Apprenticeships first emerged in the later Middle Ages as a way to teach people the skills needed for a career. Today, you may need a COBOL programmer to learn how to be a cloud architect or a help desk service delivery specialist to become a cybersecurity analyst. These are career changes, not just reskilling efforts. Apprenticeships are key to these career transitions; they just look a little different in today’s business world.
Gartner defines apprenticeships as a system of training and development across the enterprise on the skills and competencies of critical roles with on-the-job training, accompanying study and work that further agency objectives. They are a valuable tool for organizations looking to move individuals to a new career, even if it’s within the same business unit or group.
The role change possibilities are endless. What makes them possible, though, is a systematic method to make the transition as seamless as possible. Your employees will be motivated to stay with you when you make this type of an investment in them.
9 Steps to Kick Off a Reimagined Apprenticeship
Follow these nine steps to kick-start your apprenticeship program.
Step 1: Choose an appealing program name
Ensure the program name is attractive and encompassing for the goals, as the word “apprenticeship” might have undesirable connotations. For example, it could be called a learning adoption program, practicum, “learningship,” pathway or fellowship.
Step 2: Appoint a highly-motivated program lead
Find an energetic and motivated person to act as program lead, either full-time or as part of a larger role. This person will need good business acumen and networking and project management skills.
Step 3: Determine the apprenticeship skills
Using your strategic plan as the guide, determine the skills the apprenticeship should develop. Validate them with the business units and ensure senior sponsorship. Senior sponsorship is required, as you need their willingness to let the apprentices learn on their projects.
Step 4: Find the apprentices
Select a manageable number of apprentices who demonstrate a desire to learn and a willingness to try a new approach. Many apprentices might be highly tenured employees in your organization. Encourage their participation.
Step 5: Select the best course of study
Figure out what study makes sense based on desired skills and competencies. Many resources exist for in-person or online skills-based training.
Step 6: Recruit the “masters”
Look across the business units, within IT and across the ecosystem to find the “masters” based on desired skills and competencies.
Step 7: Pick the right projects
Find the right projects and commit to deliverables.
Step 8: Develop the program plan
Create a program plan that matches the project deliverables, learning opportunities and apprenticeships that can be completed in a reasonable amount of time.
Step 9: Create milestones and measures for success
Build in milestones and mechanisms to validate the program as it moves along. Ensure success by keeping the program on track. Evaluate the effectiveness of the program and adapt for the next cohort of apprentices.
Christie Struckman, vice president and analyst at Gartner, contributed this article, which can also be found here.
The views and opinions expressed in this article are those of the author and do not necessarily reflect those of HR&DigitalTrends.