How Apprenticeships Can Facilitate Lifelong Learning: Key Considerations for Employers

Since the launch of the Apprenticeship Levy five years ago, we have seen many businesses use apprenticeship programmes to introduce new skills and talent into their workforce. However for many businesses the way apprenticeships can be used to upskill and reskill existing staff of all ages to facilitate lifelong learning and development is still somewhat unknown.

Apprenticeship programmes are often misconstrued to be exclusively for school and college leavers, or only suitable for vocational professions. However, at BPP we’re keen to showcase the value of apprenticeships for all types of learners, and help businesses understand why apprenticeships could be the missing puzzle piece to support them with workforce planning and the continued professional development of their staff. This article highlights areas your prospective employer partners should be exploring before choosing a training provider and delivering an apprenticeship programme.

Understanding when apprenticeships are suitable

The first step to understanding where apprenticeships are needed is taking stock of the existing staff and skills within your organisation. Benchmarking up front helps you to understand the gaps that can be filled by apprenticeships, and also allows you to measure tangible impact as a result of apprenticeships.

Make sure to consider the mix of ages, backgrounds and lengths of service when benchmarking. Look at the skills that already exist within the organisation, as well as predictions for the skills your business will need in the future.

For example, if a benchmarking exercise shows a business is lacking staff in middle management, rather than searching for talent externally in a tricky labour market, and potentially settling for someone less skilled than desired – an apprenticeship programme allows existing staff to retrain for promotion. This can unlock the current workforce’s true potential, and demonstrate a business is committed to its existing staff, increasing employee morale.

Once you know the makeup of your organisation, the skills it already has and the skills you need to develop, you can design and plan programmes with your training partner to ensure you’re getting the most from your apprenticeship scheme.

Creating a bespoke programme

Apprenticeships can be flexible and can be created to fit learners from all different backgrounds and age groups.

The key to this is finding the perfect relationship triangle between training partners, businesses and apprenticeships. If you can get this right everything else will be simpler. For example, training programmes don’t all have to be the same – instead training providers should be able to tailor them to each cohort and use pre-training elements if required. At the start of each programme it’s essential the employer is clear on the objectives of the apprenticeship scheme, the types of learners taking part, and that this is aligned with the business goals, so they can measure the impact.

Programmes that are the most beneficial are those that are designed in partnership with a training provider and employer, with a thorough consideration for what’s best for the apprentices and the business’ priorities.

Boosting staff retention

Not only do apprenticeships address recruitment issues - the right apprenticeship programme can also help prevent potential loss of current staff.

Offering tailored training and development opportunities can demonstrate the business’ commitment towards the personal development of its employees, encouraging them to remain and grow within the business. For employees who have been with a business for a number of years and perhaps feel their learning has slowed, apprenticeships open up new opportunities for progression and development - allowing them to move sideways and then up if required, opening up new progression routes.

At a time when many businesses are having to think more carefully about their balance sheet and are perhaps not in a position to provide financial incentives, commitment to ongoing staff development is more important than ever.

Final thoughts

Apprenticeships are certainly not a one-size-fits-all approach. They can be designed creatively and flexed to appeal to and support many different types of learners to promote lifelong learning.

For businesses the first step is understanding where staff want to reskill and upskill and whether this aligns with the business’ need. Then they need to educate their staff on apprenticeships and why it’s a great option – however the key to this is finding the right apprenticeship training provider who can create a tailored programme and help educate and support staff and your organisation through their apprenticeship journey.

About the author

Nichola Hay MBE, Director of Apprenticeship Strategy and Policy at BPP — the go-to professional apprenticeship provider for the UK's leading businesses.  Recognised for her services to apprenticeships and skills in the Queen's 2021 New Year Honour List, Nichola has worked in the further education sector for over 20 years, helping UK businesses to upskill and reskill employees across their entire organisation to help shape professionals at every level.

Nichola is at the forefront of thought leadership and guidance on the challenges and opportunities within the UK's apprenticeship market - including how to maximise the value of the apprenticeship levy, whether a business pays into it or not.

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