helping them feel more confident about winning new work regardless of referral levels.

Unlike traditional seminars, the intensive is designed as a hands-on working session. Delegates spend the day developing their own client acquisition framework, leaving with practical tools that can be implemented immediately rather than simply taking away ideas and notes.

The workshop is built around three key areas:

Proposition: Identifying the right audience, refining messaging and creating compelling offers.

Pre-selling: Building credibility, trust and visibility before sales conversations begin.

Pipeline: Creating a repeatable process for generating leads, booking meetings, presenting offers and following up effectively.

Together, these elements aim to provide a sustainable approach to business development that reduces dependence on unpredictable referral activity.

The Build Beyond Referrals One-Day Intensive will be held at three UK locations during September 2026:

Bristol – Tuesday 22 September

London – Wednesday 23 September

Manchester – Thursday 24 September

Attendance is limited to just 25 delegates at each event, allowing participants to receive tailored guidance while working alongside fellow business owners facing similar growth challenges.

Dean Seddon brings over 14 years of experience in social selling and client acquisition. During that time he has trained over 150,000 professionals, worked with organisations including Microsoft, Salesforce and BT, and helped clients generate more than $100 million in new business revenue.

Standard and Premium attendance options are available, with the Premium package including additional implementation resources, AI coaching and a one-to-one strategy session to help businesses put their new client acquisition systems into practice.

To learn more or to book places please visit https://maverrik.io

Why Staff Training Is Essential for Every Business

Or why training should be at the heart of every business. 

Discover why training should be a core part of every business strategy, helping improve customer service, staff retention, productivity and long-term success.

Whether you run a small independent cheesemonger, manage a multi-branch chemist chain, or lead a professional business consultancy, one thing remains true: your people are your greatest asset. Yet far too many organisations still view training as an expense rather than an investment.

That mindset can prove costly.

The difference between a thriving business and one that struggles often comes down to the knowledge, confidence and professionalism of the people representing it every day.

Every Customer Interaction Matters

Customers judge businesses on the experiences they receive. A knowledgeable member of staff who can answer questions, offer advice and provide excellent service can turn a casual visitor into a loyal customer.

Conversely, poor service can drive customers away for good.

Imagine walking into a specialist food shop looking to spend a significant amount of money. If staff appear distracted, disengaged or more interested in personal conversations than serving customers, that potential sale may be lost. Worse still, the customer may never return.

A very dirty public-facing part of a national pharmacy chain

Training helps employees understand the importance of customer service, communication skills and professional behaviour. It ensures they recognise that every interaction has the potential to strengthen or damage the business's reputation.

And a business that doesn't teach and practice could cleaning and hygiene practices will put off potential clients or worse, potentially make people ill. 

Small Businesses Need Training Too

There can be a misconception that training is only for large corporations with substantial budgets.

In reality, small businesses often have even more to gain.

When a company has only a handful of employees, each person's performance has a significant impact on customer satisfaction and profitability. A single poor experience can affect online reviews, word-of-mouth recommendations and repeat business.

Regular training sessions do not have to be expensive. They can involve product knowledge updates, customer service workshops, health and safety refreshers or simply discussions about business values and expectations.

Keeping Skills Up to Date

Markets change constantly. New technologies emerge, regulations evolve and customer expectations shift.

Businesses that fail to train their staff risk falling behind competitors.

A chemist chain must ensure employees understand new healthcare guidance and products. A consultancy firm needs staff who are familiar with the latest industry trends and best practices. Retailers need employees who understand changing consumer behaviour and digital tools.

Training keeps businesses agile and competitive.

Building Employee Confidence and Retention

Employees who receive regular training often feel more valued and supported. They gain confidence in their roles and are better equipped to handle challenges.

This can lead to higher job satisfaction, improved morale and lower staff turnover.

Replacing employees is expensive. Recruiting, onboarding and training new staff can cost far more than investing in the development of existing team members.

A Competitive Advantage

In a world where customers have countless choices, exceptional service can be a powerful differentiator.

Products can often be copied. Prices can be matched. What competitors cannot easily replicate is a team of well-trained, engaged employees who consistently deliver outstanding experiences.

Training should not be viewed as an optional extra or something reserved for large organisations. It is a vital business function that directly influences customer satisfaction, employee performance, profitability and long-term success.

