APPRENTICESHIPS AND SUCCESSION PLANNING by Claire Shore
Senior business development manager, Blackburn College
Succession planning - the process of identifying and developing potential future leaders and senior managers - is one of the biggest challenges facing businesses today.
With recent changes simplifying the process for employers, it’s time to consider apprenticeships as the solution.
There are many advantages to investing in your current workforce, giving them the leadership training required to fulfil senior roles in the future.
Many organisations find that leaders promoted into the role perform better than those brought in - ‘insiders’ hold sector- and business-specific information and experiences, for example.
The opportunity to advance to a senior role is also a great motivator and improves retention rates.
From August this year, key government improvements will be introduced to enhance apprenticeship opportunities for individuals seeking professional development:
Firstly, it will be simpler for individuals
to accelerate their apprenticeship by giving greater weight to their prior learning and experiences.
The government has also made a key change to the way it considers the need for ‘off the job’ training.
Apprentices who work more than 30 hours a week will now be able to spend more time on the job, delivering for their employers, whilst still gaining valuable training and development.
There have also been improvements to the funding for apprenticeships, with the Lancashire Levy Transfer system enabling all red rose businesses to be able to request full funding for their apprenticeship training costs.
At the same time, many apprenticeship providers have invested resources over the last 12 months, adapting to more flexible models of training – such as increasing the amount of blended training with online and face-to-face – making it easier for working professionals to balance learning and operational duties and being beneficial for businesses to incorporate apprenticeships into their retention strategy.
JOB-HUNTING IN A CANDIDATE’S MARKET
by Simon Speak Director, AFR Consulting
We are experiencing an unusual phenomenon - there are currently more job vacancies than candidates available to fill them.
If you’re in the market for a new role, some choice is good but too much choice can be overwhelming.
To find your dream role you’ll first need to filter out the roles that don’t suit you. You can do this by considering the following:
Geography - Where are you willing/ wanting to move to for the right role, if at all
What you want to improve - If you’re not happy with your current career path, identify what’s wrong or what’s missing
Overall goals - In general terms, what would improve your career path. For example, are you looking to move into management, or work for a particular type of company?
Specific goals - Would more responsibility, more training, specific experience, different
benefits and working conditions improve your world?
Work/life balance - Consider your ideal lifestyle not just now but in five, 10 or 20 years.
Once you’re able to be more selective about the roles open to you, it’s important to ensure that your next move advances your career.
Here’s a few ways you can do that:
Get a good recruitment partner - A good recruiter doesn’t bring more offers to the table, they bring better offers
Make long-term decisions - Don’t automatically jump for the most attractive salary, consider how the role and its future possibilities match your career goals
Remember that mistakes can be costly - There may be a wealth of opportunities at the moment, but your CV and employment history still matter - both to future employers and your ability to one day achieve your ultimate career ambitions.
LANCASHIREBUSINESSVIEW.CO.UK Develop
existing staff, grow your business!
Retrain staff members…
Choose
Apprenticeships can help you retrain and retain existing employees, as well as hire new ones.
apprenticeships@blackburn.ac.uk
or 01254 292500 to get started today.
www.blackburn.ac.uk
Apprenticeships Contact the Team
37
RECRUITMENT
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