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05/10/2006
CIPD Call For Apprenticeship Programme Improvements
Government and employers must join forces to develop fit-for-purpose apprenticeship programmes, say the Chartered Institute of Personnel and Development (CIPD.)
The CIPD report that despite efforts from Government the take-up of Apprenticeships by large employers remains limited.
Victoria Winkler, Learning, Training and Development Adviser, said: “What is clear is that in the right circumstances employers can benefit from the introduction or expansion of apprenticeship training, but this cannot be a blanket approach. Government needs to work with UK businesses to identify the industries and roles where apprenticeship programmes will work best for both the individual and the employer.
“Employers value the scope that apprenticeship programmes can have for improving the selection and socialisation of young people who are prospective long-term employees, but their willingness to participate depends primarily on how they perceive the technical content of the vocational qualifications – and the relevance of these to their business.”
The report, 'Large Employers and Apprenticeship Training', was commissioned by the CIPD and carried out by out by a research team at the Department of Management at King's College London'. It investigates large employer involvement in apprenticeships. Findings include information about the level of employer involvement within publicly funded Advanced Apprenticeship programmes and employer attitudes towards these programmes.
The research also suggests that the extent to which the content of Advanced Apprenticeships can be tailored to the employer’s requirements is not widely recognised. “Government needs to become better at communicating the different types of apprenticeship programmes available and highlighting the benefits to businesses,” added Victoria Winkler.
Large employers and apprenticeship training is based on face-to-face interviews with learning and development managers in thirty large organisations. These include: Rolls-Royce plc; Leicester City Council Maintenance DSO; Selfridges & Co; and BT Retail.
The research focused on two sectors that have strong historical associations with apprenticeship programmes, engineering and construction, and two newer sectors, retailing and information and telecommunications technology.
The report noted that although in England the age limit on access to apprenticeships has technically been removed, with the exception of a small number of pilots, the effective age limit for eligibility for funding largely remains at 25. Given the growing need to train ‘adult’ workers in intermediate skills, this restriction could reduce the involvement of some employers.
For Technician apprenticeships the limitation of LSC funding to Level 2-3 programmes has reduced the support of technician (Level 4) programmes. More effort is needed to ensure continued development is provided to enable technical training for the apprentice.
The report found that in the Information Technology and Retailing sector the scope for expanding apprenticeship is constrained in information technology, and in much of retailing, by employers’ preference for graduate recruitment and upgrade training, and by high rates of labour mobility.
(SP)
The CIPD report that despite efforts from Government the take-up of Apprenticeships by large employers remains limited.
Victoria Winkler, Learning, Training and Development Adviser, said: “What is clear is that in the right circumstances employers can benefit from the introduction or expansion of apprenticeship training, but this cannot be a blanket approach. Government needs to work with UK businesses to identify the industries and roles where apprenticeship programmes will work best for both the individual and the employer.
“Employers value the scope that apprenticeship programmes can have for improving the selection and socialisation of young people who are prospective long-term employees, but their willingness to participate depends primarily on how they perceive the technical content of the vocational qualifications – and the relevance of these to their business.”
The report, 'Large Employers and Apprenticeship Training', was commissioned by the CIPD and carried out by out by a research team at the Department of Management at King's College London'. It investigates large employer involvement in apprenticeships. Findings include information about the level of employer involvement within publicly funded Advanced Apprenticeship programmes and employer attitudes towards these programmes.
The research also suggests that the extent to which the content of Advanced Apprenticeships can be tailored to the employer’s requirements is not widely recognised. “Government needs to become better at communicating the different types of apprenticeship programmes available and highlighting the benefits to businesses,” added Victoria Winkler.
Large employers and apprenticeship training is based on face-to-face interviews with learning and development managers in thirty large organisations. These include: Rolls-Royce plc; Leicester City Council Maintenance DSO; Selfridges & Co; and BT Retail.
The research focused on two sectors that have strong historical associations with apprenticeship programmes, engineering and construction, and two newer sectors, retailing and information and telecommunications technology.
The report noted that although in England the age limit on access to apprenticeships has technically been removed, with the exception of a small number of pilots, the effective age limit for eligibility for funding largely remains at 25. Given the growing need to train ‘adult’ workers in intermediate skills, this restriction could reduce the involvement of some employers.
For Technician apprenticeships the limitation of LSC funding to Level 2-3 programmes has reduced the support of technician (Level 4) programmes. More effort is needed to ensure continued development is provided to enable technical training for the apprentice.
The report found that in the Information Technology and Retailing sector the scope for expanding apprenticeship is constrained in information technology, and in much of retailing, by employers’ preference for graduate recruitment and upgrade training, and by high rates of labour mobility.
(SP)
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Cable Welcomes Big Rise in Apprenticeship Numbers
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Provisional figures published on Tuesday indicate that apprenticeship starts for academic year 2010/11 have risen by more than 50 per cent compared with final figures from 2009-10. The Statistical First Release shows that apprenticeship numbers have risen across all age ranges and levels of training across the apprenticeships programme.
15 August 2012
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Employment and Learning Minister, Dr. Stephen Farry and Finance and Personnel Minister, Sammy Wilson, today launched an ICT Apprenticeship Scheme to recruit individuals into this growing and exciting sector.
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