Search Results

Imperial College Business School aims to provide students with the skills and knowledge to undertake careers in the complex and fast-changing world of global healthcare, with the launch of a new master’s degree. Commencing September 2024, the new MSc Global Health Management, is a redesign of Imperial’s previous MSc International Health Management programme, with changes made to meet the needs of a rapidly evolving global healthcare ecosystem and to cater to future global health leaders. The new degree will broaden the scope beyond healthcare provision, to include increased exposure to global health challenges, leadership, sustainability and other complex factors that impact upon health. The redesign of the degree programme reflects the wider work Imperial College London is doing to address the most pressing global health challenges in the wake of the COVID-19 pandemic. The programme will include a number of interdisciplinary elements and collaborations with Imperial’s School of Public Health and the Dyson School of Design Engineering. Students will gain an important overview of the global health sector and how it interacts with others areas within technology and business, whilst also allowing students the opportunity to engage with global health initiatives through internships and projects. After graduation, students will be equipped with the skills to pursue a broad range of careers in management within the NHS or in private healthcare, government and non-governmental organisations, innovation, entrepreneurship, data science and economics in relation to healthcare. Professor Marisa Miraldo, Programme Director for the Global Health Management Masters programme says; “The healthcare sector has experienced vast changes over the last few years - whether it be the impact of the COVID pandemic, the knock-on effects that the associated economic crisis had on health, or the opportunities that rapidly developing technologies enable for how we look after those in need,” “The programme encompasses training for the next generation of professionals to address these global health challenges, with a broader focus on managing and preventing health issues that affect populations globally.” The new programme is also designed to enable students to personalise their learning journey. Students will have the option to study three new concentrations; Innovation & Entrepreneurship, Management, and Economics and Data Science. Launched in response to current global health challenges and the need to prepare for future pandemics, shortages in medical care or the impact of new technologies on the healthcare sector, these specialisms will equip students to successfully develop new innovative solutions and start-ups, and provide the skills needed to leverage them to best effect. Aram Karakashian, Executive Director of Marketing, Recruitment and Admissions says; “This revamped degree programme provides a more comprehensive learning experience, offering an extended exploration of global health challenges, leadership dynamics, sustainability considerations, and the intricate factors influencing health beyond conventional healthcare measures.” Applications to join the first cohort are now open. For those interested in learning more about the programme, more information is available here

Nearly a third of global firms aren't currently monitoring employee fraud, exposing their business to greater risks as new forms of deception emerge. This concerning fact was uncovered by employment screening and identity expert, Sterling. According to a poll conducted during its recent webinar, Fraud and the new world of work: How to reduce risk , 29% of employers worldwide currently don’t have a system in place to track fraud in the workplace. However, as Sterling highlighted, the growing sophistication of fraudulent schemes — both globally and regionally — makes this, along with the rescreening of staff, critical. The firm highlighted the uptick in new types of fraud that employers are facing as the growth of remote working, digital transformation, and the gig economy continues to accelerate. This includes identity fraud and more regionalised challenges such as moonlighting, which is impacting the APAC region in particular. According to Sterling, the screening remit itself is also evolving quickly. While elements such as digital transformation present the potential for greater risk, it also provides firms with an opportunity to improve screening and vetting processes. As Steve Smith, President International at Sterling, explained, companies need to monitor for possible worker fraud not only to mitigate against risks to the business, but also to prevent the potential exploitation of others: “The fraud that businesses are exposed to today is not only far more sophisticated but also takes on many more forms than most firms are perhaps even aware of. Digital transformation has made it easier for identity fraud and theft to impact recruitment processes. Not only does this present a risk for firms in terms of the safety of their workforce, clients, and their data, but it also presents a threat for those at risk of exploitation. However, there is an opportunity now for screening and vetting processes to be streamlined and improved using innovative new tools to not only reduce the threat of employee fraud, but also improve the experience of candidates." “With remote hiring and the growth of gig workers, there are people who are being employed to deliver work, without needing to be seen in person. If the identity of the individual who is actually doing the work cannot be fully verified and if it can’t be confirmed that this same person is the one being paid, there is the significant potential that someone is being exploited." "Modern slavery is a very real issue today and employers may have no idea that this is in issue in their gig or temporary workforces." “The growth of moonlighting is also of real concern. Staff working remotely can have more than one job which, if not declared, could lead to an issue with productivity for businesses. We’re seeing an increase in firms choosing to rescreen staff to weed out any signs of fraud that may have become prevalent since employment contracts were signed, but the fact that almost a third of firms aren’t monitoring for employee fraud at all is a concern. Employers do need to stay on top of this issue, or risk the damage to their reputation and staff productivity levels, or more concerningly face data theft or criminal activity linked to their business.”

