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Improving business performance through apprenticeships


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Slides from the City & Guilds/Kineo Apprenticeship week webinar with guest speakers from Tesco, TUI and London Underground

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Improving business performance through apprenticeships

  2. 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. 3. What we’ll cover... 3 Starting point: Why do apprenticeships: 5 benefits they deliver True stories of success (and challenges, and lessons learned): TUI, London Underground, Tesco What’s next? What is the future for apprenticeships? What role should technology play? Your questions and answers: Type into the chat area any time
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  6. 6. 6Improving Business Performancethrough Apprenticeships with TESCO
  7. 7. 7Improving Business Performancethrough Apprenticeships with TESCO
  8. 8. 8Improving Business Performancethrough Apprenticeships with TESCO
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  22. 22. TRUE STORIES OF ACCESS 22SUCCESS − Greater access for more people − 24/7 access Confidential © 2012 Kineo. All rights reserved.
  23. 23. 23Case studyAndy Smyth
  24. 24. Rationale 24 − Why did you decide to engage with Apprenticeships? − Which skills gaps/recruitment issues were you looking to address? − What was the business hoping to achieve?
  25. 25. Apprenticeship Programme 25 − The scale of your programme − Which frameworks you deliver − Who delivers what (eg provider partners etc) − Internal management structure − Other programmes you deliver
  26. 26. Challenges 26 − How did you sell Apprenticeships to your business? − How did you sell Apprenticeships to your employees? − How did you select the right framework? − How did you choose you delivery partner? − How did you get the programme started? − How did you reach/what is a sustainable scale?
  27. 27. Benefits 27 − What are the benefits to the business? (both hard (£) and soft) (attraction, retention, reduced wastage, accidents, increased productivity) − What are the benefits to the individual? (morale, staff satisfaction, promotion, increased earning) − How did you capture/measure the benefits?
  28. 28. The Future 28 − What are your plans for Apprenticeships moving forward? (recruitment, Advanced/higher level, new sectors/departments) − How will technology feature in your development plans?
  29. 29. Top Tips 29 To summarise… −What would be your ‘top tips’ to other employers on how to design and deliver a successful Apprenticeship programme?
  30. 30. 30Case studyIain Smith
  31. 31. Background 31− 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
  32. 32. Apprenticeship Programmes in TfL 32 − A very long term commitment to Workplace Learning and “Growing their Own” − A good record of giving staff accredited qualifications − A published Skills and Employment strategy − Mayoral targets to deliver in-house and in the supply chain − An enabling methodology to encourage and support the supply chain − Programmes include: •Customer Service •Operations in Rail, Buses •Numerous strands of engineering •Training and Development •Supervising and Management
  33. 33. Rationale 33 − Committed to addressing the skills shortages in the transportation and engineering sectors − Programmes to give London’s young people fantastic opportunities to be involved in delivering Londons transport investment − The benefits speak for themselves….(come to that in a moment) − Apprenticeships - essential route to join up jobs and skills together − More skilled staff are needed, and these apprentices are our future engineers and planners.’ − …and more recently the Mayor has been very keen that TfL do this.
  34. 34. Benefits - Stats 34 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
  35. 35. Benefits - tangible 35 − 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
  36. 36. Challenges 36
  37. 37. The Future – keep calm and carry on 37 − Create more programmes for more areas − Continuous improvement of existing programmes − Maintain and grow long term partnerships ….inc with C&G ------------------------- − Continue to engage with Government…but recognise that long term strategy cannot come from there ------------------------- − Support (and drive) the supply chain more ------------------------- − Recognise that people are learning in a different way…and that we have
  38. 38. Top Tips 38 − Decide you are in charge − Work out what you want to achieve…and by when….and how much budget you have − Spend time picking the right team of expert partners…using procurement techniques…and drive for long term partnerships − Firewall yourself from Ofsted, Government auditors… “weighing the cow” − Remember that there any many customers: the business, the young person, their parents/carers…and your real customer − Add value to the Government “frameworks”
  39. 39. Top Tips 39 − Make sure there are jobs available at the end − …and that there are promotion routes available − Celebrate success (“it’s all about the award ceremony”) − Link this to educational programmes / school visits / careers talks − Help the supply chain to join in
  40. 40. 40Case studyRavinder Birak
  41. 41. Apprenticeship Programme 41 − 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)
  42. 42. Rationale 42 − 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
  43. 43. Challenges 43 − How did you sell Apprenticeships to your business? − How did you sell Apprenticeships to your employees? − How did you select the right framework? − How did you choose you delivery partner? − How did you get the programme started? − How did you reach/what is a sustainable scale?
  44. 44. Benefits 44 − 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
  45. 45. The Future 45 − 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.
  46. 46. To Summarise 46 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.’’
  48. 48. Apprenticeship challenges How learning technology supports 48− 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
  49. 49. Apprenticeship challenges How learning Technology supports 49 − Emerging standards like Open Badges as a way to recognise and verify learning − Badges combine skills − Badges travel with the learner− Simplify certification – tailor to employer needs − Earn from multiple sources − Mobile, validated – and no paper − E-learning / other technology delivered methods are usually easier to change than traditional methods− Keep up with changes in standards and − Easier route to aligning to changing standards stay compliant − 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
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  55. 55. 55Recording will be available at andRecording will be available at and