Governance |
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Recruitment & Job transition |
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Quality of Training |
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Quality of Learning |
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Labour Conditions |
Governance
Sector: Agriculture, seed and plant production
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SUPERIOR has developed an apprenticeship program to help young graduates gain knowledge in the field of agriculture, economics, and biology. The program started five years ago, and every year we select 3 to 5 participants who will be trained to become excellent managers in their field of work. In the first years, we gathered applications only from those students who are studying agriculture, but we realised that their lack of knowledge related to sales, product placement, and seed development. For that reason, we decided to broaden the criteria to include students of economics and biology. In that way we managed to further develop our apprenticeship program which now consists of three stages.
Approach & Impact:
Stage I – Students are split into groups according to their academic background (agriculture, economics or biology) and are assigned with basic tasks related to planting, picking, harvesting etc. This stage is very physically exhausting and requires stamina and mental stability, more than some special knowledge. The idea, in general, is making the opportunity to get hands dirty, which is an in most cases the indicator of students' devotion to this particular field of work. Unfortunately, many of them quit during this stage.
Stage II – Students are working closely with mentors in four different parts of the production. This stage aims to prepare them for a managerial position.
Stage III – In the final stage students become managers for a day. They have a task to coordinate a group of five workers, and to make sure they all have assignments for the entire 8-hour shift.
After the entire process finishes, we offer an opportunity of becoming an employee in SUPERIOR for one student who showed the best results during the apprenticeship.
Sector: Renewable Energy
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At Bajada New Energy, the apprentice’s learning takes place in a welcoming context and provides a real understanding of the working world, combining practical skills with theoretical knowledge. Apprenticeships can therefore offer a career route in the organisation and an invaluable opportunity to develop the expertise you need now and in the future.
Apprenticeships are an asset to any organisation and bring significant benefits to the business and existing workforce, they are a unique way to expand the working teams as they combine on-the-job training in the organisation with off-the-job learning. They provide employers with an effective way of growing their skills base.
Sector: Finance
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We have apprenticeships that last around two months and apprentices have the opportunity to fulfil technical and easy tasks. For example, if we need data about the places we are planning to invest, the apprentice collects data, they also help collecting contacts.
There is always one person in charge to help and guide the apprentice, a mentor that will at the endo of the apprenticeship, evaluate the apprentice on the tasks that have been accomplished. This is especially relevant, as it helps both the company and the apprentice to understand the areas of improvement.
Sector: Heating/Alternative Energy
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BT Commercial has decided in the past to engage in apprenticeships due to the fact that the company believes in its resources and is always investing in them. BT Commercial also believes that it has an obligation towards society to pass on some of its knowledge to individuals so that the industry will not loose on what was learnt from the past and the fact that the company is sponsoring certain students is one example.
Knowledge management is fundamental nowadays because much of it is lost due to the fact that people change jobs frequently and we find that people are constantly on the move rather than finding a job for life as it was some years ago. Investing and building a strong relationship with these aprentices will ensure that these people will be loyal to the company and it is very likely that these individuals are offered employment just after their apprenticeship ends.
BT Commercial believes that the way some people learn is by doing and having a practical approach will make students learn the trade in a better way and they will find it easy to integrate within the workplace.
We strongly believe that apprenticeships work for SMEs as the students are trained on the job with other professional people who are ready to explain in detail and help in facilitating what they have learnt in class associating it to the place of work.
Having been a sponsor for the past 7 years, BT Commercial Ltd has managed to achieve a number of its employees that started their career as apprentices. The great advantage of such employment is that during the scheme the person in question will be exposed to the companies’ system, trades, traditions and solutions. The company is actively trying to source adequate and promising apprentices since our organisation is on a growth path, hence we need to strengthen our resources. In conclusion, the organisation has adopted its growth policy to further employment through the Malta College of Arts, Sciences & Technology apprentice scheme and remains committed to assist and take over new apprentices in the coming future.
Sector: ICT
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We have a need for special kind of workers and those are usually hard to find in the job market, however thanks to apprenticeships we are able to find great employees as we have a chance to train them ourselves. For example, we need employees to know special programming languages that are otherwise not very common in Estonia, usually apprentices are young and willing to learn so we train them gladly and also get a possible long-time employees in return.
Sector: International Consulting
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The recruitment of an apprentice should be treated the same as the recruitment of any employee into a company. A well-defined job description is essential to setting expectations as well as recruiting an apprentice whose academic track matches – as closely as possible – the job for which they are being recruited. Although an SME’s participation in an apprenticeship program is good CSR, it is not charity and companies should not feel pressure to accept apprentices whose interests and study do not match the priorities of the business engaging them.
Taking time at the beginning to design a continuous training and mentoring schedule benefits both the apprentice and the company. Engaging as many of the company’s employees as possible in training and orientation of new apprentices is essential. This practice does not only provide the apprentice with a comprehensive overview but also improve the company staff’s training and mentoring skills. Involving the apprentice in designing and updating his training and mentoring program is also essential to maximising opportunities for both the apprentice and the company. The apprentice’s supervisor should regularly review, with the apprentice, what is working and what may need to be changed in the course of the apprentice’s work.
The biggest benefit and impact of apprenticeship programs to SMEs is gaining a relatively inexpensive employee, even if it is part-time and temporary. SME’s don’t often have the luxury to be flexible or experimental in task-assignment or business development. An apprentice can provide companies the opportunity to engage in low-risk innovation with relatively little disruption to the rest of organisation and staff. Students, who are being taught up-to-date technical concepts in their field of study can also bring innovation and new thinking to companies that may not have the resources to invest in the professional development of permanent staff.
Sector: Metal Manufacturing
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At Modulex, social responsibility goes hand in hand with business opportunities. The company engages actively in apprenticeships to meet the requirements of a safe environment. The flexibility that the apprentices provide is of high value to Modulex while the apprentices receive an opportunity to finish their education. It is of high importance to Modulex that they collaborate actively with the Business College and that the apprentice has a fully planned description of his or her apprenticeship approved by both the school and the company. This includes a long list of elements that need to be addressed during the apprenticeship. This is to ensure that the apprentice is gaining the competencies that he or she needs to finish his or her education.
Apprentices have a great impact at Modulex and they are a valuable resource in the company. The flexibility of the apprentices is highly valued by the company and the apprentices are quickly involved in day-to-day operations under the same conditions as everyone else in the company. This creates value for both the apprentice who is included in “real life” challenges and tasks, and for the company that can make use of the apprentices by and large at the same level as any other employee. This also ensures a gradual transition for the company towards replacing the workforce continuously making sure that knowledge and skills are passed on to a younger generation.
Sector: Personnel Recruitment
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Enjoy Recruitment Latvia is aware of the importance apprenticeships have and the added value apprentices can bring to the company. However, they face a challenge when it comes to recruit the required apprentice’s profiles this is why they use multiple approaches in order to be sure that they are able to find apprentices and that the selection criteria are fair and ensure the quality of the future apprenticeship programme. From advertising the apprentice’s positions in the main recruitment portals, to use social networks and from concluding partnerships with educational institutions that will guarantee a pool of apprentices but especially, that will ensure the full alignment between the academic programme and the practical programme of the apprenticeship.