From the smallest independent retailer to the largest national chain, businesses that invest in their people are investing in their future.

LearnPro Group Acquires RiVR to Enhance its Immersive Learning Offer

LearnPro Group, backed by Apiary Capital, today announced the acquisition of key immersive training products and technologies from RiVR (Reality in Virtual Reality Ltd.), marking a major expansion of the Group’s virtual reality learning capabilities across emergency services, healthcare, defence, industrial and wider safety‑critical sectors.

The deal includes the innovative “Classroom in a Box” video-based RiVR Link training solution, as well as RiVR Fire Investigate and RiVR Crime Scene Investigate, which rely on advanced photorealistic capture and simulation technologies.

A team of nine specialists responsible for developing and operating these products, led by Bradley Woodward, has now joined LearnPro Group and will continue to work from their existing site in Southam, Warwickshire, as an integrated part of LearnPro Group’s global business operations.

With this acquisition, LearnPro Group significantly strengthens its ability to deliver immersive, scenario‑based learning experiences, adding the complementary RiVR platform to its market‑leading XVR simulation suite.

The deal was supported by Elucid Partners’ Paul Turner and James Barraclough, who acted as sell-side corporate finance advisers to RiVR.

LearnPro Group CEO Costi Karayannis told That's Business: “RiVR has earned a reputation for producing exciting immersive training tools and content to support a range of use cases across emergency, health, public and other high-risk settings. 

"By bringing these innovations into LearnPro Group, we’re accelerating our mission to provide the most advanced, flexible, and impactful learning ecosystem available today.”

RiVR’s Bradley Friend Woodward told us: “Joining LearnPro Group allows us to take the technologies we’ve built to the next level. This partnership gives our team the resources, reach, and strategic alignment we need to accelerate innovation and deliver even greater value to customers. It’s an exciting next step.”

RiVR’s technologies are used across the UK, North America, Asia and Australasia. They combine high-quality video and VR and AR environments, built from real‑world burns, crime scenes, and high‑risk scenarios, enable learners to safely practice complex decision‑making, evidence gathering, and operational procedures with unprecedented realism. 

In particular, the Classroom in a Box solution, RiVR Link, allows users to build impactful video-based learning in an agile, effective way.

RiVR’s immersive solutions naturally complement LearnPro Group’s XVR VR simulation platform. Together, these solutions provide a more comprehensive range of products and training experiences that connect theory, simulation, assessment, and real‑world scenario practice.

https://learnprogroup.com

UniCredit launches the second edition of Skills for Transition with POLIMI Graduate School of Management, doubling its reach for students across Europe

UniCredit has announced the second edition of Skills for Transition, a social programme that provides strategic training to young people, including both students and people not in education, employment or training (NEETS) expected to be impacted by the green transition.

The student stream, developed in partnership with POLIMI Graduate School of Management, the business school of Politecnico di Milano, offers selected students the chance to take part in two educational paths, a Master's programme for recent graduates and a four-month bootcamp open to both high school graduates and university students.

Both are aimed at increasing knowledge and awareness around the green transition and the Net Zero framework, helping students acquire skills that will boost their future employment prospects. 

Participants will have the opportunity to gain hands on experience with companies most exposed to the green transition and address sector‑specific changes shaping industries such as manufacturing, energy and urban development.

Following the success of the first edition, this stream has doubled its geographic reach, expanding from six countries to twelve, with students now able to join from Italy, Germany, Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Republic, Romania, Serbia, Slovakia, Slovenia and Hungary.

The second edition of the Skills for Transition will also include a stream dedicated to young people who are not currently in education, employment or training (NEETs), in partnership with Glocal Factory, a social cooperative. 

Due to be launched this Spring, it will support the EU’s target to reduce the number of NEETs to below 9% by 2030, and will be open to NEETs in Italy, Germany, Austria, Bosnia Herzegovina, Bulgaria, Croatia and Romania.

The first edition of the Skills for Transition delivered 60,000 hours in training to students, workers and NEETs, providing them with the skills they need to navigate the transition. The student stream was highly commended in the Best Partnership Award category at the AMBA & BGA Awards, in recognition of UniCredit and POLIMI’s collaboration.

