LSC London Region Skills Team
Developing the supply chain for the London training market
The LSC in London originally contacted SHM in February 2005 with a view to understanding the nature and extent of employer engagement within the London FE sector. SHM was able to analyse the market situation identifying strengths and weaknesses of the sector as prospective vendors and suppliers of training solutions to London employers. This analysis evolved into a wide programme of work designed to fundamentally transform the focus, cultures and capabilities of London colleges equipping them to better meet the needs of a demand-led market.
A feature of the programme has been its constant evolution and innovation responding to the changing needs of the market and provider base (which has subsequently grown to include private providers). Innovative approaches have been developed to:
• Measure and evaluate performance
• Initiate cultural change
• Product design
• Marketing
• Sales development
The impact of the programme has been significant. The programme has been rolled out into other LSC regions (South West and East of England) and providers have instigated a number of key changes to their organisational structures, product offer, marketing and recruitment policies as a result of the programme. The key benefit has been an increase in revenues for training sold on a full cost recovery basis or through initiatives including Train To Gain.
Developing the supply chain for the London training market
The LSC in London originally contacted SHM in February 2005 with a view to understanding the nature and extent of employer engagement within the London FE sector. SHM was able to analyse the market situation identifying strengths and weaknesses of the sector as prospective vendors and suppliers of training solutions to London employers. This analysis evolved into a wide programme of work designed to fundamentally transform the focus, cultures and capabilities of London colleges equipping them to better meet the needs of a demand-led market.
A feature of the programme has been its constant evolution and innovation responding to the changing needs of the market and provider base (which has subsequently grown to include private providers). Innovative approaches have been developed to:
• Measure and evaluate performance
• Initiate cultural change
• Product design
• Marketing
• Sales development
The impact of the programme has been significant. The programme has been rolled out into other LSC regions (South West and East of England) and providers have instigated a number of key changes to their organisational structures, product offer, marketing and recruitment policies as a result of the programme. The key benefit has been an increase in revenues for training sold on a full cost recovery basis or through initiatives including Train To Gain.
