We have previously discussed what off-the-job training is and why it is important for an employee and the business to increase their competence.
Today, we will cover what on-the-job training is, including what is expected from employers as well as the apprentice, and how Fareport supports your apprentice through their competencies.
One of the two core components of an Apprenticeship, on-the-job can be defined as the hands on, practical learning an apprentice will cover during their working hours with their line manager. This will include doing practical tasks in line with their job role and the Apprenticeship programme which is outlined during their enrolment process. On-the-job training counts for 80% of the full training requirement.
The employer must ensure that their work and learning will coincide with the apprentice’s knowledge, skills and behaviours (KSBs) so that they can prove that they are competent to complete their job role before entering gateway and ultimately, their end-point assessment.
On-the job training is used as a way for an employee to gain the qualification while continuously practicing and implementing in their employment.
For businesses, it can be a challenge to hire an employee with the skillsets, attitude and company knowledge. Whereas with an apprentice, you can build on their skills and gear them into the right employee for the job in your business.
By doing this, you help to:
This is why on-the-job training is beneficial for both the apprentice and the employer. You can watch your employee grow in seniority and build confidence in critical decision-making processes.
Skills are measured against industry standards, and apprentices advance once they demonstrate each skill to their requirements. Depending on the Apprenticeship level they are completing, employees will start with simpler tasks, then move on to more complex work as they gain confidence and competence.
It is imperative that you and your employee receive the most value out of the training, so all Apprenticeship delivery is done in a way that you can dictate the outcome of each KSB. Otherwise, your business could struggle to ensure that the apprentice covers all competencies, which will limit their qualification level before entering their End Point Assessment (EPA).
An example of this being done is a multi-channel marketing apprentice will conduct a competitor analysis to determine any missing opportunities their business could take advantage of. This will demonstrate to the employees Apprenticeship trainer that they can identify their key competitors, what they do and how they market their offerings in conjunction with their brand.
Of course, your employee’s KSBs will depend on the course and level completed. Also, Fareport provide courses tailored to the employee as well as the business, so you could enrol two employees on similar Apprenticeships, but they will cover criteria dependent to themselves.
At Fareport, we understand that the businesses’ priority for Apprenticeships is for the training to mirror the company’s role. So, we do just that. By understanding your business requirements and apprentice’s job role, we make sure to deliver an Apprenticeship that matches your skill needs.
Covering five categories of Apprenticeships, Fareport have worked with hundreds of businesses across the country. With our many employee and employer testimonials, you can trust that we will be with you and your apprentice throughout the learning journey.
Contact Fareport today and we will discuss your requirements, helping us design the most appropriate plan tailored to your business goals.
Email today at info@fareport.co.uk
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