Business Junction is partnering with Tower Hamlets College to give all London businesses a chance to give the next generation of employees a chance to gain valuable experience in a working environment.
Any company in London, regardless of size or sector, can offer an apprenticeship to keen 16-19 year olds who have registered with the Apprenticeship scheme. Recruits are matched by Tower Hamlets College with suitable companies and all training and administration is managed by the college.
If your company would like to know more, please read the information below (or download the pdfs) and then contact Tania Tiippana via email [Tania.Tiippana@tower.ac.uk] or by calling 020 70012761. Please quote 'Business Junction' on all emails or calls.
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What are Apprenticeships?
They are work-based training programmes designed around the needs of employers, which lead to national recognised qualifications.
Who are they for?
You can use Apprenticeships to train both new and existing employees (age group 16-18). The qualification has been funded by the government.
How are Apprenticeships developed?
Business representatives from the relevant industry sector work with the Sector Skills Councils to develop the course content. Because they genuinely understand your business, the training will be relevant for your industry.
How does it work in Practice?
Vacancy set up
1.Specific candidate and job information (will enable THC to start assessing suitable candidates)
2.Employer interviews the candidates
3. Employer employs the apprentice. Minimum pay is 95 pounds per week
Duration of programme
1.Apprentice would attend the College once a week to study their qualification (Business Administration, IT or Customer Service)
2.NVQ on-site visit (Usually once a month)
3. It take approximately 12-18 months to complete the qualification
4. If the employer wants to continue the employment after the programme they are free to do so or if the arrangement is not working out the employer can let the apprentice go at any time.
The learner journey of a typical Apprenticeship learner.
There is no standard Apprenticeship learner journey, due to the differing requirements of each learner, and the different requirements of each employer. However, there are broadly two main types of learner journeys for a typical Apprenticeship learner:
A. The apprenticeship recruit
1. This journey commences when the employer determines they have a vacancy that would be most appropriately filled by an apprentice. They determine through their normal HR practices the pay scale and the Job Description (JD) for this position. If the employer is not sure which apprenticeship framework would most closely fit the vacancy, Tower Hamlets College will offer advice, and map the JD to a particular framework.
2. The College and employer will agree a schedule for the training element, usually based upon a set release time each week (this release time does not necessarily mean the learner leaving the employer’s premises, all teaching can take place at the employer’s venue should this be preferable).
3. The College will work with the employer to advertise the vacancy and source as many suitable candidates as possible. Where required, the College will screen and test the candidates in advance of any final interview with the employer.
B. The employed apprenticeship learner
1. This journey begins when the employer identifies an employee / employees who may benefit from undertaking work-related training. The College will undertake a skills audit, in collaboration with the employer, to determine what frameworks would best fit the job role of the learner or learners.
2. The employer and College determine a schedule of learning that will meet the needs of the employee/s. For example, for a lone employee undertaking a framework, a fixed half-day release schedule to the College may be the most appropriate option, where this learner can work towards their particular framework with apprentices from other organisations.
If there are a group of employees undertaking provision at the same time, the College will arrange a schedule that maximises opportunities for these employees to learn together whilst recognising the operational priorities of the employer. For example, if 8 employees are undertaking two frameworks, the College will endeavour to teach the Functional Skills elements to those employees that require it in at one scheduled time.