Leicester and Leicestershire’s ‘Community Champions’ were celebrated at the auspicious, annual VAL Awards 2023 in Leicester. The prestigious awards was proudly supported by Market Harborough Building Society as headline sponsor and honours the remarkable individuals and organisations that tirelessly contribute to our local communities. The VAL Awards, originally established in 2019, has become an annual tradition for the Leicester-based Voluntary Action Leicestershire charity ‘hub’ and a chance to shine a spotlight on the invaluable work of volunteers, community groups, and charities that go above and beyond to make a positive impact, and whose dedication and passion make Leicester and Leicestershire a better place for us all to live. The ticketed event, which was compered by BBC’s Rupal Rajani and CEO of VAL, Kevin Allen Khimani, was held in front of a packed audience of over 230 guests in the Grand Hall at Leicester’s The Grand Hotel. Speaking for the first time as newly appointed CEO of Voluntary Action LeicesterShire, Kevin Allen Khimani said; “Tonight we are both humbled and inspired by the many individuals and groups working within our charity and voluntary sector in Leicester and Leicestershire. Like you, I have shed many tears listening and learning about some of these incredible individuals, who, without their tireless efforts and determination, so many people would live more difficult lives. I’m immensely proud that the VAL Awards 2023 enable us to celebrate some of these inspirational people and stories that might not otherwise be recognized.” He continued; “If you have been inspired by the finalists and winners celebrated in this year’s awards, I’d ask you: “what are you doing to make life better for others?” At VAL, we support over 3500 charities and grassroots organisations that all need support, so we invite anyone to get in touch with us and, together, we can help connect you to a cause or project that inspires you enough to get involved – and help others lead a better life.” Lesley Vernon, Chief Engagement Officer at MHBS: “Congratulations to all the charities and individual winners and nominations who have dedicated their time, resources and passion to help strengthen our communities. Being a mutual Society, this is at the heart of our purpose too, and together we can create a brighter and more inclusive future for all. Your efforts have truly made a difference and will inspire others to join in helping our communities thrive.” Monies raised by the local sponsors allowed the event to run without charge to all finalists and their chosen guests, so special thanks must go to headline sponsor, Market Harborough Building Society, alongside Aspire Pharma Ltd; Fraser Urquhart Media; PPL PRS; Meesh Consulting and Paragon Sales Solutions. Winners of the VAL Awards 2023 are confirmed as: City Charity of the Year Big Difference Company County Charity of the Year Helping Hands Community Trust Social Enterprise of the Year Team Hub CIC Volunteer-Led Organisation of the Year Feed the Need Coalville Trustee of the Year – sponsored by Paragon Sales Solutions Eileen Richards Fundraiser of the Year – sponsored by PPL PRS Chris Shaw Charity & Business Partnership of the Year – sponsored by FU Media Pedestrian Kathryn Burgess Volunteer of the Year – sponsored by Meesh Consulting Jas Kainth Inspiring Leader of the Year – sponsored by Aspire Pharma Jaimini Bharakhada Charity of the Year Helping Hands Community Trust Lifetime Achievement Award Kevan Liles MBE Pictured: Kevan Liles MBE receives his Lifetime Achievement Award by new CEO of VAL, Kevin Allen Khimani. Image by Saul Morgan.

