In this episode, we’re talking about how to select and manage  a training provider. We’re going to guide you through our top tips and key steps to consider when deciding which apprenticeship provider to choose. We’ll also share with you some examples where a flexible approach to apprenticeship has worked really well, so we can help you build a good, long-lasting relationship with your training provider.  What You’ll Learn:  - Why you should search for a like-minded training provider that understands your strategy rather than focus solely on the standard that they deliver - Why you need to prioritise the consistency of learners’ experience if you are running multiple apprenticeships in your organisation - How to step forward as an empowered employer and determine how an apprenticeship will be delivered - Which elements of an apprenticeship programme you can negotiate with a training provider   - A useful tool that can help you manage your apprenticeships - How to set the right expectations at the beginning of an engagement of a training provider Maximising your apprenticeship training provider is all about you as the employer taking the lead, being empowered, knowing what good looks like in your organisation, knowing what you want to get out of a programme, and then finding somebody who can help you achieve that.  Resources:  - Scopesuite https://www.startswitha.co/project/scopesuite/  - Institute for Apprenticeships and Technical Education https://www.instituteforapprenticeships.org/  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Today, we are bringing together some of the information that we've been sharing in other episodes, and we’re going to talk about creating a successful apprenticeship. We are going to use the acronym SET that stands for Strategy, Engagement, and Training Provider, in order to help you create the most effective apprenticeship programme for your organisation.  What You’ll Learn:  - Why an Apprenticeship programme must link to your wider business goals and strategy - How to think about Apprenticeships in terms of developing skills and behaviours rather than applying standards  - Why it’s wise to invest time into engaging line managers and learners before and during an apprenticeship  - Why it’s important to set engagement rules and expectations for an apprenticeship group - How to effectively engage senior level managers and leaders in an apprenticeship programme - How to choose your training provider based on what elements of a programme you can negotiate to the benefit of your organisation and learners  So, when starting an apprenticeship programme in your organisation, be strategic and start with an end in mind. Spend time in conversations with line managers and learners, as well as with senior managers and leaders. Seek additional value and support from your training provider, and SET yourself up for creating a successful apprenticeship.  Resources:  - Episode 021 Open vs Closed Cohorts https://apple.co/3SneYyG  - Episode 011 Failures: What We Have Learned from Them https://apple.co/3R6g4O4  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Today’s episode is dedicated to wellbeing, mental health and the holistic development of apprentices. In the last couple of years, we’ve discovered that the learners rely a lot on the support and guidance from their apprenticeship training provider and their employer throughout the course of their programme. So, how can you better support your apprentices to be resilient and mentally well, and why is it so important?  What is Covered:  - The benefits of mental wellness support in an apprenticeship programme - Why mental health and wellbeing support should be part of the standard apprenticeship package - How mental health and wellbeing support affects the retention rate of a programme - How line managers and mentors can benefit from development to support apprentices’ wellbeing   - How coaching conversations and style can support the holistic development of apprentices  We strongly believe that an apprenticeship is a holistic intervention that is changing people's lives. Therefore, we empower you to ask for mental health and wellbeing support as part of your apprenticeship delivery, whoever your training provider is. Resources:  - Able Futures: Support for Mental Health at Work https://able-futures.co.uk/  - Martin Lewis - Money Saving Expert https://www.moneysavingexpert.com/  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Today, we're going to have a debate about two ways of delivering an apprenticeship - through open and closed cohorts. First, we’ll define what open and closed cohorts are, and then we’ll discuss the benefits and potential limitations of each. As always, we’ll give examples of the types of organisations and learners that have used each format of apprenticeship and gained added value from either open or closed cohorts.  What You’ll Learn:  - What open cohort means in the context of an apprenticeship - Why social learning experience is so valuable in an open cohort - The limitations of open cohorts - How an open cohort can support an individual on an apprenticeship programme   - What a closed cohort is and what type of apprenticeships are suitable for this format - How closed cohorts can support line managers in an organisation - How learning in a closed cohort can bring a cultural shift to an organisation - The value of closed cohort apprenticeships for continual upskilling of employees    Both open cohorts and closed cohorts are great formats in which you can deliver an apprenticeship. You can balance between having a closed group that’s focused on a unique aspect of your business with an open group where the learners can benefit from other organisation’s best practices and experiences outside of your industry. So do your research and explore both as part of your apprenticeship strategy. Resources:  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Today, we’re talking about the Digital Marketer Level 3 Apprenticeship, a standard that we are starting to deliver this October as an open cohort, 13-month programme. We’ve launched this apprenticeship after successfully supporting young people into creative roles with our Marketing Debuts programme. We’ll share with you how we are planning to deliver the Digital Marketer Level 3 apprenticeship, and give some examples of what other organisations are doing with this standard.  What You’ll Learn:  - Why Digital Marketer Level 3 is so relevant and what skills it can provide for the learners - How this programme can benefit SMEs - The partnership we’ve created for delivering this apprenticeship with Watertight Marketing - The role of the line manager, including the mentorship and coaching the line manager will experience to help their team succeed - Who can apply for Digital Marketer Level 3 - What qualifications learners get at the end of the 13-month programme - How this apprenticeship can be used as part of your retention strategy Digital Marketer Level 3 is a super-relevant apprenticeship that shows how apprenticeships can be used as a year-long intervention for someone honing their craft and becoming strategic in a marketing role. It also increases the understanding of the power of marketing as a key element to a fast growth strategy.  Resources:  - Learn more about Digital Marketer Level 3 Apprenticeship https://www.instituteforapprenticeships.org/apprenticeship-standards/digital-marketer-v1-1  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Watertight Marketing https://watertight-thinking.com/  - Book: Watertight Marketing by Bryony Thomas https://watertight-thinking.com/about-the-book/  - Goldman Sachs 10,000 Small Businesses Program https://www.10ksbapply.com/  - Episode 011 - Failures: What We Have Learned from Them https://apple.co/3pSbF6v  - Episode 012 - How do I Maximise the Apprenticeship Levy if I Am Not a Levy Payer? https://apple.co/3AZlyFW  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

