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Apprenticeships Webinar by City & Guilds and Kineo

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Slides from webinar held by City & Guilds and Kineo, on benefits of apprenticeships with case studies

Slides from webinar held by City & Guilds and Kineo, on benefits of apprenticeships with case studies

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  •  Tesco committed to offering Apprenticeships for all in 2011 and to achieving 10,000 Apprenticeships over two years. In year 1 to the end of 2012 they achieved 4700, 300 shy of their 5,000 target for 2012.  Tesco are well on the way to achieving their committed 10,000 by the end of 2013 with their addition of the apprenticeship offer extending to Scotland and Wales as well as adding more pathways, such as Horticulture through their Dobbies subsidiaries. Tesco will continue to support their workforce development through apprenticeship programmes and other Govt. initiatives as well as any necessary customised programmes to fulfil the business needs. This includes extending the programmes to higher levels throughout the Tesco Group functions as well in Retail from level 3 to 5. Additionally, Tesco are embracing all technology to ensure that their programmes are digital. Apprenticeship Programmes available for Tesco Colleagues in the following areas and these will make up the 10,000:Retail, Service, Replen, Fresh counters, Bakery etc.Phoneshops                                                       Scotland CSC                                                     Wales CSC                                                           Scotland Stores                                                Wales Stores                                                      Distribution warehousing                                       Distribution driving (launching this year)Fish                                                  Meat Tesco echo many businesses in saying that offering apprenticeships has led to:• over 80% reduction in staff turnover•over  80% increased satisfaction and team motivation When a new apprentice first joins the Tesco apprenticeship programmes, they are told that they are joining an ever increasing number of colleagues who are enrolling on development programmes aimed at growingtalent from within existing teams. Tesco training has proved so successful that 80% of Tesco management roles are now filled internally. Tesco say they are nurturing new talent so everyone knows where they are going and can look forward to a life-long career at Tesco. Chief exec Philip Clarke said recently of the Apprenticeship and training programmes: ‘’we need to attract new talent but most importantly we need to develop people so they stay with us and help Tesco to overcome the hurdles we face. I care about building our team because of my own background, I’ve been lucky enough to have been trained by the business since my early twenties which gave me a chance to get up and get on in life. Tesco is now giving that chance to many hundreds if not thousands of our people.’’ 
  •  Tesco committed to offering Apprenticeships for all in 2011 and to achieving 10,000 Apprenticeships over two years. In year 1 to the end of 2012 they achieved 4700, 300 shy of their 5,000 target for 2012.  Tesco are well on the way to achieving their committed 10,000 by the end of 2013 with their addition of the apprenticeship offer extending to Scotland and Wales as well as adding more pathways, such as Horticulture through their Dobbies subsidiaries. Tesco will continue to support their workforce development through apprenticeship programmes and other Govt. initiatives as well as any necessary customised programmes to fulfil the business needs. This includes extending the programmes to higher levels throughout the Tesco Group functions as well in Retail from level 3 to 5. Additionally, Tesco are embracing all technology to ensure that their programmes are digital. Apprenticeship Programmes available for Tesco Colleagues in the following areas and these will make up the 10,000:Retail, Service, Replen, Fresh counters, Bakery etc.Phoneshops                                                       Scotland CSC                                                     Wales CSC                                                           Scotland Stores                                                Wales Stores                                                      Distribution warehousing                                       Distribution driving (launching this year)Fish                                                  Meat Tesco echo many businesses in saying that offering apprenticeships has led to:• over 80% reduction in staff turnover•over  80% increased satisfaction and team motivation When a new apprentice first joins the Tesco apprenticeship programmes, they are told that they are joining an ever increasing number of colleagues who are enrolling on development programmes aimed at growingtalent from within existing teams. Tesco training has proved so successful that 80% of Tesco management roles are now filled internally. Tesco say they are nurturing new talent so everyone knows where they are going and can look forward to a life-long career at Tesco. Chief exec Philip Clarke said recently of the Apprenticeship and training programmes: ‘’we need to attract new talent but most importantly we need to develop people so they stay with us and help Tesco to overcome the hurdles we face. I care about building our team because of my own background, I’ve been lucky enough to have been trained by the business since my early twenties which gave me a chance to get up and get on in life. Tesco is now giving that chance to many hundreds if not thousands of our people.’’ 
  • Transcript

