To encourage more younger drivers to pursue jobs in transportation, the government is consulting on a proposal that would reduce the average age of bus, coach, and truck drivers in the UK.
How can HR support younger workers?

The UK government examines a plan that may affect younger workers. What HR experts and firms can do to support young people at work while the 

 

To encourage more younger drivers to pursue jobs in transportation, the government is consulting on a proposal that would reduce the average age of bus, coach, and truck drivers in the UK.

 

At the moment, bus and coach drivers between the ages of 18 and 20 are limited to 50 km of driving. With articulated trucks, there is no distance restriction for younger drivers.

 

Launched last Thursday, April 11, is the UK government’s consultation on lowering the minimum age requirement to operate longer bus routes. It must close on June 5th.


The consultation’s plan, according to business consultant Amanda Caldeira, is a win-win situation that will reduce the driver shortage and provide employment opportunities for younger workers. However, she asked HR to keep in mind its legal duties to younger employees.

 

“I would urge HR leaders to consider how they can support workers in new positions like this,” Caldeira said in an interview with PM. “They should also remember that certain legal requirements are in place to ensure the health and safety of persons under the age of 18.”

 

“Trained drivers between the ages of 18 and 20 may soon be able to legally operate a coach from Manchester to Southampton, but they may need additional support to ensure their safety and the safety of others their actions affect,” the speaker continued.

 

Caldeira went on to say that since younger employees shouldn’t be exposed to danger because of their inexperience, proper risk assessment ought to be a component of HR’s plan.

 

Younger employees are a vital component of a robust team, according to Jim Moore, employee relations specialist for HR consultants Hamilton Nash, who spoke with HR magazine. They become a more important source of talent in succession planning as they develop their expertise.

 

Conversely, younger employees require a greater degree of onboarding and training from their employers, particularly if they are just starting out in their careers. A portion of this assistance will deal with workplace issues like behavior requirements that can be seen as common sense.

 

“Team-building exercises can help younger employees feel like they are a part of the larger company, and pairing them with more seasoned mentors can help them catch up.”

 

Moore continued by saying HR needs to make sure younger employees can get support for their welfare.

 

According to a Resolution Foundation survey from February, 24% more young people than in 2000 reported having mental health symptoms.

 

“HR directors need to make sure that companies put policies in place that prioritize employee well-being, recognize and address threats to mental health, and have an early intervention plan in place.

 

One way to do this would be to create a “safe space” where staff members can talk about their struggles without worrying about being judged or stigmatized. In order to create this support structure and promote awareness, HR must collaborate with management teams.

 

Lynne Peabody, CEO of the EY Foundation, a nonprofit that links employers with youth from low-income families, suggested a customized strategy that centered on recruitment.

 

“It is crucial that recruiters recognize the actions needed to effectively engage with this demographic,” the speaker told HR magazine.

 

“We advise employers to modify their hiring procedures by using inclusive policies. This entails providing additional help during the application process and staying away from competency-based inquiries, which frequently call for candidates to rely on previous knowledge. People from low-income backgrounds may be disproportionately negatively impacted by these questions. We provide helpful strategies in our Breaking Barriers report for interacting with this audience.

Read more HR news like this on PropleManager.co.in     

 

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