cynhyrchwyd gan yr uned ddata llywodraeth leol ~ cymru (yr ... · clicio ‘nesaf’ o’r sgrin...

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Cynhyrchwyd gan yr Uned Ddata Llywodraeth Leol ~ Cymru (yr Uned Ddata) ar ran y Bartneriaeth

Dysgu, Medrau ac Arloesi (LSkIP)

Medi 2017

http://www.unedddatacymru.gov.uk

029 2090 9500

[email protected]

http://www.unedddatacymru.gov.uk/

mailto:[email protected]

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Arolwg sgiliau busnes LSkIP

Cynnwys

Rhagymadrodd ......................................................................................................................................................................... 3

Methodoleg ............................................................................................................................................................................... 4

Canlyniadau ................................................................................................................................................................................ 5

Dadansoddiad fesul sector - Addysg ............................................................................................................................. 25

Dadansoddiad fesul sector - Adeiladu .......................................................................................................................... 40

Crynodeb ................................................................................................................................................................................... 55

Ystyriaethau am y dyfodol ................................................................................................................................................. 55

Y camau nesaf ......................................................................................................................................................................... 55

Atodiad A – Arolwg ............................................................................................................................................................... 56

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Rhagymadrodd

Y Bartneriaeth Dysgu, Medrau ac Arloesi (LSkIP) yw’r Bartneriaeth Sgiliau Rhanbarthol De-ddwyrain

Gymru. Mae LSkIP yn gyfrifol am ddarparu argymhellion i Lywodraeth Cymru i ddylanwadu a

blaenoriaethu'r defnydd o gyllid sgiliau, er mwyn darparu’r gyflogaeth a’r sgiliau mae diwydiant yn

eu hangen er mwyn galluogi yr economi i ffynnu a thyfu. Mae’r argymhellion yn ffurfio rhan o'r

Cynllun Rhanbarthol Sgiliau a Chyflogaeth flynyddol sy’n cael ei chyflwyno i Lywodraeth Cymru.

Cafodd cynllun 2017 ei gyhoeddi yn Awst 2017: http://www.lskip.wales/.

I lywio’r argymhellion a gynhwyswyd yn y Cynllun, mae angen i’r Bartneriaeth ddeall anghenion

busnesau ledled rhanbarth De-ddwyrain Cymru o ran cyflogaeth a sgiliau. Fel rhan o sicrhau’r

ddealltwriaeth hon, gweithiodd LSkIP gyda chydweithwyr yn yr Uned Ddata Llywodraeth Leol ~ Cymru

(yr Uned Ddata) i gynnal arolwg ymhlith busnesau ledled y De-ddwyrain. Nod yr arolwg oedd bod yn

arolwg peilot ar gyfer ymchwil yn y maes hwn yn y dyfodol.

http://www.lskip.wales/

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Methodoleg

Cafodd yr arolwg ei gynnal gan yr Uned Ddata ar ran LSkIP ym Mehefin 2017. Cafodd yr arolwg ei

gynnal ar-lein ac roedd ar gael yn y Gymraeg a Saesneg. Roedd copïau papur o’r arolwg ar gael drwy

wneud cais oddi wrth yr Uned Ddata, er mwyn galluogi ymatebwyr i weld y cwestiynau cyn dechrau eu

cyflwyniad, ond bu’n rhaid cyflwyno ymatebion ar-lein. Roedd yr arolwg yn cynnwys 28 o gwestiynau,

cymysgedd o gwestiynau ymateb agored (testun rhydd) ac ymateb caeedig (blychau ticio) o dan y

penawdau:

• Heriau a newid;

• Recriwtio;

• Bylchau mewn sgiliau;

• Defnyddio sgiliau;

• Yr Iaith Gymraeg;

• Hyfforddiant a datblygiad; a

• Graddedigion/prentisiaethau.

Mae cynnwys llawn yr arolwg i’w weld yn Atodiad A.

Sampl arfaethedig yr arolwg oedd yr holl fusnesau a leolir yn Ne-ddwyrain Cymru. Cafodd dolenni i

gael gafael ar yr arolwg eu hanfon drwy e-bost at ddarpar ymatebwyr drwy rwydweithiau cysylltiadau

LSkIP, gan ofyn iddynt anfon gwybodaeth am yr arolwg ymlaen at bartïon â diddordeb. O ganlyniad i’r

dull samplo pelen eira yma, ni wyddwn faint o bobl/busnesau unigol a gafodd eu gwahodd i ymateb,

ac felly nid yw’n bosibl dweud beth oedd y gyfradd ymateb gyffredinol i’r arolwg.

Yn gyfan gwbl, roedd 186 o ‘drawiadau’ ar yr arolwg - hynny yw, 186 o achlysuron o ymatebwyr yn

clicio ‘Nesaf’ o’r sgrin gyflwyniadol i fynd at gynnwys yr arolwg. Nid oedd y rhain o reidrwydd yn 186 o

unigolion neu fusnesau unigryw. Roedd nifer o’r rhain yn enghreifftiau o ‘glicio drwodd’, pan gliciodd

ymatebydd drwy dudalennau’r arolwg heb gyflwyno unrhyw ddata defnyddiadwy. Cafodd 63 o

ymatebion i gyd eu cymryd ymlaen am ddadansoddiad. Nid atebodd pob ymatebydd bob cwestiwn,

felly mae’r canrannau a roddir wedi eu cyfrifo fel cyfradd yr ymatebwyr a atebodd y cwestiwn penodol

hwnnw.

Cyflwynir canlyniadau’r arolwg yn yr adran Canlyniadau. Sylwch nad yw pob sylw yn cael ei adrodd yn

iaith ei gyflwyno ac maent wedi eu hanodi â sector busnes a maint yr ymatebwyr er mwyn rhoi cyd-

destun i’w hymateb. Yn dilyn y canlyniadau mae dadansoddiad fesul sector sy’n cyflwyno’r

canlyniadau o’r sectorau Addysg ac Adeiladu yn annibynnol (nid oedd digon o ymatebion o sectorau

eraill i gyflawni dadansoddiad annibynnol). Mae rhai sylwadau felly yn cael eu dyblygu rhwng yr adran

canlyniadau cyffredinol a’r adran dadansoddiad sectorol.

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Canlyniadau

Proffil yr ymateb

O’r 63 o ymatebion dilys, roedd 47 (75%) wedi eu cwblhau’n llawn ac 16 (25%) wedi eu cwblhau’n

rhannol (pan adawodd yr ymatebydd cyn gorffen yr arolwg). Er i’r arolwg gael ei hysbysebu’n

ddwyieithog, roedd 100% o’r ymatebion a ddaeth i law yn Saesneg.

Gofynnwyd i’r ymatebwyr ddewis sector a oedd yn cyd-fynd â’u prif weithgarwch busnes. Dewisodd

29% ‘Addysg’ a dewisodd 27% pellach ‘Adeiladu’. Daeth 10% o’r ymatebion oddi wrth fusnesau

‘Iechyd a Gofal Cymdeithasol’, tra daeth 6% oddi wrth fusnesau ‘Gwasanaethau Ariannol, Cyfreithiol a

Phroffesiynol’. Dewisodd 21% o’r ymatebwyr ‘Arall’, a gwelir y sectorau a enwyd ganddynt yn Tabl 1.

Tabl 1: Sector busnes

Nifer %

Adeiladu 17 27

Diwydiannau Creadigol 1 2

Addysg 18 29

Ynni a’r Amgylchedd 0 0

Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol 4 6

Bwyd ac Amaeth 0 0

Iechyd a Gofal Cymdeithasol 6 10

TGCh 2 3

Lletygarwch, Hamdden a Thwristiaeth 0 0

Gwyddorau Bywyd 1 2

Manwerthu 0 0

Trafnidiaeth a Dosbarthu 1 2

Arall, ac o’r rhain: 13 21

Hedfan 1 2

Cymell, Ymgynghorwyr a Hyfforddi 1 2

Gwasanaeth Brys 1 2

Cymorth cyflogaeth i bobl anabl a gweithgynhyrchu 1 2

Peiriannu 1 2

Peiriannu - Dylunio a Gweithgynhyrchu 1 2

Uwch-dechnoleg Datblygu a Gweithgynhyrchu 1 2

Gwasanaethau hylendid 1 2

Gweithgynhyrchu 2 3

Corff proffesiynol 1 2

Gwasanaethau cymorth arbenigol 1 2

Cyfleustodau 1 2

Cyfanswm 63 100

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Gofynnodd yr arolwg am farn busnesau ledled rhanbarth De-ddwyrain Cymru, gan ofyn i’r ymatebwyr

nodi ym mha awdurdod lleol oedd eu safle busnes pennaf/mwyaf arwyddocaol. Daeth o leiaf un

ymateb oddi wrth fusnes a leolir ym mhob awdurdod lleol yn y rhanbarth. Roedd ymatebion wedi eu

lleoli i raddau helaeth yng Nghaerdydd (49%) a Rhondda Cynon Taf (16%). Dangosir nifer yr

ymatebion a gafwyd am bob ardal awdurdod lleol yn Ffigur 1.

Ffigur 1: Nifer yr ymatebion fesul ardal awdurdod lleol

Gofynnwyd i ymatebwyr roi amcangyfrif o faint cyflogaeth eu busnes. Gwelir nifer yr ymatebion fesul

band maint cyflogaeth yn Ffigur 2. Daeth 46% o ymatebion oddi wrth fentrau mawr (sy’n cyflogi 250+

o staff), 42% oddi wrth fusnesau bach a chanolig (10-249 o staff), a 12% oddi wrth feicro- fusnesau

(<10 o staff).

Ffigur 2: Nifer yr ymatebion fesul band maint cyflogaeth

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Heriau a newid

Nod adran hon yr arolwg oddi nodi’r prif heriau sy’n wynebu busnesau ledled De-ddwyrain Cymru ar

hyn o bryd, a pha newidiadau gallai ymatebwyr eu rhagweld yn y dyfodol.

Beth yw’r heriau pennaf sy’n wynebu’ch busnes ar hyn o bryd?

Ymhlith yr heriau a adroddwyd amlaf gan ymatebwyr yr arolwg oedd:

• diffyg/ansicrwydd ynghylch arian neu fuddsoddiad yn y dyfodol;

• Brexit;

• aros yn gystadleuol/proffidiol wrth i gostau godi;

• recriwtio/denu a chadw staff;

• prinder medrau/diffyg medrau;

• awtomeiddio.

• gweithlu sy’n heneiddio; a

• chefnogaeth i brentisiaethau/hyfforddiant.

Mae’r heriau hyn yn rhyng-gysylltiedig ac yn effeithio ar wahanol sectorau a sefydliadau mewn ffyrdd

gwahanol. Roedd ansicrwydd ynghylch cyllid/buddsoddiad ac effaith Brexit yn thema a gododd dro ar

ôl tro ar draws pob sector:

“Trying to deliver more in the face of budgetary restraints. Ongoing uncertainty over Brexit.”

(Addysg, 250+)

“As we do a lot of work for the public sector, the uncertainty of Brexit may have a large impact

on our business.” (Adeiladu, 20-49)

“Competition, uncertainty in the market with Brexit, cost of raw materials due to weak pound.”

(Peiriannu, 50-99)

Soniodd pobl yn y sector Addysg am ostyngiad mewn arian a chostau uwch dro ar ôl tro fel heriau

arwyddocaol:

“Providing a broad and balanced curriculum for learners with a diminishing unit of funding.”