Sector: Sale of agricultural, forestry and public utility equipment
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Silja cooperates and has partnerships with a broad range of organisations from the Latvian Rural Advisory and Training Centre, Latvia University of Life Sciences and Technologies, agricultural education schools, as well as with the Ministries of Agriculture of Finland and Latvia. The benefits from is active and long-term co-operation are several: be able to identify the best apprentices that in the future could integrate their workforce, ensure the smooth running of the apprenticeship programme and be able to identify the market tendencies for the next few years.
Sector: Manufacturing
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GardinLis has great focus on engaging with the educational sector in educating today’s youth. GardinLis accentuates the need for skilled labour in designing projects that corporates with different educational institutions including Universities, Business Colleges among others.
A close dialogue with the educational resources is paramount for the company as this helps ensure the quality of the apprenticeships as well as the best experience for the apprentice, in this way the company seeks to both benefit the apprentice in his or her education and development of skills, and at the same time, has access to young new and innovative employees with great qualifications that contribute actively to the company.
The impact of apprenticeships is vital to the company in bringing new ideas to the table, in adding valuable resources to the company, that they could not as easily access. Especially in projects with external funding the cost-efficiency and the innovative approach of apprenticeships makes it worth the while and the impact of having apprenticeships is significant.
Also, the apprentices will achieve hands on experience of what it is like to work in a company adjusted to the educational context in which the apprenticeship is a part of. One of the latest apprentices was as an example involved in a process of funding new more sustainable product solutions for the company emphasizing their CSR and sustainability profile while cutting cost. This adds value to the company.
Sector: Furniture Manufacturing
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Dižozolsplus has different agreements will educational schools (Technical school of Ogre, Riga State Technical school) which are able to provide them with the necessary apprentices according to the interests of those.
An apprentice at the company can fulfil apprenticeship tasks given by the technical school, and also improve his/her skills, performing other kind of tasks. Each apprentice has his/her own mentor.
At present the company employs 140 employees, and the apprentices work in first shifts.
The company invests its time and resources in order to show the apprentice what his/her actual contribution will be in the chosen profession while they are supported and have an established evaluation system. Dižozolsplus treats the involvement of apprentices as an activity of planting a sapling
Sector: Educational Services
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Uniser supports companies in developing transnational mobility activities for their apprentices. In 2019 Uniser will support ENEL (energy distribution provider in Italy) in organising a 3 months on-the-job training aboard in France and Spain for 7 apprentices. The mobility activity is composed by different phases:
- a planning phase in which the companies aboard are carefully selected on the profile of the participants;
- a preparatory phase in which the participants are selected and all the practical aspects related to accommodation, transport and food are defined
- an implementation phase in which the participants live their experience abroad and are monitored by Uniser’s tutors.
- A follow-up phase in which the results of the project are disseminated through a dedicated seminar.
Uniser Società Cooperativa Onlus underlines the benefits about engaging in apprenticeships mobility:
- Be able to tackle the next challenges in terms of skills: the mobility experience ensures the acquisition of key competencies and transversal skills, such as speaking a second language, intercultural competences, problem solving, learning to learn, which are all resources that are highly requested by the job market.
- Improving the image of the company: working on apprenticeship mobility can distinguish the company as a leader in the training of human resources and an example for other European companies.
- Networking: offering transnational apprentices in collaboration with other partner companies strengthens relations with suppliers and customers both in Italy and in other European countries.
Sector: Optics
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Optika Andel has been rolling out an apprenticeships programme for eleven years. An essential element of the success of their apprenticeship programme is the close collaboration with educational institutions. The benefits from developing partnerships with schools are the insurance that a quality process has been established in order to select the candidates and to formalize jointly the apprenticeship programme content.
Mentoring and tutors is also key to ensure the support of the apprentice on a daily basis, the quality of the work and the satisfaction of the apprentice.
Sector: Hotel, gastronomy, accommodation
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Hotel Duo has an apprenticeship programme which employs around 30-40 apprentices per year in different departments (Kitchen, reception, HR department, sales, accountancy, marketing etc). In order to have a successful apprenticeship programme, they have developed agreements with different school institutions including foreign schools in the framework of the Erasmus + programme.
Mentors play a key role in the success of the apprenticeships therefore there is a HR process to select these mentors and there is an evaluation system in place as well.
Recruitment & Job transitions
Recruitment & Job transition
Sector: Landscaper
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Most of HORIZON JARDIN’s apprentices have been recruited by the company following their training. The company does its best to keep the apprentices once their basic training is done. In the case the apprentice cannot be hired, he or she is supported by the company to find a new job or a training (e.g. by putting him/her in touch with other companies in need of recruitment, by writing him/her a recommendation letter). The company makes everything to unlock the apprentice’s situation and helps him/her to proceed if they are worth it.
This approach, that prioritises the recruitment of former apprentices, allows HORIZON JARDIN to invest in human capital and obtain a return on investment. Indeed, the company estimates that at the beginning of the training, the productivity of an apprentice equals 30% of a classic employee’s one. This rate is increasing all along the training to reach by the end of the contract 80% to 100%.
Sector: Public Utility
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At Vejen Forsyning it is important to support and be part of young people’s possibility of education. This includes engineering students, of which Vejen Forsyning has hosted several apprentices as part of the education. Furthermore, Vejen Forsyning strives to help their employees develop and improve their competences. For example, it is possible to complete a full education within process operation and thereby obtaining the possibility of improving their qualifications. Vejen Forsyning has put a lot of energy into ensuring training for both their current and new employees and thereby seeking to provide them with the possibility of learning throughout their life and to secure motivation within the work field. This provides new as well as future employees with more responsibility in a way where they will keep learning, but also become proud of the work they have done. An example of this effort is seen within the company’s work with CSR. This includes Great Place to Work, where the main focus is to provide employees as well as aprentices with opportunities within the company.
After finishing their apprenticeship at Vejen Forsyning, a lot of aprentices have been permanently employed. Hereby, Vejen Forsyning works to retain the value, which the young people have brought to the company. In addition, the company can make sure to create maximal value from the work and training invested in the young people, creating a win-win situation for both sides: the young people who wishes to educate themselves within the technological field and the company who would otherwise risk lacking qualified and skilled workers.
Sector: IT
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Testdevlab is a Latvian company which international exposure working in the IT sector. It offers apprenticeships every three months. Transparency of information in recruitment and enabling a job transition are essential aspects of its apprenticeship programme: this is why they advertise their positions setting clearly the length of the contract, salary and tasks while they remain flexible to adapt the tasks to the apprentice’s preferred areas of work. The apprenticeship programme expects apprentices to grow professionally and support them in the transitional phase of acquiring a job, this is why the experience is very practical and there are always a percentage of apprentices that are hired by the company.
Sector: Textile Industry / Clothing
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Monnalisa has signed six apprenticeship contracts in the last five years, one in 2013, one in 2014, two in 2015 and one in 2017,one person in the offices of logistics, two people in the style department, on person at the administration and one person at the marketing services. For four of the five apprentices the contract was activated after an internship experience and for the two remaining ones it was their first work experience.
Four of the six apprentices are currently employees.
