In this exclusive op-ed for The Manufacturer to kick off National Apprenticeship Week, Arden University’s Steven Hurst explores the ways in which degree apprenticeships can help the manufacturing industry develop lifelong skills and help close the skills gap.
The manufacturing industry is struggling with an ongoing skills gap. In fact, Barclays reported that 75% of manufacturers identified the lack of skills as the biggest barrier to growth.
It also found that apprenticeships are a key strategy for addressing talent shortages, with 74% of organisations using apprenticeship schemes to recruit skilled labour. Yet, unfortunately, almost half of manufacturers currently don’t use the apprenticeship levy available to them, with many stating they don’t see the perceived value of doing so.
As Steven explains: “It’s clear that there are benefits in investing in apprentices.”
“In fact, research shows that over 80% of employers and apprentices are satisfied with their apprenticeships, with the majority of employers saying it also improve business productivity,” he adds.
Why apprenticeships?
Industries experiencing skill shortages can leverage degree apprenticeships to build a pipeline of qualified workers, meeting both current and future workforce needs. This way, employers can address skill gaps directly by training individuals in the precise competencies their workforce requires.
As Steven explains: “The knowledge apprentices gain throughout their course will be directly relevant to your business. For those undertaking higher-level courses, the training will not only prepare them for leadership roles and provide the technical and managerial skills needed for career advancement, but it will also be immediately applicable to the business’ real-world, current challenges.”
Degree apprenticeships can play an essential role in developing lifelong skills within the manufacturing industry because they provide a structured, hands-on learning environment that benefits both apprentices and businesses.
“Degree apprenticeships combine on-the-job training with formal education, allowing employees to gain practical skills directly applicable to their chosen industries,” adds Steven.
“Not only do these skills often remain applicable throughout employees’ careers, ensuring long-term employability, but they also teach the relevant skills needed ‘there and then’ for businesses to thrive.”
Talent retention and loyalty
Barclays’ research also found that almost all manufacturers feel that hiring and retaining skilled labour poses a significant challenge to their business. It reported that over a third of manufacturers (36%) see recruitment difficulties as a barrier to business growth, with almost the same amount (32%) sharing how talent retention is also an obstacle.
“In an era where businesses are facing rising expenses and taxes, keeping hold of talent to avoid recruitment costs is becoming more and more important for employers,” explains Steven.
“For the manufacturing industry, it’s been a longstanding problem, especially with older generations that are close to retirement making up most of the workforce. On top of this, with the need for digital skills growing, competition is rife amongst a variety of industries, meaning sought-after talent may pick another sector outside of the manufacturing industry. This is why upskilling your current employees is so important.”
Yet on the other hand, a study by the Skills Funding Agency found that 80% of employers have seen their retention rates improve as a result of hiring apprentices, making it an effective way to hold onto talent during a tough market.
As Steven explains: “Research suggests that seven in ten of us believe learning improves our sense of connection to our organisation, with eight in ten saying learning adds purpose to our work.
“It’s no wonder, therefore, that employees are more likely to remain with their employer when learning and development are prioritised. This not only benefits employers but also ensures that both the business and its people grow and evolve together.
“Retention can be a challenge, particularly around younger people. Many working in manufacturing often fall into the industry by chance, rather than having a clear career focus, so it’s important that businesses offer a bespoke plan in order to keep them on board,” explains Steven.
“This approach not only helps with equipping employees with lifelong skills, but also helps with employer branding.”
Enhanced employer branding
Degree apprenticeships also allow businesses to mould individuals into skilled professionals, who align with their specific operational needs. This ensures that employees are equipped with the right competencies to support business growth.
“When investing in learning and development, employees will be bringing new ideas and enthusiasm to the workplace, fostering creativity and innovation. And this can have a big impact on your own employer branding,” shares Steven.
“But it also opens doors, not just for young people, but also for underrepresented groups and those from disadvantaged backgrounds that may not have previously had the opportunity to go to university.
“With corporate social responsibility remaining a top priority for businesses, offering apprenticeships allows employers to better embed diversity, equity and inclusion into hiring and training practices. This also means that your business is constantly evolving, by focusing on diversity, as well as hitting wider societal issues head on.
“The manufacturing industry is competing with other sectors for talent, so demonstrating workforce development and showcasing a long-term investment in your people, businesses will not only positively impact stakeholder trust, but also build a better reputation for the business.”
Degree apprenticeships blend hands-on training with practical education, giving workers the lifelong skills they need to succeed in their roles and stay adaptable in a constantly evolving industry. This not only helps develop talent and open up career opportunities, but also ensures the manufacturing sector remains strong with a steady flow of skilled, confident professionals.
“’Investing in apprenticeships isn’t just about supporting workers – it’s about securing the future of the manufacturing industry. My top tip is to make sure you pick a good training provider to ensure your unique business needs are met, and that your business is tapping into nurturing lifelong skills,” concludes Steven.
About the author
Steven Hurst is the Director of Corporate Learning at Arden University, leading higher and degree apprenticeship programmes.
With a focus on adaptability, he oversees planning, mentoring and delivery, ensuring learners gain the skills and confidence needed for success. Passionate about widening participation, he also works with a dedicated team to increase access to higher education and drive positive outcomes.
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