One of the major misconceptions surrounding apprenticeships in England, are that they are only available to school-leavers or new entrants to a business; this can be attributed in part to an old stigma surrounding the word \u201capprenticeship\u201d, and what this once entailed. The word has stayed the same, but the definition is vastly different.<\/p>\n
People aged 25-60+ accounted for 44.97% of all apprenticeship starts in 2012\/13, and this has now increased to 46.56% for 2017\/18 starts. The increased awareness that employers can offer apprenticeships to grow talent among existing employees could be one of the factors that is causing the aforementioned percentage to rise, however there are still organisations that are unaware of this fact.<\/p>\n
The introduction of the apprenticeship levy is driving a variety of employers to examine apprenticeships within their business, and it\u2019s unsurprising as to why: employers who have an established apprenticeship programme within their organisation reported that productivity in their workplace improved by as much as 76%, not to mention the statistics that suggest investing in developing existing employees contributes towards increasing their overall satisfaction, reduces staff turnover, and reduces the cost of recruitment. Learning to perform new or existing duties better builds confidence and competence, and allows the employer to learn their strengths and weaknesses of their employee.<\/p>\n
It is a fact that levy funds expire after 24 months; some organisations will soon be faced with a \u201cuse it or lose it\u201d situation. The obvious question is: where possible, why would you not use it to develop your existing workforce?<\/p>\n","protected":false},"excerpt":{"rendered":"
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