Sector: Construction
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It is essential to Ove Larsen A/S to take responsibility for educating the workforce for the future. They have realized the importance of thinking long term and strategic and to participate in the education of young people, who wants to make and effort. The company accentuates the need to find the right apprentice and has an extensive recruitment process with interviews of applicants to assure that the right apprentice is chosen. Throughout the education Ove Larsen A/S corporates with the VET schools in order to make sure then proper training is offered. Among other things this involves filling out a log-book to document the necessary progress and that the apprentice is able to meet the demands required for completing the education.
This means that the effect of the apprenticeships is high and that Ove Larsen achieves great results when It comes to employer retainment. In total about half of the apprentices ends up working for Ove Larsen A/S at some point after completing their education or after a few years of working somewhere else. As a result of this a lot of the knowledge that is acquired is put to use in the company and Ove Larsen A/S thereby benefits from this and gains a steady source of qualified employees that know the company. At the same time this means that the company take responsibility for young people’s education which benefits society at large.
Sector: Services
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Ingegni promoted through "job Academy" a system to connect the school to the company and train the students to include them in companies with apprenticeship contracts. Students are trained inside the incubator on specific projects with a high rate of innovation, required by companies. The training is provided since the beginning of their apprenticeship contract are not previous internships are required before.
Sector: Veterinary
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Apprentices at Abros Veterinary hospital achieve two objectives in our company: the first is that they see how the acquired theoretical knowledge can apply them in the real world and see how the work develops normally and the second is that it allows them to face the world of work, supported by a professional who helps them at all times.
It is a great job exchange, because it allows both the company and the trainees to get to know each other and establish contact so that in the future it can trigger a contractual relationship.
On the one hand, all the students that pass through our centre are satisfied with what they have achieved during their apprenticeships and on the other hand, more than 80% of the hiring we do, come from people who have worked with us. Integration is therefore better and faster and the chances that we are wrong to make the recruitment are very scarce.
It is therefore a magnificent opportunity to establish contractual relationships for both parties and for newly trained workers to enter the labour market in optimal conditions.
Sector: Professional services
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Salutic has been collaborating with the Dual Training initiative for two years and we are pleased to have incorporated one of the apprentices who has completed the training cycle this year.
Combining both work and learning, the apprentices acquire experience according to the needs of the company. This combination is beneficial for both the apprentice and the company, while also significantly increasing the chances of the apprentice being incorporated into the company once the training cycle has ended. To summarise, the training of an apprentice is a good practice that makes it easier for the company to install work habits in order to transform the apprentice into a qualified and motivate employee.
Sector: Professional services
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Matas Ramis is a company with 30 employees, dedicated to air conditioning and electrical installation, which through the Bertelsmann Foundation decided to incorporate a young apprentice. The company first became aware dual FP through the foundation and, subsequently, they decided to sign up.
In total, the young apprentice does 40 hours a week: 26 of them in the company and receives a remuneration of 450 € gross per month.
Given that this is their first year and that the company is a small business, they value the initiative in a very positive way; firstly, due to the incorporation of such a young apprentice, secondly, this will allow the company access to the latest generation of program, which were not previously used.
The FP Dual Alliance (Dual VET ) project was the motivating factor which led to the company signing up to the programme. Had it not been for this initiative, the company would not have taken the necessary steps due to the bureaucracy and paperwork that are usually required. The program, therefore, functions as an intermediary in regard to legal aspects and with the educational centre.
Sector: Consultancy & software development
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In Pasiona, we believe that the connection between the company and the Professional Training programme is basic and essential to ensure the best training. We recognized the need to have highly specialized technicians as well as very specific skills and abilities, and we believe that the best way to achieve this is to train them within the company. Therefore, we think the perfect way to achieve this is the Dual Professional Training. The result has been so positive that we are continuing with the Project continually improving it for new recruits. We offer them the possibility to train with great professionals and to participate in big international projects.
The students who are signed up for the Dual Professional Training in Pasiona are given a personal tutor and, in fact, the evolution and improvement of the students is significant. They also work with the latest and innovative technology, which positions them in the labour market.
Another of our project values focuses on the involvement of third parties in the process. For example, some of our students have been working on a Dual Training project for Travelport, an important company.
The quality of the Pasiona dual training project is based on a participatory method, with great involvement on the part of the students of the program with an important international and transnational character.
100% of students belonging to the Dual Professional Training programme have been offered positions within the company. There are high levels of engagement, satisfaction and great results in our teams. We have been able to cooperate in the educational development of the students in a technological environment. We have always believed in this model as the best method for this specialization and for recruiting new employees. Not only has our past experience demonstrated this, but it can also be reaffirmed based on the high level of training, and the rate at which our recruits progress on a daily basis.
Sector: Work placement
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HUMANDO is an agency of temporary work placement, specialized in the professional inclusion of low skilled/ unskilled workers. It partners of the PEMS project (Permis Emploi Mobilité Sport). PEMS aims at supporting young people from disadvantaged city areas to find an apprenticeship contract. Young people are receiving a support in the definition of their professional pathway and objectives, get to pass their driven license, and spend one week in the army. At the end of the program, they have an period of immersion within a partner company that can decide to recruit them as an apprentice.
Humando took part to the project and welcomed to young people, that have been then recruited as apprentices.
Quality of Training
Sector: Gastronomy, service, hotels, accommodation
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The apprentices in Chateau Mcely have a great opportunity to learn all the skills from the basic ones up to the difficult attendance of guests during lunch and dinner. We are trying to educate the apprentices in the ethical sphere too. Our young people have an overview and knowledge of the basic ethical conduct. Therefore, the first days of practice are focused on the ethical conduct, approach to a client and care for a client. We want our apprentices to pass the entire group of activities, which our qualified employee should know and manage.
Approach & Impact:
If an apprentice proves to be competent, a long-term cooperation is offered to him/her. That is how we prepare our future qualified employees who know the environment and clients of Chateau Mcely well.
We select our apprentices from schools we have been cooperating with for a long time. The practices in our hotel are very difficult therefore the selection of apprentices is very important. We prefer mainly those who are interested in their study field and want to improve themselves.
We offer a basic benefits package, various trainings, and an opportunity to take part in the best apprentice competition. A mentor is available to our employees and apprentices, solving also labour relations. Working with apprentices is very demanding, but the results are often very pleasing and enriching through supporting young people as well as gaining new qualified manpower.
Sector: Real Estate
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At QuickLets and Zanzi we believe strongly in training and personal development of our people. We supply both classroom and field training to our property specialists. Through this training we often see our people grow both professionally and also personally. Seeing the positive effect training has on our team, we wanted to use our expertise to a wider audience. In 2018 we have engaged two apprentices, one in our QuickLets Head Office, as letting specialist, and another in our Zanzi Homes Head Office, in an administration role. We ensured that both individuals get the same level of training and coaching just like any full time team members. We also ensured that they follow our company policies and procedures as well as adapt to our culture.
The Letting Specialist apprentice went through the classroom and field training. Following this, he was assigned to our top performing branch to get the best exposure possible and teamed up with various other letting specialist to absorb different skills from different people.
The Administration apprentice was mainly focusing on secretarial tasks, however, following a review of her course subject, we felt it was in her best interest to involve her in different departments such as finance and operations.
