June 4

LIT and The Design Craft Council of Ireland Launch Open Call…

first_imgBilly Lee names strong Limerick side to take on Wicklow in crucial Division 3 clash Twitter Predictions on the future of learning discussed at Limerick Lifelong Learning Festival Previous articleLimerick Post Show | The Hunt MuseumNext articleUHL staff in 200km charity cycle to Dublin this week Meghann Scully Linkedin LifestyleArtsLimerickNewsLIT and The Design Craft Council of Ireland Launch Open Call for Craft Business ProgrammeBy Meghann Scully – September 4, 2020 131 WhatsApp Advertisement TAGSDesign & Crafts Council IrelandKeeping Limerick PostedlimerickLimerick PostLIT Limerick Ladies National Football League opener to be streamed live Donal Ryan names Limerick Ladies Football team for League openercenter_img Limerick’s National Camogie League double header to be streamed live Facebook Crafting Europe- @craftingeurope on Facebook and Instagram A professional training programme, Crafting Business, will provide expertise and knowledge to support the business development of newcomers to the industry. The programme will focus on building business skills, generating revenue, and supporting marketing and promotion in micro-enterprises and small and medium-sized enterprises (SMEs). It will encourage access to national and international markets, and establish a platform for information sharing, networking and peer-to-peer learning. Gillian Barry, Head of Innovation & Enterprise at LIT said, “An important focus for this programme is to improve the business skills of new and practising professionals in the crafts sector. This includes encouraging business innovation, which is vital to competitiveness in the global economy. By using the Crafting Business programme to learn about the fundamentals of business, new craft professionals can gain skills that will strengthen their business performance.”  These fundamentals include:  Business Planning,  Marketing Strategies;  Market research;  Product Development;  Merchandising;  Access to Markets and Funding Supports; Access to international trade events and galleries; IP protection and e-commerce. The programme will include expert training and tutorials and opportunities to collaborate with other makers and designers. The project seeks to engage future generations of skilled craft professionals and to open up potential new markets and opportunities for the sector.Rosemary Steen, CEO at DCCI, said, ‘Design & Crafts Council Ireland is delighted to lead this Creative Europe project and work with LIT on the Crafting Business programme. Crafting Europe is especially important at this time. It offers opportunities to a new generation of craftspeople across Europe to connect, network and learn critical skills.’The Call for Applications is now open. The deadline for applications is4pm on  September 21,  2020. This is a competitive programme with limited places to support engagement and collaboration. This programme will be run online, however if there is an opportunity to meet safely then the team will consider welcoming the group for a face to face workshop or event. Visit:https://www.craftingeurope.com/crafting-business/581/ for more detailsFollow:Design & Crafts Council Ireland – @DCCIreland on Facebook, Twitter, and Instagram, and on LinkedInLIT on @LimerickIT on Twitter, Facebook, Instagram and LinkedIn  WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Print RELATED ARTICLESMORE FROM AUTHOR Email LIT, together with the Design & Crafts Council Ireland announced the opening of the first call for the new Crafting Business Programme which is part of a wider, three year, €1.8m Crafting Europe Project, being run in eight countries including Ireland. The new Crafting Business Programme is open to new or early stage Crafting Business Entrepreneurs, and is made up of eight online workshops taking place between October and December 2020.last_img read more

