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Engineering the future

WITH SKILLED ENGINEERS IN SHORT SUPPLY, PROVIDING THE NEXT
GENERATION WITH VOCATIONAL HANDS-ON TRAINING IS ESSENTIAL.
HERE, STEWART GOULDING, MANAGING DIRECTOR AT EMS, EXPLAINS
HOW APPRENTICESHIPS ARE BENEFITING THE ENGINEERING SECTOR
espite over 700,000 people
participating in an apprentice-
ship between 2018 – 2019, the
Dnumber of new apprenticeships
being started has fallen over the past
decade. However, with technology rapidly
advancing and the skills gap growing,
engineering companies must increase
investment in future recruits to remain
competitive and productive. Apprentice-
ships offer the ideal opportunity to mould
the future generation and better business.
Engineering is a highly technical and
diverse industry. Sourcing recruits that
have the relevant qualifications and skills is
difficult, and even then, many will require
further training on specific equipment and
procedures. In fact, according to the Institution of believed company productivity was increased by hiring
Engineering and Technology (IET), 60% of engineering apprentices. Apprentices can come from a range of
and technology employers believe the shortage of skilled backgrounds before being trained by the employer. The
recruits is a barrier to achieving business goals. inquisitive approach from apprentices can inspire
Apprenticeships can be designed with the company’s productive discussion, generating new ideas for the
future needs in mind. Current and potential skill gaps in company and motivating other staff members. This is all
the company can be identified, allowing the development while their new perspective on the company may be able FAULHABER Precision Gearheads
of specialised training and apprenticeship programmes. to identify ways of improvement that other team members
For example, Miguel Millan, an apprentice at EMS, began may have overlooked. Expand your
his training by scanning in technical drawings, but is now In addition, apprentices can be initially delegated the
a design engineer working on his own projects. more basic tasks to learn and build up responsibility,
Employees trained through specialised appren- enabling experienced workers to complete more possibilities
ticeships will be shaped into a perfect fit for the company, complicated and technical jobs. This optimised allocation
meaning the employer is not only investing in its people, of work ensures the skills of each worker are maximised,
but the business as a whole. resulting in increased productivity. The new family of planetary

Improve employee retention Strengthen company reputation gearheads FAULHABER GPT.
While sourcing talent can be hard, retaining it can be even Any company’s success is dependent on its reputation. Move up a gear where others
harder. The shortage of skilled workers means employers Customers are wanting more from companies, looking for downshift.
are in fierce competition, and retaining talented diversity and social commitments. In fact, the National
individuals is a priority. With job hopping on the rise, Apprenticeship Service found 81% of customers prefer to faulhaber.com/GPT/en
employers must do more to keep staff interested. buy from companies that have apprentices.
Apprenticeships go against the job changing trend, Taking on apprentices shows that a company wants to
encouraging participants to consider their job as a long give back to the community and invest in its people,
term career. demonstrating a commitment to corporate social NEW
Investing time into fully training apprentices makes responsibility. It also shows an enthusiasm for keeping the
them feel a valued member of the company. In return, company modern, as apprentices can provide fresh ideas
apprentices will be committed to the organisation and be that will appeal to younger audiences.
highly motivated to help it meet its goals. The enthusiasm Advertising apprenticeships simultaneously promotes
apprentices bring improves the morale of long standing the company and can help build strong links with schools,
employees, leading to an overall more motivated and colleges and universities. Recruiting for apprentices
satisfied workforce. conveys that the company is successful, as their staff NEU
The specialised skills apprentices gain mean they will must already be highly skilled if they are going to train
be ideal candidates for promotions into more senior others.
positions, understanding the business from the bottom up. Engineering companies are facing many challenges,
Promoting from within will allow individuals to progress which must be considered in their long term business
while staying with the same company, as well as plan. With concerns over the growing skills gap, keeping
expanding the knowledge and experience of the workforce. up with technological advancement and remaining
With the demand for new, fast produced technology competitive, employers must develop individuals who
growing, optimising productivity is essential. In a survey will be ready for the future of engineering.
by the National Apprenticeship Service, 78% of employers MORE INFORMATION: www.ems-limited.co.uk

May/June 2020 • INDUSTRIAL TECHNOLOGY WE CREATE MOTION