We have seen a marked improvement in our apprentices’ skills and behaviours. They have also fit very nicely in our team and they are both considering joining the company full time at the end of their studies. This gives us the confidence that we have provided a good work experience for these young people. This was our main goal and we are pleased we have achieved it.
Sector: Production Industry
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We offer three months apprenticeships, usually in summer. Apprentices carry out a variety of tasks, so they have a full overview of the working methods of the company: from the designing unit for engineering and designer positions, to draft projects and use our specific software. Feedback is essential and at the end of the apprenticeship we provide them with a final evaluation.
Sector: Waste management
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Apprentices are offered the opportunity to select the department where they would like to do their apprenticeship, there are various sections in which the apprentice can get involved in and there are several competences that can be learnt due to the different activities and services offered within the same company. From sales and marketing of environmental products and equipment; to data inputting; documents preparation for hazardous waste transport and export; recognition of wastes; hands on programme of waste selection and processing; administration work and first contact with client ; promotion and marketing of new products; garage/ mechanical work; stock keeping and logistics and operations etc. Therefore, the apprenticeship programme takes into consideration the apprentice’s needs and supports them to gain experience and develop their skills in their preferred field so to support them in the transition to a permanent job.
Sector: Recycling
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Young apprentices come with a fresh view and new ideas. They give an honest look on things and it has been valuable for us to listen. This is called upside down mentoring when young give advice to the experienced ones. Therefore, a mentoring plan is carefully design and followed during the apprenticeship.
Apprentices are future employees; it is easier for them to find work if their first experiences are positive. Apprenticeship that gives value both ways makes employer more attractive and positively known on the job market. Apprenticeship is a way for the employer to look into the mirror and ask am I good in what I do and what I offer or is there something that I can learn.
Sector: Financial Services
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In our line of business, it is important that one undergoes a certain level of training before embarking in the actual reality of the profession. Hands-on experience is a must, hence exposure to the real-life scenario will undoubtedly assist in understanding better the world of financial services.
Understanding the needs of the diverse clients served can only be achieved through actual contact. Each client has his particular style and exigencies which will never, and can never be, fully understood unless experienced hands-on in real life. This experience, together with the mentoring of seasoned professionals on the workplace, will provide an important platform which will assist the apprentice in his future employment engagements.
We take pride in measuring the progress made by our apprentices: we usually note a gradual increase in self-confidence and hence in a change in attitude on how to face the challenges encountered on the work place.
Sector: Hairdressing
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Our system in Malta regarding the apprenticeship is very good: apprentices are able to come to the hair salon twice weekly, full day. Through this, they will learn how to become responsible and being able to work under certain pressure that this line of work brings with it. Furthermore, in Christmas, Easter and summer holidays, apprentices need to work full-time 40 hours weekly. That has a very good impact since now the students will literally learn what a full-time hairdresser means. By being there in the working place, greeting people daily and working on different kind of clients and hair, the students will learn more being the results are very positive. Through the whole process of apprenticeship, they also learn how to be time efficient.
Ongoing communication, mentoring and feedback are key in order to ensure a successful apprenticeship experience.
Sector: Building -Electric
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Jansson El, which is and old company, rich in traditions, is very concerned with their responsibility especially to the local community. The company therefore prioritize highly to take their share of apprenticeships and in education the next generation of young people within the electric trade. Across the whole organization around 35-37 apprenticeships at a time and the number is quite stable.
This is because they know how much it means to be able to support the education when you are as old a company as Jansson El is.
At Jansson El they emphasize greatly the selection of the right candidates. Young people who a willing and capable to learn and develop. They focus on the human and the values that they bring.
At the same time, the quality of the apprenticeships must be ensured, and this is a high priority for Jansson El. The apprentices receive a permanent master who has all contact with them, and the establish a plan for the apprenticeship so to make sure the apprentice gets around and is trained in different aspects of the business and different tasks, so that the educations covers as many aspects as possible.
The impact of Jansson El is considerable just in Vejle we have 14-15 apprenticeships. Jansson El is visible in the local community and is highly regarded amongst the students at the nearby VET School. Jansson El themselves believes that it is important to take ones share of the responsibility since that they know that otherwise it will be difficult to get qualified workforce in the future.
Sector: Agriculture
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Vilciņi-1 was founded in Zaļenieki in 1992. Vilciņi1 farm specialises in the cultivation of cultures that are suitable for the climate of Zemgale region, as well as in the provision of equipment and transportation services and maintenance services.
Vilciņi1 farm is member of the cooperative society LATRAPS and Farmers Parliament. The farm cooperates with Latvia University of Agriculture, Zaļenieki Secondary School of Commerce and Crafts and the Latvian Young Farmers Club, organises seminars and conferences - educates studying youth, farmers and other interested parties, as well as hires students, who are ready to use the theoretical knowledge acquired during studies for practical work.
The role of supervisors is very relevant to ensure the quality and success of their apprenticeships programme therefore they have two supervisors, one appointed by the company and the second one by the school, that work closely together. The theoretical study of subjects as Agronomy and Basics of tractor units is followed by practical work in the farm.
Sector: Construction
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It is a clear focus area for Ove Jensen A/S to offer apprenticeships. It is beneficial not only for the young people who wants to get a practical education but also for the company. The prerequisite for offering a quality educational course is for Ove Jensen A/S among other things to make sure, that they have a sound and close relationship with the VET School, unions and the local community. Especially the collaboration with the VET provider ensures and the supporting conditions that this provides, e.g. books with detailed plan for the improvement of the apprentices and the content of the entire course, is what makes a successful and apprenticeship with meets the requirements. The book makes possible to track the apprentices development and helps them identify gaps and to make sure they learn what is required and what is needed, both in relation to the schools requirements and the skills needed in the company.
At the same time at Ove Jensen A/S, they experience great value in having apprenticeships. When the apprentices return from school that bring new knowledge and skills with them, to add to the company which then in return benefit from this and keeps their methods up to date. At the same time, it is important for the company to participate in the local community since this is where the jobs come from, and therefore local engagement and visibility is important to make sure you stay in business and at the same time, take your share of the responsibility.
Sector: Printing Industry
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Jelgavas tipografija considers that engaging in apprenticeships is challenging for companies as special measures in the organizational structure are needed as well as appointing responsible persons and developing individual learning plans. These measures are essential in order to ensure a successful apprenticeship experience and should be done by involving the apprentice and the technical school. These challenges strengthen the company in the longer run as apprenticeships creates learning opportunities platform for both sides, where with positive and mutually beneficial outcome the apprentice could become as employee, and even better a future employer.
Sector: Pharmaceuticals
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AbbVie is offering aapprenticeships for young people during the summer months or matching timing to their study curriculum in finance and accounting and Human Resources departments. Apprentices have the opportunity to be involved in a wide variety of tasks within the organisation, but they are also actively involved in the running of the organisation and seeing how the business works.
AbbVie development approach is based in 70:20:10 philosophy – learning happens via 70% on –the-job experiences (projects, stretchy tasks, rotations etc.), 20% via developing relationships (mentoring, networking, professional associations, coaches) and only 10% via formal education (training, courses, reading books, webinars etc.). The same approach is used for the apprentices, therefore there is a huge emphasis on the practical experience of the apprenticeships while the networking part is also incentivised.