(Addysg, 100-249)

“Rising costs of services and materials, against a backdrop of not being able to reflect this in our

own charges at present.” (Addysg, 5-9)

Soniodd ymatebwyr o’r diwydiant Adeiladu am ddenu’r sawl sy’n gadael ysgol/myfyrwyr i’r diwydiant

a chyflawni cydbwysedd rhwng y rhywiau fel heriau arwyddocaol:

“Ensuring a younger generation of operatives are attracted to join the industry as there is a

clearly visible age crisis coming with some trades on site.” (Adeiladu, 250+)

“Attracting school leavers into the industry and dispelling the myth about construction and the

range of opportunities that exist.” (Adeiladu, 50-99)

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Nododd ymatebwyr ym maes Iechyd a Gofal Cymdeithasol eu bod yn wynebu cynnydd yn y galw am

wasanaethau yn ogystal ag anhawster wrth recriwtio a chadw:

“Recruitment and retention of a workforce that continues to face low pay and some challenging

conditions of service. Demographic change leading to increase demands.” (Iechyd a Gofal

Cymdeithasol, 50-99)

“Commercial viability of contracts within community care leading to difficulties in attracting and

retaining staff within a competitive market.” (Iechyd a Gofal Cymdeithasol, 250+)

Soniwyd am awtomeiddio a datblygiadau technolegol/gwybodaeth fel heriau:

“Automation of production processes - changing and developing production requirements to be

able to take advantage of automation. Big step financially and resource wise to go from very

manual system.” (Uwch-dechnoleg Datblygu a Gweithgynhyrchu, 100-249)

“We are finding a drop in technically competent, skilled and knowledgeable engineering staff in

the contracting sector. Many design and construction managers simply don't have the

engineering technical skill or knowledge to execute projects effectively.” (Adeiladu, 250+)

Yn ogystal â gweithlu sy’n heneiddio:

“In our industry, gas and other utilities, there is an ever-ageing workforce, with many traditional

skills being lost.” (Addysg, 5-9)

“Nursing / medical recruitment. Ageing workforce. Retention of staff. High level management

vacancies.” (Iechyd a Gofal Cymdeithasol, 250+)

A’r angen am hyfforddiant a phrentisiaethau:

“We need industries to engage in training such as modern apprenticeships, which bring together

traditional skills, alongside current & emerging technologies.” (Addysg, 5-9).

“Ability to attract staff into civil engineering supervisory roles due to lack of any apprenticeship

structure or career path post-apprenticeship (this is for non-professional, trade based roles)”

(Adeiladu, 250+)

“Within our department, Learning and Development, we are facing a specific challenge when it

comes to Apprenticeship Levy. We have found that there has been little support and information

in reference to devolved areas. We have a massive need for staff and we find it difficult to recruit

in certain areas, apprenticeships would definitely have helped 'bridge the gap' - the support has

been disappointing.” (Gwasanaethau Hylendid, 250+)

Beth yw prif achosion creu newid ar gyfer eich busnes chi yn y dyfodol?

Pan ofynnwyd iddynt ystyried y prif sbardunau a fydd yn creu newid i fusnesau yn y dyfodol, y

ffactorau a enwyd amlaf oedd:

• cyllid/incwm;

• polisi’r llywodraeth a buddsoddiad;

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• technoleg;

• newid yn yr hinsawdd;

• newid demograffig; a

• chefnogaeth am brentisiaethau/hyfforddiant.

Unwaith eto roedd cyllid/incwm, yn arbennig ansicrwydd am gyllid yn y dyfodol, yn ystyriaeth bwysig i

ymatebwyr ar draws sectorau:

“A reduced unit of funding and uncertainty as to future additional sources of funding because of

Brexit.” (Addysg. 100-249)

“The need to find greater efficiencies. Competition from new / overseas / disruptive entrants to

market. Competition for labour, materials and technology from major infrastructure projects

(e.g. Hinkley, Wylfa, rail electrification etc.). Market reaction to Brexit.” (Adeiladu, 250+)

“Low funding which leads to poor recruitment and retention. True cost of care delivery is not

being recognised.” (Iechyd a Gofal Cymdeithasol, 250+)

Enwodd llawer yr angen am gefnogaeth a buddsoddiad y llywodraeth:

“Welsh government policy and the need to provide the best possible service for learners with

diminishing funding and increasing costs.” (Addysg, 100-249)

“Could be helped by Government review of Procurement and a reliable pipeline of public work.

Recognition by Government and CITB of civil engineering's need for an apprenticeship and trade

qualification route. Some ambition from WG for medium size companies to develop to large

scale.” (Adeiladu, 250+)

“Central and local government understanding Care and relevant costs. We are highly regulated

CSSIW - Environmental Health, Contract Compliance, Health and Safety, Fire Regulations -

whilst I support all these inspections every inspection from all above always condemns us- never

offer support.” (Iechyd a Gofal Cymdeithasol, 250+)

“Increased footfall through investment in and development of the arts and creative industries.”

(Diwydiannau Creadigol, 4-9)

Ystyriwyd bod gwybodaeth am dechnolegau sy’n dod i’r amlwg a’u defnydd yn sbardun pwysig newid:

“Advances in technology is already having an impact and will continue to do so in the future.

Use of Big data analytics will impact on society and lead to change.” (Adeiladu, 250+)

“Continual investment in training to ensure our engineers are up to date with cutting

edge technology.” (Peiriannu, 50-99)

“Technology changes and adoption within health and social care.” (TGCH, 250+)

Bydd pryderon am newid yn yr hinsawdd a chynaladwyedd yn cael effaith, yn enwedig i’r diwydiant

Adeiladu:

“Climate change will continue to affect change on society and the planet and this will in itself

create new demands and force change.” (Adeiladu, 250+)

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“Climate Change, Well Being of Future Generations Act.” (Adeiladu, 5-9)

Yn ogystal ag effaith newid demograffig:

“Population living longer is putting an increased strain on befriending projects, socialisation

projects, keeping older people safe and well.” (Iechyd a Gofal Cymdeithasol, 10-19)

“Demographic pressures (e.g. reducing number of 18 - 24 year olds).” (Addysg, 250+)

Soniodd nifer o ymatebwyr am hyfforddiant ac argaeledd prentisiaethau hefyd:

“Industry willing to send their staff for training, recognise the need for training!” (Addysg, 5-9)

“Training and development of our current employees, bring them through the business and

enabling a clear succession plan going forward.” (Adeiladu, 20-49)

“Greater appreciation of what the apprenticeship and higher apprenticeship route can offer

people.” (Adeiladu, 50-99)

“On the job learning, higher level apprenticeships, investment in careers advice.” (Iechyd a Gofal

Cymdeithasol, 250+)

“Funding for staff and a push on supporting Apprenticeship programs, early retirement and

pension schemes.” (Gweithgynhyrchu, 250+)

Sut ydych chi’n meddwl y bydd Brexit yn effeithio ar eich busnes, os bydd ganddo effaith o

gwbl?

Rhagwelwyd y byddai Brexit yn cael effaith sylweddol ar:

• gyllid/buddsoddiad;

• cynllunio busnes;

• costau mewnforio/allforio; a

• recriwtio/cadw staff.

Fodd bynnag, roedd natur a graddfa effaith Brexit yn cael eu hystyried ansicr ar hyn o bryd, gydag 11

o’r 52 ymatebydd (21%) yn defnyddio’r term “ansicrwydd” i ddisgrifio ei effeithiau ar eu busnes:

“Too early to say in all reality but in the short term there is likely to be a continued slow down

due to political and economic uncertainty. This is likely to impact on organisations and make it

difficult to adequately plan ahead. Clear early direction is critical to allow businesses to plan

accordingly.” (Adeiladu, 250+)

“General economic climate and uncertainty. The Economist estimates that Brexit will result in a

2% + reduction in economic activity; this would reduce the tax take and mean further reductions

in public spending.” (Addysg, 50-99)

Roedd pryder am gyllid a buddsoddiad yn fater a gododd yn aml, yn arbennig yn y sectorau Addysg

ac Adeiladu:

“EU funds will stop. The project is funded via ESF.” (Addysg, 5-9)

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“The FE sector has benefited enormously through ESF grants over many years. It is unclear if WG

will be able to 'fill the gap' left by our withdrawal from the EU.” (Addysg, 250+)

“A high proportion of our work is public sector, i.e. schools, education or quasi-public sector, i.e.

housing associations and we are concerned that Brexit will reduce the amount of EU money to

Wales and the UK as a whole which will impact the amount of funding available to subsidise

these projects.” (Adeiladu, 20-49)

“Reduced overseas investment into South Wales so potential for growth will be affected.”

(Adeiladu, 50-99)

Yn ogystal â phryder am gostau mewnforio/allforio:

“Difficult to judge at the moment, however, exchange rate, European funding and import/

export.” (Gweithgynhyrchu, 250+)

Mynegodd nifer o ymatebwyr bryder am yr effaith ar recriwtio a chadw staff:

“Already seeing a reduction in interest from European students. Concern about the research

picture in terms of income and access to funding. Possibility of key staff returning to countries of

origin. Lack of certainty for current staff. Poor perception of prospects for potential staff.”

(Addysg, 250+)

“Recruitment from overseas for nursing and medical staff will be affected.” (Iechyd a Gofal

Cymdeithasol, 250+)

“From a staffing perspective uncertainty creates instability. European candidates potentially less

keen to join and potential for staff to return to EU.” (Gwyddorau Bywyd, 250+)

Mynegodd rhai cyrff, yn arbennig rhai bach, bryder y gallai Brexit effeithio arnynt yn andwyol:

"We work with European & international artists. Import tax & VAT will be chargeable on non-EU

imports of artwork - making work expensive to import and to show. This will limit our

international standing. EU artists and customers have already said they will leave the UK when

Brexit occurs. This will damage our business.” (Diwydiannau Creadigol, 0-4)

“We are a business of 50% export and the majority of this is with the EU. Our largest market is

Germany and any tariffs or lack of free movement would be devastating.” (Gweithgynhyrchu,

50-99)

Fodd bynnag, canolbwyntiodd eraill ar y manteision posibl:

“I am a staunch supporter of Brexit and whilst changes have to be made, I am fully prepared.

We transact somewhat in dollars and the weak pound can mean this is expensive but it's a

necessary evil if we want to be free of the confines of an ever increasingly dictatorial EU. Bring it

on.” (TGCh, 20-49).

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Pa gefnogaeth oes ei hangen ar eich busnes i dyfu a datblygu?

Ymhlith y meysydd cefnogaeth yr oedd eu hangen i fusnesau dyfu a datblygu roedd:

• cyllid/buddsoddiad, yn enwedig

• cyllid/buddsoddiad Llywodraeth Cymru;

• addysg/hyfforddiant; a

• prentisiaethau.

Dywedodd ymatebwyr o bob sector fod angen sicrhau cyllid/buddsoddiad, yn arbennig oddi wrth

Lywodraeth Cymru:

“A stable level of funding over the next few years and a clear indication of the options which arise

from the Brexit negotiations.” (Addysg, 100-249)

“L&D support, government support for the industry and a stable economy.” (Adeiladu, 20-49)

“Government funding for training e.g. legal apprenticeships and higher apprenticeships e.g. ILM

training for line managers. Clarity around available government funding. Again, giving Welsh work

to Welsh firms. We can only attract and retain the best talent by offering them the most high quality

legal work.” (Gwyddorau Bywyd, 250+)

“Access to development funding, joined up working to avoid duplication of effort across a range of

agencies and 3rd sector organisations. Welsh Government ensuring consistency of procurement and

the rationale that sits behind procurement of specialist services in Wales.” (Gwasanaethau Cymorth

Arbenigol, 100-249)

Soniodd eraill am bwysigrwydd addysg a hyfforddiant i’r gweithlu presennol a gweithlu’r dyfodol:

“Pipeline of well-educated young people with strong literacy, numeracy and IT skills as well as

commercial acumen. The availability of a suitable talent people will secure or diminish the future.”

(Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol, 250+)

“An external training resource that delivers high quality engineers.” (Gweithgynhyrchu, 50-99)

“Support for training staff in new generation aircraft.” (Aviation, 250+)

Mewn perthynas â hyn, soniodd nifer o ymatebwyr ar draws y sectorau am fwy o gefnogaeth am

brentisiaethau:

“Many of our customers would benefit from funded courses, such as apprenticeships and other

product focussed training.” (Addysg, 5-9)

“Develop a more flexible and supported apprenticeship offer.” (Adeiladu, 50-99)

“Investment in careers advice at school to interest people in the wide range of career opportunities in

the NHS. Development of apprenticeship progression routes into registered roles, e.g. nursing, AHPs,

management etc.” (Iechyd a Gofal Cymdeithasol, 250+)

“Easy, user friendly access to relevant apprenticeship programmes and other skills development

programmes that meet our specific business needs. This is particularly key in light of significant

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impact of the Apprentice Levy on our learning and development budget, equates to losing 1/3rd of

annual budget.“ (Cyfleustodau, 250+)

“The support we need in terms of skills can be focussed in the Apprentice sector, we are looking to

build a pool of talent and 'grow' people in areas of our business and the Levy has been such a grey

area, we really don't know, still, how we can best use our funding to support the future talent in our

business.” (Gwasanaethau Hylendid, 250+)

Recriwtio

Fel y nodwyd uchod, enwodd sawl ymatebydd recriwtio fel maes heriau arwyddocaol sy’n wynebu eu

busnes. Dywedodd 40 o ymatebwyr (66%) fod gan eu busnes anhawster recriwtio staff addas, a

ddangosir yn Ffigur 3.

