For Bendy Ashfield, Apprenticeship Manager at the Royal Opera House, ensuring the apprentice induction met the needs of the new incoming recruits meant taking on board feedback from previous apprentices and making changes to aspects of the process, with positive results:

Bendy explained that previously apprentices had all started at different times as they were all in different backstage departments. Having carried out exit interviews and from other discussions with apprentices they found that the apprentices could sometimes feel isolated and found the size and complexity of the business daunting. So now all the apprentices start together and share much of their induction week. They found that this helped apprentice networking and they were able to share their experiences and views as they toured round the building together. When shown the canteen they were given time to be together to enable them to feel more at home. They were also taken to see rehearsals and other departments in an effort to make induction more enjoyable. In addition, they were introduced to their own line manager and mentor, and met the Apprenticeships Co-ordinator and Apprenticeships Manager.

Questions

Based on the four case studies, answer the three questions below:

1. What are the potential advantages of apprenticeships for employers?

2. What are the potential advantages of apprenticeships for the apprentices?

3. Design a guidance sheet for employers with the key principles that can be used to promote successful apprenticeships. Provide reasons for each principle.