What is an Apprenticeship?

While the definition can vary, in the world of training and development, an apprenticeship is a structured training program combining on-the-job, hands-on experience with in-person instructor-led training with the goal of equipping individuals with both theoretical knowledge and practical skills related to a profession. 

In an apprenticeship, the apprentice is normally a new graduate or current student in a secondary school or in some cases, an employee looking to change career paths or develop new skills in a specific trade, profession, or industry. Regardless of how the person arrives at becoming an apprentice, it’s critical that the company taking them under their wing invests time and resources to build their skill set for both individual and organizational success.

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Why do organizations need apprenticeship programs?

Companies and organizations don’t just develop apprenticeship programs for the sake of students entering the workforce. Apprenticeships are provided by employers for a variety of reasons that help benefit not only the professional worker but the organization’s need as well.

Training and Developing Talent

Apprenticeships are a solid way for companies to develop talent regardless of where professionals are at in their career. Because most job roles require experience that is far removed from what is learned in university and college, they serve as a gradual introduction into the field of work recent graduates are looking to enter. 

Apprentices for that matter are able to bridge theoretical knowledge learned in the classroom with the hand-on learning experience that will be useful during the daily responsibilities of the role.

Closing the Skills Gap

Within their respective industries, companies are constantly trying to retain and maintain talent with their organization as opposed to attracting new talent. It’s true: it’s much cheaper to train a new employee on a new skill than it is to find a new employee who can do the same. This coupled with the idea that company competitors are always looking to snag the best talent in their market. 

In an effort to close the skills gap and sharpen their competitive edge, an employer will offer a sponsored apprenticeship that aims to develop talent internally. Also known as reskilling and upskilling, these types of apprenticeships are more flexible in that employees can develop new skills while on the job.

Addressing Industry-Specific Demands

Industries are always subject to change with new regulations, market demands and of course new technology. Internally or externally, an apprenticeship can help address a specific issue within an organization that the company does not yet have talent for.

An apprenticeship program in this case can be a solid win for both the employer as well as the apprentices as it allows both parties to identify where the organization needs to develop talent most and where it should focus its resources. 

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Advantages of Implemetning Apprenticeships for Talent Development

How do apprenticeships compare to just getting a person who knows it all from the start? In the dynamic and demanding landscape of today’s world, apprenticeships emerge as an invaluable tool for growing and nuturing talent compared to the standard online, video training module. The nature of having a full-time instructor serving as a guiding mentor during the apprencticeship process makes learning new skils on-the-job worthwhile.

Hands-On Learning Experience

Apprenticeships provide a unique hands-on learning experience that is unmatched by traditional classroom-based education. This immersive approach allows apprentices to directly apply text-book knowledge about their profession into use during on-the-job situations. The result? The apprentice gains a deeper understanding of the skills and their importance in their chosen trade and profession.

Constructive Criticism and Skills Refinement

Mentors can provide apprentices constructive criticism to help improve their skills in real time. This iterative process ensures that apprentices can refine and enhance their skills continuously, fostering a dynamic learning environment. 

Enhanced Employee Loyalty

Apprenticeships have the ability for employees to develop a greater sense of loyalty to their employers. The reason? Employees love it when employers invest in upskilling their professional abilities. When employers invest in employees, the latter will come to realize that they are indeed an important asset that the company will want to keep for the long run and that will provide the company unwavering success.

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Apprenticeships In Use Around the World

How are apprenticeships implemented in other countries? Apprenticeships around the world are seen as a driving factor in developing and training new talent for organizations and for growing the economy at large. So much so that apprenticeships and to an extent training & development programs are regulated by national laws. We provide a few examples of apprenticeship programs around the world and how companies must operate within their rules.

OPCO Training Program: Nurturing Talent for Organizational Success

OPCO, a leading organization, has successfully implemented a robust training program that focuses on nurturing talent within the company. This initiative goes beyond conventional training, emphasizing continuous learning and skill enhancement. The outcomes are evident in the form of a highly skilled and motivated workforce, directly contributing to OPCO’s success.

The French CPF: Empowering Individuals for Career Progression

In France, the Compte Personnel de Formation (CPF) stands as a beacon of individual empowerment. This unique initiative allows individuals to take control of their career development by providing access to training opportunities. The correlation between skill development and career progression is clearly exemplified through the success stories of individuals who have leveraged the CPF for their professional growth.

The Canadian 1% Training Act: Bridging Skill Gaps for a Competitive Workforce

Canada’s 1% Training Act is a testament to the country’s commitment to a skilled and competitive workforce. This legislation mandates that businesses allocate a percentage of their payroll to employee training. The positive ripple effect is visible in closing skill gaps, enhancing employee productivity, and ensuring Canada’s global competitiveness.

