ERIC ED404492: Employers' Use of the National Record of Achievement. IES Report 328. Manpower Commentary Series.

77 Pages·1997·1 MB·English

by  ERIC

DOCUMENT RESUME
CE 073 441
ED 404 492
Kodz, J.; And Others
AUTHOR
Employers' Use of the National Record of Achievement.
TITLE
IES Report 328. Manpower Commentary Series.
Sussex Univ., Brighton (England). Inst. for
INSTITUTION
Employment Studies.
ISBN-1-85184-256-X
REPORT NO
PUB DATE 97
76p.
NOTE
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*Credentials; Educational Needs; *Employer Attitudes;
DESCRIPTORS
Foreign Countries; *Information Utilization; National
Surveys; Needs Assessment; Personnel Evaluation;
Personnel Selection; *Portfolios (Background
Materials); *Records (Forms); Recruitment; Resumes
(Personal); Staff Development; Tables (Data);
Training
Employer Surveys; *National Record of Achievement
IDENTIFIERS
(United Kingdom); *United Kingdom
ABSTRACT
The National Record of Achievement (NRA) is a
standard folder containing information sheets that allow individuals
in the United Kingdom (U.K.) to summarize their achievements and
manage their learning and development in a nationally recognized
format. Employer awareness and use of NRAs was examined through a
telephone survey of 487 U.K. employers and 20 in-depth follow-up
interviews. Overall, 62% of employers surveyed who knew about NRAs
had used them. Employers who regularly recruited young people and
employers involved with Investors in People were most likely to have
a good understanding of NRAs. NRAs were generally used to complement
rather than replace other recruitment methods and were most often
used to aid discussion at job interviews. Most employers assessed
training and development needs through performance appraisals and
formal reviews. When NRAs were used, it was in addition to other
mechanisms for reviewing/planning training and development. NRAs were
not perceived as being particularly helpful in planning training.
Approximately one-third of employers not using NRAs stated that they
might use them in the future. NRAs were seen as a way for young
people to capture school-age achievements but were not considered
appropriate documents for adults to present to prospective employers.
(Contains 28 tables/figures and 7 references.)
(MN)
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U 8 DEPARTMENT OF EDUCATION
ducabonnl Research and Improvement
Office
EDU ATIONAL RESOURCES INFORMATION
I
CENTER (ERIC)
This document has been reproduced as
V received from the person or organization
'
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Points Of view or opinions stated in this docu-
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PERMISSION TO REPRODUCE AND
DISSEMINATE THIS MATERIAL
HAS BEEN GRANTEDBY
Employer's Use of
the National Record
TO THE EDUCATIONAL RESOURCES
INFORMATION CENTER (ERIC)
of Achievement
J Kodz
J Atkinson
J Hillage
A Maginn
S Perryman
I E S
O
I\
Report 328
BEST COPY AVAILABLE
EMPLOYERS' USE OF THE
NATIONAL RECORD OF ACHIEVEMENT
3
Other titles from IES:
The Return on Investors
Hillage J, Mora lee J
IES Report 314, 1996. ISBN 1-85184-240-3
Employers' Use of the NVQ System
Spilsbury M, Moralee J, Evans C
IES Report 293, 1995. ISBN 1-85184-220-9
Employers' Views of Education Business Links
Hillage J, Hyndley K, Pike G
IES Report 283, 1995. ISBN 1-85184-209-8
Employers' Needs for Information, Advice and Guidance when
Implementing NVQs
Spilsbury M, Simkin C, Toye J
IES Report 276, 1994. ISBN 1-85184-201-2
A catalogue of these and over 100 other titles is available from
IES.
the
INSTITUTE
for
EMPLOYMENT
STUDIES
EMPLOYERS' USE OF THE
NATIONAL RECORD OF
ACHIEVEMENT
J Kodz
J Atkinson
J Hillage
A Maginn
S Perryman
Manpower Commentary Series
11111
Report 328
Published by:
THE INSTITUTE FOR EMPLOYMENT STUDIES
Mantell Building
University of Sussex
Brighton BN1 9RF
UK
Tel. + 44 (0) 1273 686751
Fax + 44 (0) 1273 690430
Copyright © 1997 The Institute for Employment Studies
No part of this publication may be reproduced
or used in any form by any means
graphic,
electronic or mechanical including photocopying, recording, taping
or information storage or
retrieval systems
without prior permission in writing from the Institute for Employment
Studies.
The views expressed in this report are those of the authors and
not necessarily those of the
Employment Department.
British Library Cataloguing-in-Publication Data
A catalogue record for this publication is available from the British Library
ISBN 1-85184-256-X
