Apprenticeship Programs Overview

Interesting paper to stick your teeth into if you're an L&D, concerned with learning transfer. 💡 The authors reviewed 71 studies to build the so-called COMPASS model, which combines two well-established models: The COM-B model (Capability, Opportunity, Motivation = Behaviour) And Baldwin & Ford's training transfer framework. In a nutshell: The COMPASS model focuses on three key components that influence soft skills transfer: 1️⃣ Trainee characteristics (e.g. prior experience, motivation, and self-efficacy) 2️⃣ Training features (e.g. content relevance, design, delivery, and support) 3️⃣ Work environment (e.g. manager support, team norms, and org culture) The research identified 69 factors influencing behaviour transfer. 🟢 The ones with favourable evidence of impact: On-the-job training Relevance of training Time-spaced training Micro-learning Pre-training materials Training assessment Trainer effectiveness/credibility Multiple instructional methods Use of technology Workshops Goal-setting Mentoring/coaching/supervision 🔵 The ones with emerging evidence of impact: Community of practice Personalization Variability and increasing complexity Facilitation or assistance Feedback Group assignment Observation of others Reflection Role play Lots to chew on, and Sejaal Tilwani made a little overview, including some practice recommendations, in the latest Learning Brief Newsletter: https://lnkd.in/eMrniWs6

Unemployed for 2 years under Thatcher. Zero careers advice. Here's how I found my path: Fresh out of school in the 1980s with no direction and no guidance. The journey: - Enrolled in a 2-year minerals surveying course for mining work - Pit closures made that career path obsolete before I started - Switched to City & Guilds in Estimating and Quantity Surveying at Liverpool Tech - Got the qualification but no jobs existed in northwest England - Finally landed assistant QS role in the south with day release study The key difference? Earning while learning through a 5-year part-time degree instead of 3 years full-time study. This approach kept me: → Grounded in real-world application → Motivated by immediate relevance → Financially stable while studying → Connected to industry from day one What I learned about education and careers: Traditional university isn't the only path: - Getting a degree guarantees nothing in today's job market - Practical experience often trumps theoretical knowledge - Discovering your chosen profession isn't for you halfway through creates debt that takes years to repay The apprenticeship model works: - Learning a trade while earning wages - Building real skills that employers value - No student debt burden - Clear career progression Most importantly: No one should look down on tradies because they don't have a degree. Some of the smartest, most capable people I know learned their skills on the job, not in lecture halls. In the industry, I've seen graduates struggle while experienced tradies become successful business owners. The lesson? There are many routes to a fulfilling career. The key is finding what works for you and not being afraid to pivot when circumstances change. What's your career journey story? Did you take the traditional path or find your own way? 👇

During my time at Siemens, I learned a ton about global workforce challenges and solutions. Here in the United States, more than 20,000 students every single year are placed on waiting lists for imaging programs. Twenty thousand individuals who have raised their hands and said, “I want to serve in healthcare.” Yet, we tell them to wait. Meanwhile, health systems are struggling to staff CT, MRI, X ray, and interventional suites. Patients are waiting. Teams are stretched. The need is urgent. The problem is not passion. It is capacity. That is why I believe so deeply in apprenticeship degrees and true earn and learn models. When we align employers and academic institutions, we expand seats. We create paid pathways. We reduce debt. We build loyalty. We connect education directly to workforce demand. And we open doors for individuals who cannot afford to sit on a waiting list for two years without income. Apprenticeships are not just a workforce strategy. They are a dignity strategy. They say to a future imaging technologist, “You belong here. We will invest in you. You can learn and earn at the same time.” If we are serious about solving workforce shortages across imaging and allied health, we must rethink how we structure access. What would happen if every large health system committed to scaling apprenticeship degree pathways in imaging? How many waiting lists could disappear? #Heartleader #Healthcare #Imaging #Radiology #Education #Apprenticeships

Business leaders are grappling with skills shortages and a lack of candidates with relevant experience for in-demand roles. The problem is clear - but fortunately so is the solution: applied learning (or on-the-job training) through reskilling, upskilling, and early career talent programs. The current misalignment between the supply of skilled talent and the demand of employers is at the heart of my latest piece in Fast Company. Co-authored with Opportunity@Work founder & CEO Byron Auguste, we explore the critical opportunity to provide, "huge boosts to business productivity and to the wider economy through pathways that are built for all workers at all stages in their career and educational journey." In this piece, you can learn more about: - The 30 million STARs (workers Skilled Through Alternative Routes, rather than bachelor’s degrees) in the US who already have the skills for roles with at least 50% higher salaries than their current jobs, if employers #TearThePaperCeiling.  - How, according to Multiverse research with The Burning Glass Institute, apprenticeships could move 830,000 people in the US into higher-wage roles, resulting in $28.5 billion more in annual earnings.  - The emerging in-demand roles, including cybersecurity and data analysis, that are increasingly being filled through apprenticeship pathways. This piece underscores the need for the private and public sectors to collaborate and scale these programs - and with skills-based hiring increasingly prominent and various states offering tax credits for workforce training, we are already making strides. As the US economy looks for innovative ways to build new industries, let’s ensure we also build effective pathways to success for workers of all backgrounds, all ages, and all career stages. #FutureOfWork #SkillsGap #TalentDevelopment