The University of Dundee will celebrate the achievements of more than 1800 graduates this week at its Winter Graduation ceremonies. The ceremonies will also see the formal installation of the University’s new Chancellor, the Rt Hon. Lord (George) Robertson of Port Ellen KT, and the award of honorary degrees to two outstanding individuals, breast cancer fundraiser Fiona Edwards and global health scholar and practitioner Dr Jonas Nguh. Professor Iain Gillespie, Principal and Vice-Chancellor of the University, said, “We have a week of great celebrations ahead of us, marking the tremendous achievements of our Class of 2023 who will be joined by friends and family from around the world." “We are also delighted to be welcoming back Lord Robertson, a 1968 graduate of the University, now to be our Chancellor. George is an outstanding example of someone whose life was truly transformed by his time at the University of Dundee, and then going on to transform so many others." “Our honorary graduates reflect our core mission to transform lives locally and globally. Fiona Edwards has dedicated nearly 20 years of her life to supporting University research, through the sale of her homemade tablet and raising over £100,000." “Jonas Nguh is one of our alumni who has made an impact on people’s lives around the world, including pioneering a model for maternity homes in Africa and Asia which has assisted millions of women.” The Graduation ceremonies take place in the Caird Hall in Dundee on Thursday 16 and Friday 17 November. Lord Robertson will be formally installed as Chancellor at the ceremony on Thursday morning and will then proceed to confer degrees on all of the new graduates crossing the stage. The role of Chancellor is the most senior in the University and involves acting as its ceremonial head, presiding over Academic Ceremonies and acting as President of the Graduates’ Association. Dr Nguh will be awarded his honorary degree at the morning ceremony on Friday 17 November, with Fiona Edwards being honoured in the afternoon ceremony on the same day.

Art enthusiasts are being invited to an intimate and insightful address from a fine art expert whose father was a leading light in the field. Low Wood Bay Resort & Spa on the shores of Windermere is holding a ‘walk and talk’ event fronted by Ben Adams, the son of renowned British artist Norman Adams RA. Following the hotel’s launch of its inaugural art exhibition earlier this year, the exclusive ‘walk and talk’ tour of the artist’s oil paintings and watercolours, delivered by his son Ben and discussing each of the pictures on display, takes place at 2pm on Saturday 25 November. English Lakes Hotels executive chairman Simon Berry says: “This event is a chance for art collectors, experts and enthusiasts to find out more about the work of this celebrated British painter, mural artist, teacher, and stage and costume designer." “Ben’s presentation will help illuminate the story behind each painting and share some of his father’s thoughts throughout his career. It’s an invaluable opportunity for local art enthusiasts to get a highly knowledgeable, first-hand critique of this highly regarded painter.” Norman Adams (1927-2005) was born in London and studied at Harrow School of Art, where he won a scholarship to the Royal College of Art, later becoming professor at the Royal Academy Schools. The event is being delivered in partnership with Lancaster based Gavagan Art, whose owner Mary Gavagan says: “We are thrilled that Ben is giving us his time to provide a greater depth of insight into his father’s work." “The Atrium at Low Wood Bay is proving to be a popular space to host art exhibitions such as this. A range of paintings in both oil and watercolour are on display showing how this artist was inspired to record his feeling for the landscape around him.” Low Wood Bay is aiming to establish a regular display of fine art in the spacious Atrium at the resort, a place where people can come to see a high quality art exhibition in the Lake District in an accessible, free and informal way. Those wishing to attend this free event can reserve their space by emailing info@gavaganart.com or telephoning 07799 797 961. Place bookings can also be made through Low Wood Bay’s reception team on 01539 433 338.