The initiative sits firmly in line with UniCredit’s commitment to promoting a just and fair transition and its consistent support for education – a key driver for Europe’s future.

“Education is one of the most powerful drivers of a fairer, more sustainable future. As economies in Europe transition to Net Zero, we are proud to be launching the second edition of Skills for Transition and expanding its reach to help more students access employment opportunities and build the skills they need to adapt in a rapidly changing world." Fiona Melrose, Head of Group Strategy & ESG at UniCredit, told That's Business.

“We are proud to renew our partnership with UniCredit to address one of the most urgent challenges of our time. Skills for Transition reflects our purpose to nurture innovators to shape a better future for all, equipping young people with the capabilities needed to thrive in the green transition. 

"We look forward to expanding this programme’s impact across Europe” said Federico Frattini, Dean of POLIMI Graduate School of Management and Scientific Director of the programme.

https://www.unicreditgroup.eu/

MODS Launches Digital Enablement Service to Maximize ROI from Industrial Software Investments

MODS, a global provider of intelligent industrial software solutions, announces the launch of their Digital Enablement services, ensuring customers achieve immediate value, seamless adoption, and overall success from their digital investments.

An agile software provider, MODS moves beyond traditional implementations to deliver a bespoke experience that helps clients maintain business continuity through every stage of digital transition. 

MODS Digital Enablement supports the full journey from purchase to business-as-usual and beyond. 

The service combines training, system configuration, data readiness, an interim Super User, software customization, and continuous support into one flexible offering.

“At MODS, we don’t just provide software — we deliver success. Digital Enablement is a proactive change management and implementation service that ensures our customers realize value from Day 1, with quality-assured workflows, rapid adoption, and a clear path to measurable ROI.” – Jon Bell, CEO told That's Business.

From Purchase to Performance: A Proven Enablement Model

MODS Digital Enablement follows a six-step framework to deliver seamless implementation and long-term value:

Agree & Train – Full product demonstrations, user training, and skills-gap closure.

Optimize – Workflow assessments to identify and resolve process pinch-points before go-live.

Quality Assure – Data collection, digitization, validation, and system tuning to client needs.

Pre-populate – Systems are pre-loaded with project or asset data for immediate use.

Support – Ongoing change management, training, and implementation assistance.

Business as Usual – MODS can temporarily operate digital workflows on behalf of clients to ensure continuity during transition.

This approach significantly reduces implementation time and delivers value from the first day of use.

Designed for Real-World Project Workflows

MODS Digital Enablement includes bespoke software customization. Enhancements may include new features, integrations, templates, and workflow tools tailored to a client’s operational environment. Examples include: integration with enterprise systems (e.g., ERM), bespoke templates and automated reports, and new tools that streamline execution workflows. These customizations ensure faster returns on investment while aligning digital systems with existing processes.

https://mods.solutions

What’s Happened to Our Bus Drivers? The Decline in Driving Standards and Passenger Care

It used to be that bus drivers were known for their professionalism, calm, capable, courteous and confident behind the wheel. 

Bus drivers were the backbone of our public transport network: reliable, responsible and respected. 

Yet in recent years, passengers across the UK have noticed a worrying decline in driving standards and customer service among some drivers. 

From mounting pavements, cutting out parts of routes due to laziness, taking wrong turns to arguing with passengers and mishandling disabled travellers, the once-proud image of the British bus driver seems to be under strain.

So what’s gone wrong, and what can be done to fix it?

A Catalogue of Concerns

Ask regular bus passengers and you’ll hear similar complaints cropping up again and again:

Mounting kerbs and cutting corners: It’s become alarmingly common to see buses bumping over pavements or clipping kerbs, often endangering pedestrians, bursting tyres and damaging wheels.

Wrong lanes and missed stops: Some drivers appear uncertain of routes, occasionally taking wrong turns or missing key stops, causing confusion and delay.

Poor passenger communication: From curt replies to outright rudeness, many passengers report that some drivers seem impatient or dismissive, especially toward the elderly, those with disabilities, or parents with prams.

Ticketing confusion: Whether it’s uncertainty over newer ticketing systems, contactless payments, or concessionary passes, too many drivers seem unsure how the system actually works. And don't want to find out.