As we're all finding in the world right now, there is a challenge around retention of employees, supporting the talent in your team, and attracting those individuals to not only join your organisation, but to stay. So in this episode, we're going to talk about using apprenticeships as a retention tool. We’ll share the findings of the research that we've been doing in this space, and how we believe apprenticeships are a great way to retain your staff as well as upskill existing employees to minimize the need to go to an already tight talent market for new hires. What You’ll Learn:  - How to turn the war for talent into an opportunity to develop your existing employees - Useful stats about employee development and engagement to share with your teams and budget holders - How to leverage apprenticeship programmes to develop and retain talent in your organisation  - The possibility of personalisation within a regulated framework of an apprenticeship - Why organisations need to develop a retention strategy across the board - How apprenticeship levy funded programmes are more attractive in a time when L&D budgets are squeezed. All apprenticeships are not created equal, and they come in many different forms. If you're looking to move the dial on retention and employee engagement, you need to think about the personalisation and relevance within an apprenticeship. Also, consider that learning and development is not just for high-performing people in your organisation; apprenticeships can be  a retention tool for all.  Resources:  - 5 Surprising Employee Development Statistics You Should Know  https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know  - E145: Simon Sinek: The Number One Reason Why You’re Not Succeeding - The Diary of a CEO with Steven Bartlett https://apple.co/3vR3LNR  - Dare to Lead by Brené Brown https://brenebrown.com/book/dare-to-lead/   - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Operations or Departmental Manager Level 5 is another apprenticeship programme worth exploring, and a partner programme to Team Leader Level 3. Today, we want to talk about why it's a good idea to prepare your leaders for what the future holds, but also how professionalising their ways of working is a beneficial skill set for your managers at any level. We’ll also share how we have seen this standard work with the different clients that we have been working with to deliver the ODM programme. What You’ll Learn: - Who the Operations and Departmental Manager Level 5 Programme is for - How this programme helps leaders navigate and manage change in their organisation - How ODM enables managers the space to focus on themselves in their day jobs - The relationship between ODM, and ILM or CMI leadership qualifications - The benefits of flexibility and personalisation that ODM provides - Three tips for someone considering this apprenticeship programme  As an organisation, why wouldn't you want to support and develop your leaders and managers to learn? There is no downside to having more leaders and managers capable of motivating, inspiring, and leading change in your organisation. So go away and think about how you can start to support your leaders and managers further, either through this apprenticeship programme, or some shorter, sharper interventions.  Resources:  - Episode 017 A Deep Dive into the Team Leader Level 3 Apprenticeship https://apple.co/3d7TaYq   - ILM Qualifications https://www.i-l-m.com/  - Chartered Management Institute https://www.managers.org.uk/  - 5 Surprising Employee Development Statistics You Should Know  https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Institute for Apprenticeships and Technical Education https://www.instituteforapprenticeships.org/  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Team Leader Level 3 Apprenticeship is another one of our favourite standards. Today we are going to share with you some of the creative ways that we have used it with our clients as their  graduate programmes, and also how we have seen some other organisations use this as a successful foundational apprenticeship.  What You will Learn:  - What Team Leader Level 3 focuses on and why it is a great foundational programme - How to use Team Leader as a graduate programme - How learners can apply this standard in their day-to-day job even if they are not yet leading teams - Who we think can benefit most from Team Leader Level 3 - Team Leadership is a trainable skill with its own toolkit - How this programme can help your organisation with employee retention - Why human skills are critical core skills in today’s changing world of work We believe that Team Leader Level 3 is a great foundation for other, higher-level programmes, and other routes to progression post this programme. It helps you develop the fundamental skills and behaviours that you are looking for in your team in the next stage of growth and development of your organisation.  Resources:  - “What Are Critical Core Skills?” https://www.skillsfuture.gov.sg/skills-framework/criticalcoreskills  - Episode 013 Why Apprenticize Your Graduate Programme? https://apple.co/3zukwQ3  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Institute for Apprenticeships and Technical Education https://www.instituteforapprenticeships.org/  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

