Introduction

CIPD enable people to train on the job and obtain certificates concurrently, apprenticeships are a fantastic method for firms to develop their talent and a great way for young people to try to enter the labour market when they start in their careers. Despite this, parents, individuals, and companies continue to have several misconceptions about apprenticeships. In addition, it has been claimed that it is very crucial to find the “right” person for their positions.

Higher Education and Degree Apprenticeships: Their Significance

Higher and degree apprenticeships provide a dual pathway integrating theoretical knowledge with on-the-job training. However, they are essential in bridging the gap between academic learning and practical industrial experience. We at LSBU Group value these initiatives. This is why we provide a wide choice of apprenticeships from Level 2 to Level 7. Therefore, this guarantees that our apprentices won’t have to compromise between employment and education as they advance through different phases of their professional growth.

Higher Education and Degree Programmes have Several Important Advantages

Enhanced Employability

Higher and degree apprenticeships increase individuals’ employability by fusing real-world experience with advanced academic credentials. Along with education, they acquire the expertise and experience needed to succeed in their chosen industries.

Reducing Skills Shortages

These apprenticeships are especially good at reducing skill shortages that are industry-specific. The addition of skilled workers who are ready to meet the unique demands of the construction, engineering, and healthcare sectors is extremely beneficial to these fields.

Promoting Social Mobility

Higher and degree apprenticeships help people belong to a variety of backgrounds. With an accessible path to professional professions and higher education. However, it has been seen that this is especially crucial for young people from underprivileged backgrounds. Who might otherwise encounter obstacles when attempting to pursue standard university courses.

Benefits to the Economy

Companies may develop a highly qualified workforce at a reasonable cost by offering these apprenticeships. Employers can customise their training to meet unique business needs, and apprentices contribute to the workplace while they learn.

Enhanced Cooperation Among FE and HE Providers

Creating seamless educational pathways requires cooperation between providers of further education (FE) and higher education (HE). We at LSBU have formed a Group that encompasses South Bank Colleges, an institution for higher education. Together, we have created professional routes that begin with pre-apprenticeship programmes and go all the way up to Level 7 in fields like engineering, construction, and health. Individuals in our local communities can advance through apprenticeships within the LSBU Group thanks to this integrated strategy. Through this partnership, learners will have access to ongoing assistance and possibilities for advancement, which will result in a workforce that is more competent and skilled.

The Argument in Favour of Openness and Modification

To resolve the disparities between the amount of money received for apprenticeships and the actual amount spent on them, transparency is essential. An accurate, thorough accounting of these monies is necessary.
Using the difference to create apprenticeship programmes. That is restricted and only available to young people would be a smart idea.  This would guarantee that the money goes directly to the group of people who most need these opportunities.

Additionally, changing the apprenticeship tax to flexible training and skills. However, the levy runs the danger of decreasing the number of apprenticeship starts and undoing the gains.
which has been done recently to improve the standard of apprenticeship programmes offered. The apprenticeship programme must remain employer-driven and adaptable to the market’s shifting demands.  Therefore, taking into account social and local considerations.

It must function as a flexible framework that can be altered to meet changing market demands related to skill levels and is inclusive of individuals of all ages and skill levels.

An Appeal for a Balanced Strategy

Although the concept of an apprenticeship guarantee is praiseworthy, it needs to be carefully implemented in practice. The main goal of government programmes should be to encourage firms to offer real apprenticeships. However, this is especially to young people making the move from school to the economy. Policies also need to help SMEs, as they are essential in providing apprenticeships to young people and others with lesser levels of education.

The CIPD report highlights the critical issue of young people’s lack of access to apprenticeship pathways, which requires immediate attention. At LSBU, we are resolute in our commitment to provide everyone access to worthwhile apprenticeship opportunities. I urge decision-makers, employers, and academic institutions to collaborate to keep improving the system. So that it genuinely satisfies the requirements of our heterogeneous populace and fosters the expansion and vibrancy of the British economy.

The CIPD is putting pressure on the UK government to increase employer investment in training and skills development. However, restructure the Apprenticeship Levy into a Flexible Skills Levy, and enhance business support services for SMEs, with a focus on HR (Human Resources) and people management in light of the findings. CIPD assignment helpers can facilitate understanding of the CIPD report.

In addition, the paper examines employer approaches to training and offers a summary of significant trends in UK public policy.

Important conclusions Consist of

Economic inactivity is one of the major concerns for all four of the countries. But you can see it is particularly problematic for Northern Ireland, where over 25% of the working-age population is unemployed.

• When Scotland and Northern Ireland are contrasted with England and Wales. There are the number of apprentices per 1,000 employees is almost twice as high.
• Following its introduction is made in the year 2017. Which states that there has been a sharp decline in the number of apprenticeship starts in English SMEs.
• Therefore, during 2020–21. However, there were 123,800 apprenticeship starts in SMEs, a 49% decrease from 241,000 in 2016–17.
• However, there is a decrease of 31% is seen in apprenticeship beginnings in England after the Levy was implemented in 2017. Along with a 14% decline in apprenticeship starts in large businesses with 250 employees or more.

In summary

If implemented with consideration, an apprenticeship guarantee has the potential to revitalise youth prospects and promote social mobility. But to do this, a balanced strategy that guarantees funding flexibility and transparency. Also, a strong focus on diversity and alignment with employer demands is needed. Together, we can build a strong apprenticeship programme that advances social and economic progress and helps all parties involved.