Neglecting disabled passengers: There are troubling reports of drivers who fail to lower ramps, deliberately drive past passengers with wheelchairs,  refuse to move buggies from wheelchair spaces, or treat disabled passengers as an inconvenience rather than valued customers.

These are not isolated incidents, they’re part of a pattern that points to deeper issues within the industry.

Why Standards Have Fallen

Several factors have contributed to this decline:

1. Understaffing and Stress

The bus industry has struggled with severe driver shortages since the pandemic. Many experienced drivers retired or left for better-paid, less stressful jobs, leaving operators scrambling to recruit and train replacements. The result? Overworked, undertrained drivers trying to keep services running under pressure.

2. Poor Pay and Working Conditions

Bus driving is a demanding job with long, irregular hours and often modest pay. Low morale and burnout are common, especially in cities where traffic congestion and passenger abuse are daily challenges.

3. Insufficient Training

In the rush to fill vacancies, some companies have cut corners on training. Route familiarisation, disability awareness, and customer service modules are often compressed or skipped entirely. Drivers may know how to operate the vehicle, but not how to manage the people inside it.

4. Lack of Accountability

Passenger complaints sometimes seem to vanish into the ether. Without meaningful follow-up, poor behaviour can continue unchecked. Some operators lack transparent disciplinary or retraining systems.

5. Complex Modern Systems

From smart cards to contactless payments and app-based ticketing, modernisation has outpaced training. Drivers are often left to troubleshoot technology while trying to keep to a tight timetable.

The Impact on Passengers and the Industry

When driving standards fall, everyone suffers:

Passenger confidence drops, leading to fewer people using public transport.

Disabled passengers lose independence, as accessibility becomes inconsistent. Buses cancelled or stops missed without warning or valid reasons can mean missed medical appointments.

Public image declines, damaging operators’ reputations and recruitment efforts.

Road safety risks increase, putting lives in danger.

In short: a small number of poorly trained or demoralised drivers can tarnish the entire sector’s reputation.

How to Turn Things Around

It’s not too late to rebuild pride in the profession. Here’s how:

1. Invest in Better Training

Operators must return to comprehensive, mandatory training, not only for driving skills but also for communication, customer care, and disability awareness. Refresher courses should be required regularly.

2. Improve Pay and Conditions

If we want professional drivers, we must treat them like professionals. Fair pay, better scheduling, and mental health support would go a long way towards improving morale.

3. Enforce Accountability

Clear, transparent systems for complaints and discipline should be standard. Passengers need to see that their feedback matters.

4. Strengthen Route Knowledge

Drivers should be tested and certified for the routes they drive. Sat-navs should supplement, not replace, proper local knowledge.

5. Rebuild Respect

Both sides, passengers and drivers, need a reset in how they treat each other. Public campaigns promoting mutual respect and the value of bus drivers could help restore civility.

6. Ensure drivers have good quality buses to drive on their routes

There are examples of buses so poorly maintained that even during summer months with external temperatures exceeding 36C (96.8F)  the drivers had to leave the heating in their bus at full blast in order to stop the engine from seizing, thus resulting in horrendously overheated bus journeys for both passengers and drivers.

The Road Ahead

Buses are lifelines, connecting communities, reducing traffic, and cutting emissions. But the people driving them deserve as much investment and respect as the vehicles themselves.

A professional driver should feel proud of their role, confident in their training, and supported by their employer. Passengers should feel safe, respected, and valued.

The decline in standards isn’t inevitable — it’s a symptom of neglect. With proper leadership and renewed focus, Britain’s bus services can once again set the standard for public transport done properly.

M&S resets Early Careers programme in search for its next generation of retail leaders

Retailer has quadrupled the number of places available for 2024 intake - reflecting M&S’ commitment to finding the best retail talent  

Open to school-leavers and graduates, candidates could be running a store in just two years 

School leavers have the opportunity to complete a degree-equivalent apprenticeship  

M&S has relaunched its early careers programmes as applications open for its 2024 intake. 

Each programme has been reshaped and simplified to focus even more on the store experience, with each aligned to three key business areas: Retail through the Retail Leaders Programme¹, Food through the Food Business Programme², and Clothing & Home through the Clothing & Home Business Programme³. 