Ffigur 3: Ydy’ch busnes yn cael anhawster wrth recriwtio staff addas? (%)

Rhoddodd 34 o ymatebwyr wybodaeth bellach am y mathau o alwedigaethau/rolau lle roeddent yn

cael anhawster recriwtio staff addas. Roedd y rhain yn tueddu i fod yn benodol i’r sector neu’r busnes.

Yn gyffredinol o fewn y sector Adeiladu adroddwyd bod angen mwy o staff rheoli prosiect/

goruchwylio, staff peiriannu, a staff cynllunio. O fewn Addysg, roedd canfyddiad bod angen tiwtoriaid,

athrawon, penaethiaid, staff cymorth a staff cyfleusterau. Ym maes Iechyd a Gofal Cymdeithasol,

awgrymwyd bod angen mwy o nyrsys, cynorthwywyr gofal a staff cymorth cartref.

Dywedwyd bod yr anhawster hwn wrth recriwtio staff addas yn effeithio ar:

• dwf/datblygiad y sefydliad;

• darparu adnoddau ar gyfer prosiectau;

• anghenion a chostau datblygiad/hyfforddiant staff; a

• swyddi gwag.

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Ymhlith y sylwadau o’r holl sectorau roedd:

“Restricts expansion and development opportunities. Slows down ability to fully contribute to

economic development of Wales.” (Addysg, 250+)

“Difficulty in fully resourcing projects. Incumbent people stretched beyond normal role etc.”

(Adeiladu, 250+)

“Concerns about quality of care. Concerns about maintaining standards of care. High attrition,

increased recruitment activity, lack of continuity.” (Iechyd a Gofal Cymdeithasol, 250+)

“Stretched resources to deliver our contracted hours. Have to depend on Agencies which are very

costly and impact on our finances.” (Gwasanaethau Cymorth Arbenigol, 100-249)

“There are a large number of vacancies for Retained Firefighters across Wales (in excess of 75

vacancies in South Wales alone - recruitment efforts do not cover the high attrition rates year on

year). Government support would be beneficial in terms of looking at whether employers could

be required to release Firefighters to attend training (e.g. as with the TAs). At present, we are

operating on temporary structures as funding is uncertain. This makes it challenging to attract

and retain talent. Other Public Services are often able to offer a more competitive salary.”

(Gwasanaeth Brys, 250+)

Gofynnwyd i ymatebwyr a oeddent yn teimlo bod newydd-ddyfodiaid i’w gweithlu yn gyffredinol

“barod am waith”. Atebodd 20 o’r 54 o ymatebwyr (37%) yn gadarnhaol, a ddangosir yn Ffigur 4.

Ffigur 4: Ydych chi’n teimlo bod newydd-ddyfodiaid i’ch gweithlu yn "barod am

waith”? (%)

15

Ymhlith sylwadau’r sawl a atebodd ‘Ydw’ roedd:

“The majority of new entrants to the college are well qualified. The college also provides a wide

range of staff development opportunities to support new entrants.” (Addysg, 100-249)

“Generally, the graduates we take go through a rigorous process and so we get good quality

staff that are keen and eager to get going. We have recently started taking on new

apprenticeships but it is early days to make a real comment although those who have been take

on have proven very good.” (Adeiladu, 250+)

“Yes, because we are diligent in terms of our recruitment processes, but the success rate of

applicants is quite poor and the number of applicants is below the required level.” (Peiriannu -

Dylunio a Gweithgynhyrchu, 250+)

Roedd sylwadau’r sawl a atebodd ‘Nac ydw’ yn cynnwys:

“New entrants often lack the required literacy, numeracy, and digital literacy skills.” (Addysg,

250+)

“Not enough preparation and/or understanding of what will be required of them. A 9-5 day 5

days per week is something which comes as a total shock to some. More needs to be done on

preparing new entrants for the practicalities of going to work.” (Adeiladu, 5-9)

“The education system still equips too many with the skills to pass exams and gain qualifications

without a broader understanding of the world, economic realities and the entire notion of

working hard to earn a living!” (Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol, 250+)

“No - very little education is provided regarding vocational skills, people skills, values and

community pride.” (Iechyd a Gofal Cymdeithasol, 10-19)

“More exposure to the work place required, learning that attitude is just as important as

capability.” (Gweithgynhyrchu, 250+)

Bylchau mewn sgiliau

Gofynnwyd i ymatebwyr beth yn eu barn hwy oedd y bylchau sgiliau arwyddocaol o fewn eu gweithlu

presennol. Roedd sylwadau’n tueddu i fod yn benodol i’r sefydliad, ond roedd bylchau cyffredin yn

bodoli ar draws y sectorau o ran:

• llythrennedd TGCh/digidol;

• llythrennedd a rhifedd;

• arweinyddiaeth;

• rheolaeth (lefel uchel/rheoli prosiectau);

• sgiliau meddal (cyfathrebu/gwasanaeth cwsmeriaid);

• sgiliau iaith Gymraeg; a

• gwybodaeth /cymwysterau pwnc arbenigol.

Nododd rhai ymatebwyr fod bwlch sgiliau am weithwyr profiadol, neu’r sawl â digon o brofiad

ymarferol:

16

“The 30 to 40 year olds who left the construction industry during the financial crisis and lack of

new people willing to join or return to the industry.” (Adeiladu, 250+)

“Engineers and Electrical Fitters within the 40-50 age bracket i.e. those with 20+ years of

experience. We have a large gap in age demographic which we have been working to address

by investing over the past 10 years in graduates and apprentices. The lack of qualified electrical

fitters is of real worry as there doesn't appear to be a technical college within a 40-mile radius

who trains students – why?” (Peiriannu, 50-99)

“New entrants come into the company with the basic skills they have learnt in a classroom

environment, but do not have the practical skills to back that up. Very often leaving both new

entrant and line manager with limited time to learn the practical skills in a busy day to day

environment. Students need to have practical on site experience with adequate support from

lecturers and/or mentors.” (Adeiladu, 20-49)

Hefyd nododd rhai fwlch yn nhermau gweithwyr ymroddedig a chryf eu cymhelliant/hunan-

ddisgybledig:

“Soft skills - customer service, self-motivation, self-discipline and accountability.” (TGCh, 20-49).

“We can offer training in our company to develop skills however we don't appear to be able to

recruit staff who wish to develop and commit to position.” (Iechyd a Gofal Cymdeithasol, 250+)

Awgrymwyd bod y bylchau sgiliau hyn yn effeithio ar:

• dwf/datblygiad busnes;

• effeithlonrwydd/cyflymder cyflawni;

• effeithiolrwydd a chostau recriwtio; ac

• anghenion a chostau hyfforddiant/datblygiad staff.

Roedd y sylwadau’n cynnwys:

“It restricts growth and progress in developing new business and delivering growth. It also places

a lot of pressure on existing staff who 'manage' where we are under-resourced.” (Peiriannu,

250+)

“Greater investment in basic skills is often necessary and fewer potential candidates are

discovered to be actually work ready post formal education.” (Gwasanaethau Ariannol,

Cyfreithiol a Phroffesiynol, 250+)

“Vacancies that have to be filled through agency workers, which impacts on finances as you pay

a higher premium to agencies.” (Gwasanaethau Cymorth Arbenigol, 100-249)

Yr awgrymiadau am achosion y bylchau medrau hyn oedd:

• diffyg hyfforddiant/prentisiaethau;

• diffyg llwybr gyrfa clir/arweiniad gyrfa;

• diffyg ymwybyddiaeth/dealltwriaeth o’r diwydiant; a

• diffyg adnoddau (amser ac arian).

17


“Universities and colleges in my opinion only teach from a blackboard and not a "working

environment". They should have mock situations, sites, exposure to real problems and work as a

team to solve them. Taking this onto a mock building site would be more helpful as it would

also teach basics health and safety rules and exposure to the real dangers of working on

construction sites.” (Adeiladu, 20-49)

“In respect of Welsh language skills, this is largely attributed to the current low number of Welsh

speakers based in our traditional travel to work area. For IT skills, this maybe attributable to pay

levels in the commercial market.” (Addysg, 50-99)

“Lack of investment in training apprentices during the 1980's/90's - it’s no surprise that we have

a lack of qualified people within the 40-50 age bracket. Decline in the technical college

mentality and a push to encourage people to go to University.” (Peiriannu, 50-99)

“Freeze on recruitment for a number of years means that we have not benefitted from fresh

talent at the lower levels that we can subsequently develop. High retirement profile. Lack of

focus on structured development due to resources.” (Gwasanaeth Brys, 250+)

“Inability to commit time for managers to be away from the day job in order to develop their

skills.” (Iechyd a Gofal Cymdeithasol, 250+)

“The retail sector pay similar wages to our pay structure; however, they do not have the same

level of responsibility i.e. dealing with people who are vulnerable who are in crisis. Our

contracts do not enable us to pay higher salaries to encourage people to stay with us or apply to

work for us.” (Gwasanaethau Cymorth Arbenigol, 100-249)

Defnyddio sgiliau

Pan ofynnwyd iddynt os byddent yn dweud bod sgiliau a/neu gymwysterau eu gweithlu yn cael eu

defnyddio’n llawn gan eu busnes, atebodd 34 o ymatebwyr (63%) ‘Byddwn’ tra atebodd 20 (37%) ‘Na

fyddwn’, a ddangosir yn Ffigur 5. Er y gofynnwyd iddynt roi rheswm/rhesymau dros eu hymateb, ni

roddodd yr un o’r ymatebwyr unrhyw resymau.

18

Ffigur 5: Fyddech chi’n dweud bod sgiliau a/neu gymwysterau’ch gweithlu yn cael eu

defnyddio’n llawn gan eich busnes? (%)

Gofynnwyd i’r sawl a atebodd ‘Na fyddwn’ bennu ym mha alwedigaethau/rolau roedd y methiant i

ddefnyddio’r sgiliau yn llawn yma’n digwydd. Roedd y sylwadau’n cynnwys:

“Probably across the board. The University has not undertaken a general skills audit and there is

every possibility of 'hidden gems' - staff able to deploy skills beyond the obvious skillset for their

role. A more basic example is the use of academic staff for internal development activities; or

using health-related staff for our Wellbeing agenda. Don't think there is any one area that could

be singled out.” (Addysg, 250+)

“Technical management as you need to run a 'lean' business to be competitive you don't have

enough time 'float' in management to maximise your staff potential.” (Adeiladu, 50-99)

“A qualification does not always bring a skilled workforce. QCF needs to change. Care assistants

are qualified on paper however this is not evident at point of delivery.” (Iechyd a Gofal

Cymdeithasol, 250+)

“Many leaders are required to focus on more of the operational issues due to a lack of resources.

This prevents the organisation from moving forward and strategically planning more efficient

working systems and practices.” (Gwasanaeth Brys, 250+)

Yr Iaith Gymraeg

Holwyd ymatebwyr a yw’r Gymraeg yn bwysig i’w busnes. Dywedodd 25 (49%) fod y Gymraeg naill

ai’n ‘Pwysig iawn’ neu ‘Yn weddol bwysig’, tra dywedodd 26 (51%) ei bod ‘Ddim yn bwysig’, a


19

Ffigur 6: Fyddech chi’n dweud bod y Gymraeg yn bwysig i’ch busnes chi? (%)

16

33

51

Byddwn – yn bwysig iawn

Byddwn – yn weddol bwysig

Na fyddwn – ddim yn bwysig

Yna holwyd ymatebwyr a oedd gan eu gweithlu presennol y lefel angenrheidiol o sgiliau Cymraeg

mae eu hangen i gyflawni eu rolau. Atebodd 25 (52%) ‘Oes’ ac atebodd 23 (48%) ‘Nac oes’, a


Ffigur 7: Oes gan eich gweithlu presennol y lefel angenrheidiol o sgiliau Cymraeg mae

ei hangen i gyflawni eu rolau? (%)

Awgrymodd nifer o ymatebwyr fod sgiliau Cymraeg ‘ddim yn berthnasol’ neu ‘ddim eu hangen’ ar

gyfer eu busnes:

“Very few people within our workforce speak fluent Welsh, but in the construction industry you

deal with all nationalities, therefore communication is carried out using the English Language.”

(Adeiladu, 20-49)

20

“The area we live is not a Welsh first language area. We should be concentrating on local needs.

