Youth unemployment and apprenticeships are somewhat of a hot topic at the moment, and rightly so – young people are not receiving the careers advice and skills development they need and employers are struggling to recruit. I ask whether the current apprenticeship system is fit for purpose and suggest that there are lessons to be learned from Germany.
With 370,000 applications to the UK National Apprenticeship Service, many are left disappointed as demand is outweighing supply. According to a recent report there are 41 applications for each plumbing position. I question though whether these applications are as a result of attractive and effective apprenticeships or whether young people are desperate to apply for any employment opportunity and/or succumb to pressure from parents; it would be interesting to know how many applicants are solely interested in, and committed to pursuing an apprenticeship. I’ve lost count of the number of times I’ve heard an apprentice say they’re only doing it because their mum forced them to.
I often hear and read that apprenticeships are the answer to youth unemployment, and with the UK’s figures amongst the highest in Europe this is certainly an issue which we need to address or we risk a generation becoming despondent and giving up on employment and training – if they have not done so already. Compare the UK’s youth unemployment figures though with those from Germany: 20.7% and 7.5% respectively. While Germany’s extensive and rigorous apprenticeship system is highly regarded and considered as one of the best routes to achieving vocational qualifications, apprenticeships have played a marginal role in the UK’s skills provision; completion rates are low and the quality and success of apprenticeships vary considerably. While research indicates that apprenticeships can help companies fill skills shortages and grow their business, employers complain that the apprenticeship process is complex and bureaucratic, they are also concerned about the costs, time, a lack of suitable applicants and a lack of commitment from both parties (I refer to my previous comment – how many apprentices actually wanted to be one?) Combine this with a view from many parents in the UK that apprenticeships are inferior to a university education and it’s fair to say that UK apprenticeships need some improvement.
Part of the explanation for Germany’s consistently low level of youth unemployment lies in the strength of the dual apprenticeship system, based on practical vocational training at work, backed up by theoretical training and general education provided in vocational training schools. Learners gain a true sense of their chosen occupation and develop a variety of skills that are needed to cope with the demands of the job. Sounds familiar, right? Unlike the UK though, where vocational education training (VET) often plays a secondary role, it is a key part of the German further education system; it is well-resourced and receives strong financial support. The German system is underpinned by wider social frameworks with qualifications designed by employers’ associations, trade unions and education professionals. Rigorous control of the system takes place by the chambers of commerce and employers are policed to ensure that exploitation of apprentices does not take place. Pay is determined by sector which means there is less incentive for newly qualified apprentices to move to another employer for enhanced pay, aiding employee retention. German employers and employees benefit from higher skills as the workforce is more flexible, more disciplined and more motivated. My experience of apprenticeships, not in all cases I must stress, but in more that I would like to have seen, is that they complete their apprenticeship and both parties breathe a sigh of relief that it is over.
In order for UK apprenticeships to succeed the overall status needs to be improved and they need to be considered as a major educational pathway and I would also suggest that the quality of training provided needs to be improved. A high level of integration between the education system and the labour market in Germany means that young people are well equipped with transferrable skills, which are developed during the 12 hours of teaching per week in addition to three days as a salaried-apprentice. In the UK there is a statutory minimum of 100 hours of guided learning per year to be off the job; UK apprentices are required to spend only around one day per month in off-the-job learning. In order to realise the benefits of apprenticeships as in Germany, I believe that UK apprentices should spend an increased amount of time in off the job training which should also be enriched to include non-job-specific aims, such as citizenship and personal development. Apprenticeships should be highly invested in, highly sought after and offer real long-term benefits for both parties.
In order to make apprenticeships more attractive for SMEs, I also suggest that lessons can be learned from the high level of engagement that exists with employers and other stakeholders in Germany. For UK SMEs there is a lack of support to offer training and this is why I think that implementation of support mechanisms such as partnership training arrangements would be beneficial. More can be done with larger employers also; nearly all companies in Germany with over 500 employees offer apprenticeships, while in the UK this figure is under a third. How beneficial could it be if the Government secured agreement from all large companies to offer apprenticeship places and to increase employer engagement in the development and design?
We must not forget though that in order for employers to have suitable applicants to fill their apprenticeship places, young people must be given the skills, personal development and knowledge in order to make them employable. More work experience and more integration and exposure to businesses while at school is essential in the quest to enhance the employability of young people and provide employers with the future talent they need to grow their business and remain competitive.
Of course, this is just my humble opinion.