UK Steel has today launched a report showcasing the vast chasm between UK industrial electricity prices and what European competitors pay, setting out four recommendations to deliver competitive electricity prices for the UK steel industry. After the two landmark declarations by UK steelmakers, Tata Steel and British Steel, that they will invest in electric arc furnace technology, competitive electricity prices become even more important. UK Steel welcomes the sector’s vision for new, modern steelmaking, but to maximise the value of these investments the industry will need affordable electricity supplies. Steelmakers in the UK pay nearly two times as much as Germany and France’s industrial electricity prices. This is partly due to higher grid connection costs in the UK, which the Government could reduce further. Steel production’s energy-intensive nature leads to high electricity consumption, and these costs can represent up to 180% of steel producers’ Gross Value Added (GVA) in the UK. With a switch to electric arc furnaces, it is expected that the sector’s electricity consumption will roughly double. UK Steel makes four recommendations to cut prices: 1. Implement the British Industry Supercharger package by April 2024 2. Compensate industry for 90% of its network charges, matching French/German support levels 3. Wholesale market reforms, which could include splitting the wholesale market 4. Track industrial energy price disparities between countries UK Steel Director General, Gareth Stace, said: “Nearly every economy in the G20 boasts a strong steel sector, as our industry sits at the foundation of manufacturing and economic output. As our steel sector fully switches to electric furnace to reach Net Zero targets, we must not lose sight of how important electricity costs are in the move to green steel." “While Government should be applauded for implementing the Industry Supercharger package, it doesn’t match what other governments provide for their steel industry. The average price faced by UK steelmakers for 2023/24 is £113 per MWh compared to the German and French prices of £61/MWh. That’s a price gap of £52/MWh, meaning we pay £117 million more for our electricity this year than our European competitors. “We are on the cusp of the biggest transformation of the UK steel industry in decades. Government needs to enact our four recommendations to make the business environment even more attractive to invest here in the UK. With truly competitive electricity prices, the UK’s electric arc furnace steel industry will be here to stay.” Download and read the full report below:

In today's fast-paced and technology-driven world, Artificial Intelligence (AI) has emerged as a transformative force that holds the potential to revolutionize the way we work, make decisions and interact with technology. AI promises greater efficiency, data-driven insights, and enhanced productivity, making it a valuable tool for businesses across various industries. Yet, despite the promises of this cutting-edge technology, many leaders find themselves grappling with the challenges of effectively implementing AI in the workplace. While AI offers a plethora of advantages, from automating routine tasks to uncovering hidden trends in data, the road to successful AI integration is far from straightforward. In recent years, the struggle to harness AI's full potential has raised a critical question: why are so many leaders failing with AI implementation, and what avoidable factors contribute to these setbacks? According to a Harvard Business Review report relating to C-Suite AI failures, too many companies “are set up to fail by poor alignment, lack of trust, not enough focus on business opportunities, and how their job is understood internally.” Perhaps these are among the reasons McKinsey’s State of AI survey found that less than one-quarter of companies using AI realized a significant bottom-line impact—deficiencies eluding impact at scale it suggests might be caused “not only because of the technical challenges but also because of the organizational changes required.” Changes that many leaders simply are not making—whether intentionally or unknowingly. Businesses are increasingly understanding AI’s utility for many of their more mundane, or even complex, tasks yet are struggling with effective and scalable implementation—particularly in a fashion that fruitfully engages employees in the process. In an ideal world, AI does the brunt of the menial tasks, leaving humans to creative and critical thinking tasks. An AI program might collect and analyse data, supplying it in understandable ways for a worker to interpret, present, and make decisions on. This requires buy-in from employees, something that requires work to produce and is far easier said than done. In fact, the inability to achieve or optimize this staff sensibility is further undermining successful AI utilization across industries. One survey showed that the best way to get employees excited about AI—three times as excited, to be exact—is to inspire trust in leaders, help employees understand how the tech works and increase workers’ soft skills to help them feel relevant to the company and their position. Towards this end, here are nine key truths about AI that every leader must know, and heed, right now in order to help ensure successful AI and machine learning adoption in the workplace. Change management is critical for successful AI implementation. AI is transformational to businesses. But successful implementation takes a solid change management plan to ensure leaders are communicating, building trusting relationships, and encouraging employees in their training and use of AI. A I significantly impacts employee engagement. You can’t take people out of the equation when it comes to AI, meaning maintaining person-to-person interactions is critical. When it comes to the employee-manager relationship, leaders need to inspire trust in AI and teach employees to utilise it to the best of their abilities. Employee attitudes will make or break your AI strategy. Employees are the ones pressing the buttons to make AI work, so they had better have a healthy attitude toward