Our area has never been a Welsh language area…Our client group needs are English.” (Iechyd a

Gofal Cymdeithasol, 250+)

Nododd rhai fod ieithoedd eraill yn fwy cyffredin o fewn eu diwydiant neu eu sylfaen gleientiaid:

“We have people who speak and conduct business in English, Chinese, Spanish, Italian, French -

we have never been asked to conduct business in Welsh.” (Uwch-dechnoleg Datblygu a

Gweithgynhyrchu, 100-249)

“We have no need for Welsh in the workplace - Africans or Mandarin would be more beneficial

considering our client base.” (Peiriannu, 50-99)

Soniodd eraill am sut roedd pwysigrwydd y Gymraeg yn amrywio yn dibynnu ar eu lleoliad:

“We try and recruit Welsh speakers for areas where there is a high demand for the Welsh

language. We are in the process of surveying staff to see how many will be prepared to learn

Welsh.” (Gwasanaethau Cymorth Arbenigol, 100-249)

“Our field workforce are hired locally so we reflect the community in that we have a high

prevalence of Welsh speakers in West and North Wales.” (Cyfleustodau, 250+)

Cydnabu rhai ymatebwyr fanteision cael gweithlu sy’n siarad Cymraeg:

“The ability to speak Welsh is not essential, but it is very important in winning work and

building networks in Wales. The more Welsh speakers we have in the company the better.”

(Adeiladu, 20-49)

Cydnabu eraill fod angen cynyddu sgiliau Cymraeg eu gweithlu presennol:

“I require more relationships managers that have the ability to converse in Welsh with our

customer base.” (Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol, 250+)

“To date, no construction learners have requested that they are taught and assessed entirely

through the medium of Welsh. We have been able therefore, to accommodate a level of

delivery with the Welsh speaking staff we have. However, the demand and expectation driven by

the ambitions of WG are likely to mean that more Welsh speaking staff are required in the near

future.” (Addysg, 250+)

Nododd un meicro-fusnes fod angen iddo geisio cymorth allanol ar gyfer ei anghenion o ran y

Gymraeg:

“Several items of our product ranges are labelled bilingual - we have to rely on outside help and

friends for translation help.” (Diwydiannau Creadigol, 0-4)

Soniodd nifer o ymatebwyr, yn arbennig y rhai mewn Addysg a Gwasanaethau Cyhoeddus, fod

Safonau’r Gymraeg a gymeradwywyd gan Gynulliad Cenedlaethol Cymru yn gosod mwy o

bwysigrwydd ar yr iaith ac angen cysylltiedig i ddatblygu eu gweithlu:

21

“If the Welsh Language Standards are fully introduced (currently being consulted upon within

HE) then translation services will need to be significantly enhanced, as will IT provision

especially in areas such web design and translation.” (Addysg, 250+)

“We fall under the Welsh Language Measure, therefore, we need to offer choice to people to be

able to converse in the language of their choice. Currently we can respond but we will need a

higher percentage of our workforce to have conversational Welsh.” (Gwasanaethau Cymorth

Arbenigol, 100-249)

“Those in Welsh Essential positions have the required language skills and are supported to

maintain them. The challenge is in relation to the introduction of the new Welsh language

Standards and how the existing workforce and structures now needs to change over time to

ensure that these standards can be met consistently.” (Gwasanaeth Brys, 250+)

Hyfforddiant a datblygiad

Gofynnwyd i ymatebwyr ddisgrifio’r mathau o hyfforddiant a datblygiad mae eu busnes yn eu darparu

i gyflogeion. Rhoddodd 42 o ymatebwyr wybodaeth, ac o’r rhain cyfeiriodd 10 (24%) at raglen

brentisiaethau.

Roedd pynciau hyfforddiant yn nodweddiadol yn benodol i’r busnes/sector hwnnw, ond hefyd yn

cwmpasu themâu eang fel:

• TGCh;

• Arweinyddiaeth a Rheolaeth, ac

• Iechyd a Diogelwch.

Yn ogystal â hyfforddiant a datblygiad ffurfiol, soniodd ymatebwyr am bwysigrwydd noddi/mentora a

hyfforddiant “wrth y gwaith”:

“Apprenticeships, on-going learning with our technician scheme and sponsorship to degree level,

sponsoring to achieve chartered engineer status, on the job training on specialised skills, safety

qualifications for 80% of the workforce. On and off the job training by our main suppliers on

new equipment, to keep abreast of technological advancements.” (Peiriannu, 50-99)

“QCF apprenticeship programme - In house training - Supervision - Appraisals - Induction -

Identified individual training plans - One to one support/mentoring.” (Iechyd a Gofal

Cymdeithasol, 250+)

Pan ofynnwyd iddynt amcangyfrif cyfran yr hyfforddiant sy’n cael ei ddarparu’n fewnol neu gan

ddarparwyr hyfforddiant allanol, y canolrif ar draws yw ymatebwyr oedd 65% o hyfforddiant yn cael ei

ddarparu’n fewnol a 35% yn allanol.

Yn nhermau hyfforddiant allanol, dengys Ffigur 8 ganran yr ymatebwyr a ddywedodd fod eu busnes

yn defnyddio colegau Addysg Bellach (AB), colegau Addysg Uwch (AU) neu ddarparwyr hyfforddiant

eraill (sylwch y gallai ymatebwyr ddethol mwy nag un opsiwn).

22

Ffigur 8: Beth yw prif ffynonellau eich hyfforddiant allanol? (%)

Pan ofynnwyd a gall eu darparwyr hyfforddiant allanol gyflawni’r holl hyfforddiant mae ei angen ar eu

busnesau, atebodd 32 o ymatebwyr (68%) ‘Ydy’ tra atebodd 15 (32%) ‘Nac ydy’, a ddangosir yn Ffigur

9.

Ffigur 9: Ydy’ch darparwyr hyfforddiant allanol yn gallu darparu’r holl hyfforddiant

mae ei angen ar eich busnes? (%)

Roedd y rhai a ddywedodd nad oedd eu darparwyr hyfforddiant allanol yn gallu cyflawni’r holl

hyfforddiant roedd ei angen ar y busnes yn nodweddiadol yn cael anawsterau sicrhau hyfforddiant ar

gyfer pynciau penodol i’r diwydiant, er enghraifft:

“We have found it difficult to provide training for Environmental Impact Assessment.” (Adeiladu,

20-49)

23

“Some specialist apprenticeship frameworks, not all levels funded, difficult eligibility criteria.”

(Iechyd a Gofal Cymdeithasol, 250+)

Nododd rhai ymatebwyr fod yr hyfforddiant a oedd ar gael yn rhy eang:

“We engage with [X agency] for our apprentices and the NVQ curriculum is very broad and a lot

of it is unnecessary.” (TGCh, 20-49)

“Training is too generic and not specific to client group.” (Iechyd a Gofal Cymdeithasol, 250+)

Nododd eraill fod dod o hyd i ddarparwr hyfforddiant lleol yn anodd:

“No curator training in local area.” (Diwydiannau Creadigol, 0-4)

“The nearest in Wales to us is Pembrokeshire which is a 3 hour drive or we need to look at

providers in England. For a new starter (16+) this situation has caused us to put them on the

wrong course purely because it is local and most of our starters aren't old enough to learn to

drive so wouldn't be able to commute to a college outside of Gwent.” (Peiriannu, 50-99)

Graddedigion/prentisiaethau

Roedd y mwyafrif o’r busnesau yn yr arolwg yn recriwtio graddedigion, prentisiaid neu’r ddau ar hyn o

bryd, gyda dim ond pedwar ymatebydd (9%) yn dweud nad oedd eu busnesau’n recriwtio

graddedigion na phrentisiaid, a ddangosir yn Ffigur 10.

Ffigur 10: Ar hyn o bryd ydy’ch busnes chi yn recriwtio graddedigion a/neu

brentisiaethau? (%)

O’r sawl a oedd yn recriwtio graddedigion /prentisiaid, roedd 33 (85%) yn disgwyl i nifer y

graddedigion /prentisiaid a gâi eu recriwtio gynyddu yn y dyfodol, a ddangosir yn Ffigur 11. Roedd y

rhesymau am hyn yn cynnwys:

• twf y busnes;

24

• cynllunio ar gyfer olyniaeth/diogelu at y dyfodol; a

• thaliadau ardoll prentisiaethau.

Er enghraifft:

“We are finding it more beneficial to 'grow our own’” (Adeiladu, 50-99)

“Awareness of a need to invest more in young talent to replace an ageing population”

(Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol, 250+)

“We see the huge potential in growing our own talent. Resource to do so is an issue. The interest

in higher level apprenticeships is strong.” (Addysg, 250+)

“In line with government drive and thus levy payments many are exchanging their graduate

programmes with high level apprentice intakes” (Adeiladu, 250+)

Ffigur 11: Ydy’ch busnes yn debygol o gynyddu nifer y graddedigion a/neu

brentisiaethau yn y dyfodol? (%)

O’r pedwar ymatebydd nad oedd eu busnesau’n recriwtio graddedigion a/neu brentisiaid, nododd un:

“Not got time or funds to train them without damaging our business.” (Diwydiannau Creadigol,

0-4)

Tra esboniodd un arall:

“We do not have an apprentice programme and although we have recruited graduates, there

isn't a requirement for degree in the roles we offer but more of a focus on interpersonal skills

and experience.” (Cymorth cyflogaeth, 50-99).

Fodd bynnag, dywedodd pob un o’r pedwar y byddai eu busnes yn ystyried recriwtio graddedigion

neu brentisiaid yn y dyfodol.

25

Dadansoddiad fesul sector - Addysg

Mae’r adran hon yn rhoi canlyniadau’r arolwg oddi wrth y 18 ymatebydd a ddywedodd fod eu prif

weithgaredd busnes yn ymwneud ag Addysg. Mae’r sylwadau wedi eu hanodi â maint y busnes er

mwyn rhoi cyd-destun i’r ymateb.

Daeth 33% o’r ymatebion oddi wrth sefydliadau wedi eu lleoli yng Nghaerdydd, ac 28% arall yn

Rhondda Cynon Taf. Dangosir nifer yr ymatebion a gafwyd oddi wrth bob ardal awdurdod lleol yn

Ffigur 12.

Ffigur 12: Sector addysg – Nifer yr ymatebion fesul ardal awdurdod lleol

Dengys Ffigur 13 nifer yr ymatebion a gafwyd oddi wrth fusnesau yn ôl maint cyflogaeth. Cafwyd 39%

o ymatebion oddi wrth fentrau mawr (sy’n cyflogi 250+ o staff), 39% oddi wrth fentrau bach neu

ganolig (10-249 o staff), a 22% oddi wrth feicro-fentrau (<10 o staff).

Ffigur 13: Sector addysg – Nifer yr ymatebion fesul band maint cyflogaeth

26

Heriau a newid




Roedd yr heriau a enwyd gan yr ymatebwyr yn cynnwys:

• cyllid;

• costau cynyddol;

• Brexit;

• recriwtio/cadw (myfyrwyr a staff);

• bylchau sgiliau; a

• twf/datblygiad y busnes.

Soniwyd dro ar ôl tro am gyllid is a chostau uwch fel heriau sylweddol:

“Providing a broad and balanced curriculum for learners with a diminishing unit of funding.”

(100-249)

“Rising costs of services and materials, against a backdrop of not being able to reflect this in our

own charges at present.” (5-9)

Soniodd pum ymatebydd am ansicrwydd am effaith Brexit:

“Trying to deliver more in the face of budgetary restraints. Ongoing uncertainty over Brexit.”

(250+)

“Insecurity due to funding changes relating to Brexit, European monies and uncertainly in the

business community.” (20-49)

Cafodd denu a chadw staff a myfyrwyr ei restru’n bryder hefyd:

“Attracting well qualified and experienced trades people into the teaching profession. Attracting

learners from school with good GCSE grades onto construction programmes.” (250+)

“Recruitment of students. Retention of Students. Workforce planning - identifying areas of short

supply/ability to 'grow our own'.” (250+)

Soniodd dau ymatebydd am brinder sgiliau sy’n bodoli yn ôl pob golwg:

“Growth and lack of manpower to meet the skills needed.” (100-249)

“In our industry (gas and other utilities) there is an ever-ageing workforce, with many traditional

skills being lost. We need industries to engage in training such as modern apprenticeships,

which bring together traditional skills, alongside current & emerging technologies.” (5-9)

27


Pan ofynnwyd iddynt ystyried y prif sbardunau a fydd yn creu newid i fusnesau yn y dyfodol, y

ffactorau a enwyd amlaf oedd:

• cyllid/incwm;

• polisi a buddsoddiad gan y llywodraeth;

• newid demograffig;

• technoleg; a

• hyfforddiant.

