Apprenticeships are quite possibly the greatest asset to companies and the future of the workplace. Not only is the company with apprentices customizing its workers, the workforce is learning real-world knowledge.  

President Trump has made a move advocating for apprenticeships. He believes that teenagers should have broad access to them. “We want a future where every high school in America offers apprenticeship,” said President Trump at a vocational program at a community college in Wisconsin on Tuesday.  The president intends to expand industry-certified programs. Directives aimed at emphasizing and reorganizing government job-training programs will be designed with the goal of streamlining apprenticeship training. Under these new initiatives, businesses will hold more responsibility for offering certification.

Apprenticeships are a worthwhile path for workers entering in the workforce. Research from Georgetown University reveals that 24% of technical certificate holders make more than the average B.A., and 30% of associate’s degree holders earn more than the average four-year college graduate. the trade industry is expecting to see an increase of 10 percent over the next decade, surpassing a lot of other careers. 

The positives of apprenticeships are limitless. Most the nation’s apprenticeships occur during postsecondary education, but there’s an even greater (and more important benefit) to begin these programs at the high school level. The Academy of Construction and Design (ACAD) is located in Washington D.C. at the Integrated Design & Electronics Academy (IDEA) Public Charter School. ACAD aims to get high school students into a business setting within the construction field. 

Treymane Chatman, a 2014 ACAD graduate, said that his apprenticeship equipped him with the knowledge and skills to start his profession with sufficient experience to handle everything he was asked to do. Many apprenticeship programs like ACAD are in effect helping young workers get their foot in the door. Additionally, employers are seeing benefits.

Siemens USA receives at least a 50% rate of return on its apprenticeship program, compared to hiring machinists off the street. Dartmouth-Hitchcock in Lebanon, New Hampshire, found that their apprenticeship program nearly paid for itself within the first year. With the extra helping hands, apprenticeships played a role in the reduction of burnout and turnover.  Because of apprenticeships, Dartmouth-Hitchcock was able to expand and re-organize its provision of medical services.

Apprenticeships create a strong talent pipeline of employees and workers who are confident, prepared, and often with a job. 91% of apprentices that complete an apprenticeship are still employed nine months later. Training from seasoned professionals is directly passed down to these workers to give them industry standard knowledge tailored to a specific company. The well-known skills gap can find a remedy through this method of passing down knowledge. 

The key to a competitive advantage, legacy, and success for both employers and employees lies within the customized training that apprenticeships offer. Advocate for apprenticeships, find apprentices early, and build them up. 


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