A Day In The Life – HR Assistant

in , , /by

The logistics industry, often perceived as male-dominated, is witnessing a transformative shift as more women step into pivotal roles, breaking stereotypes and driving progress. At Barnes, we take pride in fostering a diverse and inclusive environment, recognising that women bring unique perspectives and strengths to the table.

This month, we turn the spotlight on Lucy Starkie our HR assistant, showcasing the important role women play in shaping the workforce.

 

1. What does your role entail?

My role involves every aspect of the employee lifecycle.  This could be anything from dealing with day-to-day queries, recruiting new members of the team, or ensuring all paperwork and training is up to date. Though I primarily work out of our Head Office in Rochdale, I also work across the group with our Coventry, Northeast, and Cheshire depot.

 

2. Can you tell us about your journey, how did you get your job at Barnes?

I had recently graduated from university and ended up being a bit lost with what do to next. I knew I wanted a challenge so when I saw an opportunity come up at Barnes, I knew I needed to go for it no matter how scary it seemed. But now I wouldn’t look back. This role is challenging but also rewarding which keeps me motivated.

3. What does a typical day look like for you?

There really isn’t a typical day when you’re at Barnes and that’s the best part! There are new opportunities and challenges every day so when you start your shift you never know what to expect. One thing that’s always guaranteed is checking in with our other depots and offering support for any queries they may have.

 

4. What does being a woman in transport mean to you?

 It’s really refreshing to not follow outdated stereotypes and be a woman in transport.  Whilst my role isn’t heavily transport based, the nature of working in a logistics environment is so rewarding and hopefully will encourage other women to join transport whether that be as a driver or in an office-based transport role.

 

5. What would you say to other women looking to join the industry?

Don’t be afraid to break the mold! Logistics can be for anyone. If you’re resilient, motivated, and adaptable, give it a go. Working in logistics is an opportunity that is exciting and allows you to see the benefits of your hard work.

 

The importance of women in logistics cannot be overstated. Women bring diversity, innovation, and a fresh perspective to the industry, making it more dynamic and inclusive. If you’re interested in a role within logistics, or want to explore more careers, you can visit the National Careers Service website for more information.  Let’s continue to support and inspire women to excel in every aspect of the logistics world!

Department For Transport Push to Draw Youth to Logistics – But what else can be done?

in , , , /by

The Department for Transport (DfT) has recently proposed a strategy to encourage more young people to pursue careers in transportation. As part of this initiative, they suggest allowing trainee drivers to start theory and off-road training for driving HGVs before they have a provisional license.

We already know the importance of a strong haulage sector in keeping shelves stocked, maintaining robust supply chains, and ensuring parcels arrive on time to name just a few. But we are also aware to the fact that the skills gap is widening, and the workforce is ageing. Barnes has been a long-time champion of encouraging young people into the logistics sector, so this is certainly welcome news. But what more can be done?

What Is The DFT’s New Proposal?

All new HGV, bus and coach and drivers will be held to the same training requirements as before, but the big difference proposed will be to remove a restriction that currently means that 18 to 20-year-old bus and coach drivers can only drive routes up to 50km.

It will also, according to the Government website, allow a person to undertake the theory and off-road manoeuvres tests required to gain their driver certificate of professional competence (DCPC) before being granted a provisional bus, coach, or heavy goods vehicle (HGV) driver entitlement.

Chris Yarsley, Senior Policy Manager for Road Freight Regulation at Logistics UK, said: “Allowing young people to start their driver theory training before obtaining their provisional licences will kickstart their route into becoming HGV drivers. However It is worth remembering that driving a vehicle of this size is a technically challenging occupation, which is highly regulated for a reason, and we will be ensuring as part of the consultation that all the necessary training for qualification as a safe and compliant driver is still achieved before taking to the roads.”

The consultation closes on 5th June 2024.