Enwyd cyllid yn aml fel ffactor pwysig, yn arbennig o ganlyniad i Brexit:

“A reduced unit of funding and uncertainty as to future additional sources of funding because of

Brexit.” (100-249)

“Brexit, in terms of future funding for provision and capital spend i.e. we have European funded

projects such as apprenticeship provision, employer training projects, funding towards refurb

and new build of campuses etc.” (250+)

“Welsh government policy and the need to provide the best possible service for learners with

diminishing funding and increasing costs.” (100-249)

“Greater financial support for FE to deliver the programmes that industry require.” (250+)

Yn ogystal ag effaith newid demograffig:

“A diminishing 16-18 population.” (100-249)

“Demographic pressures (e.g. reducing number of 18 - 24 year olds).” (250+)

Ystyriwyd bod gwybodaeth am dechnolegau sy’n dod i’r amlwg a’u defnydd yn sbardun pwysig newid:

“The desire to upskill the population, particularly if immigration is limited and in the face of new

technology being developed.” (20-49)

“Increased competition, limited research funding and technological changes in the sector may

also impact on the types of jobs that HEI’s are creating and recruiting to. Efficiency and

effectiveness - the need to deliver more for less and the use of technology has provided

opportunities to integrate and improve university administration and student support services.“

(250+)

Hefyd soniwyd yn aml am fuddsoddiad mewn hyfforddiant:

“The amount of spending on training in the public sector.” (0-4)

“Industry willing to send their staff for training, recognise the need for training.” (5-9)

28


gwbl?


• gyllid/buddsoddiad; a

• recriwtio a chadw staff a myfyrwyr.

Y pryder a enwyd amlaf unwaith eto oedd cyllid:

“EU funds will stop. The project is funded via ESF”. (5-9)

“The FE sector has benefited enormously through ESF grants over many years. It is unclear if WG

will be able to 'fill the gap' left by our withdrawal from the EU.” (250+)

“General economic climate and uncertainty. The Economist estimates that Brexit will result in a

2% + reduction in economic activity; this would reduce the tax take and mean further reductions

in public spending.” (50-99)

Mynegodd ymatebwyr bryder am yr effaith ar recriwtio a chadw staff a myfyrwyr:

“Already seeing a reduction in interest from European students. Concern about the research

picture in terms of income and access to funding. Possibility of key staff returning to countries of

origin. Lack of certainty for current staff. Poor perception of prospects for potential staff.” (250+)

“There is a concern that recruitment of both non-UK students and staff will decline because

we/UK HE appear less welcoming to EU and international students/staff as a consequence of

BREXIT. For our students, a lack of clarity on fees and loans and immigration rules for students

provides a concern for recruitment. There are also however much broader concerns regarding a

diminution of the student experience, a decrease in the diversity of our student body and the

potential of poorer relationships with EU universities. For staff, the academic employment

market is highly international and there are concerns that we may become less attractive to

global talent and there will be an impact on our strategic relationships with our European

comparators.” (250+)

Roedd rhai’n ansicr am effaith bosibl Brexit:

“Hard to tell. It could be very significant as some of our stakeholders are/were reliant on

European funding, and for us then to match fund those monies” (250+)

“It is unclear at present how Brexit will affect us particularly in the area of work based learning

and in the current European projects based in the college. If these were to close a significant

income base would be lost and many learners would fail to receive the support they currently

receive form these projects.” (100-249)

29


Ymhlith y meysydd lle roedd angen cefnogaeth i fusnesau dyfu a datblygu roedd:

• cyllid/buddsoddiad, yn arbennig

• cyllid/buddsoddiad Llywodraeth Cymru; a

• hyfforddiant/prentisiaethau.

Sicrhau cyllid/buddsoddiad dibynadwy, yn arbennig oddi wrth Lywodraeth Cymru, oedd yr angen

busnes a enwyd amlaf:

“A stable level of funding over the next few years and a clear indication of the options which arise

from the Brexit negotiations.” (100-249)

“A stable level of funding each year and ideally 3 year as opposed to annual funding settlements.

This would enable the college to plan far more effectively in the medium term.” (100-249)

“Clarity on HE funding and access to international structural funds, grants, staff and students will be

key to our growth.” (250+)

“We need Welsh Government to provide financial security for our project and for promoting WBL

and training we offer” (5-9)

Soniodd eraill am bwysigrwydd hyfforddiant, prentisiaethau a datblygu sgiliau ar gyfer y gweithlu

presennol a gweithlu’r dyfodol:

“More spending on training in the public sector.” (0-4)

“Many of our customers would benefit from funded courses, such as apprenticeships and other

product focussed training / assessment…We would benefit from training ourselves, that helps us to

guide our customers towards successfully achieving the funding they might be entitled to.” (5-9)

“Staff digital literacy and skills.” (250+)

30

Recriwtio

Dywedodd 11 o ymatebwyr (65%) fod eu busnes yn cael anhawster recriwtio staff addas, a ddangosir

yn Ffigur 14.

Ffigur 14: Sector addysg – Ydy’ch busnes yn cael anhawster wrth recriwtio staff addas?

(%)

Rhoddodd 9 ymatebydd wybodaeth bellach am y mathau o alwedigaethau/rolau lle roeddent yn cael

anhawster recriwtio staff addas. Roedd y rhain yn cynnwys:

• tiwtoriaid/aseswyr galwedigaethol

• athrawon;

• penaethiaid;

• staff cymorth/gweinyddol/cyfleusterau; a

• staff academaidd pwnc penodol.


“Across the board. If someone leaves they're rarely replaced these days. External recruitment is very

rare indeed.” (250+)

“All 'hands on trade areas'. Recruiting graduates to deliver higher level programmes is easier, for

example, than recruiting a bricklayer to teach level 1 brickwork. Unfortunately, many of the trades

people we interview, have very poor literacy, numeracy and digital literacy skills.” (250+)

“As an employer we have no evidence of any systematic recruitment and retention issues, although

we have experienced increasing challenges in recruiting to some specialised areas. For professional

services this has been in relation to experienced specialist IT and Student and Staff Facilities support

roles, and for academic staff primarily in relation to some specific clinical disciplines, and in the

areas of Engineering and Architecture.” (250+)

31

Adroddwyd bod yr anhawster wrth recriwtio staff addas yn effeithio ar:

• dwf y sefydliad;

• effeithlonrwydd; ac

• anghenion a chostau datblygiad/hyfforddiant staff.


“Restricts expansion and development opportunities. Slows down ability to fully contribute to

economic development of Wales” (250+)

“This means each time we recruit a new person we have to provide them with much greater

length and depth of training, than was the case in the past.” (5-9)

“Significant. We're expected to deliver more and/or do things in a different way, but this is

difficult if we're not fully resourced.” (250+)

“It makes it very difficult to employ highly skilled staff that are able to pass on their knowledge

and experience to others. Staff recruited to teaching posts in the Sector adeiladu, often struggle

to cope with the literacy, numeracy, and digital literacy demands required for the role. It can

mean an intensive period of CPD.” (250+)


“barod am waith”. Atebodd 10 o’r 15 o ymatebwyr (65%) yn gadarnhaol, a ddangosir yn Ffigur 15.

Ffigur 15: Sector addysg - Ydych chi’n teimlo bod newydd-ddyfodiaid i’ch gweithlu yn

"barod am waith”? (%)


“The majority of new entrants to the college are well qualified. The college also provides a wide

range of staff development opportunities to support new entrants.” (100-249)

32

“Yes in the majority of cases we are rigorous with our entry requirements but also provide

training where it is needed.” (100-249)


“New entrants often lack the required literacy, numeracy, and digital literacy skills.” (250+)

“Recruitment has been fairly static, but many staff are underprepared for the challenge and

demand of current working life, and many established staff are not tech ready.” (250+)


Gofynnwyd i’r ymatebwyr beth yn eu barn hwy oedd y bylchau sgiliau arwyddocaol o fewn eu

gweithlu presennol. Ymhlith y bylchau sgiliau a enwyd ar gyfer y sector Addysg roedd:

• TGCh/llythrennedd digidol;

• rhaglennu;

• dadansoddi data;

• gwerthu a marchnata;

• arweinyddiaeth;

• rheoli prosiectau;

• y Gymraeg; a

• meysydd pwnc arbenigol e.e. awyrofod.

Pan ofynnwyd iddynt ddisgrifio effaith y bylchau sgiliau hyn, roedd sylwadau’n cynnwys:

“Not being able to attract people that are entirely work ready means we often have to provide

intensive CPD for new staff.” (250+)

“Delay in turning projects from theory to reality in a cost-effective way.” (250+)

“In relation to existing levels of Welsh language skills within the organisation this will prove

challenging in terms of meeting our targets for statutory compliance in respect of Welsh

language skills and reporting. As an institution, we are already undertaking work in this area

and working with the relevant government bodies regarding the standards. Both in relation to

data analysts and Welsh language there are potential additional recruitment costs to find staff

with these limited skills sets.” (250+)

“Need to consider innovative recruitment methods and look at some starting salaries. Concern

about succession planning and workforce plans.” (250+)


• diffyg hyfforddiant/prentisiaethau; ac

• anallu i dalu cyflogau cystadleuol.


“Lack of traditional apprenticeships and similar training for individuals, within the modern

fragmented structures of industry sectors.” (5-9)

33

“People attracted into the construction industry have historically left school with poor GCSE

results. The industry, in many cases, has not supported these individuals enough in developing

their literacy, numeracy, and digital literacy skills”. (250+)

“In respect of Welsh language skills, this is largely attributed to the current low number of Welsh

speakers based in our traditional travel to work area. For IT skills, this may be attributable to

pay levels in the commercial market.” (250+)

“Unable to pay the market rate for qualified staff.” (50-99)

“The wide range of value added jobs available in Wales and the South East.” (100-249)

Defnyddio sgiliau

Pan ofynnwyd iddynt ystyried os byddent yn dweud bod sgiliau a/neu gymwysterau eu gweithlu yn

cael eu defnyddio’n llawn gan eu busnes, atebodd 6 o ymatebwyr (46%) ‘Byddwn tra atebodd 7 (34%)

‘Na fyddwn’, a ddangosir yn Ffigur 16. Er y gofynnwyd iddynt roi rheswm/rhesymau dros eu hymateb,

ni roddodd yr un o’r ymatebwyr unrhyw resymau.

Ffigur 16: Sector addysg – Fyddech chi’n dweud bod sgiliau a/neu gymwysterau’ch

gweithlu yn cael eu defnyddio’n llawn gan eich busnes? (%)

Gofynnwyd i’r sawl a atebodd ‘Na fyddwn’ bennu ym mha alwedigaethau/rolau roedd y methiant i

ddefnyddio’r sgiliau yn llawn yma’n digwydd. Roedd y sylwadau’n cynnwys:

“Probably across the board. The University has not undertaken a general skills audit and there is

every possibility of 'hidden gems' - staff able to deploy skills beyond the obvious skillset for their

role. A more basic example is the use of academic staff for internal development activities; or

using health-related staff for our Wellbeing agenda. Don't think there is any one area that could

be singled out.” (250+)

34

“It can be difficult to match individuals with a particular expertise to the most appropriate posts,

as either the right jobs aren't currently available or the posts are already filled.” (250+)

Yr Iaith Gymraeg

Holwyd ymatebwyr a yw’r Gymraeg yn bwysig i’w busnes. Dywedodd 8 (73%) fod y Gymraeg naill ai’n

‘Pwysig iawn’ neu ‘Yn weddol bwysig’, tra dywedodd 3 (27%) ei bod ‘Ddim yn bwysig’, a ddangosir yn

Ffigur 17.

Ffigur 17: Sector addysg – Fyddech chi’n dweud bod y Gymraeg yn bwysig i’ch busnes

chi? (%)

27

45

27





mae eu hangen i gyflawni eu rolau. Atebodd 6 (55%) ‘Oes’ ac atebodd 5 (45%) ‘Nac oes’, a ddangosir

yn Ffigur 18.

35

Ffigur 18: Sector addysg – Oes gan eich gweithlu presennol y lefel angenrheidiol o

sgiliau Cymraeg mae ei hangen i gyflawni eu rolau? (%)

Nododd rhai fod yr angen am sgiliau Cymraeg yn gyfyngedig:

“We have staff who can speak and train in the Welsh language but there is very little demand.

