Tesco blazes trail on apprenticeships
Tesco has become the first British retailer to have its in-house apprenticeship-training scheme accredited by the Qualifications and Curriculum Authority (QCA). The UK’s largest private employer can now award National Vocational Qualifications (NVQs) to employees on its retail-apprenticeship scheme.
This follows close collaboration with qualification-awards body City &Guilds to develop a training model that integrates quality processes into Tesco’s training framework and engages qualified section and personnel managers within the organization.
“We are thrilled to be the first UK retailer to have our in-house training accredited in this way”, said Clare Chapman, group human-resource director for Tesco. “This is great recognition for our people and the high standards of training they receive while they earn and learn. Keeping the scheme simple, making it relevant and getting it right for staff has taken hard work,but working closely with all our partners has made this happen.”
Edwina McQueen, head of business development at City & Guilds, said:“We demand high standards from our accredited organizations and have been impressed by Tesco’s approach to training and development. The retailer has a real energy and desire to give its people every opportunity to get on, and we are delighted to have supported the initiative.”
Tesco recently announced that it will create a further 480 apprenticeship positions across the UK, following a successful trial in three stores. Apprentices will earn an NVQ in retail while gathering practical work experience in stores and developing key skills in mathematics and English.
Tesco will also develop an apprenticeship scheme for post-24 year olds in conjunction with City & Guilds in a separate trial. Until now, Government apprenticeships have been available only to people aged 16 to 24.
Tesco gives apprentices experience of working across different areas of the store – from customer service to security, and check-out to the warehouse. Candidates keep a workbook to document their progress and can attend lectures at a local college to top up their skills. Section and personnel managers check progress, and coach and assess candidates. This is then externally verified by City & Guilds.
“Tesco has demonstrated its leadership by extending its apprenticeship programme and its commitment to skills development”, said Stephen Gardener,director of work-based learning at the Learning and Skills Council (LSC).“Apprenticeships benefit businesses as well as young people and we urge other employers to follow Tesco’s lead.”
The value of apprenticeships was confirmed by Luke Albutt, aged 18, who started as a general assistant at his local Tesco Solihull store and has risen to team leader in the price team, responsible for making the price changes that come from head office.
“Apprenticeships are a great way to progress,” said Luke. “I left school with no qualifications but now have a career in retail ahead of me. I feel really valued, have plenty of responsibility and there are lots of opportunities to move up.”
Meanwhile, the Learning and Skills council has commended an apprenticeship scheme among Land Rover apprentices.
Based at the company’s Gaydon headquaters in Warwickshire, and at the Jaguar production facility at Halewood on Merseyside, the scheme takes each apprentice through a three-and-a-half-year development programme consisting of placements at 174 dealerships across Britain and Ireland.
A record 430 people were on the latest intake. The company has promised to continue to recruit 100 new apprentices each year.
Chris Banks, Learning and Skills Council chairman, said: “Land Rover is an excellent example to employers both in the automotive sector and the wider business community of a company that is directly benefiting from apprenticeships. By offering high-quality training and a clearly defined career path, apprenticeships play a crucial role in attracting the best and brightest young people to the industry. The Learning and Skills Council urges more employers to use apprenticeships to fill skill gaps, help in recruiting the future workforce and increase productivity and performance.”
Each Land Rover dealer apprentice attends a number of block-release courses at one of three centres across Britain. He or she works through a structured programme covering key skills, an NVQ and a technical certificate. Progress is closely monitored and each apprentice is supported by a personal tutor through dealer visits and practical observations.
Michael Singh, a second-year apprentice, said: “When looking for a quality apprenticeship scheme I quickly realized that Land Rover offered just what I was looking for and I have not been disappointed. The combination of practical and academic studies has stood me in great stead for a successful future in the business.”
Stuart Clift, director of service operations at Land Rover and Jaguar, said:“There are 230 Land Rover and Jaguar dealerships across our UK network and it is essential that we invest in the development of a world-class workforce who can truly represent and deliver the essence of our brand. Continuous learning will ensure that we attract, retain and motivate young people and are seen as an employer of choice.”
