Apprenticeships have always been around. At one time they were considered an alternative to Higher Education. In general the majority of the training was undertaken by the employer with the ‘sitting next to Nellie’ method of training i.e. working side by side with an experienced member of staff. Colleges always provided more formalised teaching, which required the apprentice to spend one day a week in a classroom. Apprenticeships were for the young, generally school leavers.
Well it’s all change! Apprenticeships have been given a shake up and our Company, Opps, rejoices in the new movement. Young people are still able to access apprenticeships and smart employers will always recognise that welcoming a young, however inexperienced new member of staff will reap long term benefits. ‘Home grown’ is always best and having members of staff who fully understand the ethos of the organisation, whilst upholding it’s standards is of huge value – these are the main benefits to developing a young apprentice.
So what has changed? Adults are now able to participate in the Apprenticeship scheme – hoorah! Having their existing skills and experience verified through the vocational qualification process is a real boost to a person’s self esteem and confidence. Having the opportunity to learn new skills through a sector specific technical certificate, keeps an employee updated and re-vitalised. Taking a look at communication skills, often for the first time since school, allows the adult apprentice to reflect on which skills they really ought to improve upon, whether it is report writing or passing on information verbally. Underpinning the process is the reflection the Adult Apprentice undertakes on their own organisation. Frequently employers mistakenly believe that their staff have a good understanding of process, policy, product etc. The process of delivering the apprenticeship qualifications ensures that participants can fully demonstrate that they understand who does what in their organisation and very importantly understand their own responsibility in ensuring that their organisation is successful.
Whilst the apprentice, young or adult, is participating in an Opps apprenticeship, they have access to multi-media support and an allocated, sector specific assessor/tutor. All delivery takes place in the workplace and the employer/line manager is encouraged to be part of planning the context of the apprenticeship and reviews progress regularly with the participant and their assessor/tutor.
The average apprenticeship is of a 6 – 8 months duration, with an average visit from an assessor/tutor of once a month.
The Government is offering support in funding the apprenticeships (free to 16 – 18 year olds) and Opps is able to guide the employer through its own funding scheme.
The Train to Gain initiative has demonstrated the value of training to employers and employees. The Apprenticeship Initiative is the natural progression from Train to Gain and ensures that this Country, at last, has adopted a learning and training ethos comparable to the more economically successful European countries.