We produce good [sic] using the Welsh language but are able to do this using on-line

translation.” (50-99)

“Limited number of posts deemed essential for Welsh Language. Where this is the case, then no

recruitment difficulties have emerged recently. In the past teaching through the Welsh Language

in areas such as Engineering did prove difficult but that demand has reduced.” (250+)

Cydnabu eraill angen i gynyddu sgiliau Cymraeg eu gweithlu presennol, yn enwedig mewn ymateb i

Safonau’r Gymraeg a gymeradwywyd gan Gynulliad Cenedlaethol Cymru:

“We have conducted a full and detailed analysis of posts that may require Welsh language skills

and current skill level and there is an identified gap.” (250+)

“At the moment yes, because to date, no construction learners have requested that they are

taught and assessed entirely through the medium of Welsh. We have been able therefore, to

accommodate a level of delivery with the Welsh speaking staff we have. However, the demand

and expectation driven by the ambitions of WG are likely to mean that more Welsh speaking

staff are required in the near future.” (250+)

“If the Welsh Language Standards are fully introduced (currently being consulted upon within

HE) then translation services will need to be significantly enhanced, as will IT provision

especially in areas such web design and translation.” (250+)

36



i gyflogeion. Rhoddodd 10 ymatebydd wybodaeth, yr oedd dau ohonynt yn cyfeirio at raglen

brentisiaethau. Roedd y pynciau a drafodwyd mewn hyfforddiant yn nodweddiadol benodol i’r

sefydliad/rôl, ond hefyd yn ymdrin â themâu eang fel:

• TGCH;

• Arweinyddiaeth a Rheolaeth;

• Diogelu; ac

• Iechyd a Diogelwch.

Soniwyd am hyfforddiant athrawon hefyd, hyfforddiant “hyfforddi’r hyfforddwr” a chyfleoedd i ennill

cymwysterau lefel gradd/gradd meistr.


ddarparwyr hyfforddiant allanol, yr amcangyfrif canolrif ar draws yr ymatebwyr oedd 68% o

hyfforddiant cael ei ddarparu’n fewnol a 32% yn allanol.

O ran hyfforddiant allanol, dengys Ffigur 19 ganran yr ymatebwyr a nododd fod eu busses yn

defnyddio colegau Addysg Bellach (AB), colegau Addysg Uwch (AU) neu ddarparwyr hyfforddiant eraill

(sylwch y gallai ymatebwyr ddethol mwy nag un opsiwn).

Ffigur 19: Sector addysg – Beth yw prif ffynonellau eich hyfforddiant allanol? (%)

Pan ofynnwyd a allai eu darparwyr hyfforddiant allanol gyflenwi’r holl hyfforddiant roedd ei angen ar

eu busnesau, atebodd 7 ymatebydd (70%) ‘Ydy’ tra atebodd 3 (30%) ‘Nac ydy’, a ddangosir yn Ffigur

20.

37

Ffigur 20: Sector addysg - Ydy’ch darparwyr hyfforddiant allanol yn gallu darparu’r

holl hyfforddiant mae ei angen ar eich busnes? (%)

Gofynnwyd i ymatebwyr ddisgrifio ble (yn nhermau pynciau, cyfnodau neu leoliadau) roeddent yn cael

anawsterau gyda darpariaeth hyfforddiant allanol. Cafwyd dau sylw, sef:

“Not difficulties as such but we see that a contextual basis for the HE environment is essential in

some areas. It is possible that longer-term partnership arrangements with external providers

could overcome this and lead to a situation where the university procures more of its

development activity externally.” (250+)

“We are seeking to expand our Welsh language skills development provision.” (250+)

Graddedigion/Prentisiaethau

Dywedodd naw allan o ddeg ymatebydd (90%) fod eu busnes yn recriwtio graddedigion, prentisiaid

neu’r ddau ar hyn o bryd, gyda dim ond un (10%) yn dweud nad yw ei fusnes yn recriwtio

graddedigion na phrentisiaid, a ddangosir yn Ffigur 21.

38

Ffigur 21: Sector addysg - Ar hyn o bryd ydy’ch busnes chi yn recriwtio graddedigion

a/neu brentisiaethau? (%)

O’r busnesau hynny a oedd yn recriwtio graddedigion /prentisiaid, roedd 8 (89%) yn disgwyl i nifer y

graddedigion a/neu brentisiaid a gâi eu recriwtio gynyddu yn y dyfodol, a ddangosir yn Ffigur 22.

Ffigur 22: Sector addysg – Ydy’ch busnes yn debygol o gynyddu nifer y graddedigion

a/neu brentisiaethau yn y dyfodol? (%)


“We see the huge potential in growing our own talent. Resource to do so is an issue. The interest

in higher level apprenticeships is strong.” (250+)

“I assume more apprentices will be taken on in line with both government policy and to address

a shortfall in the lower grades.” (250+)

39

“The institution employs graduates but not as part of a structured programme for graduate

development. We are currently reviewing this area and the potential of developing a scheme to

formalise local activities. Apprentices are recruited in key areas however an institution wide

focus on accessing training supporting apprenticeships has just been launched focusing on

professional service staff.” (250+)

“We are committed to recruit more apprentices into the college to support all the non-teaching

areas and to secure a strong workforce for the future as part of our succession planning.” (100-

249)

Dywedodd yr un ymatebydd nad oedd ei fusnes yn recriwtio graddedigion a/neu brentisiaid ar hyn o

bryd:

“Might have the need within our business if we continue to grow.” (5-9)

40

Dadansoddiad fesul sector - Adeiladu

Cafwyd ymatebion gan 17 o ymatebwyr yr oedd eu prif weithgarwch busnes yn ymwneud ag

Adeiladu. Roedd gan y rhain eu safle pennaf/mwyaf arwyddocaol yn ardaloedd yr awdurdodau lleol a

ddangosir yn Ffigur 23. Roedd y rhan fwyaf (76%) wedi eu lleoli yng Nghaerdydd.

Ffigur 23: Sector adeiladu – Nifer yr ymatebion fesul ardal awdurdod lleol

Dengys Ffigur 24 nifer yr ymatebion a gafwyd oddi wrth fusnesau yn ôl maint cyflogaeth. Daeth 41%

o ymatebion oddi wrth fentrau mawr (sy’n cyflogi 250+ o staff), 53% oddi wrth fentrau bach neu

ganolig (10-249 o staff), a 6% oddi wrth feicro-fentrau (<10 o staff).

Ffigur 24: Sector adeiladu – Nifer yr ymatebion fesul band maint cyflogaeth

41

Heriau a newid




Roedd yr heriau a enwyd gan ymatebwyr o’r diwydiant Adeiladu yn cynnwys:

• ansicrwydd am incwm;

• aros yn gystadleuol/proffidiol wrth i gostau gynyddu;

• denu a chadw staff;

• diffyg sgiliau/prinder sgiliau; a

• Brexit.

Soniwyd yn aml am sicrhau gwaith/incwm a chostau cynyddol fel heriau:

“Pipeline of profitable work; visibility of pipeline and ability to plan accordingly. Public

Procurement policy that does not give sufficient weight to local employers feeding back into

Welsh economy. Associated difficulty in growing business in Wales.” (250+)

“Lack of procurement skills from client organisations and the need for a steady pipeline of public

sector projects.” (250+)

“Keeping profitable in a market place where margins are bid low and clawed back during

works.” (250+)

“Increasing cost of construction in a buoyant market.” (250+)

Rhestrwyd denu’r sawl sy’n gadael yr ysgol a mwy o fenywod i’r diwydiant fel heriau hefyd:

“Ensuring a younger generation of operatives are attracted to join the industry as there is a

clearly visible age crisis coming with some trades on site.” (250+)

“Attracting school leavers into the industry and dispelling the myth about construction and the

range of opportunities that exist.” (50-99)

“Lack of skilled female engineers coming into the construction engineering sector to achieve a

good gender balance is one area that the LSKiP can focus on.” (250+)

Yn ogystal ag anhawster recriwtio staff â’r sgiliau/profiad priodol:

“In addition, we are finding a drop in technically competent, skilled and knowledgeable

engineering staff in the contracting sector. Many design and construction managers simply

don't have the engineering technical skill or knowledge to execute projects effectively.” (250+)

“We are a Town Planning Consultancy and recruitment of planning consultants is very, very

difficult, particularly at a more junior level. We often have to employ geography graduates and

sponsor them through a Planning Masters qualification because there are not enough Planners

coming through the universities.” (20-49)

42

Nodwyd effaith ansicr Brexit fel her bosibl hefyd:

“As we do a lot of work for the public sector, the uncertainty of Brexit may have a large impact

on our business.” (20-49)


Pan ofynnwyd iddynt ystyried y prif sbardunau a fydd yn creu newid ar gyfer busnesau yn y dyfodol, y

ffactorau a enwyd amlaf yn y sector Adeiladu oedd:

• polisi a buddsoddiad gan y llywodraeth;

• argaeledd prentisiaethau;

• Brexit;

• recriwtio/cadw staff;

• technoleg; a

• newid yn yr hinsawdd.

Ystyriwyd cefnogaeth y Llywodraeth, yn enwedig mewn perthynas â phrentisiaethau, yn un o

sbardunau pennaf newid:

“Government spending and private sector confidence.” (250+)

“Could be helped by Government review of Procurement and a reliable pipeline of public work.

Recognition by Government and CITB of civil engineering's need for an apprenticeship and trade

qualification route. Some ambition from WG for medium size companies to develop to large

scale.” (250+)

“Greater appreciation of what the apprenticeship and higher apprenticeship route can offer

people. Better engagement to fully explain the career opportunities within construction.” (50-99)

Yn ogystal ag effeithiau posibl Brexit:

“Brexit, devolution, change in government.” (100-249)

“Competition from new / overseas / disruptive entrants to market. Competition for labour,

materials and technology from major infrastructure projects (e.g. Hinkley, Wylfa, rail

electrification etc. Market reaction to Brexit.” (250+)

Soniwyd am recriwtio, cadw a datblygu staff fel sbardunau allweddol:

“The ability to recruit from a good base of graduates is key.” (20-49)

“Maintain profit and turnover, attract and retain the right staff.” (250+)

“Training and development of our current employees, bring them through the business and

enabling a clear succession plan going forward.” (20-49)

Soniwyd hefyd am ddatblygiadau mewn technoleg fel bod yn bwysig:

“Advances in technology is already having an impact and will continue to do so in the future.

Use of Big data analytics will impact on society and lead to change” (250+)

43

Yn ogystal â phryderon am newid yn yr hinsawdd a chynaladwyedd:

“Climate change will continue to affect change on society and the planet and this will in itself

create new demands and force change.” (250+)

“Climate Change, Well Being of Future Generations Act.” (5-9)


gwbl?


• gyllid/buddsoddiad;

• cynllunio busnes; a

• chostau (mewnforio/allforio a llafur).

Roedd pryder am gyllid a buddsoddiad yn fater a gododd dro ar ôl tro:

“A high proportion of our work is public sector, i.e. schools, education or quasi-public sector, i.e.

housing associations and we are concerned that Brexit will reduce the amount of EU money to

Wales and the UK as a whole which will impact the amount of funding available to subsidise

these projects.” (20-49)

“Reduced overseas investment into South Wales so potential for growth will be affected.” (50-99)

Fodd bynnag, roedd natur a graddfa effaith Brexit yn cael eu hystyried ansicr ar hyn o bryd, a oedd yn

effeithio ar gynllunio busnes:

“Too early to say in all reality but in the short term there is likely to be a continued slow down

due to political and economic uncertainty. This is likely to impact on organisations and make it

difficult to adequately plan ahead. Clear early direction is critical to allow businesses to plan

accordingly.” (250+)

"Not known so more uncertainty created which is detrimental for business planning.” (250+)

“Unsure whether a good or bad thing at the moment. Brexit 'deal' along with composition of UK

government ruling party will dictate this question.” (100-249)

“Inflationary pressure on shipped goods. Uncertainty resulting in lack of confidence in spending

& investment” (250+)

“Unsure. The impact on ongoing investment by both public and private sector into capital

developments during uncertain negotiation period. The impact on subcontract labour resource,

although this will have a far greater impact on London and the South East.” (250+)


Roedd y meysydd cefnogaeth roedd eu hangen er mwyn i fusnesau yn y sector Adeiladu dyfu a

datblygu yn cynnwys:

• cyllid/buddsoddiad;

44

• addysg/hyfforddiant; a

• phrentisiaethau.

