BRIDGING THE GAP BETWEEN EDUCATION AND TRAINING

Working with over 400 companies in the region HETA not only provide young people with a start to their engineering careers they also deliver on-going upskilling training to over 1500 engineers ensuring that skills are maintained and retained within the Yorkshire and Humber region.

Amongst the many challenges facing the Advanced Manufacturing and Engineering sector in the region is staff recruitment, retention and wage inflation driven by an increasing lack of skilled and competent engineers. 85% of businesses are currently feeling the strain from a lack of skilled workers. Research suggests that 186,000 skilled engineers will be required annually until 2024 to plug the skills gap. Further compounding the skills challenge is the prediction that almost 20% of the current workforce are due to retire before 2026.

One means of mitigating these risks is to ‘grow your own’ and develop emerging young talent through employer led apprenticeship programmes. However, with such a wide range of training provision available through local further education colleges and independent training providers the decision of which to choose can be both a daunting and sometimes confusing one.

A starting point in deciding which approved apprenticeship provider to use is to undertake research into the history of those that you are entrusting the development of a loved one or a member of your staff. Indicators to consider might include date of incorporation, trading history, filed accounts and legal status.

All approved apprenticeship training providers are subject to external quality inspection through OfSted and the grade awarded resulting from inspection should be considered along with the strengths identified as part of the that inspection. In addition, employers using apprenticeship training providers are asked to anonymously rate provision and these results are published via Government websites and are easily accessible.

Equally important in choosing a provider is to consider the success of that provider both in relation to the qualifications they deliver as part of an apprenticeship and overall completion rates of apprentices on programme. Whilst neither are necessarily in the public domain it is highly recommended, in making a choice of provider, that questions are asked to ensure that you are giving the apprentice the very best chance of successfully completing their apprenticeship with a provider with a proven track record of successful delivery.

The capacity and capability to provide a career pathway for an individual is a significant consideration when choosing an apprenticeship training provider ensuring that the achievement of the apprenticeship is not the final destination for the apprentice but simply the starting point of a lifelong learning journey that might include entry into Higher Education or the availability of upskilling courses to maintain accreditation and competencies.

Choosing an apprenticeship training provider should not be taken lightly and should be subject to the same diligence you would apply if you were thinking of changing jobs and your employer.

Written by David Morgan | Head of Sales and Marketing

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