Sector: Wood manufacturing
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Nouve line has been working with apprenticeships for the last 3 years and they decided to start using apprenticeships after being informed from another entrepreneur. The company followed the typical procedure, the national apprenticeship scheme, applied and worked with the local VET school of Piraeus. They started with low expectations but the cooperation with the EPAS (VET) school of Piraeus and the teachers was very good and the level of the apprentices was high.
They help apprentices by providing them the opportunity to work in real time circumstances, from production to sales. Each apprentice has a mentor in the company, which is a skilled and experienced furniture and wood worker or the manager himself. The mentor, who is also responsible to help him/her to learn how the products made and be ready for sale, closely monitors the apprentice every day. They provide extra income to the apprentice apart from what the law says which sum up very close to a minimum salary for unskilled worker.
Nouve line engagement in apprenticeships have an impact on the company and the apprentices. The apprentices gain experience in a real time working environment, knowledge about wood carpentry and gain skills related to their vocational training. The company provides knowledge in a skilled environment and give the opportunity to apprentices to be part in the company as employees in the future. If not they provide recommendation letters and they help them find their way in the job market.
The SME benefits in several ways: they have low cost apprentices related to their work and they have the opportunity to work, train and develop the future staff of their company.
Sector: Design and media
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We always try that the apprentices that work with us get integrated in our workforce as if they were full-time employees with a permanent contract. We try to empower them from the very first moment and give them the appropriate tools so they can experience how our day-to-day business and processes are handled. But of course, they have an experienced colleague as a reference in order to support and guide them.
We have had six apprentices in the last two years. Two of them have been hired at the end of the apprenticeship period. We were not able to include the other four as permanent staff but they have expressed their gratitude and have pointed out that the knowledge they have acquired during the apprenticeships was very valuable for their professional future.
Sector: Gastronomy
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Gastro Šubrt works in the gastronomy and restauration sector. Apprentices have been always a key pillar of the company, employing apprentices since the establishment of the company. With about 50 apprentices per year specialized primarily in the organisation of caterings, for most of the apprentices this is the first experience in a work environment therefore the apprenticeship programme focuses firstly on the basics competences needed at the work place followed by an in depth learning and practice experience in the specificities required by this type of job.
Sector: Production
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Dremus has been getting involved in apprenticeships for few years now. Young people gain experience and practical skills while a company has a possibility of acquiring and educating future employees. The offer is directed to students from technical universities as well as students from technical schools and people who are interested in changing their professional qualifications.
Apprenticeships are organised in cooperation with County Labour Offices. It cooperates also with Regional Enterprise Europe Network (coordinated by Foundation for Promotion of Entrepreneurship in Łódź regarding engaging in apprenticeships with European students.
In March of 2018, 3 apprentices were welcomed for a two week long apprenticeship programme in the company, which resulted in being an important experience for the students and all of the employees.Apprentices were offered practical skills and knowledge regarding wood and production revolving around it. Apprentices got to familiarize themselves with a modern machinery park composed from, among others, CNC machines, machine tools and modern saws. They mastered their skills while doing manual jobs like wood cosmetics, manual filling and grinding, as well as works demanding designing skills and constructing projects in modern machine tools centres.
Experience exchange, also international experience exchange, was very valuable for both, the company and apprentices.
Sector: Electro, Project
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We have a well-known reputation in our region which constitutes a great advantage as young people who are interested in electro industry are asking us directly about apprenticeships opportunities.
At the beginning of the apprenticeship, apprentices are introduced to work safety. Our employees are dedicated to our apprentices, they give constant feedback on the workplace. Active communication with apprentices remains essential. If they make a mistake, we want them to be aware of it and to be able to recognize and correct it. Apprentices are part of our family company and we want them to feel good. They are therefore also invited to team building activities.
Our apprentices who practiced in our company were mostly satisfied and significantly improved their knowledge and skills. Some of them managed to a get a permanent job with us. This is, the greatest benefit that our company gains from apprenticeship, they become not only our future workforce and assistance but also our friends . Some apprentices have moved further to other companies or large companies.
Sector: Industry, Packing serviceCountry: France |
DECOMATIC believes that the industrial sector has very much to offer in terms of carrier to young people. That is why they visit secondary schools to present their jobs opportunities and apprenticeships programmes.
Once the apprentice enters the company, he is fully integrated, by the help of its tutor. They form a duo until the apprentice is independent enough to work alone. Security issues are very important in the industrial sector, that is why managers are very committed to transfer rules to apprentices.
Every employee can become a tutor but must then follow a training given by the Chamber of Commerce and Industry.
Sector: BuildingCountry: France |
The company VSP SCOP Val de Marne is working closely with various actors regarding apprenticeship, in order to organize the content and the structure of the training according to the needs of the apprentice and the needs of the company recruiting him or her.
With this in mind, the apprentice is given a job description before starting his contract with the company. The description explains in detail his tasks, and also gives him a list of skills and qualities he is expected to gain during his experience.
Hence there is a real process of training with objectives to reach, both in terms of missions and skills.
The progresses made by the apprentice are assessed in the course of the experience through an annual assessment point with his tutor. By following the apprentice during his whole work experience, VSP SCOP Val de Marne enables the company to invest in human capital and to get a return on investment at the end.
The company estimates that the productivity of an apprentice is around 30% higher than a “regular” employee at the beginning of the contract. This productivity increases during the training, to reach an average of 80 to 100% at the end.
Quality of Learning
Sector: Consulting
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The use of apprenticeship contract in SCS is fully integrated with the HR strategy.
Apprentices are employed by the company in order to get a senior consultant role at the end of the three-year contract. The apprentices receive almost 40/60h of training per year and are fully involved in a project work, training on the job and company workshops on specific subjects.
Approach & Impact:
The development plan of competencies consists of two parts, one is a top-down training programfocused on apprentices, and the other part is related to the performance evaluation process.
Every person receives a formalised feedback on the specific project contribution given and in the areas of strength and development considering SCS competency model.
Based on the dialogue of the feedback and evaluation every person is given an access to a specific training or exposure to projects/contents relevant to develop the competency gaps.
At least 90% of the apprentices are confirmed with a long-term contract. The high level of conversion has generated a positive climate internally. The employees are motivated and confident that the company invests in competence development and that employees can benefit from training opportunities in order to develop their career and hold a superior position in a few years. The circular feedback process is an opportunity to improve training programs to better customise the offer towards the needs expressed.
The evaluation of training programs is very satisfying, at the moment on a scale from 1 to 5, the training satisfaction is 4.5. The positive experience of employees during the first years in the company creates a climate of trust on future development and training opportunities.
Sector: Transport
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In 2016 ABC-Czepczyński started sharing its support and experience with students from classes focusing on educating “shipping technicians” at Technical Vocational Complex at Międzychód. In 2017 a letter of intent between school and company was signed. Since then the company has become a patron of two classes. To support teachers and improve quality of learning, company’s experts hold workshops and give lectures. Moreover, students visit ABC-Czepczyński headquarters to participate in practical classes. The company sponsored equipment for the shipping class.
