How to Launch an Apprenticeship Program
By Andrew Sezonov.
With the continuing skills shortage and low unemployment rate (3.7% in November 2023), learning and development (L&D) departments may consider utilizing their own talent pipeline, such as through an apprenticeship program. Research shows in-house L&D divisions that offer their own apprenticeship program can see a substantial return on investment (ROI) for their organization.
A systematic review of 30 years of registered apprenticeship programs in the U.S. found these advantages:
Higher performance levels of apprentices, such as better productivity, flexibility and problem-solving.
A pipeline of skilled, engaged and loyal employees who know the workplace culture and don’t need as much supervision.
A boost in workers’ soft skills.
An Urban Institute report also adds indirect benefits such as lower staff turnover. Its study of 68 employers that hired apprenticeships found that 6 in 10 employers recouped at least 80% of their costs, while 40% recouped their full costs.
Sounds promising, but there’s a bit involved in setting up an in-house registered apprenticeship program. You won’t need to reinvent the wheel, though. In 2022, there were 600,000 active apprentices in almost 27,000 registered apprenticeship programs in our country, says the U.S. Bureau of Labor Statistics. There’s a lot of corporate knowledge out there, and L&D professionals must find a way to capture it for their learners.
The Essential Pre-Work
Before starting an apprenticeship program, L&D professionals should conduct a business health check. Red flags that could indicate a company is not quite ready to host an apprentice are a lack of commitment (particularly from C-suite), organizational structure, resources and culture to do so.
Here’s how to prepare your workplace for an apprenticeship program:
Communicate the value of apprenticeships across the organization to raise awareness and foster support.
Source testimonials from staff who’ve completed apprenticeships, including those in the L&D team and who’ve had a hand in apprenticeship programs elsewhere. Ask how it benefited them and the company.
Cast a wider net so other employees can join the project team.
Work out which roles an apprentice could fill in your company (search the official government website for information if you need inspiration — there are thousands of roles).
Assign in-house mentors with expertise in those occupations.
Set up your project team with sponsors from across your organization to drive the next stages.
Bridging Gaps
Another challenge L&D professionals may encounter is bridging the generational gap between the mentor and the apprentice. A great way to mitigate this issue is to set up a training program that upskills mentors on soft skills like communication and empathy. Training mentors on these critical power skills can help them build better rapport and trust with their apprentices.
You can also tap into your network to see how other organizations are running their apprenticeship program and what to expect. This can give L&D departments a better idea of what skills today’s mentors will need to meet modern learning expectations. L&D leaders are also recognizing the impact apprenticeships have on increasing workforce diversity.
Some programs are targeted for people with disabilities, who’re from a historically marginalized group or living under the poverty line. IWSI America’s recently updated “Reading, Willing and ABLE” report explains how the Institute for Workplace Skills and Innovation America and California Department of Rehabilitation are working together to boost apprenticeships for people with disabilities in that state.
Partnering for Support
The next step is to look for the resources, support and funding your workplace culture will need to host an apprenticeship program. You won’t need to develop your apprenticeship from scratch — The Department of Labor can help you get started. However, ultimately, you will need to tailor the program to meet business needs for it to be successful.
Search for training providers like community colleges and third-party vendors who can help train apprentices in the skills your workplace needs to meet goals. Training providers can help refine the training program to fit specific business needs. The training provider should also speak with your in-house mentors and share valuable insights on training.
Registering Your Program
Your state government’s apprenticeship office can also help guide you with developing and registering your program. It can be tricky to see under the hood of other organizations apprenticeships and how’re they’re running their program.
For example, our organization shares success stories and challenges firms have faced as well as narratives from apprentices. If we want our nation to have strong registered apprenticeship programs, we need to share this vital information. So, once your program is approved build relationships with your local talent pipeline from universities and colleges, trade schools and the community.
You’re Not Done Yet
Once you’ve recruited your apprentice, check with them about any support or accommodation they need, then it’s time to get the show rolling. Adapt your standard welcoming program to the apprentice, seeking regular feedback from them, their supervisor and co-workers for continuous improvements. Use that feedback to bolster your retention strategies, too.
And, when you feel it’s all going well, promote your success to your network and beyond.
