Menu
  • DataCentres North 2018 will be held on the 1 & 2 May #DCNorth_Expo
  • Last chance for DC North Dinner tickets - Booking will close at 3pm today (Wednesday 25 april)
  1. What do we need as a sector
  2. Government requirements
  3. Barrier of apprenticeships
  4. Buy-in from More Companies
  5. The deeper outline of approach and KPIs
  6. Action plan to develop deeper more formulated plan?
  • Thoughts to be presented back to the other tables and discussed
  • Notes taken for final hand out
  1. What are the perceived barriers of entry at gaining skills at all levels – Example subjects: Establishing pipeline, internal career pathing, JIT delivery and capability building
  2. How does your organisation retain staff – Example subjects: Stemming turnover, building your own to diminish wage inflation
  3. How to recognise career paths inside organisations – Example subjects: Competency frameworks, own development plans
  4. What are the barriers to non-traditional learning – Example subjects: Budgets, understanding how effective they will be (risk)
  5. The best ways to promote the sector as an employer of choice – Example subjects: spread awareness, work with schools

The Challenges of the Skills, Labour and Talent Landscape

CNet’s Dr Terri Simpkin presents a multi-faceted view of the skills and labour landscape to create a helicopter view of the prevailing social and industrial challenges that are keeping talent scarce.

  1. Overview of how people make choices about their occupations and why this makes simple responses inappropriate,
  2. Labour shortages, skills shortages and skills wastage and why we need to address all three as distinct industry issues.
  3. Aging populations, generational change and dynamic capability demand
  4. Sector image problem with no employee proposition or employer brand
  5. Poorly consolidated Human Resources inside DC sector – disconnect (general L&D)
  6. Recruitment, Retention, Succession Planning – the challenges for the DC sector
  7. Lack of data to deliver informed responses

Contribute to the exploration of how we, as the data centre sector, and you as individual organisations, can take steps to help keep the people pipeline cogs turning with a more strategic, focussed and time critical response agenda.  Whilst individual initiatives can assist, the demand for increased capability requirements with more strategic and broad ranging actions.  To inject a sense of urgency matched to the enormity of the problem, a multi-faceted, multi partisan approach must be coordinated and viewed as a strategic imperative by the sector generally and organisations at a grass roots level.

Have your say and identify where our best efforts should be placed for a more ‘joined up’ and immediate call to action to policy makers, educators and sector representatives.

Aims of the Forum:

To develop a strategic level understanding of current challenges to the data centre skills base and identify workforce capability needs for the foreseeable future.  Industry based actions regarding engagement with educators, industry associations and data centre organisations will be explored and identified for implementation by sector players.

Takeaways:

To engage with the industry to discuss and advance current and new strategic responses to a worsening capability and skills mismatch, considering current and future challenges

  • An interactive workshop hosted by OI to demonstrate the benefits of using the RCA process to unlock the potential for risk and energy reduction.
  • OI has successfully used this technique to minimise risk and energy within existing data centres.