To address the challenges of starting an apprenticeship program, CTA interviewed members of the CTA Apprenticeship Coalition, each who are in a different stage of their journey to create or run an apprenticeship program. Through these interviews and industry research, CTA and our industry partner IBM created a playbook to help build stakeholder awareness and buy-in for apprenticeship programs.
The playbook covers how the pandemic has accelerated the future of work to a highly digital world of remote work and increased automation. Organizations and employees are learning how to be productive and effective remotely. How we work, where we work, and our workforce is transforming. Each of these areas must be considered for establishing and running an apprenticeship program. The playbook also covers specific use cases to meet current business challenges:
Apprenticeships are key to preparing employees for the exact needs of an organization and for new demands that will emerge. They are also an important way to advance a more inclusive workforce. The future will demand more digital skills and diverse perspectives —and apprenticeships are a proven way to meet this need. Visit CTA.tech/apprenticeship.
Businesses are resource constrained in new ways and now forced to make swift and radical workforce planning decisions. The positive return on investment (ROI) of apprenticeships can help address some resource constraint issues; and, federal, state and local funding is available to offset apprenticeship program costs, training and wages. In 2019 alone, over $300 million in new grants were awarded for apprenticeships.
Casting a wider net focusing on under-represented groups in technology will help drive innovation in the workplace while creating a culture and mindset shift to embrace the opportunity and close the skill gaps. The apprentice talent supply chain is rich with diverse talent including high school and college graduates, retail workers, service industry, first responders, veterans and more.
Often, senior level talent is required to perform low-level/low-margin tasks. By creating a competency-based approach to define the skills needed for each work process, organizations can better understand the work and rebalance the workload leveraging apprentices. As a result, senior talent can focus on more strategic/high-value tasks, leading to increased productivity, innovation, and employee engagement.
Several entry-level skilled engineering positions often go unfulfilled by university recruiting efforts as graduates with advanced degrees seek higher skilled roles. Opening the talent pipeline to apprentices helps create a robust pipeline of talent willing to seek out new experiences to grow their skills.
To learn more about future of work trends, including apprenticeships, join us at CES 2021.
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