FEATURE: SKILLS & TRAINING
SMEs can have a say in the future of apprenticeships
I am sure that we could all argue the terms used, but one thing is for certain, it could be a point worth further discussion – especially as we need to more clearly define what our needs are so that we can then address the problem more intelligently and with targeted interventions that can start to effect a change. Whilst I was doing some research, I came across a
comment in Hansard from the 1980s and we were talking about skills shortages then too! So, unless we more clearly define the issue, how are we ever going to address it? The Government’s Apprenticeship levy is quite a
heavy-handed way for them to encourage the engagement of employers in the investment in skills development for their staff. For those who do already see the value and investment in skills development, this is something that will probably irritate but not wildly affect their plans. For those for whom skills development is seen as a last resort, it may help them to start to reappraise their approach and rethink their situation. Ultimately, in this age of austerity, we are becoming ever more constrained in terms of access to funding for skills development. Business will have to start to realise that it will become more and more responsible for investing in the skills requirements that it has, engaging with education providers across the ages in order to give a sense of direction and choice to young people, creating pathways to careers and skills choices much earlier. Apprenticeship reform is also being driven to ensure employer inclusion – however, many SMEs feel that
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they are not part of the process and question the relevance of the Trailblazers programme. SMEs are being encouraged to engage with this reform especially as the standards are related to job role rather than apprentice title. They can have a say in the future of apprenticeship design and engagement by business is the key to a strongly defined and scoped outcome that is fit for purpose. A British Chambers of Commerce Survey clearly
identified a desire by business leaders to engage with education; however, the barrier seems to be at the level where people in education and business are required to engage and deliver the partnership working, where there is a clear resistance. So, perhaps, rather than continually bleat on about our skills shortages, we look to more clearly, at how we communicate, engage and enthuse our people to want to engage in a process that will better equip our young people with the knowledge of what opportunity exists in the labour market what skills will be needed in future, so that young people actually see a future with a job in it and start to plan in a long term way to address our skills needs. Short-term adjustments are not the answer and if we continue in this vein we are likely to be still talking about skills shortages in another 30 years’ time.
*CEDEFOP (2015) Skills Shortages and Gaps in European Enterprises; striking a balance between vocational education and training and the labour market / Luxembourg: Publications Office. Cedefop reference series 102.
David Tomalin, Skills Hub manager
‘I came across a comment in Hansard from the 1980s and we were talking about skills shortages then too! So, unless we more clearly define the issue, how are we ever going to address it?’
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