The LMI Learning Blog

1 The usefulness of LMI

 The development of both the structure and content of the LMU Future Trends was produced after several consultations with guidance practitioners, trainers, managers, researchers and policy makers. These consultations revealed that there was a real need for labour market information particularly online, accessible LMI distilled from several sources of information covering everything from information with an equal opportunities dimension, regional data, qualification level of the workforce and future employment opportunities in the sector.  In producing the LMI we have tried to write sector information that is both comprehensive, easy to ready and useful whilst meeting the needs of practitioners. I know several researchers that have used LMI Future Trends to inform the project work they are doing.

3 LMI in guidance - what are the issues?

I've also heard people at various events and in various forums express concern about the (supposed) diminished profile of LMI in the vocational guidance process.  Longitudinal case study research we're undertaking here at Warwick has revealed that of the 50 practitioners participating in the research who were operating across varied professional contexts,  49 used some type of LMI. However, this research does not claim to be representative of all guidance practitioners.  So - why is concern being voiced more generally and do we have the evidence to suggest that LMI is not being used in the guidance process?

It's clear from Rachel's contribution that LMI is still being taught in initial training, but what of the profile its given in work-based routes to qualification?  And to what extent do delivery contexts support (even require) that practitioners develop and up-date their LMI knowledge?  I've often heard practitioners say that there is no longer a requirement placed on them to undertake a minimum number of employer visits and or job studies (as used to be the case). And even in contexts where this sort of contact is not necessarily ruled out, the pressures placed on practitioners to undertake client contact work makes routine visits to employing organisations virtually impossible.

And then, of course, there's the problem of availability of LMI.  In an earlier research project into LMI in guidance in which I was involved, practitioners explained how - even though all the LMI they could ever require was 'out there somewhere' - they lacked the time to research and retrieve this information from various sources and interpret it for their clients.  These difficulties have informed the LMI Future Trends sectionof this website, as Sally-Anne indicates.

Recently, I've been asked to provide an input for a national IAG conference on using LMI in guidance - so it has clearly been identifed as a need by the conference organisers.

Could it be the case that, with the re-focusing agenda taking priority over the past few years, practitioners have had other priorities to deal with?  And maybe we're seeing a re-evaluation of this approach with a new emphasis now placed on LMI in guidance?

 

5 LMI in Guidance

Here at the University of Paisley we have a module in Labour Market Studies which incorporates the QCG students' research project. Here they focus on an aspect of the labour market and undertake research into trends in that particular industry eg the shortage of young people entering training in the bakery industry, is the guidance profession representative of the community it serves or gender discrimination in construction. They are expected to undertake visits to the industry, conduct structured interviews with staff and make full use of web-based resources (thatkfully we now have the NGRF and the Scottish LMI unit at www.futureskillsscotland.org.uk). Good use of up to date LMI by the experienced careers practitioner is what surely distinguishes us from those other 'experts': the person in the street or the bloke in the pub!! Graham Allan University of Paisley

7 LMI within RNIB guidance

From: Muriel Peach [mailto:MPeach@rnib-redhill.ac.uk] Thanks for including me in on the debate. I still think LMI is very important and would be alarmed if people did not take account of the variety of statistics and surveys that are out there to inform our plans for training and workforce development. I think everyone should understand how they fit into the rich pattern of working life and how skills shortages can be influenced by a variety of factors - geographical, political as well as economic. The world of finding jobs for people with sight difficulties does not get any easier

9 Using LMI in guidance

At the University of Paisley we ask our Pg Diploma in Careers Guidance students to complete abstracts of their LMI research projects and arrangements are being put in place to have these lodged in the Careers Scotland web site to allow careers advisers to see at a glance what thet have been researching. Full projects may also be logged but in the meantime copies can be borrowed by contacting course tutors. Below are a couple of abstracts (anonymised) as examples of what our students have been up to. THE UNDERREPRESENTATION OF BLACK AND ETHNIC MINORITIES IN CAREERS GUIDANCE ABSTRACT In 21st century Britain the make-up of professions should generally reflect the community it serves, whether in terms of male, female, disability or race. The career guidance profession especially should consider this, with the projected large increase in refugees and asylum seekers over the next few years. This report clearly shows however a massive under-representation of career guidance practitioners from the black and minority ethnic community. This report examines why this is happening and considers some of the possible causes for this and looks at the medium to long-term implications for the profession and examines what action is being taken to address the issue. All the relevant major players were contacted during the production of the report including Careers Scotland, the CRE, institutions offering the QCG, the institute of Career Guidance and community groups representing the minority ethnic community. The research indicates that, although under-representation exists, there is wholesale agreement that the issue can be tackled and suggestions and recommendations are made on how best to address the issue. The report makes comment on some of the major issues relating to the problem of under-representation including the use of statistics and future trends. THE SHORTAGE OF YOUNG PEOPLE ENTERING THE BAKERY INDUSTRY ABSTRACT This report focuses on the ‘Bakery Industry’ and in particular the shortage of young people entering the industry as Apprentice Bakers. These issues are historical but also relevant for the future and are affected by the involvement of a whole variety of organisations as well as social and economic factors. The geographical area I based my research on is Glasgow bordering into South Lanarkshire. There are many factors affecting recruitment within the industry; falling birth rates, business needs changing from manufacturing to more sales orientated, image, qualifications and training (both entering and within the industry), range of issues relating to the recruitment of young people, attitude of the industry itself as well as lack of understanding of the issues within the industry and of teachers, careers advisers, parents etc. The ‘Bakery Industry’ has faced many changes and is having to adapt to accommodate these changes. This report highlights the current and future plans for the industry and updates previous Labour Market Information. I hope this report will be of use to those in the industry and practitioners within Careers Scotland to bring to their attention the opportunities within the bakery industry. Graham Allan Course Tutor University of Paisley