it. Trusting in leadership, having transparency surrounding the programs, and earning confidence in their skills are all ways employees can take a more positive attitude toward changes involving AI. Employees need to be confident about using AI. A Dale Carnegie survey found that 65% of employees are concerned that AI will take their job. The best way to inspire employee confidence in AI is to train them not just to use it, but also train them in soft skills that only a human can master. Senior leaders must inspire employee confidence. Directors have strong confidence in senior leaders, but this decreases as we travel down the chain of command. Managers have about half as much trust as directors. And employees have about half the trust that managers do. Senior leaders must inspire trust and confidence to successfully implement AI. Preparation for human and machine partnerships is key. As the Scout motto goes: be prepared. Employees and companies better adopt AI when there is proper preparation (we all know what that prevents). This includes readying employee mindsets to work with AI, modifying job descriptions or task lists, and much more. Don’t overlook the details when using AI. AI will affect everything from employee workload to end-user experience. So, as leaders embark on “The AI Revolution,” they need to think of every angle and every detail. In the end, AI is only useful and successful when integrated with your workforce properly. Generative AI is making big waves. With generative and predictive AI (like Chat GPT), it’s more crucial than ever that leaders help employees remain agile, be resilient, and positively work with AI to enhance their success. AI enhances on employee training. AI can be particularly beneficial for learning and development (L&D) or what we might today call “upskilling.” Employees need to continue learning and development to remain proficient at their jobs and keep performing at higher and higher levels. Workers may need to be trained in leadership techniques for the possibility of future advancement. There are plenty of applications of AI for upskilling, including: Personalized Learning AI systems can create personalized learning experiences for each employee based on their needs, preferences, and learning style. This helps increase engagement and retention of the information, making the learning more effective. Adaptive Learning Programs for employee training may have options to adapt a worker’s training on the spur of the moment. Dynamic and complex systems can adjust the difficulty, change up the sequencing of content, and keep employees learning at a steady pace. Skill/Knowledge Gaps AI programs can easily use simulations, automated grading, and adaptive questioning to test employees’ knowledge and proficiency at their work tasks and suggest customized learning solutions to help fill gaps. Content Curation When it comes to knowing what to study, AI programs can help curate content for workers for their particular needs. These algorithms can sift through thousands of articles and web pages to suggest only the most up-to-date and relevant sources for continued learning. Virtual Assistance Workers learning and developing skills through AI programs might run into problems or questions. Other AI coaching can supply answers by way of automated chatbots or virtual assistants. Data Analytics AI programs are great for processing data—large quantities of it. When you look at the data from L&D activities, you can see where employee performance or knowledge is lacking the most. You can also see learning patterns and judge the effectiveness of the training. Managers and learning and development professionals can build strong partnerships between humans and new AI technology by focusing on three key areas of development for employees: fostering resilience in the face of change, building an agile workforce, and recognizing and rewarding emotional intelligence. Fostering resilience means overcoming obstacles, hardships, and failures that inevitably come with change. Recognizing and rewarding emotional intelligence means finding and training potential leaders and putting them in empowered positions to manage others. There are many benefits of artificial intelligence in learning and development—if you know how to harness them. It is indisputably true that how AI will change the world depends on how we as humans approach it. AI is meant to be a tool for human use, not a replacement for ingenuity, creativity, or rationalization. As such, humans need to remain relevant to the workplace because they aren’t going anywhere. Increasing employees’ soft skills and integrating them with AI technology can mean maximizing beneficial results. No matter how you feel about AI, it’s the truth that those who utilize AI for work will slowly outpace those who don’t. It all comes back to the integration of humans with machines. If you want to prepare for success in the AI era, then you need to concentrate on the human element of the equation. It's essential to recognise that the challenges surrounding AI implementation are not insurmountable. Instead, they serve as valuable lessons for leaders and organisations to refine their strategies and better prepare for the AI-driven future. By heeding the above truths and adopting a more informed and holistic employee engagement approach, leaders can unlock AI's true potential and pave the way for a more productive and innovative workplace. About the Author - Joe Hart is the President & Chief Executive Officer of Dale Carnegie , a global training and development company with operations in over 75 countries and a worldwide leader in professional development, performance improvement, leadership training and employee engagement. Participants can build skills through in-person, live online, and hybrid programs. Also author of the Wall Street Journal Best-Selling book, “ Take Command: Find Your Inner Strength, Build Enduring Relationships, and Live the Life You Want ,” Joe has a unique understanding of how leaders can inspire trust, create an environment of psychological safety, drive employee engagement and instil a culture of creativity and resilience toward change.

