According to People & Culture Consultant Sean Wheeler, as well reductions in recruitment and payroll costs, apprenticeships offer fantastic, structured progression routes that serve as a valuable route to develop talent through the business.
“Apprenticeships provide a structured development programme that includes not just technical skills but also self-leadership skills such as time management, personal persona and image, making a positive impression and how to lead others. Having a development plan for each apprentice that includes post apprenticeship job roles and skills, making apprentices a top choice for internal progression and showcasing their talent through competitions such as an ultimate cook off / serve off can greatly encourage the retention of apprentices, keeping future talent in the business.”
Through the Hospitality Skills & Quality Board, employers have worked hard over recent years to develop the sector’s apprenticeship standards and ensure they are fit for purpose. This employer-led approach has given the sector confidence in the content and delivery of apprenticeships and provided a valuable talent pipeline. Moving forward, it will also prove vital in ensuring that hospitality employers can define effective post-pandemic progression routes and align workplace skills and vocational education activities.
As part of these efforts to address the future talent pipeline and improve the quality of technical education, People 1st International has been leading an industry response back to the Department for Education on the current consultations into level 2 & 3 qualifications. This represents a critical opportunity to build on the success of industry apprenticeships and correct the post-16 pathways into the hospitality industry. This is needed now more than ever to support the industry as it rebuilds.