This week, we are sharing with you a fairly new apprenticeship standard and one of our favourite ones, the Digital Community Manager Level 4. We will introduce this programme to you and share a case study of the impact it can have with creative agencies throughout the UK. We've been delivering this standard for 18-months with a population of people seeking to add value to their creative agencies, by looking at new talent and new ways of bringing people into their organisations. What You’ll Learn:  - Why it’s paramount for every organisation to understand how to communicate online - What specific tools the Digital Community Manager Level 4 provides  - The positive impact this apprenticeship can have in an organisation - How the apprentices from various backgrounds can benefit from the programme - How this programme closes the gap in education and provides a qualification for creative and transferable skill sets - How to use the foundational tools from Digital Community Manager Level 4 in recruitment - How fast an organisation can see the ROI from this programme Don’t be held back by what the apprenticeship standard might say on the first glance. You can add extra value, like the social media element of this programme, which can have a big impact on your organisation. It’s also a skill that a lot of young people already have, so this is a great opportunity to professionalise it.  Resources:  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Institute for Apprenticeships and Technical Education https://www.instituteforapprenticeships.org/  - ERIC - www.meet-eric.com  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Intelligence Analyst Level 4 Standard is a globally recognised apprenticeship programme that we have been delivering for 14 months. Today we will share with you the nuts and bolts of this programme, how it helps different organisations make evidence-based decisions using data and intelligence, what skills it builds, as well as what types of people and organisations will benefit most from this apprenticeship standard.   What You’ll Learn:  - How to become an influencer within an organisation using data in a meaningful way - How Intelligence Analyst Level 4 can help operational and analyst teams communicate better and positively impact their organisation - The advantage of the programme for the HR functions in an organisation - What sectors and sizes of organisations will benefit most from having Intelligence Analyst Level 4 apprentices - How the potential short courses can support the programme and create better results across an organisation  The biggest change that we’ve seen in Intelligence Analyst apprentices, whichever role they are working in, is confidence building. Being confident in what the information is telling them, and using that confidence to effectively communicate and influence others within their organisation.  Also to take that information forward and create positive change. Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Institute for Apprenticeships https://www.instituteforapprenticeships.org/  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Over the next three episodes, we’ll be sharing with you some of our favourite apprenticeship standards. We’re going to start with the Process Leader Level 4, which beautifully brings together leadership capability and skills, alongside operational excellence and efficiency. We’ll go through some of the knowledge, skills and behaviours that are present in the programme, and explain how it can benefit your team and your business.  What You’ll Learn:  - Why Process Leader Level 4 is useful to leaders and organisations - The Golden ‘OR’ - how Process Leader is suitable for any sector not just manufacturing or production - How coaching can be embedded into Process Leader programme - How to apply your learning onto practical business improvement project - Why organisations shouldn’t be discouraged by the level of qualification - How Process Leader can support mental health, wellbeing and sustainability within an organisation The great thing about Process Leader Level 4 is that it focuses on such a fundamental and useful skill set. Every organisation, in whatever sector and of whatever size can benefit from improving the leaders’ understanding of process, but also the whole organisation's understanding and improvement of existing and new processes.  Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - Institute for Apprenticeships https://www.instituteforapprenticeships.org/  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

