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Assess how contemporary training initiatives introduced by the UK government contribute to human resources development for Rolls Royce.


Assess how contemporary training initiatives introduced by the UK government contribute to human resources development for Rolls Royce. This means you should include the positive and negative aspects of the initiatives discussed in the case study and your own research and draw conclusions from your balanced argument.

· Please use case study provided on Rolls Royce in order to assess the contribution of initiatives to the success of the business.
· The case study is not about the car division.

Case Study:Rolls Royce

Rolls Royce operates in 50 different countries around the world and employs over 42,000 employees worldwide with approximately, 22,000 working in the UK.

Rolls Royce recognises the need to employ skilled employees in order to meet its commitments and grow its business. The business is divided into four sectors, civil aerospace, marine engineering, defence and energy. Rolls Royce has created a diverse and inclusive working environment which attracts and retains the best people. The company values and supports the development of its human resources with the belief that valuing and empowering individuals is critical to the success of the business. The company creates a climate and culture which enables its people to flourish.

Rolls Royce invests in training, education and development programmes that improve both employee and corporate capability. The educational framework provided enables Rolls Royce to anticipate and respond to changing technical, market and customer needs which is vital to their success. The training and development programmes raise standards and competitive performance; develop business management and leadership skills that sustain profitability for the company. The programmes help people to realise their potential and promotes innovation.

Rolls Royce works with appropriate bodies to influence government policy on education, they work with schools to encourage students to view science and engineering in a positive way. Rolls Royce works hard to encourage girls into science. The company strives to become an employer of choice and create an inclusive environment where individuals respect and embrace diversity, this inspires employees and encourages collaboration and facilitates high performing global teams.

Rolls Royce offers apprenticeships which offers training and mentoring, investing in people and offers degree level qualifications and the potential to experience global opportunities. During the induction stage apprentices participate in Outward Bound activity days to encourage team work, and later Rolls Royce offer Driver Awareness training, Financial Awareness training and Education Awareness Training, all of which will support the apprentices through the early years of the apprenticeship.

Other programmes offered by Rolls Royce include internships, Graduate training Schemes and Masters Programmes. The Chairman participates in the FTSE 100 cross Company Mentoring Programme and the company has also introduced a Reverse Mentoring Programme in which future senior leaders advise and guide current senior leaders. Rolls Royce has supported the government’s Think Act, Report initiative to drive greater transparency on gender employment issues; it actively supports women through mentoring, supporting networks and offering awards such as the Female Undergraduate of the Year Award and STEM Connector which promotes STEM careers to girls and women. (Science, Technology, Engineering and Mathmatics)

At the Rolls Royce North East Training Centre apprentices are offered apprenticeships in mechanical, fabrication, electrical and general engineering. The training centre offers NVQ levels 2 and 3 to training apprentices and adults focusing on the engineering community at large, not just for employment within Rolls Royce. Their aim is to support local business to employ an apprentice with the necessary vocational and academic qualifications. They also offer NVQ level 2 and 3 to existing adult employees.

Rolls Royce works with many government organizations such as the Sector Skills Council, Semta, which develops innovative solutions and programmes to support businesses of all sizes and equip employers with the skills their businesses need for future and growth and competitiveness. Rolls Royce puts forward its apprentices and Higher apprenticeships and have won many of the Semta Awards, recognizing outstanding engineers.

The National Skills Academy for Nuclear is an employer led membership organization. Rolls Royce Nuclear is a member of this organisation and works with other members to ensure that the UK Nuclear Industry and its supply chain has skilled, competent and a safe workforce to meet industry needs today and in the future.

Rolls Royce recognizes the need to create a sustainable business, which requires profitable growth whilst achieving positive economic, social and environmental impact. They seek innovation to secure a better future and require a diverse workforce to become an even more global group. Rolls Royce intends to attract, retain and develop the best talent. They enjoy global recognition for their apprenticeship schemes and have included 32 nationalities in their 2013 graduate recruitment programme.

These are some of the main Human Resource Activities which Rolls Royce participate in and the examples given in this case study illustrate how Rolls Royce and their employees have benefited from government initiatives.

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