Posted by on 26 June 2017

IMG_3859Apprenticeships are an essential tool in recruiting managers workforce planning toolbox for enhancing the skills and knowledge of their teams.

Bringing a fresh, creative and up to date approach augmented with new skills, techniques and knowledge, fully-trained apprentices will be better equipped to handle the current and future demands of their job within the University.

Apprenticeships are available to people of all ages, and most of our current staff should be able to find a course suitable to them and their occupation – from management, admin, digital marketing and IT, to catering, engineering, construction and science.

Current staff will benefit from learning new skills to boost their employability, knowledge and CV, and will feel empowered about the prospect of advancing their career ambitions.

They will be more engaged and satisfied when they feel that they are working towards developing mastery in their field of expertise. The best way to become an expert is by applying the skills and knowledge they have learnt, and getting and acting on feedback.

Leaders can support their staff on apprenticeships by providing opportunities to apply their skills, giving feedback, and continually increasing the level of challenge as they improve.

If the answer is “yes” to any of the following statements – apprenticeships for current staff might be the answer:

  • I have roles where current staff need extra skills.
  • I have skills which are going to grow.
  • I have new functions emerging, due to remit changes, mergers or restructuring.
  • I can’t clearly identify my future specialists, managers and leaders

By investing in the development of current staff, the University will benefit from highly motivated, more committed staff that are able to utilise their new skills and knowledge towards the supporting our strategic objectives – as well as bolstering our positive working environment culture.

Offering an apprenticeship to an existing member of staff shows that you see them as an integral part of the workforce and are happy to invest in their future.

Your staff are also encouraged to think of their job as a career as a result of this investment, and are more likely to stay with the University for longer, which in turn reduces staff turnover and recruitment costs.

Furthermore, offering current staff apprenticeships is an ideal way of maintaining the continuity with your team, while simultaneously attracting new perspectives and ideas.

It’s about new skills not just new people. Apprenticeships should complement, but not be disruptive to, your workforce strategy and should be based on your business, and skills, needs.

Staff are more likely to come back their workplace with fresh insight into their activities, and add value to the team, having spent time learning and studying to upskill themselves.

Posted in: News
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