We never shy away from being bold and testing the boundaries of people's preconceptions of apprenticeships. Possibly one of the greatest ways of using an apprenticeship is by apprenticizing an already existing programme. Today we're going to explain how it could work, and give you some ideas of other companies who have been apprenticizing different training programmes.  What You’ll Learn in this Episode:  - What it means to apprenticize an existing programme within an organisation - The main benefits of apprenticizing a graduate programme - How to prepare line managers to act as mentors during an apprenticeship - How apprenticizing a programme can add value to an organisation from leadership and human skills perspective - The international aspects of apprenticized graduate programmes - Why you need to choose your training provider wisely in order to apprenticize a programme  Any individual joining a graduate programme expects that they're joining a programme that is structured, that is supportive, and where they have the opportunity to have mentoring and guidance. So the best thing about apprenticizing your graduate programme is that anyone joining already has the expectations to work, learn and develop their skills and potential.  Resources:  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney

When it comes to the Apprenticeship Levy funding, there is a presumption that many SMEs have made, that because they don't pay into the levy, they can't benefit from the levy. Today we want to bring you up to date with the existing opportunities of levy transfers, co-investment and funding, so that you can have all the tools at your fingertips to maximise the Apprenticeship Levy in ways that potentially you haven't even thought of.  What You’ll Learn:  - Changes in The Apprenticeship Levy and the current apprentice cap per company - Leveraging apprenticeship opportunities for new and existing employees in SMEs - How our Marketing Debuts apprenticeship helped diversify talent in creative agencies - How we used levy transfers to fund a hospitality industry programme that is helping to tackle the mental health crisis - UK’s levy transfer brokers that connect SMEs and companies with excess levy funds After listening to this episode, we want you to think about maximising The Apprenticeship Levy if you are not a levy payer, and about the different ways that we can support you in finding that funding. And always bear in mind that apprenticeships are not just for new hires, they can be excellent for existing employees too.  Resources:  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - London Progression Collaboration https://www.thelpc.uk/  - Essex County Council https://www.essex.gov.uk/  - West Midlands Combined Authority https://www.wmca.org.uk/  - Connect with Louise Ward from WMCA https://www.linkedin.com/in/louisewardtalm/  - Greater Manchester Combined Authority https://www.greatermanchester-ca.gov.uk/  - Cambridgeshire & Peterborough Combined Authority https://cambridgeshirepeterborough-ca.gov.uk/   - Connect with Laura Guymer from CPCA https://www.linkedin.com/in/laura-guymer-06431b105/  - Co-op https://jobs.coop.co.uk/apprentice-hub-landing  - Lloyds Banking Group’s support for apprentices at SMEs https://www.lloydsbankinggroup.com/insights/support-for-apprentices-smes-london.html  - GSK Apprenticeships https://www.gsk.com/en-gb/contact-us/worldwide/united-kingdom/apprenticeships/  - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

As true advocates for lifelong learning, we can’t just share all the good stories and the successes we've had, without also sharing the things that haven't gone quite well for us through this journey of building an apprenticeship training provider. So today, we’re going to talk about our failures and what we have learned from them. What You Will Learn in This Episode:  - How failures taught us to be more pragmatic and realistic in our trainings - The enthusiasm for an apprenticeship must be shared between top and middle management of an organisation - Why it’s crucial to be super clear on the metrics of success of an apprenticeship programme - Don’t underestimate the time and resources needed by both employer and training provider to set up for success - How to overcome the emotional barrier of going through functional skills qualification - The time and effort it takes to educate people on the Apprenticeship Levy and its benefits We are open about our failures because we want to fast-track your learning curve. Because, in the world of digital change, geopolitical change and commercial change, the time is now to think about the development of new and existing employees. Resources:  - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ -The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  -Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney -Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

An apprenticeship is a worthwhile investment for organisations of any size or sector. With benefits including increased employee satisfaction to improved retention rates, they are a proven way to help people develop their careers while creating results for business.  In today’s episode, we’ll be sharing with you the benefits of an apprenticeship being a minimum of a year long programme.  What You Will Learn In This Episode: - The benefits of a longer programme and how to ensure it connects to your goals - What employers need to consider when choosing the duration of an apprenticeship  - How shorter interventions compare to an apprenticeship and how there is space for both in your strategy - How building a strategy with your training provider is critical When employers embed learning into everyday work, employees gain the knowledge and development they need. This is why we advise that you go for longer durations, so your employees can contribute to the growth of the organisation. Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ -The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  -Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney -Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