B-BBEE in South Africa: Fostering Economic Empowerment Through Training

In South Africa, the Broad-Based Black Economic Empowerment (B-BBEE) initiative is not just about economic transformation; it’s also about fostering skills development. By integrating training programs into B-BBEE, South Africa aims to uplift its workforce, providing them with the tools needed for economic empowerment.

SETA Initiatives in South Africa: Sector-Specific Training for Proficiency

Sector Education and Training Authorities (SETAs) in South Africa play a crucial role in providing sector-specific training. This targeted approach ensures that the workforce is proficient in the skills required for their respective industries. SETAs act as a bridge between education and employment, contributing significantly to the country’s economic development.

Fundacion Tripartita in Spain: Collaborative Training for Collective Growth

Spain’s Fundacion Tripartita takes a collaborative approach to training, involving employers, employees, and educational institutions. This collaborative effort has resulted in a skilled and adaptable workforce, positively impacting both individuals and organizations. The success of Fundacion Tripartita lies in its ability to align training programs with the ever-evolving needs of the Spanish workforce.

The UK Apprenticeship Levy and GDPR: Striking a Balance

Professional development programs that utilize the UK Apprenticeship Levy may benefit from a training management system in that it allows trainig managers to organize and track the utilization of the apprenticeship levy, ensuring streamlined administration, compliance with regulations, and effective management of training programs for optimal workforce development.

German Works Council: Nurturing Skills for Job Satisfaction

In Germany, the Works Council plays a vital role in promoting employee training. By fostering a culture of continuous learning, the Works Council contributes to job satisfaction and increased productivity. The emphasis on skill development creates a win-win situation for both employees and the organizations they work for.

Workforce Skills: Driving Singapore’s Economy Through Continuous Talent Development

Workforce Skills is a government sponsored apprenticeship-based program in Singapore. With over two dozen industries and 140 jobs to choose from, Workforce Skills aims to develop professionals at any stage of their new or intermediate professional career to develop critical on the job knowledge and skills competency. For a booming country like Singapore, it’s no doubt that the national initiative for enhancing productivity.

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Training Management System: An Easier Way to Manage Apprenticeships

Apprenticeships have a lot of moving parts at every level of the training process in order to plan, organize, and deliver training to learners. As professionals in training, it’s critical for internal learning and development (L&D) teams to ensure their apprentices are receiving the highest value of training from the flexibilit of the courses to the quality of the instructors.

With some organizations spanning hundreds of training sessions a year for apprenticeship programs that span across large geographical areas and hundreds of learners, it’s important for training teams to have a system that can manage the demanding administrative workload of enterprise training.

Instead of managing things manually, L&D teams can utilize a training management system to better handle administrative processes related to the development and scheduling of the apprenticeship program.

As a premier training management system, Training Orchestra can provide several benefits to apprenticeship programs, helping to streamline and enhance the overall training experience. Here are ways in which Training Orchestra can contribute to the success of apprenticeship programs:

  1. Centralized Management:
    • Training Orchestra offers a centralized platform for managing all aspects of apprenticeship programs. This includes scheduling, resource allocation, and tracking progress. This centralization ensures that administrators have a holistic view of the program, making it easier to identify and address any issues.
  2. Efficient Scheduling:
    • The platform allows for efficient scheduling of training sessions, ensuring that apprentices receive the necessary instruction at the right times. This helps in optimizing the use of resources and minimizing downtime, contributing to a more productive apprenticeship program.
  3. Resource Optimization:
    • Training Orchestra helps in optimizing resources such as trainers, training materials, and facilities. This ensures that apprentices have access to the right resources when needed, enhancing the overall quality and effectiveness of the training.
  4. Real-time Tracking and Reporting:
    • The platform provides real-time tracking of apprentices’ progress, allowing administrators to monitor their development. Detailed reports can be generated to assess individual and group performance, making it easier to identify areas for improvement and recognition.
  5. Automation of Administrative Tasks:
    • Training Orchestra can automate various administrative tasks, such as registration, attendance tracking, and assessment grading. This reduces the manual workload on administrators, allowing them to focus on more strategic aspects of the apprenticeship program.
  6. Customization of Training Content:
    • The platform allows for the customization of training content based on the specific needs of the apprenticeship program. This ensures that the training aligns with the goals and requirements of the program, providing a more tailored learning experience.
  7. Enhanced Communication:
    • Training Orchestra facilitates improved communication between trainers, administrators, and apprentices. This ensures that everyone involved in the program is well-informed, fostering a collaborative and supportive learning environment.

A New Way to Manage Apprenticeship Learning

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For over 20 years, Training Orchestra has helped over 600 training companies, corporate L&D departments, and associations worldwide to address instructor-led training operations management challenges for their employee, customer, partner, or member training programs. We’ve crafted the perfect training management system to address the most critical needs of corporate L&D and training businesses.

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