Roedd angen sicrhau cyllid/buddsoddiad, yn arbennig oddi wrth Lywodraeth Cymru:

“L&D support, government support for the industry and a stable economy.” (20-49)

“Steady pipeline of government spend and opportunities.” (250+)

“Policy support (procurement) & visible pipelines of work.” (250+)

Roedd angen cefnogaeth am addysg a hyfforddiant y gweithlu presennol a gweithlu’r dyfodol:

“More support needs to be provided in recruitment through funding more places through University.”

(20-49)

“Grants for training.” (20-99)

“Training support at all levels of the organisation. Capital support to help future investments to

continue growth and or enhance profitability.” (100-249)

Yn ogystal â chefnogaeth i brentisiaethau:

“Help raise the image and career opportunities of our industry. Develop a more flexible and

supported apprenticeship offer.” (50-99)

“Clear guidelines for the apprenticeship process.” (250+)

Recriwtio

Fel y nodwyd uchod, soniwyd am recriwtio fel her sy’n wynebu’r sawl sy’n gweithio yn y sector

Adeiladu. Dywedodd 10 ymatebydd (63%) fod gan eu busnes anhawster recriwtio staff addas, a


45

Ffigur 25: Sector adeiladu – Ydy’ch busnes yn cael anhawster wrth recriwtio staff

addas? (%)

Rhoddodd 7 ymatebydd wybodaeth bellach am y mathau o alwedigaethau/rolau lle roeddent yn ei

chael yn anodd recriwtio staff addas a oedd yn cynnwys:

• rheoli (lefel uchel/rheolwyr prosiect);

• peirianwyr profiadol;

• staff technegol profiadol;

• cynllunwyr/amcangyfrifwyr;

• rolau goruchwylio sifil (e.e. fformyn);

• peiriannu digidol (BIM); a

• graddedigion ansawdd uchel.

Adroddwyd bod yr anhawster hwn wrth recriwtio staff addas yn effeithio ar:

• twf/datblygiad; y sefydliad;

• sicrhau adnoddau ar gyfer prosiectau;

• costau; a

• swyddi gwag.


“Restricts growth.” (100-249)

“Difficulty in fully resourcing projects. Incumbent people stretched beyond normal role etc.”

(250+)

“Difficult to fill posts. Wages are pushed up through the need to protect and retain existing staff.

Difficulty in delivering projects affects turnover and profitability.” (20-49)

“Significant as you have to recruit from other businesses so is not really solving the problem the

industry faces.” (50-99)

46


“barod am waith”. Atebodd dau o’r 14 o ymatebwyr (14%) yn gadarnhaol, a ddangosir yn Ffigur 26.

Ffigur 26: Sector adeiladu – Ydych chi’n teimlo bod newydd-ddyfodiaid i’ch gweithlu

yn "barod am waith"? (%)


“Generally, the graduates we take go through a rigorous process and so we get good quality

staff that are keen and eager to get going. We have recently started taking on new

apprenticeships but it is early days to make a real comment although those who have been take

on have proven very good.” (250+)

“Depends on what you mean by new entrants - some work returners are, shared apprentices are

but perhaps those straight from education are less ready?” (250+)


“Not enough preparation and/or understanding of what will be required of them. A 9-5 day 5

days per week is something which comes as a total shock to some. More needs to be done on

preparing new entrants for the practicalities of going to work.” (5-9)

“The units covered in colleges/university are too theoretical and out dated to what is happening

in industry.” (50-99)

“They lack practical experience and some find it difficult to adjust from University to working

life.” (20-49)

“Engineering Grads in particular have little or no knowledge of Construction (unless they have

had some work experience) as the degree courses have little or no construction content.” (250+)

47


Holwyd ymatebwyr am beth yn eu barn hwy oedd y bylchau sgiliau arwyddocaol o fewn eu gweithlu

presennol. Y bylchau sgiliau a enwyd ar gyfer maes Adeiladu oedd:

• cynllunio ac amcangyfrif;

• dylunio systemau mecanyddol a thrydanol;

• masnachau peiriannu sifil;

• gosodwyr dur;

• seiri coed;

• manylu atgyfnerthiadau;

• aeiladu digidol;

• modelu gwybodaeth adeiladu (BIM);

• gwybodaeth am ddatblygiad cynaliadwy;

• rheoli;

• yr iaith Gymraeg.

Nododd nifer o ymatebwyr fod bwlch sgiliau ar gyfer gweithwyr profiadol, neu’r sawl â digon o

brofiad ymarferol:

“The 30 to 40 year olds who left the construction industry during the financial crisis and lack of

new people willing to join or return to the industry.” (250+)

“New Entrants come into the company with the basic skills they have learnt in a classroom

environment, but do not have the practical skills to back that up. Very often leaving both New

Entrant and Line Manager with limited time to learn the practical skills in a busy day to day

environment. Students need to have practical on site experience with adequate support from

lecturers and/or mentors.” (20-49)

“Universities and colleges in my opinion only teach from a blackboard and not a "working

environment". They should have mock situations, sites, exposure to real problems and work as a

team to solve them. Taking this onto a mock building site would be more helpful as it would

also teach basics health and safety rules and exposure to the real dangers of working on

construction sites.” (20-49)

Awgrymwyd bod y bylchau sgiliau hyn yn effeithio ar:

• dwf/datblygiad y busnes;

• effeithlonrwydd/cyflymder cyflenwi;

• effeithiolrwydd a chostau recriwtio; ac

• anghenion a chostau hyfforddiant/datblygiad staff.


“Knowledge and experience gap in the industry.” (20-49)

“Not progressing some areas of development as fast as they might otherwise progress i.e. digital

construction.” (250+)

48

“Delay in programmes.” (250+)

“It is just difficult to recruit full stop.” (20-49)

“When a New Entrant arrives in the business with the correct academic skills you would expect

them to be able to carry out their work with supervision and coaching. When they have little

experience of what they are supposed to do, this has a knock-on effect with the surrounding

team members and line manager. Whilst we would always coach and mentor our trainees, we

would require them to do the basic jobs (connected to their degree) with little supervision.” (20-

49)


• diffyg hyfforddiant;

• diffyg ymwybyddiaeth/dealltwriaeth o’r diwydiant;

• diffyg llwybr gyrfa clir/arweiniad gyrfa; a

• diffyg adnoddau (amser ac arian).


“Lack of interest and awareness of the field.” (250+)

“No career path or qualifications for civil engineering trades” (250+)

“Lack of career guidance at school age to promote construction, and the variety of roles and

opportunities in the industry.” (250+)

“Lack of training and encouraging people into the industry” (250+)

Defnyddio sgiliau

Pan ofynnwyd iddynt ystyried os byddent yn dweud bod sgiliau a/neu gymwysterau eu gweithlu yn

cael eu defnyddio’n llawn gan eu busnes, atebodd 10 ymatebydd (67%) ‘Byddwn’ tra atebodd pump

(33%) ‘Na fyddwn’, a ddangosir yn Ffigur 27. Er iddynt gael eu hannog i roi rheswm/rhesymau dros eu

hymateb, ni roddodd yr un o’r ymatebwyr unrhyw resymau.

49

Ffigur 27: Sector adeiladu – Fyddech chi’n dweud bod sgiliau a/neu gymwysterau’ch

gweithlu yn cael eu defnyddio’n llawn gan eich busnes? (%)

Gofynnwyd i’r sawl a atebodd ‘Na fyddwn’ bennu ym mha alwedigaethau/rolau roedd y diffyg

defnydd hwn yn digwydd. Yr unig sylw a roddwyd oedd:

“Technical management as you need to run a 'lean' business to be competitive you don't have

enough time 'float' in management to maximise your staff potential” (50-99)

Yr Iaith Gymraeg

Holwyd ymatebwyr a yw’r Gymraeg yn bwysig i’w busnes. Dywedodd pump (33%) fod y Gymraeg naill

ai’n ‘Pwysig iawn’ neu ‘Yn weddol bwysig’, tra dywedodd 10 (67%) ei bod ‘Ddim yn bwysig’, a


50

Ffigur 28: Sector adeiladu – Fyddech chi’n dweud bod y Gymraeg yn bwysig i’ch busnes

chi? (%)

7

27

67





mae eu hangen i gyflawni eu rolau. Atebodd saith (50%) ‘Oes’ ac atebodd saith (50%) ‘Nac oes’, a


Ffigur 29: Sector adeiladu – Oes gan eich gweithlu presennol y lefel angenrheidiol o

sgiliau Cymraeg mae ei hangen i gyflawni eu rolau? (%)

Awgrymodd nifer o ymatebwyr fod sgiliau Cymraeg ‘ddim yn berthnasol’ neu ‘ddim eu hangen’:

“Very few people within our workforce speak fluent Welsh, but in the construction industry you

deal with all nationalities, therefore communication is carried out using the English Language.”

(20-49)

51

“Not a huge amount of Welsh used among our customers and project teams. Where Welsh

might be a language of choice, we tend to have people within the project team who can meet

these needs.” (250+)

“Welsh not needed.” (250+)

Fodd bynnag cydnabu un ymatebydd fanteision gweithlu sy’n siarad Cymraeg:

“The ability to speak Welsh is not essential, but it is very important in winning work and

building networks in Wales. The more Welsh speakers we have in the company the better.” (20-

49)

Soniodd un ymatebydd am ddiffyg hyfforddiant:

“Lack of specific training. We have tried Welsh lessons in the office but diary and timetable

commitments make it difficult to maintain.” (5-9)



ar gyfer cyflogeion. Rhoddodd 11 o ymatebwyr wybodaeth, dau yn cyfeirio at raglen Prentisiaethau.

Roedd y pynciau a oedd ar gael am hyfforddiant yn nodweddiadol yn helaeth, yn gynhwysfawr ac yn

ymateb i angen datblygu a nodwyd. Roedd y sylwadau’n cynnwys:

“All types of training and development, from apprenticeships to management trainee

programmes, to senior management leadership, to specialist training. We are recognised within

the industry for the quality of our training programmes.” (250+)

“Very comprehensive, we have our own 'University' system that contains a myriad of online,

classroom based or residential type course covering technical and management skill

development. All employees go through an appraisal system in which training need are

identified.” (250+)

“Quality, health, safety and environmental; commercial; technical; managerial. Graduate

training programmes. Specific IT training. Apprenticeship. HNC/HND/NVQ/Degrees as part time

courses”. (250+)

“Practical experience on site. Health and safety training. Information technology. Any CPD that

they request. We encourage our [staff] request any training that they may need, all training

costs are met by the company.” (20-49)

“We have a comprehensive training catalogue for all our staff and own a training business.” (50-

99)

“Whatever they believe they need.” (5-9)


ddarparwyr hyfforddiant allanol, y canolrif ar draws yr ymatebwyr oedd 50% o hyfforddiant yn cael ei

ddarparu’n fewnol a 50% yn allanol.

52

Yn nhermau hyfforddiant allanol, dengys Ffigur 30 ganran yr ymatebwyr a ddywedodd fod eu busnes

yn defnyddio colegau Addysg Bellach (AB), colegau Addysg Uwch (AU) neu ddarparwyr hyfforddiant

(sylwch y gallai ymatebwyr ddethol mwy nag un opsiwn).

Ffigur 30: Sector adeiladu – Beth yw prif ffynonellau eich hyfforddiant allanol? (%)

O’u holi a oedd eu darparwyr hyfforddiant allanol yn gallu cyflenwi’r holl hyfforddiant mae ei angen ar

eu busnesau, atebodd naw ymatebydd (75%) ‘Ydy’ tra atebodd tri (25%) ‘Nac ydy’, a ddangosir yn

Ffigur 31.

Ffigur 31: Sector adeiladu - Ydy’ch darparwyr hyfforddiant allanol yn gallu darparu’r

holl hyfforddiant mae ei angen ar eich busnes? (%)

Gofynnwyd i ymatebwyr ddisgrifio ble (o ran pynciau, cyfnodau neu leoliadau) roeddent yn cael

anawsterau gyda darpariaeth hyfforddiant allanol. Dim ond dau sylw a wnaed, sef:

53

“BIM [Building information modelling]” (250+)

“We have found it difficult to provide training for Environmental Impact Assessment.” (20-49)

Graddedigion/prentisiaethau

O’r 12 ymatebydd o’r sector Adeiladu a atebodd y cwestiwn, dywedodd 100% fod eu busnes yn

recriwtio graddedigion, prentisiaid neu’r ddau, ar hyn o bryd, a ddangosir yn Ffigur 32.