The scale of 2024’s Retail Leaders Programme is significantly bigger – the retailer wants to attract 114 people which will comprise 38 school leavers and 76 graduates (compared to 29 graduates in 2023). The four-fold increase reflects M&S’ focus on developing talent who want early accountability, can bring fresh perspectives, and build the skills to become future leaders in the business.  

School-leavers and grads on the Retail Leaders programme will be hands on from day one, building the skills and experience needed to manage a store. By the end of the two (or three)* year programme, they will be managing a store of their own - the equivalent of running a business with a multi-million-pound turnover.   

Six months after starting the Retail Leaders programme, school leavers will have the opportunity to complete a Level 6, degree equivalent, apprenticeship. The retailer appreciates that further study isn’t for everyone, so the apprenticeship qualification is completely optional.  

With a passion for finding the best talent from a broad range of people – school leavers to graduates – M&S’ CEO, Stuart Machin, had a personal interest in shaping the schemes. He drew upon his own experience - where a job at a supermarket as a teenager set him on the path to becoming the Chief Executive of a FTSE 100 company, to make sure the programmes equipped talent with the skills they need to lead a M&S store of the future.  

Read this blog from Stuart, our CEO, to find out more: A job in retail? It’s not just any job… | Marks & Spencer (marksandspencer.com) 

Find out more about the programmes: M&S Careers (marksandspencer.com) 

Employee Training and Development Strategies: A Roadmap to Success for Your Business

In today's fast-moving and dynamic business environment, employee training and development have become essential for an organisation's growth and success. 

The constant evolution of technology, changing customer demands, and global competition necessitate a workforce that is adaptable, skilled, and continually improving. 

In this blog post, we will explore the importance of employee training and development strategies and provide insights into how organizations can implement effective programs to empower their employees and stay competitive.

Why Employee Training and Development Matter

Enhanced Productivity

Training and development programmes equip employees with the knowledge and skills they require to perform their tasks efficiently. As employees become more proficient in their roles, they contribute to increased productivity, reducing errors and reducing inefficiencies.

Employee Engagement and Retention

Investing in your employees' growth shows them you value their contributions and are willing to invest in their future. This, in turn, boosts employee engagement and can reduce turnover rates. Employees are more likely to stay with an organisation that offers opportunities for personal and professional development.

Improved Innovation

Well-trained and well-developed employees are more likely to think creatively and contribute to innovative solutions. A workforce that continually updates their skills and knowledge can drive innovation and keep your organization at the forefront of your industry.

Effective Employee Training and Development Strategies

Needs Assessment

Begin by identifying the specific training and development needs of your employees. This can be done through surveys, performance evaluations, and discussions with employees. Understanding these needs is crucial for creating tailored training programmes.

Clear Objectives

Set clear and measurable objectives for each training program. These objectives should align with the organisation's goals, ensuring that the training directly contributes to the company's success.

Create a Learning Culture

Foster a culture of learning within your organization. Encourage employees to seek out opportunities for skill development and make continuous learning a part of your company's DNA.

On-the-Job Training

On-the-job training, mentoring, and coaching are powerful ways to develop employees. They provide real-world experience and personalised guidance that can be more effective than traditional classroom training.

E-Learning and Online Courses

Utilize technology to provide employees with access to e-learning platforms and online courses. These platforms are convenient, cost-effective, and can be customised to suit the individual learning preferences and schedules of employees.

Gamification

Incorporate gamification elements into your training programmes. Gamified content can make learning more engaging and fun, increasing the retention of information.

Feedback and Evaluation

Regularly assess the effectiveness of your training programmes. Collect feedback from employees and track key performance indicators to gauge the impact of the training on the organisation's success.

Career Development Plans

Work with employees to create individualised career development plans. This can include setting goals, identifying necessary skills, and creating a pathway for advancement within the organisation.

Budget Allocation

Allocate a portion of your budget specifically for training and development. This investment in your employees will pay off in the long run through increased efficiency and productivity.

Employee training and development are not just a one-time event but an ongoing journey. In a rapidly changing world, organisations that prioritise the growth and development of their workforce will be better positioned to succeed. 

Effective training and development strategies empower employees, boost productivity, and foster innovation. 

By creating a culture of learning and continually assessing and adapting your programmes, you can ensure that your organisation remains competitive and future-ready.

