time, resource and mentoring required to support an apprentice eff ectively. A well-managed apprenticeship provides consistent support,
feedback and mentoring. Clear processes around contracts, progression and expectations are essential to ensure the apprentice ensuring the apprentice is treated fairly and with respect. For the employer, an apprenticeship is a commitment to helping
a young person gain valuable experience while getting a foot on the career ladder. It also allows businesses to grow the skills base within its own organisation and its sector by helping to train the workforce of tomorrow. Bringing in new members of the team can also have a positive
impact on the morale generally, showing that the company is prepared to invest in the future, while bringing a new perspective and encouraging wider engagement. Emma said: “Many young apprentices arrive with strong digital
literacy and familiarity with emerging platforms, tools and commu- nication channels. From an HR standpoint, this can create opportu- nities for reverse mentoring, where apprentices support and upskill more experienced colleagues. “Apprentices are, by nature, at the beginning of a new chapter in their lives and careers, so they can bring high levels of energy, enthusiasm and adaptability.” Claire added: “What we would say to businesses is, fi rstly, take the
decision alongside your HR team. An apprentice may not be right for you, and that’s fi ne, so it is important to think it through carefully. “Secondly, when you’re thinking about the longer term, remem-
ber that if you’ve found your next shining star, great, you’re going to want to keep them on. But if you don’t, perhaps there’s no role for them within the business once they’ve fi nished their apprentice- ship, then that’s fi ne. “It’s fi xed-term contract that you should think of as a period of
training, just like a college course, but where that person has not only gained a qualifi cation but you’ve given them the hands-on experience and social skills to move on to a new challenge with a background that will be inviting to their next employer.
13
“As well, companies need to consider the fi nancial benefi ts. If
you are turning over more than £3m, then you’re paying an appren- ticeship levy anyway, so why not get the benefi t of that? If you’re turning over less than £3m, then there are funds available through the levy to help you with the cost of an apprentice, so why not take advantage? “Either way, it can make good fi nancial sense, while giving young
people a step onto the career ladder. Changing your mindset about apprentices and what it involves could lead to you to a cost-eff ective way of fi nding a young person who will become a valued and skilled member of your team.”
Scan the QR code to fi nd out more about the event, at the Mercure Hotel Northampton on February 10. For more advice, contact CE People on 01604 805634, email
enquiries@ce-people.co.uk or visit the website
www.ce-people.co.uk
RECRUITMENT & TRAINING
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60