Ffigur 32: Sector adeiladu – Ar hyn o bryd ydy’ch busnes chi yn recriwtio graddedigion

a/neu brentisiaethau (%)

O’r rhain, roedd 10 (83%) yn disgwyl i nifer y graddedigion a/neu brentisiaid a gâi eu recriwtio

gynyddu yn y dyfodol, a ddangosir yn Ffigur 33. Roedd y rhesymau am hyn yn cynnwys:

• twf y busnes;

• cynllunio ar gyfer olyniaeth; a

• taliadau’r ardoll prentisiaethau.

54

Ffigur 33: Sector adeiladu – Ydy’ch busnes yn debygol o gynyddu nifer y graddedigion

a/neu brentisiaethau yn y dyfodol? (%)


“We have increased our turnover, and our business and the need for skilled staff is increasing,

we intend to recruit 5% more staff in the business within the next 3 years.” (20-49)

“We are finding it more beneficial to 'grow our own’.” (50-99)

“We need a constant throughflow of staff from the bottom up.” (20-49)

“In line with government drive and thus levy payments many are exchanging their graduate

programmes with high level apprentice intakes.” (250+)

“We have always taken on new graduates every year, whilst the number may vary depending on

economic conditions new graduates are vital. Apprenticeships are new to us locally and will

develop, based on the early findings there is a strong possibility that more will be taken on.”

(250+)

“Increasing numbers of apprentices, due to wanting to take advantage of our apprenticeship

levy payments.” (250+)

O’r ddau a nododd nad oeddent yn debygol o gynyddu nifer y graddedigion/prentisiaid yn y dyfodol,

dywedodd un:

“We are not planning to expand at this time” (5-9)

55

Crynodeb

Casglodd arolwg sgiliau busnes 2017 gyfoeth o wybodaeth oddi wrth fusnesau ledled rhanbarth De-

ddwyrain Cymru. Canfu’r arolwg fod busnesau ar draws y rhanbarth yn wynebu heriau arwyddocaol,

gan gynnwys hinsawdd ariannol ansicr; Brexit; anawsterau wrth recriwtio a chadw staff; gofynion

newidiol am sgiliau, ac angen i gadw cyflymder â thechnolegau sy’n dod i’r amlwg. Teimlai llawer fod

angen llwybrau gyrfa clir; mwy o brentisiaethau; hyfforddiant ymarferol i’r sawl sy’n gadael yr

ysgol/myfyrwyr, a datblygiad sgiliau i’w gweithlu presennol, yn ogystal â chefnogaeth barhaus a

dibynadwy gan y llywodraeth a buddsoddiad i’w diwydiannau gwahanol.

Cododd dadansoddiad sectorol am y sectorau Addysg ac Adeiladu nifer o themâu cyffredin, yn

ogystal â heriau a phwysau sy’n benodol i’r diwydiant – er enghraifft, effaith Brexit a Safonau’r Iaith

Gymraeg ar y sector Addysg; “parodrwydd am waith”, llwybrau gyrfa clir a chyfleoedd hyfforddiant/

prentisiaethau yn y sector Adeiladu.

Roedd defnydd cwestiynau ymateb agored (testun rhydd) hefyd yn caniatáu cael dyfnder dealltwriaeth

o ran busnesau unigol. Caiff canfyddiadau’r arolwg hwn eu defnyddio i lywio datblygiad

gweithgareddau ymgysylltu â busnesau yn y dyfodol ledled rhanbarth De-ddwyrain Cymru.

Ystyriaethau am y dyfodol

• Yn ôl pob golwg, nid yw arolwg 2017 wedi cyrraedd pob sector busnes. Roedd ymatebion

wedi eu crynhoi yn y sectorau Addysg ac Adeiladu, heb unrhyw ymatebion oddi wrth gyrff

lle roedd eu prif weithgarwch busnes yn ymwneud naill ai ag Ynni a’r Amgylchedd, Bwyd a

Ffermio, Lletygarwch, Hamdden a Thwristiaeth, na Manwerthu. Dylid rhoi ystyriaeth i sut i

gyrraedd amrediad ehangach o fusnesau.

• Oherwydd nifer cymedrol yr ymatebion a gafwyd i arolwg 2017, nid oedd dadansoddiad

meintiol manwl (fesul sector/maint cyflogaeth/lleoliad) yn bosibl. Dylid rhoi ystyriaeth i sut

i annog mwy o ymatebion mewn ymchwil yn y dyfodol.

• Roedd yr arolwg yn cynnwys nifer o gwestiynau ymateb agored (testun rhydd) ac er eu

bod yn ddefnyddiol i gasglu gwybodaeth fanwl oddi wrth yr ymatebydd unigol, nid yw’n

hawdd eu trosi’n ddata meintiol at ddibenion asesu tueddiadau neu wneud cymariaethau

ar draws sectorau/lleoliadau ac ati. Hefyd mae cwestiynau ymateb agored weithiau’n cael

eu hepgor gan ymatebwyr gan eu bod yn anoddach neu’n cymryd mwy o amser i’w

cwblhau. Dylid rhoi ystyriaeth i ba gwestiynau allai gael eu cyflwyno’n fwy defnyddiol fel

cwestiynau ymateb caeedig (h.y. ticio blwch) er mwyn gwella’r data sy’n cael ei gasglu a

chyfraddau cwblhau.

Y camau nesaf

Disgwylir i arolwg diwygiedig gael ei gynnal yn Ionawr 2018 i gyfrannu at ddatblygiad cynllun

Cyflogaeth a Medrau 2018. Dylai adborth/awgrymiadau i lywio’r gwaith hwn gael eu hanfon at

[email protected]. Trefnwn fod y canlyniadau ar gael yn

http://www.lskip.cymru/.

mailto:[email protected]?subject=Arolwg%20sgiliau%20busness%20LSkIP

http://www.lskip.cymru/

56

Atodiad A – Arolwg

Dangosir cynnwys yr arolwg isod. Roedd cwestiynau sydd wedi eu marcio â seren (*) yn orfodol.


Sylwch fod terfyn o 2,000 o gymeriadau (tua 300 o eiriau) gymeriadau yn yr holl flychau ymatebion

testun yn yr arolwg hwn felly ceisiwch gyfyngu hyd eich atebion.

Os hoffech chi roi mwy o fanylion drwy e-bost, neu os oes gennych unrhyw gwestiynau, cysylltwch ag

[email protected].

Os cewch chi unrhyw anawsterau wrth gwblhau’r arolwg ar-lein hwn, cysylltwch â

[email protected].

Gwybodaeth fusnes

1. * Sector:

(dewiswch y sector sy’n briodol i’ch prif weithgarwch busnes)

Adeiladu Iechyd a Gofal Cymdeithasol

Diwydiannau Creadigol TGCh

Addysg Lletygarwch, Hamdden a Thwristiaeth

Ynni a’r Amgylchedd Gwyddorau Bywyd

Gwasanaethau Ariannol, Cyfreithiol a Phroffesiynol Manwerthu

Bwyd ac Amaeth Trafnidiaeth a Dosbarthu

Arall (rhowch fanylion):

__________________________________________________________________________________________________

2. * Band nifer y gweithwyr cyflogedig:

0-4 50-99

5-9 100-249

10-19 250+

20-49

mailto:[email protected]?subject=Arolwg%20sgiliau%20busnes%20LSkIP

mailto:[email protected]?subject=Arolwg%20sgiliau%20busness%20LSkIP

57

3. * Lleoliad:

(ar gyfer busnesau â safleoedd lluosog, nodwch y lleoliad mwyaf arwyddocaol))

Pen-y-bont ar Ogwr Caerffili

Bro Morgannwg Blaenau Gwent

Caerdydd Torfaen

Rhondda Cynon Taf Sir Fynwy

Merthyr Tudful Casnewydd

Heriau a newid

4. Beth yw’r heriau pennaf sy’n wynebu’ch busnes ar hyn o bryd?

5. Beth yw prif achosion creu newid ar gyfer eich busnes chi yn y dyfodol?

6. Sut ydych chi’n meddwl y bydd Brexit yn effeithio ar eich busnes, os bydd ganddo effaith o

gwbl?

58

7. Pa gefnogaeth oes ei hangen ar eich busnes i dyfu a datblygu?

Recriwtio

8. * Ydy’ch busnes yn cael anhawster wrth recriwtio staff addas?

Ydy Nac ydy

[Os ‘Ydy’ i 8]

9. Dwedoch chi fod eich busnes yn cael anhawster wrth recriwtio staff addas. Ym mha

alwedigaethau/rolau ydy hyn yn wir yn gyffredinol?

10. Beth yw effaith hyn ar eich busnes? Er enghraifft, nifer y swyddi gwag, cyfran y gweithlu

mae’n effeithio arni, ac ati.

11. Ydych chi’n teimlo bod newydd-ddyfodiaid i’ch gweithlu yn "barod am waith"?

Ydw Nac ydw

Rhowch y rheswm/rhesymau dros eich ateb:

59


12. Beth yw’r bylchau pennaf mewn sgiliau o fewn eich gweithlu presennol?

13. Beth yw effaith y bylchau sgiliau hyn ar eich busnes? Er enghraifft, yr effaith ar setiau sgiliau

alwedigaethau arbenigol ac ati.

14. Beth yw prif achosion y bylchau hyn mewn sgiliau?

Defnyddio sgiliau

15. * Fyddech chi’n dweud bod sgiliau a/neu gymwysterau’ch gweithlu yn cael eu defnyddio’n

llawn gan eich busnes?

Byddwn Na fyddwn

[Os ‘Na fyddwn’ i 15]

16. Dwedoch chi nad yw sgiliau a/neu gymwysterau’ch gweithlu yn cael eu defnyddio’n llawn

gan eich busnes. Ym mha alwedigaethau mae hyn yn digwydd, neu ble mae hyn yn digwydd

amlaf?

60

Yr Iaith Gymraeg

17. Fyddech chi’n dweud bod y Gymraeg yn bwysig i’ch busnes chi?




18. Oes gan eich gweithlu presennol y lefel angenrheidiol o sgiliau Cymraeg mae ei hangen i

gyflawni eu rolau?

Oes Nac oes


19. Pa sgiliau Cymraeg fydd eu hangen i’ch busnes eu datblygu yn y dyfodol?


20. Pa fathau o hyfforddiant a datblygiad ydy’ch busnes yn eu darparu i’r gweithwyr?

61

21. Rhowch amcangyfrif o gyfran yr hyfforddiant sy’n cael ei ddarparu’n fewnol a chan

ddarparwyr hyfforddiant allanol:

Hyfforddiant mewnol _____%

Hyfforddiant allanol _____%

Cyfanswm: _____%

22. Beth yw prif ffynonellau eich hyfforddiant allanol?

Coleg Addysg Bellach

Coleg Addysg Uwch neu Brifysgol

Darparwr hyfforddiant arall

23. Ydy’ch darparwyr hyfforddiant allanol yn gallu darparu’r holl hyfforddiant mae ei angen ar

eich busnes? *

Ydy Nac ydy

[Os ‘Nac ydy’ i 23]

24. Dwedoch chi nad yw’ch darparwyr hyfforddiant allanol yn gallu darparu’r holl hyfforddiant

mae ei angen ar eich busnes. Ble ydych chi’n cael anawsterau (er enghraifft, pynciau, cyfnodau,

lleoliadau)?

Graddedigion/Prentisiaethau

25. * Ar hyn o bryd ydy’ch busnes chi yn recriwtio graddedigion a/neu brentisiaethau?

Graddedigion

Prentisiaethau

Graddedigion a phrentisiaethau fel ei gilydd

Dim graddedigion na phrentisiaethau

62

[Os ‘Graddedigion’/ Prentisiaethau’/’Fel ei gilydd’ i 25]

26. Ydy’ch busnes yn debygol o gynyddu nifer y graddedigion a/neu brentisiaethau yn y

dyfodol?

Ydy Nac ydy


[Os ‘Dim’ i 25]

27. Pam nad ydy’ch busnes yn recriwtio graddedigion a/neu brentisiaethau ar hyn o bryd?

28. Bydd eich busnes yn ystyried recriwtio graddedigion a/neu brentisiaethau yn y dyfodol?

Bydd Na fydd

Graddedigion

Prentisiaethau


63

Gwybodaeth am yr ymatebydd

Mae’r wybodaeth rydym yn gofyn amdani ar y dudalen hon yn ddewisol, ond byddai o gymorth mawr

wrth i ni ddadansoddi’r data pe baech yn fodlon darparu’r manylion hyn.

29. Enw’r busnes:

30. Eich manylion chi:

Enw:

Teitl eich swydd/rôl:

Cyfeiriad e-bost:

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