px limited

Topic

[employer]

How has taking on apprentices impacted on your organisation?

px has a long history of supporting apprentices and progressing them through our business – all apprentices are taken on the basis that they will be successful and be part of our future manpower planning. We have previous apprentices within our executive and throughout operational, engineering and business support functions. We have apprentices who are just starting out and those established in their career developing their competency further.

We have had success with our two IT level 3 apprentices who have completed the apprenticeship at a high standard and have put their knowledge, skills and experience to good use within the business, so that we have retained them and will develop them within the department.

Our apprentices help with the following return on investments:

  • Enable us to work with local communities to employ local people of all ages, therefore helping the diversity of our age and gender demographics and increasing overall awareness about px group within the community.
  • Provide tailored and externally validated training programmes, providing knowledge, skills and qualifications. The success of these is shown in our apprentice programme completion rate and the retention rates afterwards.
  • Reverse mentoring where employees and apprentices are able to learn knowledge and skills from one another e.g. apprentices are able to provide ICT support and learning, whilst learning technical job knowledge and skills.
  • The positive impact on employee morale, as employees with apprentices in their department provide positive feedback on their experience of working with them.
  • Help with succession planning. The apprentices are part of our succession plan and are recruited to fill a particular role. This avoids knowledge loss when someone leaves, plus time and additional costs accrued/taken to recruit and integrate with teams, their systems and processes.
  • A quality assessment of our training and recruitment processes and those who deliver them, to evaluate if it’s applicable to those who have pre-existing knowledge and, if any adjustments or amendments are required.

 

How have you seen Harry’s skills and responsibilities change since he started on his apprenticeship?

  • Excellence in technical competence demonstrated in his exam results – all distinctions.
  • Involvement in and understanding of key business projects that he needs to deliver on with responsibility for deliverables on his own.
  • Understanding of business deliverables in his own department and across the business.
  • Communicating in person and by electronic systems with people at all business levels.
  • Problem solving.
  • Presentation skills and training of others in technical areas.
  • Visiting other px sites around the UK.
  • Personal confidence and contributions have increased.

What made you want to progress him onto the Level 4 programme?

His performance and contributions meant he was identified on the department succession plan as a team member with potential to progress. Harry was also keen to do this and the level 4 programme gave him a structured, recognised way to do this.

What are your opinions on our online training delivery method (Online Live)?

Works well for our business as we can block out the time in Harry’s diary and he can focus on learning. It is also portable – i.e. Harry can complete at any of our sites. It fits well with our own corporate methods of learning.

Find out more about px Limited here.