May 18

On the right track

first_imgOn the right trackOn 1 Apr 2000 in Personnel Today Related posts:No related photos. Previous Article Next Article Comments are closed. Scotland’sHealth at Work programme has had a mixed reception since its launch four yearsago. While Shaw’s Rhonda Fraser believes the project fits well with the OHremit, Dorothy Ferguson, chairwoman of the RCN’s Occupational Health Nurses’Forum in Scotland, argues that its lifestyle focus makes it inappropriate.  By Rhonda FraserOccupationalhealth practitioners have suggested that Scotland’s Health at Work (Shaw) onlyrepresents the icing on the cake of workplace health. The “real” workof occupational health and safety must be given priority and only wheneverything is in order can organisations afford the luxury of becoming involvedin health promotion.Butthe programme’s advisers would argue that health promotion is integral to the OHfunction. Good safety cannot be achieved by enforcement of rules andregulations only. It needs to win the hearts and minds of employees, so thatthey share the responsibility for their safety and that of their colleagues.Participation in Scotland’s Health at Work brings a focus and enthusiasm forhealth at work – and creates a culture where health and safety is valued.Launchedin September 1996 as a national workplace health award scheme, the programme’saim is to make the active promotion of good health an integral part of Scottishcorporate culture. CommongoalAll15 Scottish health boards work together on the scheme in collaboration withorganisations, their common goal being to improve health.Itaims to improve both the quantity and quality of health promotion in theworkplace by providing employers with a strategic framework of relevant healthpromotion activity and the incentive of public recognition for good practice. Theprogramme feels that while due emphasis should be given to preventing work-relatedill-health and injury, there is a need to put more “health” into”health and safety” at work by encouraging and supporting employeesto live healthier lives and by developing a health promoting culture. Occupationalhealth professionals have been concerned that Scotland’s Health at Work doesnot require participating organisations to put specific occupational health andsafety measures in place. But while the programme seeks to support occupationalhealth and safety, it is beyond the resources and intention of the scheme tomake judgements on the standards reached by participating organisations inthese disciplines. Muchof the criteria recognises the value of occupational health and health andsafety legislation in the workplace, but there is also a recognition of thewider aspects of health that are not normally tackled by occupational healthprofessionals. For example, human resource, personal development and the roleof the organisation in promoting health in the wider community.Shawhas been welcomed by other occupational health professionals in participatingworkplaces. They have found that the scheme has supported and complementedtheir work, while providing guidance and practical help in the health promotionaspects in which they feel less well qualified.Thereis already evidence of improved attitudes among employees. Health is becomingsomething that is seen and talked about in the participating workplaces, andindividual change, for example, giving up smoking, is being matched by organisationalchange, such as the establishment of staff health forums and mental health anddrugs policies to help create healthier work environments.InFebruary 1998, the Halliburton Group set up an initiative to raise awareness ofhealth throughout its companies. Scotland’s Health at Work came on board and itsoon realised the enormity of the work that lay ahead.Thesheer logistics of providing health information soon became apparent –  with 118 notice boards servicing 68 onshoreand 21 offshore gatekeepers became involved in the updating and displaying ofcurrent topicsQuestionnaireswere issued in the UK to 6,000 staff in the North covering health, safety andenvironmental concerns. The issues raised then had to be addressed in order toachieve their bronze Scotland’s Health at Work award. Thenorthern healthline co-ordinator Penny McIntosh said, “To implement aworkplace health strategy which had to cover 18 separate buildings employing6,750 staff was a daunting task. However, the criteria for the bronze awardrequired by Scotland’s Health At Work was a terrific springboard and helped usenormously.” Alternativeapproach Wherein the past research has highlighted barriers to effective health promotion inthe workplace, Scotland’s Health at Work is providing new opportunities to makea real impact in promoting health at work in Scotland.Manyworkplaces opt for unusual or slightly different approaches to promoting healthat work. For example, Greater Glasgow Health Board’s belly dancing tastersession or Scottish Nuclear’s shiatsu massages. These activities are open toall members of staff and always receive a very favourable response.Anotherfun initiative is a national Scotland’s Health at Work venture – the Max. Itspurpose is to encourage companies large and small to participate in some formof activity in a week-long fitness promotion. Thisyear’s Max event attracted over 150,000 staff from all over Scotland whoparticipated in a variety of activities including a small ships race, a spacehopper challenge, themed lunchtime walks, cycle, football and skippingchallenges, fun runs, hill walks and aerobathons.Itwill take many years to achieve the ambitious objectives that Shaw has setitself. Bringing Scotland’s Health at Work from concept to reality has been achallenge, but the support and commitment of all parties and the enthusiasticresponse from participating workplaces suggests that it can succeed in making adifference to health at work and in the wider community.RhondaFraser works for Scotland’s Health at Work programmeItis accepted that the promotion of health and the prevention of ill-healthfeature within the role of the occupational health nurse1,2,3. Research byMolloy4 points out that occupational health practice embraces all aspects of onemodel of health promotion5. Molloy4also acknowledges the multi-disciplinary approach within occupational health.Collaborative working is a feature of good occupational health practice and isa key part of health promotion as well. The Scotland’s Health at Work awardscheme offers the opportunity to develop partnership working within one area ofthe OH practitioner’s role.Aclear definition of terms is as essential when discussing health promotion inthe workplace as in other spheres of professional activity. It should thereforebe recognised that the health promotion officer’s understanding of”promoting health in the workplace” may be more restricted than theOH practitioner’s understanding of the term. When setting priorities for healthpromotion within the workplace, the OH nurse will include aspects of safety andhazard control, whereas the health promotion officer may focus on lifestyleissues. Whilenot underestimating the importance of lifestyle health promotion, the OH professionalwill first wish to ensure the employees safety at work. Naidoo and Will6 statethat “Unless the organisational context is also considered, and modified,[health promotion] programmes are likely to have limited effect”.Employersmay well welcome the Scotland Health at Work awards and the associatedpublicity. OH practitioners include the education of the employer onoccupational health issues within their remit and so may not be surprised toread that they are positively received by the employers. This does notnecessarily justify this programme as the most appropriate approach within aworkplace, nor indeed endorse the priorities which Scotland Health at Work mayset as being the most crucial issue within any specific setting.Simnett7emphasises the need for evaluation of such activities while exploring thepotential for collaborative working in health promotion. A rigorous evaluationof the scheme would perhaps be appropriate and would be one way to develop thecollaboration between the health promotion worker and the OH practitioner.References1Hodges,D (1997) The role of the occupational health nurse. In Oakley,K.Occupational health nursing. Whurr: London2English National Board & Department of Health.(1998) Occupational HealthNursing. ENB:London3SOHN& AOHNP (1997) Occupational Health Nursing.SOHN &AOHNP: London 4Molloy, J (1995)Health Promotion in the workplace. In Bamford, M Work andHealth Chapman& Hall: London5Tannahill, A (1985) What is health promotion? Health Education Journal,44.167-86Naidoo,J & Wills,J (1994) Health Promotion: foundations for practice.Bailliere Tindall: London7Simnett,I (1995) Managing health promotion Wiley & Sons:Chichesterlast_img read more