November AP

Developing a Learning Organisation

Academy Pack November 2024

START

Stephen Batchelor

Training Hours

Executive Summary

EiC Level 2 Pass Rates

EiC Level 1 Pass Rates

Overdue EiC

EiC Pathways

Skills Matrix

PDP Progress

Apprenticeship

Index

Succession & Talent

Industry

CSR

We support the cultural shift towards a learning organisation by creating, acquiring and transferring knowledge, to underpin observed and measured change.

Skills Matrix:Overall completion is at 52%, with breakdowns by business area included for the first time this month. We’ve also provided an example of the insights available from a completed skills matrix to demonstrate the insights we’ll be able to provide. Excellence in Claims: Work is underway creating the remaining EiC Level Two Pathways to be delivered in 2024, and the team are on track to deliver complete pathways for the agreed subjects by the end of Q4. Succession & Talent: Completion is underway, this needs to be completed for everyone by the end of Q4. Regular reports: Training hours, EiC pass rates/overdue exams, PDP completion & apprenticeship progress are all stable Team updates have moved to the end of the pack

Index

Index

Training Hours YTD

MK CHC

3%

Training hours up 3% on last month

BH CHC

Index

EiC Pass Rates 2024: Level 1

10

Level 1s taken in October

Passes

Index

Distinction

BH CHC

EiC Pass Rates 2024: Level 1 - CHCs

MK CHC

Index

EiC Pass Rates 2024: Level 2

Index

BH CHC

EiC Pass Rates 2024: Level 2 - CHCs

MK CHC

Index

MK CHC

Overdue EiC Level 1

Currently no overdue Level 1s in Birmingham

Tech

Index

BH CHC

Tech

Overdue EiC Level 2

MK CHC

Index

Example from Motor Pathway:

EiC Pathways

The Level 2 Pathways launched on 9th September They are hosted on AllianzU Click on the EiC logo to go directly there:

Pathways to be completed by year end: Motor Motor Tech Property Casualty BI Casualty Non-BI Pathways to be created in 2025: Fraud ICHC Non-disclosure and Misrepresentation Civil Litigation Disease Finiancial Lines

Why storytelling works

Index

PDP Completion

80%

Development Homepage

Tools for Managers

Index

Skills Matrix

The Technical Skills Matrix has now been launched across Claims, along with the Knowledge Hub, both of which can be found below:

Click on the CHCs below for breakdown:

Skills Matrix

Knowlege Hub

Index

Example of Technical competencies:

Skills Matrix

The Skills Matrix data insights can be customised to meet the needs of each individual Line of Business. In this example, the data can be filtered by area, team, authority, or individual handler, and shows the degree to which each competency has been achieved

Index

Allianz Claims Technical Apprenticeship

Study Modules

Update

Index

Allianz Claims Technical Apprenticeship

Apprenticeship commenced September 2024

Index

Allianz Claims Technical Apprenticeship

Study Modules

The 2024 Cohort have just begun their apprenticeship journey in September 2024. Mentors have been allocated. Three Apprentices have already passed the first assessment with the fourth booked for mid-November Dave Barrows is booked to sit IF1 on 13/11/24

Index

Succession & Talent

Timeline Jul 24: – Deadline extended until end of Q4 Aug 24: Initial report created based on data collated until end of July Dec 24: Deadline for completion of tool by all leaders Jan 25: Data cleanse, analysis & report. Jan 25: Database available for all leaders Jun 25: Deadline for Succession ‘25 Conversation 1. Jul 25: Data cleanse, analysis & report. Jul 25: Database available for all leaders. Dec 25: Deadline for Succession ‘25 Conversation 2. Jan 26: Data cleanse, analysis & report. Jan 26: Database available for all leaders

The Claims Succession Management database - aligns to our Strategic Workforce Planning needs and helps us to: Identify individuals ready for their next career step. Captures new career and development opportunities. Supports the capture of individual career aspirations and aids development activity and conversation. Recognises opportunities and mechanisms to build experiences and expertise in the right way. Encourages meangingful conversations between leaders and their people Nudges towards utilising PDPs Our fundamental aim of the tool is to be able to support our people, retain our talented staff and contribute towards our goal to become a learning organisation through growth opportunities.