In 2018 company hosted 10 apprentices (including one person with disabilities) and 1 intern. Apprenticeship programme was based on project targets, which ensured that the students acquired knowledge essential for working in logistics and shipping throughout the whole course of their education. Every student was assigned a leader, who was their supervisor. Students learned about job specifics in various departments, i.e. administration, accounting, controlling, marketing and CSR. Students were responsible for calling local and foreign partners and clients, they practiced their language skills, worked on writing messages and worked in special TMS system among others.
ABC-CZepczyński’s involvement in school’s educational activities has enriched them with practical aspect of learning. Teachers obtained real support from experts. Students were able to test their theoretical knowledge in practice.
In 2015, before the company became school’s partner, there were 9 candidates for the class educating shipping technicians. After our joint activities and sharing information about possibilities of apprenticeships and potential employment, the number rose to 25 in 2016. According to this year’s predictions the class is going to continue being popular.
The company was highly evaluated by apprentices and school representatives for its professionalism and subjective approach towards apprentices, and for focusing on real, conscious and holistic method of practical training.
Sector: Wood Furnitures
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The company uses two forms of apprenticeship: First and second level.The first level apprenticeship has been used since last year in collaboration with Enaip for the training on the job of students who are attending a course for obtaining the qualification of Wood Operator or a vocational diploma for wood operator.
Professional apprenticeship has been used for many years to train newly graduated people using medium / high technology numerical control machines or plants.Currently there are 2 first level and 3 second level apprentices.
The first level apprenticeships enabled the student to gain professional qualifications and enabled the company to train and meet people who could then continue their professional career within the company.
The professional apprenticeships enabled the Porro’s company to train and then hire specialized personnel for conducting CNC industrial plants.
Sector: Tourism
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The success of the operation of our business relies on the company’s ability to keep up with times and understand what our guests need. Due to this reason, we ensured that our apprentices are involved throughout the entire value chain. In practice, this means that they are involved in product design and preliminary research and are trusted with carrying out the respective research. Apprentices are also assigned to meet stakeholders in our marketing channels to understand how we can communicate our services better. The CEO is directly responsible for apprentices and shares with them insights about key decision-making steps related to the work upon which they are working. They are also empowered to pitch their ideas to the entire management team and to implement them through company resources.
Through the continuous feedback apprentices receive throughout their experience with Colour my Travel, one can easily notice and appreciate the growth that takes place through the placement. Since we avoid assigning trivial chores to apprentices, they are immediately placed in problem solving situations that help them grow on different levels. At first, they feel uncomfortable with the responsibility but once they embrace the trust that we give them, they shine with their innovative ideas and approach. It is also a great advantage from the company’s perspective since it helps us stay young andin tune with what future clients and workforce requires. We believe that the apprenticeship scheme is key in our growing success.
Sector: Backoffice Services
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In our company the apprentice always gets to do things needed to be done by their school, we work closely with the school to align on the learning programme. Apprentices come with their school’s evaluation sheets and that becomes the basis of the practice. Before the apprentice starts, we also have conversations on what results they want to achieve and after to evaluate their results and impact on the company.
Sector: Construction
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Apprenticeships are a complex exercise which asks for dedication. Every year Solidbase Laboratory Ltd hosts two to three students from other European countries. This parenting activity is a challenging one and it does not come free of obstacles: every apprentice needs different strategies and has different working methods. The goal needs to be one: integration which is a very powerful tool as it focuses on the collective rather than the individual and helps boosting productivity.
Achievements of the apprentices vary from regular calibration of equipment to formulation of new procedures; they all follow a comprehensive learning and training programme that will equip them with the experience and the skills needed to work in the sector.
Sector: Finance
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Meaningful apprenticeships give value to a young person’s development. Real experience in a field is the best way to learn how to work and apprenticeships can be used as a marketing tool to further introduce the company’s profile. If the apprentices are satisfied with the experience they will talk about the company in a positive way.
We offer apprenticeships of one month or two. We always find a co-operation that benefits both sides: the apprentice gets instructions on what to do, where to get information and evaluation.
Sector: Communications
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We set a clear target that is providing our apprentice with the best possible opportunities to learn and grow within our field. The selection process, done via Skype interviews, revolved around this target. Finally, we selected our first intern, who was given the identified opportunities. We involved our intern in two particular projects and in all the phases of the project, from initial meetings, to planning and drafting of strategies and actual implementation.
The result was amazing: not only did we get a new, productive colleague at the office, but her enthusiasm was contagious. We also got a flow of fresh ideas, from a completely different perspective, which helped us greatly in offering our clients a more solid proposal.
Furthermore, we stayed in touch following her departure from Malta for the post analysis section of the projects in which she was involved.
Sector: Printing
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KLS Pureprint weighs sustainability heavily in all that they do. This includes the social aspect of CSR. As a small company, they take their responsibility by having both a printer and a graphical apprenticeship. To ensure the quality they only take one apprentice at a time, who is paired with a permanent journeyman, who will ensure, that there is continuity in the whole of the apprenticeship. This is also to ensure the development of the apprentice, not only regarding professional skills, but also social skills and personal development. Therefore, the journeyman is specially chosen and the basis of his or her personal values, which is passed on to the apprentice.
Often the apprentice is hired in KLS afterwards, and this saves the company time and trouble, because the apprentice knows the company and the values, that the operate with. In this way KLS is aware of the value for both them and for society in educating new apprentices. This is also because there is great focus on the interpendence of the apprentice, so that he or she is able to contribute to value already within the period of the apprenticeship and when finished does not need to start all over in getting to know the company.
Sector: Fashion Design
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Alexander Pavlov is aware of the importance of providing apprenticeship for the company's reputation as well as a quality indicator.
Quality of learning is an area of importance in Alexander Pavlov for this is very importance to work closely with school institutions in order to follow their learning programmes in order to provided with an added value to the apprentice. This added value are the practical skills that the apprentice will acquire regarding the different subjects he/she has already studied (design, item constructing, drawing, sketch making or sewing). In order to success, communication is needed for all parts: from company side, from the schools and between apprentices and apprentices’ tutors
Sector: Printing
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Apprenticeships is an integral part of the way that they do business at HL Repro. To them, it is as natural as anything, that they need to take their responsibility towards the education of young people. They work with clear demands for the apprenticeships and what they need to learn during their education. This is among other things established in close collaboration with the educational institutions that they collaborate with. This is to make sure they cover all the aspects that is required in their education. This is also for the sake of the company so that they have a tool for ensuring a good framework for the apprenticeships. This is of great use in the local departments, where they have direct contact with the apprenticeships.
At HL Repro they believe that it is good business to take a social responsibility. Through apprenticeships they add new value to the company by bringing new skills and knowledge to the company and thereby keeping the others and the company up-to-date, adding new perspective and the newest methods. At the same time, a lot of apprenticeships stay at the company after finishing the education and that adds value, when they know the knowledge will benefit the company in the long run. There is around 23 jubilarian who has been there for 25 years, so employee retainment is high at HL Repro and the skills that the pass on often benefits the company for many years forward.
Sector: Catering
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At BC Catering the quality of learning is very important. In order for the apprenticeships to learn what is needed, BC Catering believes firmly in the need for learning by doing, and always with someone with qualifications nearby in on-the-job training. This is crucial in assuring a good learning environment. Of course this also entails close collaboration with the nearby VET School IBC Kolding regarding the structure of the apprenticeships and the training, especially when it comes to job rotation internally, where one person is assigned to the apprentice so as to ensure both continuity and variation in the manner that best suits the training and ensures the highest possible outcome and quality of learning.