    • 1. 1APPRENTICESHIPS:SUCCESS STORIES,FUTURE DIRECTIONS
    • 2. Your panel today.... 2 Andy Smyth Iain Smith Ravi Birak Accredited Programmes City & Guilds (ex Apprenticeship Manager Development Manager London Underground) Tesco TUI Travel UK & Ireland Liz Deakin Stephen Walsh Head of Customer Management Director And Development Kineo City & Guilds for Business
    • 3. WHY OFFER 3APPRENTICESHIPS?FIVE REASONS TOBELIEVE
    • 4. 4
    • 5. 5Improving Business Performancethrough Apprenticeships with TESCO
    • 6. 6Improving Business Performancethrough Apprenticeships with TESCO
    • 7. 7Improving Business Performancethrough Apprenticeships with TESCO
    • 8. 8
    • 9. 9
    • 10. 10
    • 11. 11
    • 12. 12
    • 13. 13
    • 14. 14
    • 15. 15
    • 16. 16
    • 17. 17
    • 18. 18
    • 19. 19
    • 20. 20
    • 21. TRUE STORIES OF ACCESS 21SUCCESS − Greater access for more people − 24/7 access Confidential © 2012 Kineo. All rights reserved.
    • 22. 22Case studyAndy Smyth
    • 23. 23Case studyIain Smith
    • 24. Background 24− Created in 2000 to implement the Mayor’s Transport Strategy and manage transport services across London− Based on very old brands - Tube is 150 this year− Includes London’s Buses, Underground, Docklands Light Railway, London Overground, Croydon Tram link, River Services, Victoria Coach Station− Key stats: • 4 million tube journeys per weekday • 6.3 million bus journeys per weekday • 580km of main road network • 6,000 traffic lights • 25,000 + employees • ~100,000 people indirectly employed through the supply chain
    • 25. Benefits - tangible 25 − A steady stream of good people growing through our business − Long term commitment from the Apprentices − Loads of applications from employees’ kids (is this the ultimate staff satisfaction score?) − A real link to our educational programmes − Making a real difference to young people in London
    • 26. Benefits - Stats 26 Motivated workforce: − 88% of employers cite apprentices as contributing to a more satisfied workforce − 80% believe that apprentices reduce staff turnover − 89% of employers view apprentices as key to their future − 75% expect apprenticeships to play a bigger part in their recruitment policy and sourcing of talent in the future. Improving the bottom line: − 76% agree that apprentices boost productivity − 60% of employers value apprenticeships over graduates for making a difference from day one − 80% of people are more likely to purchase or use a product or service from a business if it has apprentices
    • 27. 27Case studyRavinder Birak
    • 28. Apprenticeship Programme 28 − Tesco run one of the largest UK Apprenticeship programs − On track to deliver 10,000 Apprenticeships in 2years − Apprenticeships and other workplace programs for − Retail − Service − Replenishment − Fresh counters : Bakery ; Fish ; Meat − Phoneshops − Distribution Warehousing & Driving (launching this year)
    • 29. Rationale 29 − Fundamental part of nurturing future talent − Aim is to Grow talent from within existing teams − Part of a life-long career program at Tesco − Tesco training has proved so successful that 80% of Tesco management roles are now filled internally
    • 30. Benefits 30 − Tesco echo many businesses in saying that offering apprenticeships has led to: − over 80% reduction in staff turnover − over 80% increased satisfaction and team motivation
    • 31. The Future 31 − On our way to achieving 10,000 Apprenticeships by end 2013 − Expanding the apprenticeship offer to − Scotland and Wales − More pathways eg. Horticulture with their Dobbies subsidiary − Continue to support workforce development through apprenticeship programmes and other Govt. initiatives − Plus customised programmes to fulfil the business needs − Extending programmes to higher levels eg. Retail from L3 to L5 − Across the Tesco Group functions − Embracing technology to move programmes to digital.
    • 32. To Summarise 32 Chief Executive Philip Clarke said recently of the Apprenticeship and training programmes … „‟… We need to attract new talent but most importantly we need to develop people so they stay with us and help Tesco to overcome the hurdles we face” “I care about building our team because of my own background, I‟ve been lucky enough to have been trained by the business since my early twenties which gave me a chance to get up and get on in life. “Tesco is now giving that chance to many thousands of our people.‟‟
    • 33. 33AND THE FUTURE?ROLE OF LEARNINGTECHNOLOGY?
    • 34. Apprenticeship challenges How learning technology supports 34− Reduce cost of delivery - funding model − No marginal delivery cost for e-learning content elements will change − Webinar delivery much lower cost than face to face − E-assessments and diagnostic for recognition of prior learning− Improve access and productivity - − Platform (e.g. LMS/VLEs like Totara/Moodle) increases decrease time to competence, focus on access on demand, on multi-devices (depending on IT) the outcome − Webinars/Virtual classrooms extend tutor reach − Focus on knowledge in online methods, get to on the job learning sooner − E-portfolio tools like Learning Assistant, Mahara support− Simplify evidence and assessment – learner, assessor with gathering/sharing of evidence more holistic testing − User generated content e.g. Video evidence can accelerate process and support learning − Need curation and management
    • 35. Apprenticeship challenges How learning Technology supports 35 − Emerging standards like Open Badges as a way to recognise and verify learning − Badges combine skills− Simplify certification – tailor to employer − Badges travel with the learner needs − Earn from multiple sources − Mobile, validated – and no paper − E-learning / other technology delivered methods are− Keep up with changes in standards and usually easier to change than traditional methods stay compliant − Easier route to aligning to changing standards − Immersive e-learning and assessment for compliance− Build seamless learner journeys, with a − Create learner paths using tools like visual routemaps, more personal experience communities of practice, and tutor support
    • 36. 36