(Image courtesy Gerd Altmann from Pixabay)

Financial literacy essential for future business leaders

The Financial Skills Partnership is encouraged by the recommendations of the All Party Parliamentary Group on Financial Education for Young People report ‘Financial Education and the Curriculum’.

The report, published today, recommends the Government promote the provision of high quality financial education in schools in England by making personal finance a compulsory part of the National Curriculum and schools utilising resources and visits from outside sources.

Liz Field, CEO of the Financial Skills Partnership, said, “High quality financial education to promote competent personal finance is an important first step. But these skills, taught alongside further maths and the PSHE syllabus, must be the solid foundation for young people to better their career prospects.

“Our young people are the business leaders of the future. The more they are equipped with the skills and confidence to use finance, the more young people can apply these skills to run, build and grow successful British enterprises of the future.”

A Workplace Mentor Scheme Can Assist Traders in Dealing With Performance Anxiety, According to Schneider

Whilst performance anxiety can affect workers across many professions, it is a particularly common problem within trading across the world. However, according to Schneider Trading Associates (STA), a structured mentorship programme can help alleviate a portion of this type of apprehension, which can severely impact on a trader’s day-to-day activity as well as their long-term career.

Performance Anxiety occurs when a trader’s awareness of his or her performance, and particularly the outcome of that performance, is heightened. Traders’ performance skills are practiced and refined so that trades are undertaken somewhat instinctively, but when the focus is shifted to the actual act of performing it interferes with that act itself.

Matt Silvester, who heads up STA’s professional trader graduate programme, said: “There are a number of things that can create Performance Anxiety, from one poor week of trades to taking profits prematurely, from having extra financial pressures at home to wanting to impress those around you. However, when a trader is open to discussion about his or her anxieties, it can really help break the negative cycle;  a mentor can assist someone to regain a healthier mindset, and focus on process goals rather than profits or losses.”

Whatever the perfectionistic self-demand is, the change in the trader’s mind can lead them to try and adjust their performance, which in turn can worsen the trading outcomes and the anxiety issues can increase further. STA, which has been mentoring and training traders for over 12 years, has found that those who have access to a mentorship support system are able to work through issues of self- awareness and consciousness of risk more quickly, leading to less of a disruption of performance.

Matt continues: “Not only does Schneider deliver a free of charge four-week trader training course to anyone with the desire and acumen for trading, the candidates who successfully complete the assessments are offered a place on our three year trading mentorship scheme. So whilst they enjoy the benefits of being a self-employed trader with STA in the heart of the City, he or she has access to the support of experienced traders who can guide and advise whenever required.”

For more information on STA’s Professional Trader Programme (PTP), its three year trader mentorship scheme and the self-employed trading jobs on offer, visit www.schneidertrading.com. Additionally, keep in touch with Schneider’s news and views through Twitter and Facebook - @schneidertrader and /schneidertrading.

Four-Point Plan to help young jobless

Ray Auvray, the head of a top UK provider of employment, education and training services for young people, today urged the government to adopt a four point action plan to tackle record youth unemployment.
Mr Auvray, who is executive chairman of Prospects, said the 1.02 million jobless 16 to 24-year-olds was an “appalling statistic.”

“But more than that, it represents a real tragedy for the young people and their families, who face the depressing prospect of months – and in some cases, years - of fruitless job seeking and frustration. It also represents a real cost to the nation’s economy.”

He urged the Government to adopt a Four-Point Action Plan to reduce the jobless total:

1 A new face-to-face guidance service for all 16-25 year-olds, focusing on work and training

2 Opening up the government’s Work Programme to young people from the age of 16, as soon as they register

3 A youth employment subsidy to encourage small and medium sized employers to take on additional young people

4 A new graduate traineeship programme similar to the National Apprenticeship Scheme.

Mr Auvray said: “The Government must take immediate action to get these young people into work and training. Otherwise we shall have a lost generation outside the labour market, not contributing to their communities or to the country’s economy.”

“Such a programme would reverse the sharp upward trend in NEET (young people not in education, employment or training) numbers and enable a whole generation to make a satisfactory start to their working lives.

“Doing nothing is not an option. The Coalition Government has shown great determination in introducing new initiatives like the Work Programme. We now need a work programme for young people.”