Sector: Car repair and assistance
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Affini service srl is a motor vehicle repair shop based in Mantona. In particular, the company deals with cars and trucks repairs.
Giving much importance to innovation and skills enhancement, the company gives particular attention to hiring young people that have just finished the school experience. Affini service srl gives strong attention to trainings for young employees, and considers apprenticeships an important tool to facilitate the school – work transition.
In particular, Affini Service activated two apprenticeships for professional qualification in 2016-2017
The main results are:
- the two apprentices got the professional qualification of motor vehicle repairers, receiving, among other things, excellent final evaluation judgments
- the two apprentices, gained the qualification, have been hired by the company
- the exchange of good practices related to training processes between the company and the VET provider has allowed a virtuous collaboration that produced - as a further effect - the strengthening of the relationship between the two parties
The company intends to invest again in the training of young people for the year 2017-2018 because it felt the experience was very satisfactory.
The company and one of the two apprentices have already witnessed support for the knowledge and dissemination of apprenticeship for qualification in several public events.
Sector: Food, patisserie
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Troufa home has been working with apprenticeships for the last 2 years, having trained at least 4 apprentices. They decided to start using apprenticeships as the manager and founder was an apprentice herself before, so she knew the scheme from the inside.
The company followed the typical procedure, the national apprenticeship scheme, applied and worked with the local VET school of Ag. Anargiroi. Their experience with them was very smooth and with high quality. They supplied high quality apprentices to the company.
They help apprentices by providing them the opportunity to work in a real time circumstances, from production to sales and they provided the opportunity to hire them if the cooperation is fruitful by both sides.
Troufa home’s engagement in apprenticeship had impact on the company and the apprentices themselves. The apprentices gain experience, knowledge, and they had the opportunity to train in a working environment and gain new skills in practice and as a new company had skilled apprentices in real time conditions.
Sector: Production
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Przedsiębiorstwo Innowacyjno-Wdrożeniowe WIFAMA - PREXER is a company with a long tradition, founded in 1926. It hires best experts who are responsible for providing products’ innovation and quality. Apprenticeships play an important role in educating specialists. That is why the company cooperates with technical schools by engaging in practical learning. It collaborates with Lodz university of Technology. It offers work experience during summer holidays and weekends to students who are over 18. Moreover, it cooperates with Regional Enterprise Europe Network (coordinated by Foundation for Promotion of Entrepreneurship in Łódź) on organizing international apprenticeships, internships and study visits. The company welcomes also international apprentices, who participate in all steps production cycle, which gives them knowledge on responsibilities of the research and implementation team, technological process and machine park. The company supports mobility, including international mobility, of young talents.
The added value for the company, its employers and apprentices, coming from international cooperation, is gaining an international experience on production technics and methods. Cooperation enables knowledge exchange, learning new skills which results in rising employers’ qualifications, communication skills among others. Apprentices can use their theoretical knowledge in practice and learn how to operate modern machinery. They get to know work environment which gives them an idea of the possibilities of development within their occupation.
Sector: Strategic consultancy
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In Kernel we have developed a new methodology to work, combining consulting, neuroscience and latest biometric technologies. We are an innovative company and therefore there are no profiles in the market with the experience and skills we need. So, we are engaged in a continuous process of training for new joiners.
We signed a collaboration agreement to make the project of "internationalization of the company" under the framework of the end-of-career study made by the students of the ESADE Business school Master's. The project consisted in the elaboration of the "Internationalization Business Plan" under the tutorial of the university on a methodological basis. The company has given them from guidelines about our own experience to a full support on solutions, company business model and strategy in order to define the Action Plan.
The study ends with the presentation of an Action plan to be carried out among a year, where the students will be enrolled in an apprenticeship format to execute the action plan.
The impact of the study is being positive for the entire company and the students have had the opportunity to put into practice the knowledge acquired in the master's degree and compare it with the reality of the company. Having the opportunity to put the plan in motion to achieve results, has allowed them to verify & learn that in company’ world, implementation is much more difficult and important than the definition of the strategy & objectives to achieve results. So they are getting experience and "learning by doing".
Sector: Hotel, restaurant
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The Grand Mark Prague hotel employed 5 apprentices in 2018 working in the kitchen and 4 others specialized in patisserie. The apprenticeship programme focuses in the basic learning of cooking: from safety and hygiene standards to elaborate sophisticated dishes. Regular and fluid communication. Feeback and evaluation are essential to ensure the quality of the work and the apprentice’s experience.
Benefits are mutual both for the hotel and for the apprentices: the company gets inspiration from the youth while they find new trained staff, at the same time the apprenticeships are able to develop their skills and get hands on experience.
Sector: Consultancy
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CTAIMA has been involved in a project related to the recruitment of young technicians of Labour Risk Prevention (LRP), by coordinating business activities in the Higher Degree of Labour Risk Prevention together with IES Pere Martell of Tarragona. In this case, the company itself produces the contents and delivers the training in the academic centre.
As a consequence of this project, there are now more qualified personnel, as well as, responding to a work need not covered until now. This project also promotes labour recruitment and helps to improve job security in Spain. This project expects to train 175 students of the Higher Technical Degree in LRP, of which 50 are expected to work at the offices of the consultancy to carry out their work experience there.
CTAIMA has more than 400 clients in the national territory, covering all types of activity, especially the industrial sector. From these clients they receive the demand for expert profiles and those specialized in LRP and specifically experts in the Coordination of Business Activities. This demand could cover by the students trained and qualified having carried out the work experience by CTAIMA.
Sector: Services
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Foto u Jarka has a proper educational base (traditional dark-room, photo equipment, studio), which is constantly being adapted to educational programme’s needs. Educational activities prevailing in company’s actions are mostly focused on passing the knowledge to apprentices and students. Until now, the company has been involved in teaching tens of apprentices and 12 students. Every year the studio participates actively in Entrepreneurship Day organized in high schools. On this day young talents visit the company to see how photographers work looks like.
Vocational training is conducted in accordance to the plan established by educational institutions. During apprenticeships questions connected to both, practical and theoretical issues, are risen. At the studio apprentices learn about history of photography, they work in a dark-room, they familiarize themselves with newest image processing techniques. They also visit photography exhibits. Apprenticeships and employees form together one mechanism. Employees commit to fulfil educational programmes requirements and work towards training photographs and graphics. Thanks to developed scenarios and schemes, young talents’ training stages make everyday tasks easier. Apprentices also have to solve practical problems which are then discussed and evaluated.
Apprentices under employees’ eye learn how to work at a studio, work with models and organize outdoor sessions while learning how to use specialist equipment (advance photography equipment, photolab, specialist graphic programmes and others).
Sector: Industrial
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Lainoztatu 4X4 is a project which expects to carry out an initiative about dual training, collaborative learning based on challenges, the interdisciplinarity and the direct participation of the company's technicians in the training process (CIFP Miguel Altuna).
The specific module is the design in Mechanical Manufacturing, Production Programming in Mechanical Manufacturing and Administration and Finance.
