Here today, gone tomorrow - all change for apprenticeships

This seems to be a good news story; but is it? It could be said 3,500 apprentices are not enough for the UK’s largest manufacturing sector, particularly given that we need to recruit around 137,000 people by 2017.

Where will 134,000 skilled new entrants come from? How will we develop them in order to compete?

Employers in the driving seat​

One training option, the apprenticeship, is changing dramatically. Power and funding will soon be in the hands of food businesses.

First, apprenticeships must be re-designed by employers, starting now. If you want apprenticeships to meet your needs, we urge you to get involved in the Government Apprenticeship Trailblazer initiatives now.   

Second, apprenticeship funding, power and administration will be redirected from training providers to employers. The government will also expect businesses to contribute to training costs.

Myriad business benefits​

These reforms will put you, the employer, in charge. You must decide whether your business will grab hold of apprenticeships.

For years these programmes have been seen as a fantastic way to attract and develop talent. There are many wonderful stories, featuring skilled apprentices who truly add value and develop a great career.

Paul Cadman, HR director at Crosby Management Training and Walter Smith Fine Foods, had a very positive experience. “Apprenticeships bring myriad benefits to our business," ​he said. "By training apprentices on and off the job we are able to mould them. All of our shop managers were once apprentices.”​

Unfortunately, complex funding rules and bureaucracy have often prevented the training from delivering what is needed. Businesses could now change that, helping to remove complexity and ensure success.

Bryan Hurst, training manager at Bernard Matthews, said: “I completely support the idea of apprenticeships, but under the current system I feel that we have had too little control over content and delivery. Thus the real benefits of apprenticeship programmes should bring are not necessarily realised.”​

Some challenge ahead​

This new system brings opportunities and challenges.

There is an opportunity to return to that golden time when apprenticeships brought young talent and skills into the sector, benefiting apprentices and businesses.

However, some have doubts. Chris Edwards, senior technical competence development manager at Arla Foods, a supporter of apprenticeships said: “In theory the increase of employer power is the right sentiment. But I have concerns around the practicalities for medium and small food businesses.​

"Food manufacturers are lean; admittedly large businesses have a learning and development co-ordinator to deal with administration. But what of those which do not? Will this lead to apprenticeships becoming a large business programme only? That is what worries me.”​

If funding is switching hands, the worlds of business, education and funding must work together more effectively. Otherwise the entire process could prove difficult.

What now?​

Manufacturers concerned about skills must be aware of the changes. Food manufacturers are in the driving seat. If they don't take control of the wheel, this could sound the death knell for apprenticeships.

It is time to ask: how many recruits do we need? How will we attract and train them? Do we take on apprentices? If not, why not? Could our business benefit from apprenticeships?

As the apprenticeship power goes to the employer, will apprenticeships survive?

It is over to you…

Meanwhile the Food Manufacture Group is staging a Big Video Debate, entitled Plugging the skills gap, at 11am on Tuesday March 25, at the Foodex trade event at the National Exhibition Centre, Birmingham. Email zvpunry.fgbarf@jeoz.pbz​ for more details of this free-to-attend event.

• Sarah Marshall is marketing manager at food industry qualifications provider FDQ