How Apprenticeships Contribute to Organisational Productivity
In today’s evolving business landscape and with a shift in workstreams, Bell, like many other businesses faces growing pressure to stay competitive, whilst ensuring that the business has a pipeline of talent to bridge the ongoing skills gaps. The widening skills gap across our sector is nothing new, and continues to pose a challenge, however, one of the most effective strategies the business has invested in over many years to ensure workforce development and continuity, is through apprenticeships.
For Bell, delivering on our apprenticeship ambition of recruiting a hundred new apprentices a year across the business alongside a programme of upskilling for existing employees has driven measurable improvements in productivity, employee retention, and innovation business wide.
A significant factor in the success of our apprenticeship programme has been the development of Bell Academies. The model which supports candidates who have already made a commitment to a trade in college either through a construction diploma programme or national progression award and then supports them to progress into work experience and ultimately onto a formal apprenticeship programme with Bell, has enabled the business to really shape the pipeline of talent, enabling apprentices to understand our business expectations and with the relevant support from their Mentor, enable a real return on investment over the course of the apprenticeship training programme.
Over more recent years, Bell has adopted a Trainee Surveyor pathway by use of new apprenticeship standards including the L3 Construction Technician, L4 Construction Quantity Surveyor programme right through to L6 degree level Quantity Surveying apprenticeship. This has presented an opportunity for the growth of our commercial teams with emphasis on providing trainee surveyors with a broad range of skills and knowledge relating to specific business needs alongside employees gaining an industry accredited qualification.
We have also used apprenticeships as a successful route to upskill existing employees, more recently completing a pilot programme for the L3 Team Leading qualification affiliated to the Chartered Management Institute for Business Administrators across the business. A highly effective way in which existing employees can provide a valuable contribution to the organisation and enhance their own department and areas of work.
It’s not only about bridging the skills gap across the business though. We recognise that apprentices bring a wealth of other positive attributes to the business, not least fresh ideas, innovation and more importantly than ever digital skills. This provides us with greater adaptability, particularly when digitalising our site-based processes. Most apprentices joining the business grew up in the age of digital technology and as the influence of modern technologies flood the construction sector, this serves as an advantage, particularly where apprentices take the opportunity to progress into Supervisory and Management roles ensuring the business is ahead of the curve.
According to a report published by the Centre for Economics and Business Research (CEBR), 86% of employers believe apprenticeships helped them cultivate relevant skills for their organisation, while 74% said it aided in the improvement of their product or service. Organisations that invest in structured training programmes see an average increase in productivity of £21 for every £1 invested.
Bell can demonstrate that recruiting and retaining apprentices leads to a productivity boost alongside evidence of apprentices bring fresh energy to the business, new perspectives as well as job-specific skills that lead to measurable efficiency gains.
Monetary value aside, Bell providing opportunities for apprenticeships and continued personal development in turn fosters a sense of loyalty and commitment among existing employees, leading to higher retention rates and furthermore, real progression opportunities within the business, something the business is always keen to promote. This strategy not only aligns to our business goals but has much broader efficiencies, contributing to economic and community development, supporting allowing the business to engage with candidates from underrepresented groups, diverse backgrounds and those who have natural barriers to entering the world of work.
