Why Off-the-Job Training can be an Organisational Asset
All apprenticeship programmes have the requirement for off the job training, this has stemmed from the typical ‘day release’ model that has been intertwined with apprenticeships for decades. There is a growing feeling that losing the apprentice for a day a week is difficult to swallow and can put some employers off the idea all together. Although that sounds like a lot of time away from work, the time spent in training an apprentice means their knowledge comes back to the organisation as an asset when they are present.
The very best training providers will also help employers to understand the nature of ‘off the job’ training and redirect activities during an apprenticeship to improve productivity in areas outside of the main focus of the job role. Involvement in continuous improvement projects, secondments to other departments and cross training allows apprentices to gain experience, be more flexible and contribute more all while adding to the ‘off the job’ percentage.
Forward-thinking organisations invest in their people. Instead of fearing a high turnover rate, incentivise the idea of working toward a fun, intriguing, and well-paid position for the future. Apprenticeships are the first step of that journey.