INTERNAL TRAINING
VS APPRENTICESHIPS

For many years companies have invested time, effort and money into developing their existing staff through bespoke internal training programmes.

 

These courses have often been targeted at specific areas of development, short in duration and unaccredited. Sometimes this internal training is implemented to respond to external factors such as legislation (GDPR) and sometimes it is as part of professional practice (Handling Difficult Conversations, Finance for Non-Finance Managers, etc.) but it always involves a lot of complex information being delivered in the workplace, during the working day for the long term benefit of the individual and the organisation.

value for money

Internal training budgets are increasingly being stretched or cut completely, and with so much specialist technical knowledge needed in man roles it is important for training to be carefully planned and budgets allocated with a view to maximum return on investment.

 

With that in mind there are steps that can be taken to reduce the amount being delivered internally by looking to work with a training provider on creating an Apprenticeship programme that allows government funding to be used to upskill your existing workforce.

Professionally Recognised Qualifications

Increasingly forward-thinking organisations are embracing the benefits that longer term sustainable and industry recognised training can offer. Many are working with training providers to incorporate the content delivered through in-house training within an Apprenticeship that can is either funded from their Apprenticeship Levy or with a 95% contribution from Government.

 

This allows their employees to be fully supported over a longer period to maximise their understanding of complex knowledge, skills and behaviours while also gaining accredited qualifications from organisations such as AAT, CIPD, ILM and CMI.

Student in apprenticeship attending computing class

Choice of Provider

Hart Learning & Development work alongside internal training teams to map requirements against available Apprenticeship Standards and co-design a programme that ensures key areas are covered while ensuring that all training meets the strict criteria outlined by the Institute for Apprenticeships, the body who oversee all Apprenticeships within England. This often includes a thorough on-boarding process, a clearly planned learning journey, nationally recognised qualifications and an independent end-point-assessment to ensure high-quality outcomes.

 

This whole process delivers great results for organisations seeking to retain and promote the best talent and we’ve supported many companies over a number of years to introduce Apprenticeship programmes at a number of organisational levels.

Overcoming Barriers

We work closely to create bespoke programmes that meet organisational needs to meet the 20% off-the-job requirement while minimising potential disruption to productivity. After all, unaccredited in-house training programmes were being done ‘off-the-job’ for a number of years, with careful planning and a clear understanding of how to record learning opportunities we support organisations to support learning and development at every career stage.

 

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