Nathan Catt has joined the RFU from Bath Rugby and will operate as the England Rugby pathway’s designated scrum coach for men’s and women’s sides. Catt leaves his role as academy pathway coach at Bath, where he spent three years developing the local crop of talent in the Somerset region and strengthening the production line to the Recreation Ground. The 35-year-old announced his retirement from playing in 2020 as a one-club man after 12 years of service and 170 appearances for Bath, also attaining a U20 Six Nations Grand Slam for England at U20 level and a cap as a Saxon. As the Bath stalwart’s role at the Blue, Black and Whites draws to a close, Catt will look to continue his positive impact on junior players at England Rugby, just as he did in overseeing the club’s ACE programme at Beechen Cliff. Speaking after confirmation of Catt’s arrival, RFU Executive Director of Performance Rugby Conor O’Shea praised the appointment, commenting: “Nathan has demonstrated great commitment to his craft since his retirement from the game, he has played a big part in nurturing the potential associated with the Bath Rugby academy. It’s a great privilege to add his expertise to our pathway here." “The RFU has been investing in the pathway over the last three years to ensure we have the right talent coming through, and this new appointment is a continuation of that." “His addition is a very important one as the Union seeks to further fortify the calibre of forwards we produce who not only go on to represent England at a senior level, but to challenge at age-grade level too." “I have every confidence Nathan will be a fantastic fit for our programme and will continue imparting his knowledge on the country’s finest prospects now fully part of the RFU.” The former prop will take on responsibility of scrum coordinator as players transition from junior to senior rugby players in the national set-up, ensuring more comprehensive support for budding internationals whilst wearing the Rose. Catt was also involved with the England pathway in assisting the forwards of the U20 Men’s side in their respective outings in this year’s U20 Six Nations and U20 World Championships. In a progressive step forward from the England Rugby pathway, the group will now look to capitalise on the foundations put in at the recent Front Five Forwards Specialist Camp and develop the set-piece talents of the most promising age-grade players in England. Catt will link-up with Jonathan Pendlebury and the U18 Men for the squad’s upcoming regional camps at St. George’s Park (25-26 November) and Bisham Abbey (2-3 December), the first of many involvements with his role expanding across all pathway teams ahead of a busy 2023/24 campaign. Nathan Catt voiced his excitement in joining the national programme and supplementing his previous experience with the U20 Men’s team. “I’m very grateful to be asked to join the pathway alongside some fantastic coaches and members of staff, I’ve had the pleasure of working alongside them at different intervals over the last year and want to build on those relationships,” Catt said. “I’d like to take this opportunity to thank Bath for all the years of support both on and off the pitch, they really are a special club and I look forward to returning with the U20 Men next year for our Six Nations games against Wales and Ireland." “I recognise that within the pathway now there is an opportunity to be part of leading England’s teams to excel on the world stage, and I can’t wait to get started.”

