APPRENTICESHIP FOCUS
THE UPSKILLING OPTION
The combined industry changes and trends around low carbon retrofit, increasing digitalisation and new product innovations are all pushing the merchanting industry to adapt and upskill as quickly as possible.
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onstruction recruitment, retention, training and development initiatives are all trying to keep pace with demand, but much more is still
needed pprenticeships could be the answer to our upskilling needs – but not necessarily in the way you first think. Because when people think of an apprentice, they usually think of a young person, commonly just out of school. But this stereotype is incorrect.
Almost half (48%) of the apprentices who started in 2022/23 in England were people aged 25 and over, according to research published by the UK Parliament. This figure shows that apprenticeships are for people of all ages who want to progress in their careers, not just for those starting out. Apprenticeships allow people to progress at their own pace, feel challenged in their jobs and enjoy a pathway that is tailored to their own personal development.
Apprenticeships should be used much more to help businesses support mid-career upskilling and mobility. By providing additional training to employees, companies can fill knowledge and skills gaps with existing employees, rather than drafting in someone new. Capitalising on internal potential encourages the merchanting industry to retain loyal employees when the sector needs it the most.
Upskilling in practice MKM Building Supplies is one of the largest independent builders’ merchants in the UK. It has an extensive apprenticeship scheme across its branches and head office.
MKM has found that upskilling through apprenticeships is a good way to encourage its staff to progress their education and future- proof the business at the same time. And it applies to all roles in the business – not just the trade counter, warehouse and technical teams.
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For example, MKM is currently supporting two of its employees who joined the finance department as administrators a couple of years ago. Both of them didn’t have the qualifications that were required to carry out accountancy work and progress in their careers. They are now carrying out their Level 2 apprenticeship with the Chartered Institute of Credit Management, before carrying out further apprenticeship qualifications later. This upskilling provides MKM with the opportunity to fill a business need in the finance department while offering the employees an opportunity to develop their careers.
NMBS’s support
Chris Hayward, CEO at independent builders merchant buying group NMBS says: “By enhancing the skills of experienced staff, apprenticeships not only secure fulfilling careers for individuals but also deliver substantial benefits to employers. Through apprenticeships, employers save on recruitment costs and foster diversity across teams, leading to increased retention rates and heightened staff satisfaction. This is why we are helping grow awareness about the benefits apprenticeships can offer our industry.”
NMBS is working with construction apprenticeships specialist LEAP, in conjunction with the Builders Merchant Federation (BMF), to train scores of builders’ merchant
www.buildersmerchantsjournal.net February 2025
apprentices each year. The apprenticeships cover a wide range of career options, ranging from entry Level 2 qualifications, such as warehouse operator, to more advanced Level 7 qualifications suitable for upskilling existing experienced staff to more senior positions. These apprenticeships are tailored to the specific needs of the builders’ merchant industry and construction sector, so they include courses in disciplines, such as credit control and collection, software development, warehouse operations, project management, sales and HR support.
Hayward adds: “We are delighted that a growing number of our members are taking part in our apprenticeship recruitment drive, which will improve service delivery to their local markets and also help to plug the skills shortage in the construction industry.”
Apprenticeship opportunities The range and variety of higher-level apprenticeships are only set to grow as digitalisation advances and the net zero agenda gains pace and urgency. Demand is strong for qualifications that help merchants’ staff feel more confident, skilled and educated about new construction processes, specialist trades and technologies.
LEAP is currently offering a range of apprenticeships that can help upskill an existing workforce, including ones that are equivalent to degree level. Some of these courses include Level 7 accountancy profession, Level 6 chartered manager degree apprenticeship, Level 7 senior leader master’s degree apprenticeship and foundation degree in merchant management. These apprenticeships all offer experienced employees the opportunity to develop their knowledge and work on a new skill set. Dean Hayward, head of sales and marketing at NMBS adds: “We frequently use apprenticeships to upskill our own workforce at NMBS. For example, one of our marketing coordinators has completed her apprenticeship and she is now undertaking her Level 2 qualification. This progression allows her to work towards her next promotion while developing our marketing team.” BMJ
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