 

How We Can Encourage Young People Into Transport

We welcome the early training of young drivers in a safe and controlled environment and agree with Logistics UK that lessening the restrictions around the theory test will certainly make transport a more attractive and attainable career option for school leavers. However, we also recognise that more needs to be done in the industry to make it not just a simple route, but an attractive one.

 

Valuing drivers

Excellent workforce planning is something we’re very familiar with, having won an award for it earlier this year at the Supply Chain Awards. We recently reviewed every inch of our business to ensure we’re always putting our drivers first, resulting in an exponential growth in retention rates and employee satisfaction. We believe that the young generation is absolutely more likely to join an industry where they are treated with respect and paid fairly, this is something we hope to pioneer in the transport industry in the years to come.

 

Better service station facilities

It’s recognised industry-wide that there is a dire need for better facilities for drivers on the road. We’re often hearing about the latest innovations in offices and workplace perks, so why should our drivers not benefit from the same benefits and luxuries whilst they are working? We hope to see continuing pressure put on those who can make changes and reflect the view that “sentiment must turn into action.”

 

Recognise the need for environmental change

We know that big changes are to come in the next decade, especially with net zero targets and talk around going all-electric on the roads. We believe that this will encourage more young people into transport, with 64% of Gen Z saying it’s important for employers to take action on environmental issues. Therefore, we look forward to navigating the new challenges the industry faces and seeing the impact they have upon the skills shortages.

 

Digitise the industry

Finally, with around 40% of Gen Z using AI and new technologies at work, a digital transformation in the logistics sector would be welcome when it comes to attracting and retaining young talent. Plus, adopting new tech is already showing to be beneficial when it comes to fleet and warehouse management. Anything that creates a more agile workplace, whilst also helping to combat the ageing workforce, is a win for us!

 

We’d love to hear your thoughts on X (Twitter) and LinkedIn! Or, for more blogs from our team, head to our website

Behind Barnes – Gail Croft (HGV Driver) #IWD2024

in , , /by

As International Women’s Day approaches on Friday, the world celebrates the growth, success, and achievements of women all over the world. It’s a day to honour the progress made towards gender equality and to recognise the significant contributions of women in all areas of life.

At Barnes, we always embrace the spirit of International Women’s Day, and love to highlight the remarkable achievements of our very own women in logistics! For International Women’s Day 2024, we sat down with Gail Croft, an HGV Class 1 Driver and had a little chat about her day to day here at Barnes.

Here’s what she had to say:

1. What does your role entail?

My role entails working for Barnes Logistics as an HGV driver. I collect and deliver loads from and to various customer locations.

 

2. Can you tell us about your journey, how did you get your job at Barnes?

I gained my HGV 1 license in the Army in 1999. Commercially I’ve been driving HGVs for over 20 years. I applied to work at Barnes as I was looking for a friendly transport company that values their employees and provides excellent working conditions.

 

3. What does a typical day look like for you?

There are various shift patterns and contracts across the Barnes group. For the work I am typically assigned, I can start between 17:00 and 20:00hrs, collecting a unit and performing vehicle checks at the Rochdale depot, then going to a local customer site to collect a trailer. From there I could have as many as ten collections or deliveries and sometimes as few as two. Delivering goods up to the North East or Midlands and everywhere in between! For me, shift lengths average around 11 hours. The work I am typically assigned involves bay work, which means no heavy manual work with pallets and pump trucks.

 

4. What does being a woman in transport mean to you?

Being a female in the transport industry has never adversely affected me. I’m a grafter who doesn’t want any special attention. I have always been in male dominant careers, The Army, Close Protection, and the Prison Service. I just crack on.

 

5. What would you say to other women looking to join the industry?

I would say go for it to any other female wanting to join the transport industry. As long as they are willing to graft as hard as the guys, they will be fine.

 

If you are inspired to follow in the footsteps of remarkable women like Gail in the logistics industry, explore more empowering stories and insights in our other blogs.

