Whenever I heard the word ‘apprentice’, my mind is immediately drawn to images of Lord Alan Sugar, pointing his finger at another unfortunate candidate, and telling them ‘you’re fired’. And a lot of the BBC hit programme seems to be based on highlighting the flaws with the individuals that apply, all of whom are hoping to become the ‘next big thing’ on the business scene.
However, here in our industry, we seem to be taking a much more upbeat approach when it comes to apprenticeships. Rather than following Lord Sugar’s example and dismissing the majority of those eager individuals, it seems companies across the print spectrum are very much open to welcoming and encouraging new talent.
It is no secret that we have a lot of seasoned professionals in the industry, all boasting a wealth of knowledge from the many years spent working in the sector. And, with a host of younger people looking to get involved in the industry, coupled with this expert knowledge, you have a recipe for an optimistic future.
Cost effective
Richard Moore suggests there is no ‘age barrier’ for apprenticeship schemes, and they
can help older new recruits and existing staff develop their skills
Proskills UK is an employer-led organisation that represents the interests of the different industries—including sign-making—that make up the process and manufacturing sector to government. A big part of what the organisation offers is ensuring the high standards and qualifications employees undertake, so that the training is relevant to what companies require. Print and paper industry lead at Proskills, Richard Moore, is a strong believer in the value of apprenticeships, saying not only does it provide a ‘cost effective’ option, but also brings someone in who is keen to succeed.
“I believe apprenticeships can help make companies stronger and better equipped to survive business difficulties. They can help with the economic recovery of the country by offering employment and training opportunities to the young, who in turn will contribute to business success,” explains Moore.
There is no longer an age barrier to those applying for apprenticeships so they can be a good way for older new recruits and existing staff to develop and enhance their skills”
He also points out that there is no age limit on such schemes, highlighting them as a way for those in the industry to improve their abilities: “There is no longer an age barrier to those applying for apprenticeships so they can be a good way for older new recruits and existing staff to develop and enhance their skills.”
Moore also believes that such schemes can help improve the industry overall, therefore providing a bright future for sign-making: “The constant need to deliver better, cheaper and more innovative products means that fresh talent is the key to the health of the industry.
“Apprentices bring inquisitiveness and open-mindedness into the workplace, challenging the status quo and helping drive the business forward. They embrace technology and help add a flexibility and nimbleness to a business.”
Exciting new areas
Rebecca Timson is entering the second year of a five-year apprenticeship programme
at Benson Box, working in the CAD department and helping the company progress
And one of those companies to have already jumped on the apprentice bandwagon is printed folded carton manufacturer, Benson Box. The firm currently has four apprentices taking part in five-year apprenticeship plans, with a number of them having started very recently. As part of the scheme, the four attend Leicester College one day a month—incidentally, the college is the only one in the UK to have a print department.
Print apprentices, Joe Jacklin and Daniel Cunningham, have been with the firm for a month, while CAD apprentice, James Skipper, is now in his fourth month. Repro apprentice, Rebecca Timson, is in her second year, and has already contributed a great deal to Benson Box.
Bringing apprentices into the business brings fresh, new ideas and skills; this is vital for moving the business forward and keeping in touch with developments in technology”
“Rebecca was our first apprentice of recent years, and she is now well into her second year. We did have another apprentice who started the same time, but it didn’t work out,” explains marketing manager, Nikki Clark, adding: “This did make Benson Box review its programme and it was decided to revamp the induction process and create a mentor for each apprentice.
“Bringing apprentices into the business brings fresh, new ideas and skills; this is vital for moving the business forward and keeping in touch with developments in technology.
“Apprentices could be the key in developing your business, aiding the absorption and understanding of new technologies, and generating new and exciting areas of business.”
Success of the schemes
Gary Peeling, of Precision Printing, believes the process of taking on an
apprentice is easier than companies may think
Print service provider, Precision Printing, has also looked to such schemes to help boost its workforce. The firm, which counts large-format printing amongst it services, currently has two apprenticeships on board; Billy Gibbs O’Riordan in the merchandised print finishing and binding, and Charlie Webb as a lithographic machine operator. The pair will be looking to follow in the footsteps of previous apprentices at the firm, who have gone on to gain permanent positions.
