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Energy-efficient buildings can reduce human impact on the environment. Energy efficiency is not only concerned with generating more energy using fewer resources, nor reducing energy usage, but also it is about harnessing natural resources, such as wind and sun, to produce energy. The UK government is thus promoting the adoption of renewable energy in buildings. The Fuel-Cell Energy Systems (FCES), which utilizes hydrogen from renewable sources (green hydrogen), is a prominent technology yet with little application in the UK built environment. FCESs can help in addressing the problem of intermittent supplies of renewable energy by allowing for energy storage, which could act as a buffer to meet the variability in user-demand thereby maintaining energy security. Thus, the aim of this article is to explore the application of FCES in the UK built environment by drawing on the scant literature as well as discussion with industry experts. With the recent implementation of FCESs in Scotland, the development of guidelines for evaluation of the FCES is timely. A conceptual framework for the evaluation of FCES is thus outlined in this article, which could be piloted in Scotland (and possibly elsewhere). It is argued that such framework provides a holistic and structured approach for establishing the efficacy of FCES, which is crucial for informing its wider adoption in the future and in particular when it comes to the Return-on-Investment, especially from the perspective of funders and the local community. [ABSTRACT FROM PUBLISHER]

The British government continued intervention to support apprenticeship training across the economy has been notable in recent years. The construction industry is the only sector to retain a levy/grant scheme (that supports training including apprenticeships) since 1964, yet it still faces the problem of skills shortages. This article thus reviews the issues pertaining to apprenticeship training in the construction industry, namely: nature of the industry, demand/supply and employer engagement. It is argued that continued over-reliance on construction employers to offer work placement opportunities does not present a plausible way forward for supporting apprenticeship training given the deeply entrenched poor training culture in the industry. Policymakers thus need to move away from an elusive concept of employer engagement and consider alternative means for the provision of apprenticeship training. Exploring the application of Virtual Learning Environments (VLEs), in particular workplace simulation, in addition to the active engagement of experienced workers and trade unions, presents possible alternatives for supporting apprenticeship training. Unless policymakers are prepared to consider alternative ideas for apprenticeship training the construction industry is likely to continue experiencing skills shortages that can potentially impede its future development. [ABSTRACT FROM PUBLISHER]

A Levy-Grant Scheme (LGS) has existed in the UK construction industry since 1964 to provide financial support for companies undertaking training activities. Despite the support of the LGS for various training activities, notably apprenticeships, the construction industry continues to suffer from both labour shortages and an under-investment in training activity when compared to other sectors in the economy. This situation raises the question as to whether a LGS is an effective means for supporting training activity. This paper thus presents an in-depth review of the case for and against a UK construction LGS. It is argued that the LGS on its own is insufficient to alleviate labour shortages and poor participation levels in training. Moreover, if the LGS is to continue enjoying the support of employers it is important that levy payers (in particular) see the value of the scheme as integral to their business activities and do not regard it as a mere tax. The demonstration of the real value of the LGS becomes imperative when considering the current economic climate where companies are working with tighter budgets. [ABSTRACT FROM AUTHOR]

A levy/grant system exists in the UK construction industry to provide financial support for companies undertaking training activities. With the current UK government skills policy, there is an emphasis on ensuring that training support provided to employers is aimed at enhancing companies' profitability. This paper explores the profitability of construction companies in relation to training grants. Inferential and descriptive statistics were used to analyze a uniquely combined dataset over the period 2002–2005. The research revealed that there is not a simple linear relationship between training grants and profitability. However, large and more profitable companies claimed more training grants in relation to the following areas of training: management, qualifying their existing workforce (certifying the skills of their existing workforce) and developing training plans. The authors argue that training grants should be targeted and focused towards specific areas of training if profitability gains are to be achievable. Future research should consider training grant utilization within the context of construction companies in order to ascertain the real contribution of training grants to their profitability. [ABSTRACT FROM AUTHOR]

Purpose - UK government policy has emphasised the role of skills development and training as a means of improving productivity performance across all sectors of the economy. The purpose of this paper is to assess the appropriateness of this policy within the context of the construction industry, in light of the recently published statistics. Design/methodology/approach - A trend analysis of construction productivity (measured by Gross Value Added/worker) and skills indicators (qualification attainment and training) was conducted over the period 1995-2006. Findings - There is inconsistency in the industry's productivity performance, despite the overall increase in qualification attainment levels and participation rates in training over the same period. However, the year-on-year change in the participation rate of training was not consistently associated with an improvement in productivity performance. Originality/value - It is argued that the effective utilisation of skills rather than mere increase in the supply of skills is a key to bringing about productivity improvements. Indeed future policy makers decisions should focus on addressing other influences on productivity performance such as work organization and management practice to support further development and progression of the UK construction industry. [ABSTRACT FROM AUTHOR]