Improving performance through HEI–industry engagements in the built environment

The poor performance and inefficiencies of the construction industry are well recognized and documented. Through a variety of combined industry and government initiatives there has been a continual expression in the UK over the last decade of the urgent need to address the fragmented nature of the industry to improve its performance. A major challenge is for education and industry stakeholders to create closer and more effective relationships with each other to facilitate greater mutual understanding. ‘Accelerating Change in Built Environment Education’ (ACBEE) is a sponsored initiative designed to encourage the closer working together of industry, education and professional bodies to provide more relevant training and education. This paper introduces ACBEE, along with an evaluation framework for measuring the performance of engagements at various levels. This is followed by an analysis of the application of this performance measurement framework through case studies of industry–education engagement. A number of case studies were identified as operating at the grades of ‘strategic alliance’ and ‘partnership’ (as classified in the ACBEE evaluation framework). The analysis of these cases focuses on the drivers behind and the purpose of the engagement, and how these are aligned with the business strategy of the collaborating organizations and measurement of the activity. Evidence of meeting the explicit business needs and strategic objectives and the contribution to good practice knowledge are also discussed

Skill competency development strategies by a contractor

Construction skills are one of the vital aspects of construction work which is growing in importance due to skill gaps and skill shortages during different economic cycles. The aim of this study was to investigate competence development strategies by a traditional construction company within its own pool of skill resources and among its supply chain members. The study was carried out via literature review, empirical studies involving a focus study, analysis of documentary evidence supported by unstructured interviews and a report of skill development/supply chain conference. The study demonstrates how long-term skill development can be achieved through: (a) strategic capacity planning which allows high retention, continuous training, and balanced construction demand and contractor’s supply capacity over the long term; (b) updating and upgrading the knowledge base of the supply chain through conferences and training schemes; (c) strategic investment in the workforce through training, vocational and higher degrees; and (d) acquaintance with different sources of finance. This study will assist small traditional firms in building competencies in skill development and improvement. It will assist an international audience who may face similar issue with their construction firm

Briefing: The role of human values in behavioural safety

Whilst behavioural based safety (BBS) is not new and is even becoming increasingly common, especially among large construction organisations; research on BBS and hence its implementation has paid limited attention to the role of innate drivers of behaviour, particularly human values (e.g. individual worker values). It is argued in this article that there is a need for empirical studies in this area towards the generation of fresh insight that could be valuable for designing more robust interventions for strengthening BBS programmes

What kind of expertise is needed for low energy construction

The construction industry is responsible for 40% of European Union (EU) end-use emissions but addressing this is problematic, as evident from the performance gap between design intention and on-site energy performance. There is a lack of the expertise needed for low energy construction (LEC) in the UK as the complex work processes involved require ‘energy literacy’ of all construction occupations, high qualification levels, broad occupational profiles, integrated teamworking, and good communication . This research identifies the obstacles to meeting these requirements, the nature of the expertise needed to break down occupational divisions and bridge those interfaces where the main heat losses occur, and the transition pathway implied. Obstacles include a decline in the level, breadth and quality of construction vocational education and training (VET), the lack of a learning infrastructure on sites, and a fragmented employment structure. To overcome these and develop enhanced understanding of LEC requires a transformation of the existing structure of VET provision and construction employment and a new curriculum based on a broader concept of agency and backed by rigorous enforcement of standards. This can be achieved through a radical transition pathway rather than market-based solutions to a low carbon future for the construction sector

Unlocking the Potential to Influence Government Skills Policy: A Case Study of the UK Construction Industry

Despite a series of national policy initiatives aimed at addressing skills shortages in a number of sectors, little evidence of longer-term change is apparent. This paper examines concerns expressed by small businesses that their local views are not sought or considered when national training policies and initiatives are either being developed or being implemented, and that the investment in skills development does not appear to adequately represent their skills needs. The research was carried out on the UK construction industry, which is characterized by a small number of large contractors who employ mainly managerial and professional staff, and a large number of small, micro- and self-employed firms that provide, on a subcontract basis, the majority of the industry's demand for a skilled manual workforce. The identification and delivery of vocational education and training at an industry level rests firmly on addressing the skills needs of the small and micro-type organizations and not those of the large construction firms, although it is the voice of the larger firms that appears to dominate the skills and training development agenda

An exploration of the relationship between training grants and profitability of UK construction companies

This article is Restricted Access. It was published in the journal, International Journal of Training and Development, and is available at: http://www3.interscience.wiley.com/journal/118507066/homeA levy/grant system exists in the UK construction industry to provide financial support for companies undertaking training activities. With the current UK government skills policy, there is an emphasis on ensuring that training support provided to employers is aimed at enhancing companies’ profitability. This paper explores the profitability of construction companies in relation to training grants. Inferential and descriptive statistics were used to analyze a uniquely combined dataset over the period 2002–2005. The research revealed that there is not a simple linear relationship between training grants and profitability. However, large and more profitable companies claimed more training grants in relation to the following areas of training: management, qualifying their existing workforce (certifying the skills of their existing workforce) and developing training plans. The authors argue that training grants should be targeted and focused towards specific areas of training if profitability gains are to be achievable. Future research should consider training grant utilization within the context of construction companies in order to ascertain the real contribution of training grants to their profitability

Trade-based skills versus occupational capacity: the example of bricklaying in Europe

This article shows why qualifications built on occupational capacity rather than on trade-based skills have more potential to accommodate the aims of the European Qualifications Framework (EQF) and changes in the labour process, going together with the development of occupational labour markets. The article challenges the distinct Anglo-Saxon notion of ‘skill’ attached to a trade-based system of vocational education and training (VET), where qualifications have weak labour market currency. This distinctiveness has implications for EQF implementation, built on common understanding of knowledge, skills and competences and intended to establish equivalence between different occupational qualifications. The article focuses on the example of bricklaying in England and Germany, an occupation archetypal of construction and skilled manual work. Clear differences are identified between bricklaying founded on developing occupational capacity through negotiation and regulation by stakeholders, recognized through qualifications, and bricklaying as a demarcated trade, defined by output and with ‘skills’ distinct from other trades