Diwali, also known as the Festival of Lights, is a vibrant and joyous celebration that holds deep cultural and spiritual significance for millions around the world. Originating in India, Diwali marks the victory of light over darkness and good over evil, bringing families and communities together in unity to celebrate as they have done for generations. As the calendar approaches the auspicious date, communities come alive with preparations. Houses are adorned with colourful rangoli designs, and diyas (oil lamps) flicker at every corner, symbolising the triumph of knowledge over ignorance. Families gather to clean and decorate their homes, fostering a sense of renewal and unity. The heart of Diwali lies in its diverse customs and traditions. Families and friends exchange sweets and gifts, reinforcing bonds and spreading happiness. Elaborate feasts showcase a rich array of traditional dishes, reflecting the cultural diversity inherent in the celebration. One of the most spectacular aspects of Diwali is the display of fireworks that lights up the night sky. The bursts of colour and sound not only add to the festive atmosphere but also represent the collective jubilation of communities coming together. Amid the festivities, prayers and rituals play a pivotal role. Temples are adorned with lights and decorated with flowers as devotees offer prayers to deities, seeking blessings for prosperity and well-being with families and communities coming together to join in the celebrations around the world. The significance of Diwali extends beyond religious boundaries, with people of various faiths participating in the celebrations, emphasising the universal message of hope and joy. In recent years, Diwali has gained global recognition, with cities worldwide hosting events to showcase the cultural richness of this festival. From colourful parades to cultural performances, these events not only bring the diaspora together but also introduce the beauty of Diwali to a global audience. Diwali, at its core, serves as a reminder of the triumph of light over darkness, knowledge over ignorance, and the importance of unity and compassion. As the world embraces this Festival of Lights, the warmth and radiance of Diwali continue to inspire a sense of shared joy and harmony across diverse communities.

As part of its plans to grow its Construction and Engineering curriculum in line with industry demands, the Heart of Yorkshire Education Group is recruiting for a number of vacancies in these key areas. The Group has recently seen significant expansion of its Construction and Engineering departments, following the launch of its brand-new range of Green Skills courses and development of new and enhanced facilities. This includes a decarbonisation laboratory which emulates Carbon Capture procedures at Selby College, as well as the installation of Electric & Hybrid Vehicle training rigs and state-of-the-art Construction facilities at Castleford College. To help shape and implement the educational strategy for the Group, Selby College is recruiting a Deputy Head of Curriculum for Engineering who will plan, develop and deliver a curriculum package which is responsive to the industry’s needs. The successful candidate will also provide leadership for the development and delivery of engaging and industry relevant materials and resources to support curriculum development, and a high standard of teaching and learning. To support the delivery of its wide range of programmes in Automotive, Construction and Engineering – including T Levels, Vocational Courses, Apprenticeships, Higher Education and Adult Courses - the Group is looking for Lecturers, Apprentice Reviewers and Workshop Facilitators. Supporting students in developing their knowledge and skills, Selby College is recruiting for a Lecturer in Mechanical Engineering (Machining). Current vacancies based at Castleford College, include: • Curriculum Development Manager for Automotive • Lecturer in Construction Craft – Bricklaying • Lecturer in Engineering - Pneumatics & Hydraulics • Lecturer in Electrical Engineering (two positions available) • Lecturer in Fabrication & Welding • Lecturer in Mechanical Engineering - Machinist • Construction Apprentice Reviewer • Workshop Facilitator - Motor Vehicle • Workshop Facilitator - Mechanical Engineering Sam Wright, Principal and Chief Executive at the Heart of Yorkshire Education Group, said: “At the Heart of Yorkshire Education Group, we want our students to reach their full potential and even exceed their own expectations." "Working in education gives you the opportunity to shape the futures of these students, passing on your knowledge, experience and passion – which is invaluable to their development and also contributes to the wider success of the local and national economy. These roles go beyond teaching, with candidates able to use their expertise to transform education by connecting it with the real-world and the skills needs of employers across the UK.” Those who are qualified in their subject area but are new to teaching are also encouraged to apply, with the Group able to support candidates through a teaching training qualification. Greg Clark, Head of Engineering and Motor Vehicle at the Heart of Yorkshire Education Group, said: “I started my career as a Product Engineer and decided to make the switch to teaching, which was a great choice for me. There are many benefits to working in education as opposed to the industry; you have job security, a great pension contribution and generous annual leave, which allows me to spend more time with my children." “Knowing that you are able to train the next generation of Engineers and positively transform their lives is incredibly rewarding. It’s also such an exciting time to be working in Automotive, Construction or Engineering at the Heart of Yorkshire Education Group, as we’re at the forefront of developing and delivering the Green Skills programmes and facilities which will help train the workforce of the future.”