Thanks to the dual training project, Goizper has been able to recruit young people with specific training. This produce an important value to both, the company and the apprentices, in a way that the apprentices acquire an important formation at the same time as they continue their formation, which gives them a great professional formation. For the company, there has been also an important improvement, through the incorporation of the apprentices because this is an important key to create an internal motivation.
Sector: Chemical and Pharmaceutical Industry
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Juste Group, is a Spanish equity group with more than 95 years of experience in research, development, and distribution of proprietary medicines and active pharmaceutical ingredients.
Their activity and industrial production are aimed to improve the quality of life of patients working in collaboration with pharmaceutical companies and health professionals.
An important objective included in Juste Group’s Corporate Social Responsibility Programs is the integration in the workforce of newly graduates, completing their training and supporting them in their learning. Therefore, we have a paid scholarship program that expands knowledge and equips students with the necessary professional skills.
Depending on the duration of the scholarship (from 6 to 9 months), we designed a tailor made plan so that the students collaborate in several departments performing different tasks, under the supervision and guidance of a tutor. Their tutor in the company works as a mentor who keeps track of their learning, guides them in their professional steps and helps them develop the technical, professional and personal skills to accompany them in their growth.
Since their incorporation, on the first day, they participate in the welcome program, from HR they perform an initial session (as if they were experienced employees) so that they know the way of proceeding before such situations, main procedures, norms to follow, Corporate information, ... after which from the area of safety and health welcome them for their initial training in occupational safety. After this first stage, the tutor / mentor continues explaining what they will do in the following months, in which departments they will work and what tasks they will perform.
This altruistic goal of incorporating students to integrate them into the world of work has been very enriching, since we are a company without rotation where people remain throughout their working life and students have brought new illusions, other motivations and new ways of doing things, so the experience has been very satisfactory.
Sector: Building / water treatment
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CANATEC recruits apprentices from disadvantaged areas of the city. These young have been previously trained by Face Pays Catalan to improve their soft skills.
CANATEC ensures technical learnings through a very ambitious training program. Indeed, skills required in this company are very diverse and no adapted diplomas are offered by vet providers. Thus, CANATEC recruits mostly young preparing a plumbing diploma and set up a tailor program for them to gain other technical competences, like the one linked to the building sector. Apprentices can then choose their specialty within the company, based on their abilities and interests.
Apprentices recruited by CANATEC and supported by FACE Pays Catalan are deeply motivated et are fully committed in their training process. They behave positively and show a true desire to learn and prove their talents. On average, the company recruits 40 % of apprentices trained.
Labour Conditions
Sector: Energy solutions
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We have apprentices in many fields – engineers, people in the office drawing up plans, law department etc. Apprentices always have a specific thing to do, and we always pay them to be fair. We give a tour and an overview of the company before settling an apprentice to a line of job.
Most of our project managers have once started as apprentices. We started to co-operate with an industrial school to consult with schooling workers. We also let university students come and inspect our work, and we used to give lectures in Tallinn Technical University as well. It has been important to find a partner with whom to develop the field. As a result, we are known and appreciated employer.
Sector: Beauty
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We work closely with hair schools in order to select apprentices that will sign a contract where their duties and rights are stated. Appropriate working conditions and a learning environment are the basis of a successful apprenticeship program as well as combining the theoretical training provided at the school with the practice during the apprenticeship.
Sector: District Heating
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Through a close collaboration between the company and the local schools of marine engineering Fjernvarme Horsens ensures, that the young apprentices fulfil the requirements of their education. This includes among other things being parred with one overall supervisor and ensuring proper working conditions by offering the apprentices apprenticeships salary as determined in the Danish collective agreements.
Both the apprentices and the company benefit from this. The apprentices will get concrete experience and hands on work, and District Heating Horsens can minimize future challenges in getting qualified labour. At the same time, they ensure good relations in the local community, ensuring a good license to operate, and develops the community of Horsens as an attractive city to live and work in.
Sector: Innovative Technologies
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Capacity for work and innovation. This is what the company expects from its apprentices. They should be able to feel and see the company as one organism and try to find their place there. Apprentice recruitment requires additional resources - employees, and for some companies it can even be associated with financial risk; however, Greynut believes that the recruitment of apprentices will give the company a higher return in the long run. In our opinion, in order for an apprentice to find his/her place in the company, it is necessary to start the training process with simple works, possibly even mechanical ones. The company must take on the role of a mentor and look at an apprentice as a growing organism, which when guided in the right direction, will contribute to the company.
Undoubtedly, every apprentice has an impact on the company, and the company has an impact on our apprentices. The main goal for both parties involved is to understand that apprenticeship is a two-way movement. Everyone will get just as much as he/she has given. It is therefore important to talk over the rules of apprenticeship in detail so that both sides could avoid any potential misunderstandings or mistakes. We are aware that employment relations with apprentices may end sooner, and it is possible that apprentices will not continue working with the company after the end of apprenticeship. However, we believe that the company's contribution to the future of apprentices is the most important thing. Therefore, the place for the first apprenticeship should be selected with a high sense of responsibility.
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Pago de Carraovejas has signed a collaboration agreement with Escuela Alcazarén to develop Dual Training projects for Senior Technicians in Kitchen Management. The student selected for the project will receive a nine-month training course in which he/she will combine their studies with the day-to-day cooking of the Ambivium Restaurant.
During this period, the student will be able to strengthen the different competences necessary for working in the Kitchen Department, such as improving the efficiency of the production process other important aspects such as management. The student will receive supervision from the project tutor, both in the Ambivium Restaurant and in the educational centre, and he will receive a grant of € 800 per month, with the possibility of a fulltime employment opportunity at the end in the training period.
The company wants to promote excellence in the training of professionals who are preparing to become future Head Chefs. Dual training improves the development of professional skills inside the company, in a real job environment and promotes a stable position with good working conditions.
This project is perfectly aligned with the challenges of Europe in terms of Professional Training and the employability of young people. Since its recent incorporation in the Community of Castilla and Leon, Dual Training has been consolidated as an excellent collaboration tool between companies and educational centres to carry out training adapted to the needs of the labour market and the real demands of the workplace.
Sector: IT
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Career StartUp is an original Cognifide programme created in 2016. Its foundation is based in 3 month long paid apprenticeships for students from July to September. It’s a good opportunity for them to face their first professional challenge and familiarise themselves with reality of business projects. It’s a starting point for further cooperation.
Every young talent works under the eye of a dedicated mentor-expert in the field. The process starts with the implementation program (Induction): for two weeks students have the opportunity of familiarizing themselves with tools, technology and company’s culture. The next step is pilot program, introduced inside the company in accordance to business reality. After this preparation, young people are ready to work on a commercial project. After apprenticeship ends, students are offered a position at Cognifide with a possibility of combining their job and studies at university.
Young talents are free to use many of the office perks. They can easily access a technical library and mentors’ experience, they participate in internal trainings. They can also use common social room with table football, table tennis, board games, gym equipment, fresh fruit and vegetables.
After two editions of this programme 36 new employees joined the company. In 2018, 37 people started the programme.
Other benefits are:
- Applicants better match company’s needs
- Recruitment process and new employee’s development process have been shortened and made more efficient
- Young talents are provided with a good start in IT with minimized stress factor
- Support for local technology and education-oriented communities
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