The unique Investors In People accreditation framework that attracts fresh new skills and talent into your organization.
Every year, hundreds of thousands of young people set out on apprenticeships. Many existing employees also take advantage of upskilling programs to add new strings to their bow.
For most, it’s an exciting opportunity to climb the career ladder. Others, however, are left disappointed either by the quality of the program or the lack of a job offer at the end of their studies.
Investors In People (IIP) exists to help businesses improve the management and performance of employees. They are the life-blood of the industry today and the leaders of tomorrow, so their development is crucial — not least while the pandemic threatens to snuff out so many opportunities.
To offer organizations a way to evaluate and acclaim apprenticeship programs IIP has created a new framework: We Invest In Apprentices.
A framework for success
Apprenticeship strategies are riddled with complexity, from understanding the Levy system to picking a training provider.
We Invest In Apprentices was launched as a comprehensive program design, assessment and accreditation framework to tackle these difficulties.
IIP worked with the Department for Education as well as the UK’s devolved governments, employers, apprentices and training providers to develop the tool.
Driving change at TRL
Global mobility innovation center TRL recently achieved Silver accreditation with We Invest In Apprentices. But — as described above — that is only the start of its journey.
TRL first offered apprenticeships in 2012 and currently has 14 people in the program. Those at the beginning of their career benefit from receiving real-world experience alongside accredited training. Case management Assistant Laura Broadbent said: “The scheme is very successful as it exposes learners to many new possibilities. I have a buddy to guide me through on-the-job training, giving me the confidence to work independently. The apprenticeship is a great way to apply classroom-learned skills to the working world.”
Aside from training young people, firms can use their Apprenticeship Levy to upskill existing employees who will achieve new qualifications and may reach more senior roles.
Sally Panayiotou, a senior manager responsible for around 70 members of staff in TRL’s data, behavior and safety teams, explained: “My management team balances their management responsibilities with their technical work. This investment into upskilling our staff as professional managers shows that we view each of these responsibilities as having equal importance. We want to support and develop good managers and recognize the value of this in their professional development. I really appreciated TRL’s investment for me as a manager with this comprehensive training.”
Senior Content Partnerships Manager
Abigail has worked at the face of telling the stories of change, disruption, and successes of senior business leaders for around five years. She is proud to provide a voice and platform to the great stories within the HR technology community and is excited to be part of the tapestry of challenges and wins that come out of innovation and collaboration, whilst being able to add her own insights and expertise to the fray.