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Providing skills development after an apprenticeship or traineeship ends

An apprentice or trainee may take several years to earn their qualification, but it’s crucial for businesses to remember that employees’ skills development shouldn’t end there.

The importance of ongoing training cannot be understated if you want your newly qualified staff to continue making a valuable contribution to your organisation for years to come.

Australian Institute of Management (AIM) figures from last year show that people are more willing than ever before to switch jobs when they decide employers aren’t providing the right opportunities.

According to AIM, workers in their 20s place the most value on career development and education. This demographic was also particularly keen to put existing skills and experience to good use, indicating employers may benefit from giving apprentices and trainees more responsibility once they complete their training.

If your business wants to retain recently qualified apprentices and trainees, please visit Apprenticeship Central for tips and advice on how to prevent your best employees from leaving after their placement ends. The site also offers a range of other tools and resources to help you find your next apprentice or trainee.

Skills development a key concern

Recent statistics from Robert Half Finance & Accounting showed 64 per cent of professionals feel the opportunity to learn new skills is particularly crucial to their decision when applying for a new job.

Paul McDonald, Senior Executive Director at Robert Half, described training programs as a powerful way to convince employees to remain in their current role.

“Our company’s research has found a lack of advancement opportunities is a top reason good employees quit, trailing only inadequate compensation,” he explained.

“A company’s best performers are often the first to leave if their employer does not provide ample training and development to help them grow professionally.”

The organisation’s data also revealed that entry-level staff are the most worried about their ability to keep their skills up to date over the next three years. Sixty-one per cent of respondents from this demographic said they were ‘very concerned’ about their future training.

Businesses that have spent time, money and resources on supporting an apprentice and trainee on their way to a qualification may therefore want to
consider what development opportunities are available to their staff.

Otherwise, companies may risk losing their top talent to competitors who can offer employees more avenues to expand their existing skillset and progress their career.

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