Memoirs of a Gully Boy Episode 32: #Mentorship – The Bridge to Collective Growth In every career, there comes a point when the focus shifts from personal success to creating opportunities for others. Mentorship is that bridge—a powerful tool that not only shapes individuals but also builds stronger teams and organizations. The Early Lessons in Guidance One of my first experiences as a mentor came during a high-stakes project involving a new hire fresh out of college. The project’s complexity overwhelmed him, and mistakes became frequent. Instead of micromanaging or criticizing, I walked him through the basics, shared my own early career struggles, and gave him the space to learn. With time and encouragement, he gained confidence and delivered key components of the project. Watching him grow and succeed was as rewarding as achieving the project’s goals. Lesson 1: A mentor’s role is not to provide all the answers but to enable others to find their own. During a process optimization project for a manufacturing client, I worked closely with a team of young managers. While they were technically sound, they lacked the leadership experience needed to navigate high-pressure situations. I introduced them to structured decision-making frameworks, helping them break complex problems into manageable steps. Within months, they were not just solving problems but leading sub-projects independently. Some of them eventually rose to senior leadership positions, proving that mentorship creates a ripple effect that benefits individuals and organizations alike. Lesson 2: The best mentors don’t just develop problem-solvers—they cultivate future leaders. Learning Through Reverse Mentorship Mentorship isn’t a one-way street. I’ve often found myself learning from those I mentor, particularly during innovation-driven projects. In one instance, a young team member introduced a new data visualization tool that significantly improved our ability to analyze and present key metrics. His fresh perspective enhanced the project and reminded me that mentorship is about fostering mutual growth, where both mentor and mentee evolve together. Lesson 3: Mentorship thrives on mutual learning—it’s as much about listening as it is about guiding. The Role of Empathy in Mentorship Mentorship isn’t solely about technical guidance; it’s about understanding the challenges your mentees face. During a critical software migration, one team member struggled with personal issues, affecting his performance. Instead of pressuring him, I offered flexible deadlines and support, enabling him to focus on both his work and personal life. That experience underscored the importance of empathy in mentorship—creating a safe environment where people feel supported, not judged. Lesson 4: Empathy builds trust, and trust transforms mentorship into a lasting Partnership Mentorship is a cornerstone of professional growth. It’s the act of lifting others, shaping future leaders To be continued...

I have lost count of how many times I've said these seven words... ❗ No one is ever just an apprentice. ❗ Why is that important? Because apprentices, while learning, are also part of a team, which means: 🚀 Apprentices are helping the team successfully achieve its goals. 🚀 Apprentices are, therefore, helping the organisation to achieve their goals. 🚀 Apprentices are bringing fresh ideas to improve processes and increase efficiency. Maisie Goodyear is a Digitas UK Media Apprentice, and I have the honour of supporting her during her Multiverse Data Technician Apprenticeship. And this was Masie's worry before starting her apprenticeship, but now she's thriving, and so is her team: "My apprenticeship so far has not only provided me with hands-on experience that I wouldn't be able to achieve elsewhere but also helped me develop personally. I am now so much more confident as a result of feeling like I'm growing exponentially in a multitude of different ways. I was slightly worried before the apprenticeship that I should have gone to university, but in hindsight, I am so happy with my decision to be *not just* an apprentice!" This is the reality for so many apprentices. University is great for some, but it’s not the only path to success. Learning on the job, developing real skills, and making an impact from day one - That’s the power of apprenticeships. For National Apprenticeship Week, let’s challenge outdated mindsets. Apprenticeships aren’t a "second choice" - they’re a smart choice. #NAW2025 #Apprenticeships #NotJustAnApprentice #MyMultiverse #FutureofWork #NationalApprenticeshipWeek