Hallam Clapham and Steven Baldwin initially joined on apprenticeship schemes. Having completed the Modern Apprenticeship in Digital Print Production—which compromises Key skill, NVQ and Technical certificate—they are now running Precision’s new Indigo 10000. Managing director, Gary Peeling, pays tribute to the success of such schemes, and the supported training the firm has received from the British Printing Industries Federation (BPIF).
It’s easier than you might think and the rewards for the nation, and your business, will be significant—as will the dangers if we don’t all try harder to get young people started.”
“While it’s true not all young people are the finished article, when joining they possess ambition and application. We can give them what they need to build a meaningful career, for which many are seeking just to be given the opportunity. Getting involved brings the vibrancy of youth to our business and secures its future,” explains Peeling.
He continues: “It’s easier than you might think and the rewards for the nation, and your business, will be significant—as will the dangers if we don’t all try harder to get young people started. Government support will be a help, but more important will be all of us extending the opportunities that we were fortunate enough to enjoy some decades ago.”
Manufacture the future
Jordan Church and Thomas Parsley are the first apprentices to start at Kyocera,
contributing to a number of different departments at the firm
There is also much support for apprenticeships in the manufacturing sector of the industry. Print solutions provider, Kyocera, has taken on its first ever two apprentices— Jordan Church and Thomas Parsley. Both have recently returned from a six-week block at Pearson’s Training Centre, with the overall scheme having seen them shadow engineers and helplines, attend product-training courses, and assist in the workshop. Training manager, Ian Allen, is a previous apprentice himself and appreciates the value such schemes can bring to a business.
“I recognised our industry was crying out for a structured qualification which would give young people an excellent grounding,” explains Allen, adding: “I spoke to CompTIA and we worked with Pearson in Practice and other print solutions vendors to create a genuine industry standard. Every manufacturer has had the opportunity to input what the apprentices should have to cover and we now have an apprenticeship, designed by the industry for the industry, which will deliver a young, enthusiastic and qualified workforce.
“We need to bring fresh and young talent into the industry. Using this apprenticeship, we can ensure that individuals are given a unique opportunity to gain qualifications and experience necessary to progress, and develop.”
Using this apprenticeship, we can ensure that individuals are given a unique opportunity to gain qualifications and experience necessary to progress, and develop”
Allen goes on to say that apprentices could be key in the future of companies throughout the industry: “Over the last three years we’ve grown 77 percent organically, and identifying young talent is vital for our continued growth. Jordan and Thomas have the option to become field service engineers, work on our technical help desk, or in our workshops—we are flexible enough to accommodate the career path they want to follow.”
Print solutions provider, Kern, has also taken advantage of such initiatives. The firm has two engineering apprentices at present, with both of them attending college on a day release basis as part of the scheme. And Kern can look to past experiences to see how successful apprenticeships can be; two former participants in such schemes are now qualified and customer service engineers.
In addition, the company has also taken on business admin apprentices in the past—with Jade Harlow, who currently works in the HR and marketing department, another testimony to the success. Business solutions manager, Leith Crunden, believes such initiatives are a good way of keeping hold of a solid workforce, as well as boosting a company’s future.
We are all aware of the skills gap in the engineering industry, and offering apprenticeships guarantees a skilled workforce for the future, and the continuation of expertise within the industry”
“We are all aware of the skills gap in the engineering industry, and offering apprenticeships guarantees a skilled workforce for the future, and the continuation of expertise within the industry,” explains Crunden, adding: “Our former apprentices are a credit to the company and we could not be more delighted with their contribution to the organisation.”
In terms of offering advice for other companies considering taking on apprentices, Crunden stresses that you should have an infrastructure in place to allow them to learn and—importantly—remain motivated.
“Assign a mentor in the workplace and monitor their progress to ensure that the apprentice is getting the attention and opportunities they deserve,” he explains, concluding: “The company will reap the benefits in quite a short time period—two or three years for engineering apprentices, and within a year for business admin.”
So, it seems that apprentices can bring a number of plus points to the industry. Whether it is helping implement new ideas to keep up with new technology of the modern age, or simply helping sign-making look more attractive to other prospective staff, there are certainly a number of positive factors they can offer. Hopefully, as we move further into 2013 and another year of innovative production, we will hear more companies across the industry telling young people ‘you’re hired’.