The Role of Apprenticeships in Shaping the Future of Logistics

in , /by

Apprenticeships are to play a key role in shaping the future of logistics. As both supply chain demand and skill shortages increase, so will the demand for streamlined efficiency and innovation. With apprenticeships allowing applicants to earn whilst they learn, these schemes make for a great method of incentivised expert learning. At Barnes, we think apprenticeships are set to become a valuable investment across the logistics industry, and will help to mitigate the skills gap, foster innovation, and boost productivity. Let’s have a look into this further.

Improving Employment Rates

Right now, global supply chains are not only under strain because of post-pandemic economics and the likes of the Red Sea crisis, but also because of a significant skills shortage across the whole logistics industry.

In the current UK landscape, the skills shortage is partly because of an ageing workforce and a general lack of awareness of the opportunities within logistics.

Apprenticeships are an effective method of training individuals and tailoring their expertise. With individuals set on their desired career path, apprenticeship schemes come with a high staff retention success rate. In fact, approximately 90% of apprentices remain in employment upon completion, with 71% staying with the same employer. In addition, apprenticeships are often promoted in schools and colleges, making for a useful tool in spreading awareness about the industry.

Fostering Innovation

With a future led by sustainable development and artificial intelligence, apprenticeships are another route to recruiting fresh perspectives on upcoming challenges. Being able to study and work, apprentices are often eager to learn and willing to get stuck in with problem solving. In addition, apprenticeship schemes that operate on a rotational basis can offer applicants a mentored and holistic understanding of the logistical supply chain. Being able to train apprentices up to understand the whole logistical process helps foster innovation, streamline supply chain operations, improve efficiency, and boost customer satisfaction.

Improving Diversity in the Workplace

Apprenticeships are typically open to all and are a great way to employ people of all ages, genders, ethnicities, and educational backgrounds. With supply chain logistics being highly globalised, developing a diverse work environment is a great way to enhance cross-cultural understandings, overcome language barriers and ensure that goods can be transported as smooth as possible.

What’s more, creating a diverse workforce helps employees feel safe and included. By creating a culture that people want to be a part of, employees will instinctively become more engaged and productive.

Closing the Digital Skills Gap

With a significant number of employees aged over 50, the logistics industry is known as an ageing workforce. As technology becomes increasingly in demand, there comes the risk of a widening digital skills gap. Digitisation within logistics has given way to the rise of things like IoT (Internet of Things), blockchain, autonomous vehicles, drones and automated picking and sorting systems. With this in mind, offering apprenticeships for all levels are a great opportunity to ensure employees can upskill their digital expertise.

Boosting Productivity

Apprenticeships allow you to introduce industry leading skills from the get-go. With applicants being offered close mentoring, they are more likely to feel that their experience and ability is valued. Furthermore, apprentices can earn money whilst gaining their qualification, offering a proven incentive for productivity. In fact, 78% of employers would agree that apprenticeships boost productivity. When employees are more engaged and proactive, they also become eager to progress through the rankings. This not only makes for a successful return on investment, but also a further reduction in the logistical skills shortage. To find out more about apprenticeship schemes, visit https://www.gov.uk/apply-apprenticeship.

Why Barnes Logistics Boasts the Best Workforce Planning in the UK

in , /by

Did you know, late last year we were honoured with the prestigious National Supply Chain Excellence Award for our workforce planning efforts? This recognition not only celebrates our success but also highlights our dedication to maintaining the best planning practices in the UK.

So, as we’re feeling reminiscent, this month, we wanted to give you a little insight to what workforce planning is, along with our strategies which has led us to becoming award-winning in this area, plus why we boast the best workforce in the UK!

