Here are a few things I have learned that make implementation of skill-building programs more successful.
Firstly, make your apprenticeship/training program attractive by demonstrating a long-term commitment and rock-solid executive support. A second consideration may be to offer attractive pay, and show participants a ‘career ladder’ to progressively take more responsibility toward better paying positions within the enterprise.
Next I would consider for trade apprentices, make a three-year commitment. These are lengthy programs, but they build real value for you and your apprentice employees. I would also make sure that every apprentice or trainee has a mentor. An effective mentor transfers organizational knowledge while supporting and guiding. The bonds of loyalty and trust that develop between young people and their mentors are the basis of employee satisfaction and retention.
Last but not least, design your apprenticeship/training programs around your company’s unique needs. These programs shouldn’t be about charity, but about creating measurable value for your enterprise. Are Apprenticeships and Apprenticeship programs growing in popularity? The American Institute for Innovative Apprenticeships reports that in South Carolina, the number of registered apprenticeship programs in the state grew by 494% and the number of apprentices by 308% after the state created “Apprenticeship Carolina” Well worth checking it out at http://www.apprenticeshipcarolina.com