ON-THE-JOB TRAINING 7 The appeal of apprenticeships


If you want to ensure your company builds and retains the kind of skilled workforce it needs to thrive, a strong cadre of apprentices is vital, says Janet Murray


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s a company committed to growing its own talent, Kwik Fit runs an apprenticeship scheme that is a key strand of its


learning and development strategy. As part of the recruitment process, applicants undergo a series of psychometric and personality tests, designed not only to establish if they have the qualities needed to complete the apprenticeship programme, but also whether they have the potential to take on more senior roles in the future. It is a strategy that has enabled


the automotive parts replacement specialist to find a diverse range of top-notch staff, says Kwik Fit’s HR director, Ian Kirkpatrick. “We’re keen to recruit from all walks of life and give anyone a chance who is willing to learn and create a career.” TUI UK and Ireland (the travel


firm that owns Thomson and First Choice holidays) currently has 500 retail apprentices and is looking at developing further programmes. Encouraging good staff to stay with the organisation is a priority for the firm, says Sue Chatfield, head of HR services. “On average, our apprentices stay in the business three to four years longer [than other employees]. We also have directors who started as apprentices.”


in good-quality training and development can be good for morale across the whole workforce. “All the evidence shows that apprentices tend to stay with you longer and they get promoted more quickly … seeing a strong intake of apprentices inspires the rest of the workforce. You have an intake of young people coming in, learning new skills, and it shows that the company is thinking ahead.” But while it is encouraging to


Apprenticeship schemes, such as Kwik Fit's, can identify future leaders But she is keen to point out the


apprenticeship scheme is not a “bolt on” to other training programmes. Rather it is part of a company-wide commitment to the continuous learning process, providing


development opportunities for employees at all levels. According to Rod Kenyon,


director of the Apprenticeship Ambassadors Network at the National Apprenticeship Service, investment


Stay ahead in the cloud


A growing number of firms are recognising the flexibility and financial benefits of using cloud computing to offer training to employees. Kim Thomas finds out more


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loud computing is shaking up the e-learning landscape. More than 90% of L&D practitioners will be using the cloud in some


form by the end of 2015, according to a survey by the World of Learning Conference & Exhibition, with more than a third planning to fully integrate the technology into their L&D strategy. It’s easy to see why. Cloud computing allows e-learning content to be hosted by a third-party provider and accessed over the web. So when the Olympics organisers needed to train volunteers across the country quickly, they did so through online courses provided, over the web, by the e-learning solutions company Kineo.


Cloud-based courses, like traditional courses, can be a mix of text, video, audio and assessment, allowing learners to complete courses in their own time from their home PC or via their mobile device. This isn’t the only advantage of


this approach. For a large corporate, cloud computing can often be quicker


Cloud computing can often be more cost-effective than a traditional e-learning platform


and more cost-effective to implement than a traditional e-learning platform using generic courses (available from their provider) or bespoke modules they’ve designed themselves. Steve Rayson, managing director


of Kineo, says it’s possible to get a cloud-based e-learning system up and running in four weeks – something that could take months for a corporate IT department to create internally. And, he points out, cloud computing makes it easy to scale: Tesco, another of Kineo’s customers, started by offering cloud-based courses to staff in certain roles, before rolling it out further across the company. For small organisations, without the resources to implement their


own e-learning platforms, cloud computing can be a godsend. For a fixed fee, they can pay for a certain number of employees to study particular generic courses (compliance training, such as anti- money laundering or health and safety advice, for example) and this number can be increased or decreased according to need. “It’s a relatively low fee, it’s instantly there, and you don’t need your own IT staff to manage it. You just log in like you log into Gmail,” says Rayson.


Steve Rayson will be speaking at the World of Learning Conference on 2 October where the topic of cloud-based e-learning will be discussed. www.learnevents.com


see more blue-chip companies integrating apprenticeships into their L&D strategies, there is still some way to go, says Paul Warner, director of employment and skills at the Association of Employment and Learning Providers. “Until recently, many big companies didn’t have an understanding of what an apprenticeship was. But things are moving on and many are now saying ‘we think we understand what this is about and how it might fit alongside our other [training] programmes'. It’s progress and it’s a good place to be, but there is still work to do.”


Rod Kenyon and Paul Warner will be participating at the World of Learning Conference and Exhibition on 2-3 October, where the topic of integrating apprenticeships schemes in learning and development strategies will be discussed. www.learnevents.com


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