Succession Platform

Leaders Guide

Index

Industry

Career progression concerns driving job dissatisfaction as UK tackles skills gaps, study finds

Article from PeopleManagement.co.uk

AI anxiety

Focusing on people skills

The UK workforce is grappling with notable challenges in skills gap confidence, with a quarter (26 per cent) of UK workers citing a lack of career progression as a key factor impacting their job satisfaction, a new study has found. This figure is notably higher than the global average of 18 per cent, highlighting a significant issue within the UK labour market. As these concerns gain prominence, they come at a pivotal moment following the establishment of Skills England, an arms-length government body launched in July to address the skills shortage. Alongside this, recent reforms to England's apprenticeship system are aimed at providing more opportunities for marginalised young people.

Why storytelling works

Skills development

Index

Link to article

CSR

On the 17th October Lauren Robertson, Karen Keenan, Steve Batchelor, Steve Wheatley, Dan Morris, Dave Fox, David Holder-Twomlow and Tatum Carter headed off to Didcot to spend the day at FareShare were we picked and packed food for distribution to food larders, food banks and those in need. We ended the day sorting out HUGE crates of apples and pears! It was a rewarding day and busy day. FareShare are an incredible charity that believe that no food should go to waste so they collect, organise and redistribute surplus food to charities that turn it into meals or to food banks and larders so people can go to collect food. Did you know that 1 on 8 people in the UK regularly go hungry, yet tonnes of food is wasted each year?

Why storytelling works

Index

Contacts

Lisa Hewitt

Daniel Morris

Tatum Carter

Steve Batchelor

Dave Fox

Dave Holder-Twomlow

Lauren Robertson

Karen Keenan

Index

Study Modules

Insurance, legal & Regulatory (IF1)Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law (M05)

UK workers focusing on people skills In addition to concerns about career progression, UK workers are also shifting their focus to interpersonal skills, with 42 per cent ranking people skills, such as communication and collaboration, as the most important for their roles in the next five years: notably higher than the global average of 33 per cent. Conversely, only 30 per cent of UK workers view management skills as a priority, compared to 38 per cent globally. This underscores a significant shift in workplace dynamics. These skills are increasingly crucial in driving organisational success and businesses must place a stronger emphasis on developing these competencies through targeted training programmes and workshops to meet current workforce needs and prepare employees for future roles. Recruitment strategies should also evolve to identify candidates who excel in these areas, ensuring new hires contribute to a work environment that fosters collaboration and communication.

AI anxiety adding to concerns among younger workers Younger workers face mounting challenges, with 31 per cent of those aged 25 to 34 in the UK listing career progression as their top concern, nearly double the 17 per cent of their global peers. Compounding these concerns, AI integration in the workplace is increasing anxiety among younger UK workers. While only 12 per cent of the overall workforce believes AI will replace most of their job functions within the next two to three years, this figure jumps to 23 per cent among those aged 18 to 24, highlighting growing fears about the future of work. Rapid technological advancements will inevitably lead to significant changes in job roles. Upskilling and reskilling are essential. There is a need for businesses to support employee development to maintain engagement and retention.

Update Leo is on track with apprenticeship studies. Leo has spent time with CVT as part of his mini-rotation. Has a keen interest in working in fraud prevention in the future. Leo also spent some time with a Motor Engineer both in the office and out visiting approved repairers. Leo passed the exam for M94 and is about to submit coursework to fully complete the module.

Study Modules Insurance, legal & regulatory (IF1) Insurance Claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Insurance Business & Finance (M92) Dip CII Insurance Law (M05)

Study Modules

Insurance, legal & Regulatory (IF1) Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law

The call for long-term investment in skills development As these workplace dynamics evolve, it is clear that long-term investment in skills development is essential. Companies must consider long-term structures and additional funding for skills development to remain competitive and survive. If people don't feel supported in terms of development, then the negative outlook is more likely to lead to negative behaviours: whether that means individuals leaving the organisation or finding grounds to raise grievances and complaints. The key is for managers to be proactive and engaged with their workers, and to lead open discussions about employees’ hopes and expectations. This approach allows managers to better understand and address underlying tensions or sources of resentment or frustration, while also making employees feel their employer is invested in their future, ultimately boosting engagement. A warm and empathetic human face is even more important. Ensuring all employees have access to career and skills development is critical for workplace productivity and retention.

Study Modules

Insurance, legal & Regulatory (IF1) Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law