ESB Business case studies template

Business Name: West Somerset Railway

Number of employees: + 1200 volunteers

Location: Minehead

Nature of business: Longest heritage steam railway in England

Name and Position of person submitting case study:

Paul Conibeare, General Manager

1. Please tell us a little about the recruitment and/or training need that was identified within your company (Max 100 words)Was there new/increased demand for your product or service? Were you diversifying into new products or services? Did you need someone with specialist skills like marketing, health and safety or project management to progress your project?

The WSR has worked with SS&L since 2005. We also work with other training providers. During this time the Railway has grown from a local business into one of the largest tourist attractions in the South-West. We needed staff to gain new skills across a range of business functions to be able to better serve our customer base and manage our volunteers and promote our business. Through a combination of formal qualifications, apprenticeships and short courses we have developed a dynamic workforce.

2. How did you go about identifying whether you needed to recruit new staff or train existing staff? (Max 100 words)

I undertook a skills audit of my existing staff. The WSR is fortunate to have over 1300 volunteers, working across the entire service, so we are able to recruit people with a passion for the industry. When we do need to recruit externally the WSR has a strong brand and is well thought of locally.

3. Tell us about any challenges you faced in finding the right people or right training locally? (Max 100 words)

Funding training is always a challenge, and the WSR takes advantage of training grants and subsidies when they are available. Our training plan prioritises needs. We are able to source training when it is needed e.g. Bridgwater College for engineering and Somerset Skills & Learning for business skills and management training. Sometimes releasing staff for training is difficult as we now run festivals throughout the year, but mostly on the job training and a flexible attitude resolves most problems. Keeping up to date with new technology has been challenging – essential for a 21st century business, but not always in tune with our steam engines.

4. Can you tell us how you overcame these challenges and which organisations, if any, were involved in finding/delivering a solution. (Max 200 words)

The WSR works with local agencies e.g. West Somerset Council, Somerset County Council, Chamber of Commerce and the National Apprenticeship Service. I also sit on local commerce and skills boards, so I network with drivers and influencers of the local economy and I am part of the local decision making process.

5. What would you advise other businesses if faced with a similar situation? (Max 100 words)

Build a rapport with your training provider. Trust and understanding is key to a successful training partnership. Regularly review management and training plans to ensure staff have the relevant skills to cope with change. They feel trusted and valued that we have invested in their training and they remain loyal to us. Our staff turnover is low.