Printed in Great Britain by Microgen UK Ltd
The Institute for Employment Studies
an independent,
for Employment Studies
The Institute
is
international centre of research and consultancy in human
resource issues. It has close working contacts with employers in
the manufacturing, service and public sectors, government
departments, agencies, professional and employee bodies, and
foundations. Since it was established over 25 years ago the
Institute has been a focus of knowledge and practical experience
in employment and training policy, the operation of labour
markets and human resource planning and development. IES is
a not-for-profit organisation which has a multidisciplinary staff
of over 60. IES expertise is available to all organisations through
research, consultancy, training and publications.
IES aims to help bring about sustainable improvements in
employment policy and human resource management. IES
achieves this by increasing the understanding and improving
the practice of key decision makers in policy bodies and
employing organisations.
v
7
Contents
ix
Executive Summary
Introduction
1
1.
1.1 Introduction
1
1.2 Introduction to the National Record of Achievement
1
2
1.3 The present research
1.4 Research procedures
3
1.5 The achieved sample
5
1.6 Face-to-face interviews
6
1.7 Structure of this report
6
Employer Awareness and Use of the NRA
7
2.
2.1 Employment of young people
7
7
2.2 Awareness of the NRA
2.3 Use of the NRA in recruitment
12
2.4 Use of the NRA in training and employee development 14
2.5 Summary
15
Recruitment Procedures and Use of the NRA
17
3.
17
3.1 Recruitment procedures
26
3.2 Selection criteria
3.3 Relevance of the pages of the NRA
30
3.4 Reasons for not using the NRA in recruitment
32
3.5 Attitudes towards the NRA as a recruitment tool
34
3.6 Summary
35
Training and Development, and Use of the NRA
37
4.
4.1 Employer approaches to training and methods
used to identify individual training and
development needs
37
4.2 Benefits of using the NRA for reviewing
individual training or development needs
40
4.3 Reasons for not using the NRA for reviewing
individual training and development needs
41
4.4 Attitudes towards the NRA as a tool for reviewing
44
training and development needs
4.5 Summary
45
vii
Potential for Future Use and Overall Assessment
5.
of the NRA
46
5.1 Potential for future use of the NRA in recruitment
46
5.2 Potential for future use of the NRA for training
and development purposes
51
5.3 Overall assessment
52
5.4 Summary
53
Conclusions
6.
55
6.1 Employers' use of the NRA: theory
vs practice
55
6.2 Individual vs organisational perspective
56
6.3 Determinants of use
57
Bibliography
59
9
VIII
Executive Summary
This summary presents the main findings of a study for the
Department for Education and Employment into employers' use
of the National Record of Achievement. The main aims of the
study were to find out why employers either do or do not make
and
use of the NRA, examine the purposes to which it is put,
assess the potential for more extensive usage.
The research centred on a telephone survey of 487 UK employers
conducted during July and August 1996, followed up by twenty
in-depth interviews.
The sample of employers surveyed was not representative of all
employers. It was not the aim of this research to assess the extent
of NRA usage across all employers, and the findings should not
be used for this purpose.
Employer awareness and use of the NRA
The more regularly our respondents recruited young people,
the more likely they were to have a good understanding of
the NRA. Those involved with Investors in People also had a
better understanding of NRAs.
The predominant view of the NRA was that it was a back-
ward looking document, which summarised achievements. A
minority of employers understood the NRA to be a tool for
planning and promoting development.
Employers were more likely to have come across the NRA
through young applicants presenting an NRA than through
NRA publicity.
Overall, 62 per cent of the employers who knew about the
NRA had used it. Those that recruited young people more
regularly were more likely to have used the NRA in their
recruitment procedures.
NRAs are generally not actively solicited by employers when
recruiting young people, but rather, usage is supply-side led,
ie through young people presenting them to their prospective
employer. However, our findings indicate that the more
NRAs employers see, the more they come to expect young
people to present them in the recruitment process.
ix
n