Apprenticeships will matter more than ever. Apprenticeships, long treated as a secondary route into work, will move from a niche pathway to a necessary engine of workforce development. As the UK faces rising skills shortages and growing youth unemployment, as well as pressure to keep pace with fast-moving technologies, the case for combining structured learning with on-the-job training is becoming impossible to ignore. The government’s recent pledge to create 50,000 apprenticeships underscores this shift. “Apprenticeships have a critical role to play in shaping the future workforce,” Hays UK&I CEO Thomas Way said. “While university degrees will always have a place in the modern working world, apprenticeships offer something uniquely powerful: hands-on experience and a direct connection to the skills businesses need today and tomorrow.” Tesco’s decision to expand its 15-month Stronger Starts programme to 1,500 apprenticeship places by 2027 is an early signal of where things are heading. Successful apprentices leave with GCSE-equivalent credentials, functional skills and a guaranteed path to permanent work. Employers across the West Midlands have also pledged more than 16,000 training and work experience opportunities as part of plans to tackle youth unemployment, which sits at double the national average in parts of the region. Hospitality giants like Diageo and Mitchells & Butlers PLC are using structured programmes to create pathways for young people who have struggled to break into work. For a labour market being reshaped by automation and artificial intelligence, apprenticeships will become a strategic necessity: “As technology evolves at pace, organisations must build a sustainable pipeline of talent equipped for roles that didn’t exist a decade ago,” Way said. “Investing in apprenticeships isn’t just about filling roles – it’s about future-proofing our industries.” ✍🏾 Solange Uwimana 📷 Getty Images 💡 This is one of a several ideas LinkedIn News is highlighting in our annual list of predictions. Read it here: https://lnkd.in/BI26UnitedKingdom Join the conversation in the comments or share your own prediction in a post or video with #BigIdeas2026.

Education shouldn’t just teach you a job; it should open doors that have historically been closed. I came across an article recently asking what higher education should really be preparing young people for in 2026, and it struck a chord with me as a solicitor apprentice. In many ways, apprenticeships sit at the heart of this question. They’re not just about learning a set of skills or passing exams. They’re about stepping into responsibility early, developing judgment, resilience, and communication in ways that no classroom alone can offer. Every day, I’m challenged to apply what I learn academically in real-world situations, drafting documents, advising clients under supervision, and managing tasks with real consequences. Alongside these practical skills, I’m learning how to think critically, make ethical decisions, and navigate professional environments. It is a combination that is rarely highlighted in traditional debates about education, but it is exactly what prepares people for both their careers and their broader roles as professionals. What makes this particularly powerful is the impact on social mobility. Apprenticeships provide access to opportunities that might otherwise feel out of reach. They break down barriers by combining structured learning with on-the-job experience, giving young people, regardless of their background, the tools, confidence, and networks to step into roles that were once difficult to access. In this way, education is not just about producing skilled workers; it is about creating capable, confident professionals who can thrive in society and the workplace. For me, that is the lesson for 2026. Education must do more than teach a job. It must equip people to succeed, to grow, and to access opportunities that transform lives. That is the future apprenticeships are already showing us. #Apprenticeships #SocialMobility #Education #SkillsForTheFuture #ProfessionalGrowth #LegalProfession #CareerDevelopment #FutureOfWork

I have been hearing more interest in apprenticeships this year, and the latest data from Indeed confirms it. Searches for apprenticeship opportunities have more than doubled since 2020 and are up 35 percent in 2025 alone.   The reasons are not hard to see. White-collar hiring has slowed, degrees are losing ground to skills in hiring decisions, and workers are reconsidering what they want from their careers. Apprenticeships offer something tangible: a way to learn, earn, and build skills that lead directly to employment.   What stands out to me is how employers are responding. Nearly 70 percent of HR leaders say they struggle to find qualified candidates, so more companies are building their own training programs instead of waiting for talent to appear. According to recent research, apprenticeships are proving highly effective at closing skill gaps, with success rates above 90 percent.   For the electronics industry, where technology moves faster than traditional education can keep pace, this shift is not optional. Apprenticeships are becoming essential infrastructure for building the talent pipelines we need.   I am curious how this is playing out in your planning. Are apprenticeships becoming a bigger part of your workforce strategy? https://bit.ly/4s3Gns0

Every boardroom is obsessing over AI productivity gains, yet too many leaders are “saving” money by quietly hollowing out their entry-level talent bench. In a few years, they’ll discover they’ve automated the work but starved the next generation of experts. Introducing talent debt. https://lnkd.in/eiXewdrN In my latest article, I argue that the AI era doesn’t eliminate early-career roles – it redefines them. Entry-level talent should be learning AI-assisted diagnostics, validating model outputs, handling edge cases, and developing judgment in AI-first workflows. Here are four strategic shifts I’m hearing from forward-looking leaders who contributed to this article: * Redefine roles so early-career employees become AI supervisors, not task takers – pairing human accountability with AI-native environments. * Invest in AI literacy and data governance so “human in the loop” isn’t a slogan, but a baseline expectation for how work gets done. * Design AI-augmented apprenticeships where talent learns by overseeing, testing, and correcting AI, building context and decision-making skills faster. * Prioritize AI-heavy disciplines like security, DevOps, and customer support, where junior hires can quickly become impact players by working alongside agentic AI. The leaders who will win this decade won’t just deploy AI agents; they’ll architect a talent pipeline where AI accelerates experience instead of erasing it. If your AI business case depends on shrinking level‑1 roles, you may be trading short-term ROI for long-term talent debt. If you’re rethinking how early-career talent fits into your AI strategy this year, you might find this useful: “4 Ways to Boost Entry-Level Talent in the Gen AI Era. #CHRO #CIO #AI #TalentDevelopment #Hiring