Prospects delivers the Work Programme, the Government’s new initiative to help long term unemployed people back to work, in the South West and East London. Currently, with our help, customers take an average time of 41 days, or just under 6 weeks to find work.

FAST Ltd Announces New Training Programme To Help UK Private And Public Sector Organisations

FAST Ltd, an independent authority on Software Asset Management (SAM) and IT Compliance, providing education, consulting and managed services, is pleased to announce that a number of its training courses in Software Asset Management (SAM) and IT compliance are now available to all UK private and public sector companies.

Earlier this year FAST Ltd announced that a several of its training courses in Software Asset Management (SAM) and IT compliance were now CPD (Continuing Professional Development) certified and with immediate effect many of these courses have been opened up for non-customers to attend. CPD enables individuals in the workplace to understand more about the environment in which they work, the job they do and how to do it better, providing employees with the opportunity to create a structured career path and safeguard their professional status. By offering courses that carry CPD accreditation, FAST Ltd is helping individuals to develop their own personal skills and receive the correct industry recognition.

FAST Ltd has a proven track record of helping UK organisations realise the benefits of software compliance and effective Software Asset Management. By offering any UK organisation in the private and public sector the opportunity to develop and extend their skills in SAM, FAST Ltd is helping individuals to optimise their organisation’s software assets, minimise their risk and save costs, thereby helping to increase the uptake of SAM standards and best practice frameworks by the industry as a whole.

In today’s tough economic climate individuals are under increasing pressure to demonstrate their worth and competency to an organisation and having the opportunity to attend some of FAST Ltd’s well sought after courses will help them to prove their knowledge, expertise and value. Gartner research recently released a report advising that, “Software Asset Managers should take time to assess the available standards and frameworks and understand and quantify the potential benefits and barriers to adoption,” which are just some of the lessons that FAST Ltd teaches in its courses.

Director of Operations at FAST Ltd, Paul Clements, explains how much value individuals receive by attending SAM and Compliance training courses and why the company decided to open up certain courses to include non-customers:

“There are numerous benefits to adopting SAM policies and procedures for organisations and in our training courses we see IT professionals appreciate the skills of adopting a planned and structured approach time and time again. Gartner’s research demonstrates how important it is for SAM Managers to understand the value that implementing best practice frameworks offers and our job as an independent authority is to empower the individual and get them on the right track to best practice – whether they are a customer of ours or not. I’m delighted that we are now in a position to help any IT professional to become CPD accredited in certain areas and experts in their field.”

The following SAM and IT Compliance training courses are now widely available:

• Software Asset Management Training Course – a one day training course offering an introduction to Software Asset Management and aimed at anyone who is new to SAM or embarking on a SAM project within their organisation

• Microsoft Licensing Seminar – a one day training course aimed at giving attendees a more thorough understanding of the complexities of Microsoft Licensing

• Data Protection Act Seminar – a half day seminar covering the Data Protection Act (DPA), its objectives, principles, and roles and responsibilities within organisations for DPA compliance

• Virtualisation Seminar – a half day seminar looking at the licensing mysteries surrounding Virtualisation technologies available on both desktop and server environments

The FAST Ltd Customer Conference on 21st November at Twickenham Rugby Stadium is also available for non-customers to attend and learn important lessons about business from the touchline. Contact Karen Smith by emailing Karen.Smith@fast-ltd.co.uk or call +44 (0) 1628 760314 to find out more.

You can also stay up to date with their latest news by following them on Twitter @fastltd

Quasar Online Videos Help Improve Business Efficiency

Although, in the current challenging economic climate, many UK businesses may prefer to only sanction mandatory - compliance and regulatory - training for their staff, Quasar's Michael Shane believes that this strategy is one of false economy.

Shane, whose company has developed the Quasar 'Anytime' range of online video learning materials providing practical, on-going advice and guidance for those using Microsoft Office 2007 and 2010, explained: "When you talk to businesses about 'training', they often say that, because economic times are hard, they're only budgeting for mandatory training.

"Yet, if they don't train their staff to be more productive and reduce inefficiencies - and they continue to employ those people - their work-based inefficiencies will proliferate! And, in the current economic climate especially, inefficient businesses are the ones that are most likely to go under."