Understanding Workforce Planning

Before delving into how we achieved our award, let’s explore what workforce planning entails. In simple terms, workforce planning is the strategic management of HR, to ensure the right people are in the right place at the right time. It involves aligning the workforce with the business’ goals, addressing current and future staffing needs, and fostering a productive and engaged team. At Barnes, we recently assessed our whole process thoroughly, studying what our time-critical businesses needed for logistical support and warehousing. This led us to make some key changes, ending up by achieving the perfect, award-winning balance in our operations.

Our workforce Planning Solutions

Headed up by our fantastic HR team, here are the strategies we recently reviewed and re-implemented to achieve the best logistics workforce planning in the whole of the UK!

1. Proactive Solutions for Driver Shortages

In the face of the nationwide driver shortage that has impacted logistics firms across the country, at Barnes decided to take the bull by the horns. Under the leadership of our Chief People Officer Amanda, we conducted extensive market and employee-based research to enhance our capacity to recruit and retain top-tier talent.

A data and evidence-based approach guided us, with thorough analysis of exit interviews from departing drivers. This crucial feedback became the cornerstone of our continuous improvement model, leading to impactful changes.

 

2. Improving Morale and Retention

Our commitment to retaining talent is one of our top priorities, because at the end of the day we aren’t anything without our employees! By analysing exit interviews, we gained insights into what departing staff sought in their next role, allowing us to adapt and become an employer of choice.

We recognised the need for improved communication with drivers post-pandemic, so we introduced education and training initiatives. This not only increased the value our team members felt but also improved communication across the entire workforce. A significant focus on driver debriefing, along with an overhaul of our payroll process, ensured that our drivers are not just numbers but valued members of the Barnes family.

By implementing cultural and strategic changes, fostering a positive working environment, boosting morale and, consequently, enhancing supply chain performance, we can ensure we gain and retain our employees.

 

3. Recruitment Strategy Enhancement

To adapt to economic challenges, we also revamped our recruitment strategy. Through in-depth research, we identified and addressed drivers’ concerns, categorising them into three main areas. This data-driven approach enabled us to streamline the onboarding process, making it more collaborative and supportive.

Market research informed our new approach to job advertising, maximising our reach on various platforms. Moreover, our initiative to support inexperienced drivers to enter the industry has been applauded not just at the awards, but all across the board by addressing the skills shortage.

 

4. Creating a Professional, Inclusive Working Environment

Our shift in culture and strategy has created to a more positive, professional, and inclusive working environment for everyone. Regular training and effective communication between management and staff have become integral, embedded in our core values, and embraced by the entire team.

These changes, backed by a commitment to continuous improvement, are not just creating a thriving workforce but contributing to the efficiency of the wider supply chain and logistics network.

 

5. Long-Term Gains

The investments made in workforce planning have resulted in long-term gains for us at Barnes. Operational efficiency has improved, recruitment costs have halved, and the time and resources spent on onboarding new candidates have reduced by 50%.

Our competitive advantage in attracting talent has significantly increased job offer and acceptance rates, and by adapting to economic shifts, we have effectively mitigated skills and talent shortages, contributing to improved job satisfaction and supply chain efficiency.

 

6. Progress but Work Still to be Done

While we celebrate our achievements, we recognise that cultural change takes time. Barnes is proud to be at the forefront of transforming the industry’s perception and treatment of drivers. We acknowledge the road ahead, and we are committed to continuing these positive strides.

 

Absolutely everyone at Barnes was so honoured to have earned the title of ‘Best Workforce Planning’ in the UK. Our dedication to continuous improvement, employee wellbeing, and fostering a positive working environment not only sets us apart but also propels us toward a future of excellence in the logistics industry.

OUR ACCREDITATIONS

 

Contact Details

Tel: 0161 684 3070
Email: admin@barneslogistics.com

About us

Barnes Logistics’ fleet operates from more than seven sites across the country and supports a nationwide client base.

Our Service

We supply ‘just in time’ logistics support and warehousing to businesses across the UK.

Registered Office

Barnes Logistics Ltd
Cowm Top Lane
Rochdale
OL11 2RG