One of the innovations in organizational learning and development promised by the UK’s apprenticeship levy scheme, which came into effect last year, was that it would enable employers to apply the apprenticeship model to professional and managerial roles in addition to its traditional use in skilled trades. As of last October, however, official figures showed that only half of companies eligible for levy funds were using them, and often on training programs other than apprenticeships, such as sending their executives to earn MBAs.
Personnel Today’s Rob Moss highlights some new research from ILM that investigates how HR decision makers in the UK are applying their training budgets, which turned up one possible reason why few organizations are approaching management training through apprenticeships: 58 percent of respondents said middle and senior managers would be unwilling to be seen as an apprentice due to the “reputation and image” of apprenticeships and the implication that they require additional support:
Professionals’ reluctance to be seen as an apprentice could be putting businesses at a significant disadvantage. Of those surveyed who currently run a formal leadership training programme to help fill middle and senior management or leadership roles, over two thirds (70%) aim their programmes at mid-level employees. Yet only a quarter (25%) would consider using apprenticeships to improve the skills of middle managers, and 21% would consider using them to develop senior managers.