Pioneering manufacturer Russell Roof Tiles is nurturing its team with the largest single investment in training at a time when a recent survey shows the value of staff development.
A study by CIPD (Chartered Institute of Training & Development – the professional body for HR and people development) launched its first UK Working Lives Survey in April which highlighted the importance of training.
This new survey looks at seven different aspect of job quality and measures how important each element is to people in work. Results show that while overall satisfaction with work and jobs is reasonable, there are significant numbers who feel differently, with training and development showing up as really important.
Russell Roof Tiles is investing £60,000 in health, safety and environmental training for a large number of its supervisors, apprentices and maintenance personnel across its sites.
Russell Roof Tiles is a pioneering independent roof tile manufacturer, providing roofing solutions for leading UK house builders and high profile social housing projects. The company specialises in manufacturing concrete roof tiles and plastic accessories.
Russell Roof Tiles already employs 180 at is three sites, one in Lochmaben and two in Burton on Trent and is looking to expand its team further. The company is currently recruiting operational trainees at both its sites as well as maintenance fitters in Lochmaben and a national HR Manager based at its Burton head office.
Andrew Hayward, Managing Director at Russell Roof Tiles said; “With a dynamic team its vital to invest in people, as our team are our biggest asset. Quality training designed specifically for us provides essential skills as well as a wealth of benefits for the business too.
“The CDP survey report shows that employers need to focus and invest on supporting skills to help get the best out of people. I wholly agree with this and it’s something always been important to us at Russell Roof Tiles.”
After the survey Peter Cheese, Chief Executive of the CIPD, said: “…With employment levels high, challenges remain around productivity, and so organisations have to prioritise working smarter, not just harder. We need to ensure that we’re designing our jobs flexibly and in ways that best utilise the skills of the workforce, implementing positive health and well-being strategies, and tackling workplace cultures of stress and giving voice and support to our people. Alongside that, we need to give those looking to develop their skills the ability to do so, through workplace learning and wider investment in skills development to make sure we’re making the most of all the talent that people have.”