In Shane's opinion, the Quasar Anytime online learning videos enable organisations - especially small businesses and budding entrepreneurs - to maintain these so called 'non-essential' training programmes, keep their skills current and buck the economic trend.

"Using Anytime, you can get more - and exceptionally valuable - information from your business by getting the best out of your standard Microsoft Office software, for example, via exploiting the numerous functions and options in Excel," Shane said.

He added: "If you're not sure what tools exist in the Office suite of products that enable you to get the business information you need, you can go to the Anytime library of online videos and browse the titles available. You'll be amazed at just what you can achieve - easily!

"In these harsh economic times, individuals and businesses need to do whatever it takes to survive and you'll be surprised just how much products like Excel and the Microsoft Office suite can help," he continued. "The thing is that people think they know how to use this software - but they don't - and they regard this type of training as non-essential.

"This means that, while most, if not all businesses, have these tools available, they remain unexploited. Using Quasar's Anytime online videos as part of an overall business strategy for growth is a cost-effective way to increase your skills and buck the trends.

"Let's face it, in this day and age, any help is worthwhile and, if it's inexpensive, that's a real bonus," he added.

According to Government figures, small and medium-sized enterprises (SMEs) account for some 99.9 per cent of all UK enterprises; some 59.1 per cent of private sector employment and 48.6 per cent of private sector turnover.

Shane said: "These businesses are the backbone of the UK's economy and, increasingly, the people working in these businesses need computer literacy skills in order to survive in today's world. Through Anytime, Quasar can provide access to a learning method which is designed to help people develop and hone these skills - and improve their work efficiency."

FACTFILE:

Quasar is a training company that specialises in delivering end user IT training, along with customer services training. Early in 2011, it launched Anytime: a wide range of online videos delivering e-learning on the Microsoft Office 2007 and 2010 suites of products to businesses and individuals.

Further information: Linda Shane, Quasar, 08458 626265; linda.shane@quasar.co.uk

Apprentices “learn and construct” with Sanicubic

Trade Training Associates (TTA) was established in August 2008 to offer industry specific training and assessment in the gas, water, oil and renewable energy sectors as well as funded apprentice training and assessment.

Following their success two new training divisions - Construction and Hair & Beauty have recently been converted from a commercial building on the North Tyne Trading estate, Newcastle upon Tyne.
The addition of this faculty required extra toilet and washing facilities along with the disposal of waste water from the hairdressing department.

Due to the location a small bore drainage system was required. Saniflo the leading experts in this field recommended a Sanicubic twin motored macerator with remote alarm system.

As Saniflo systems are on the NVQ curriculum for apprentice studies so it was decided by the course tutors to install the unit as part of a “learn and construct” programme.

A “Hands on” situation for everyone!

Sanicubic is a high performing macerator pump that can discharge waste and water from multiple WCs and other waste water producing appliances. It pumps waste away through small-bore pipework up to 11m vertically, 100m horizontally or a lesser combination of vertical x horizontal.

For further information please visit www.saniflo.co.uk

Kasmin is on the 'Righttrack' with OBE for services to Training and to Exports

Kasmin Cooney, the Managing Director of Righttrack Consultancy, has been awarded an OBE in the Queen's Birthday Honours 2011.

Kasmin says: “The OBE notification arrived as a complete surprise. I see it as not just as recognition of my efforts over the years but for all the immediate and extended Righttrack team who all contribute to our work in the training industry.”

Kasmin founded Righttrack Consultancy in 1988 and has built it into one of the UK’s top training companies with 35 learning and development specialists and a business team of 10. almost half of Righttrack’s sales come from outside the UK and it is Kasmin’s single mindedness and determination which helped her to crack tough markets like the Middle East.

Under Kasmin’s leadership, Righttrack’s success has come from working in close partnership with clients to design learning solutions that are bespoke to the unique requirements of the client.

To what does Kasmin attribute the award of the OBE? In part to her innovative and creative approach to training. “We take time to understand important things like the client's own corporate culture, vision and direction. People are important to us, so when we design training programmes we like to know about the roles and responsibilities of the different delegate groups and the challenges they face in their day to day work. We want our clients to feel they have an extended training department and that the Righttrack team are part and parcel of their team. “

Learn more at www.righttrackconsultancy.co.uk