Rosie Warner, an Event Manager at Noble Events, the Leicestershire-based bespoke events agency, was announced as M&IT’s Rising Star at their recent awards ceremony. The Rising Star category recognises an up-and-coming event professional with less than three years’ experience in the sector; someone who has been the most prominent and quickly left their mark, shown the most initiative and who dazzled judges with their creativity. Sarah Cox, Managing Director at Noble Events, attended the gala awards evening with Rosie and commented on her win saying, “We nominated Rosie when she was with us at Noble Events and whilst she has now gone back to her family hospitality business to drive growth and development, we still believe she embodies everything we believe in as an agency - customer service, positivity and general all round getting the job done!” Rosie added, “I was flabbergasted when Sarah said she wanted to nominate me for the Rising Star award. Becoming a finalist amongst such incredible competition was jaw dropping but to win, well it’s a dream come true. I couldn’t believe it when my name was read out and still feel like I’m floating on air. Thank you to Sarah and the Noble Events team for nominating me, to all the M&IT judges and congratulations to all the finalists and winners. It was a truly special night and one I won’t forget in a long, long time.” Noble Events is the bespoke events agency that brings people together at unforgettable events by becoming an extension of our client’s team, enabling them to focus on their guests, meet their business objectives and shine in front of colleagues and customers. In short we connect people. Established in 2008 and headquartered in the UK, Noble Events has also maintained a branch office in Dubai since 2015. Find out more about the business here

JCB is celebrating 70 years of manufacturing its iconic backhoe loader with the unveiling Platinum Editions of the 3CX and 4CX models. Company founder Joseph Cyril Bamford CBE invented the backhoe concept and the first JCB model was manufactured in 1953 after he combined a lightweight backhoe with a Major Loadall tractor loader. It created, for the first time, a single machine which combined a front shovel and rear excavator arm. While it took 20 years for JCB to build its 50,000 backhoes, under the leadership of JCB Chairman Anthony Bamford, more than 900,000 have now been made. JCB has been world market leader for backhoes for almost 25 years and today manufactures the iconic machine in the UK, India, and Brazil. A total of 70 limited-edition 70th birthday 3CX PRO and 4 CX PRO machines will be manufactured. Lord Bamford said: “The backhoe loader is an incredibly versatile machine and thanks to continued innovation and evolution, it remains just as relevant today as the day it was first invented. The JCB backhoe loader remains one of the most popular pieces of construction equipment in the world and it has a very exciting future ahead of it.” The Platinum Edition models will have servo excavator controls, Powerslide, air conditioning and bi-directional auxiliary flow hydraulics. The machines will bear limited edition Platinum decals and grille badge. They will have Platinum-coloured wheels, while in the cab there will be an embroidered graphic in the carpet and upgraded seat material with 70th anniversary branding, along with a steering wheel centre cap featuring the 70th logo. Each machine will also have a special plaque and customers will receive a special Platinum gift pack with the backhoe loader. Over the last seven decades JCB has continued to develop and enhance the backhoe loader concept, with turbocharged engines, powershift transmissions, all-wheel drive and extending dipper arms. The machine has broadened in appeal, with the launch of the skid-steer based 1CX, the all-wheel steer 3CX Compact and the larger 4CX and 5CX equal-sized wheel machines.