And if so, do we, as training providers, look to persuade those reticent sectors, or should we diversify into areas less resistant to paying hard cash to acquire skills?
Social Care, Retail, Hospitality…Each are relatively transient sectors, frequently populated by those who are not the main-earner in the household, each with higher than average staff turnover figures and each used to getting staff training for ‘free’. Are these sectors going to be the most difficult for training providers to operate in when the funding methodology changes and employers are required to make a significant cash contribution to each apprenticeship they enter into?
Potential influencing factors could be:
- How long does it take in real terms to equip a recruit with the basic competencies to perform their tasks at the required level?
- How rare are these competences in the marketplace? Is it easy/cost effective to recruit a person with experience?
- How long do people usually remain in the same role with the same employer?
Employers in these sectors and others will of course consider the possibility that a learner will leave prior to them receiving the second ‘small business’ payment and the ‘completion’ payment, leaving them out of pocket.
Of course recruitment always carries risk, and ‘there’s nowt as funny as folk’ as the saying goes, but as a result of the apprenticeship funding reform, employers cash is at risk for the first time.
It will be interesting to see how we training providers combat the negativity around employer contributions to make the new funding structure/frameworks a success from the very beginning.
Perhaps we will see a significant increase in the use of Traineeships, in order to really test a potential apprentices work-ethic and commitment to the organisation/role?
How is your Training Provider preparing to take on the challenge that the new funding regime and the new trailblazer standards will bring?