Insight from Barry Smith, NSAR Head of Assessment and Skills
Many rail organisations employ apprentices and benefit from the advantages. There are also employers who know they could be doing more to make the most of the opportunities that apprenticeships present but have other issues demanding their attention – or are not sure how to take advantage of them.
As an industry, rail needs to start thinking about how we can use apprenticeships to address skills shortages and develop a new generation of talent that plays a key role in building a greener, more productive and better-connected country.
The rail industry is fortunate to have a range of well-funded apprenticeships available. These apprenticeships cover almost all business functions in the industry – including engineering, passenger transport and digital technology – and are all ready to use. Rail-related apprenticeships sit among the 700+ apprenticeship standards that range from level 2 (GCSE level) to level 7 (Master’s degree level).
Apprenticeships offer many opportunities to employers seeking to build various skill types and levels within their businesses. Apprentices develop the right skills for the business and are a great way to transfer knowledge to a new generation of talent. Degree apprenticeships help employers reach sixth formers looking for alternatives to full-time university routes. Apprenticeships can also help with up-skilling by offering existing staff progression opportunities and continued professional development.
Apprenticeships are a valuable means of bringing diverse talent into your business that is reflective of the communities rail serves. They are a great tool to offer employment opportunities to people from diverse backgrounds and a good way to respond to the call to action of the Levelling Up agenda and increase the social value of the rail industry.
Deciding to take on an apprentice is only the first step in the journey – setting up and delivering a quality apprenticeship is vital to successful skills development for the individual and your business. Apprenticeship set-up and delivery can be daunting. Processes and plans need to be developed for induction; training; relationship management between the business, the apprentice and training providers; maintaining apprentice wellbeing and arranging end-point assessments. Staff must also be supported to provide quality training. There is a lot to organise and get right – but the benefits of the apprenticeship rely on a quality programme.
If you want to ensure that you make the best use of apprenticeship opportunities and deliver a quality apprenticeship, NSAR can help. We provide a personalised service where you will receive one-on-one support from our team.
Using our workforce planning expertise, we can support you to evaluate where apprenticeships might benefit your workforce and how you can reinforce commitments to Equality, Diversity and Inclusion (EDI).
NSAR has also recently introduced a service called Skills Match. This new service matches your organisation with apprenticeship cohorts and providers. We help you navigate the apprenticeship standards currently offered and decide which apprenticeship is right for the skills you want to build in your workforce, while optimising levies and funding. Our support can also cover help with designing apprenticeship programmes – and extends to assisting you to acquire the apprentice talent you need.
Contact NSAR to find out more about how we can help your business with apprenticeships.