If you want your organisation to have a successful apprenticeship programme, you need to tailor it to your training needs and business goals. Today, we'll be giving examples of some companies that adapted apprenticeship programmes to suit their needs, and how they turned out to be a major success. We'll also talk about what employers can do to get involved and lead the programme with confidence. What You Will Learn In This Episode: - Which companies successfully implemented apprenticeships and how they made it work - How employers can contribute to the growth of their business through apprenticeships - Why it’s important to consider the delivery of your apprenticeships - The role each leader in an organisation has to play during the programme duration Every employer needs to participate in the design and delivery aspects of an apprenticeship programme in order to meet their business goals. The companies mentioned here were successful because they spent time preparing for this opportunity. This is why you also need to spend time figuring out the business strategy, the standard you wish to deliver, and the optimal timeline for the programme to be a success. Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ -The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  -Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney -Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

From our experience with some organisations, we realized that a lot of them missed the opportunity that apprenticeships can create. There are different misconceptions about apprenticeship opportunities and this is why employers should put measures in place for their employees to understand what it's really about. In today's episode, we'll be talking about the benefits of apprenticeships by sharing with you the reasons why it's not just for school leavers, but for everyone who is willing to learn. What You Will Learn In This Episode: - What apprenticeships are and how you can use them with existing employees - Why apprenticeships are not just for school leavers - How employers can debunk the myths about apprenticeships in their organisations - The importance of creating apprenticeship opportunities for all  As an employer, your focus should not be about the age and educational background of your employees but also the output they're willing to give while performing their roles in your organisation. Apprenticeships provide a toolkit of all they need to do this successfully, so it's important to create a fair,engaging and exciting opportunity for everyone.  Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ -The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  -Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney -Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Now that you have an idea of what an apprenticeship is all about, you might be wondering how to handle the costs of enrolling your employees onto a programme. Today, we will share with you the essential things you need to know about Apprenticeship Levy and how to maximise funding to improve benefits and hasten your return on investment. What You Will Learn In This Episode: - What the apprenticeship levy is and how it works in England - The importance of having access to the Digital Apprenticeship Service (DAS)  - 2 ways SMEs can benefit from the funding for apprenticeship opportunities as well - How to assist other organisations through levy share schemes  Once you understand the concept of funding an apprenticeship programme, you can start considering your training options. Speak to a training provider to see what programmes are available for you. You should also take time out to do more research and find out if you're a levy payer as well. Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

Today we'll be talking about some of the benefits of implementing and creating strategies around apprenticeships. We'll be sharing with you some real life examples of organisations that benefited from apprenticeship programmes and have seen it as a true investment in their business growth. What You Will Learn In This Episode: - Examples of organisations that have successfully implemented apprenticeship programmes that are impactful to the individual and business goals  - The major benefits of apprenticeship programmes - How learning in an environment with others can be used to your advantage - The importance of maximising the apprenticeship levy funding Most times, employers that include apprenticeships into their business plan tend to see the difference it makes in their work. This is why we urge other employers to find out more about the skill space and funding to discover how you and your organisation can tap into this resource. Also, identify those skill shortages in your workplace and think of the best ways to make apprenticeships part of the solution.  Resources: - The St Martin’s Group: Creating a World Class Skills and Apprenticeship System https://stmartinsgroup.org/ - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ - The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown

If you want your employees to gain the confidence and knowledge they need to perform their roles properly, you need to assist as an employer by providing the necessary training to develop their skills. Today, we'll be covering the different ways you can improve your social mobility strategy with the use of apprenticeship programmes. What You Will Learn In This Episode: - How to support social mobility in your organisation with apprenticeships  - Why we believe in the power of the duration of an apprenticeship programme  - An example of an organisation that tackled social mobility with the help of an apprenticeship programme - The steps employers need to take to eliminate progression barriers in their workforce As an employer, you can take the pressure off your employees by helping them overcome the barriers stopping them from moving forward in your organisation. When you create opportunities for them to upskill and build their confidence, you'll begin to notice a positive change in their input towards your team. Resources: - Download our Opportunity Guide https://www.theopportunity.global/theopportunityguide/ - The Opportunity Group Website https://www.theopportunity.global/ -The Opportunity Group LinkedIn https://www.linkedin.com/company/theopportunitygroup/  - Connect with Michaela Reaney on LinkedIn https://www.linkedin.com/in/michaelareaney - Connect with Kate Temple-Brown on LinkedIn https://www.linkedin.com/in/kate-temple-brown