Emerging trends

New technologies have been transforming the delivery of apprenticeship programmes, particularly in terms of methodologies and location. Advances in ICT tend to blur the conventional boundaries between workplace and classroom, where on- and off-the-job training has traditionally taken place. In recent years, teleworking has become increasingly common – some people work remotely, at home or at multiple sites. At the same time, e-learning platforms have also transformed off-the-job training, which traditionally involved face-to-face teaching. Today, the conventional day-release arrangement for apprentices may no longer be relevant, since online learning can take place in almost any location.

Box 7.1 Transformations in the delivery of apprenticeships

The following examples demonstrate the effective use of technology in creating personalized, flexible learning pathways.

Virtual apprenticeships

Virtual apprenticeships are conducted remotely, with learners interacting with their mentors and teams at the company entirely via digital communication tools. Typically, these types of arrangements lead to jobs which can be performed in a similar manner: programming, digital marketing, journalism, media-production, etc.

GenM is a company that offers virtual apprenticeships in marketing and has paired over 20,000 students with around 5,000 businesses. Under their programme, students first follow an online digital marketing curriculum and then interview various employers via a messenger app before signing a contract which pairs them with their chosen employer. For the next three months, the employers mentor the apprentices on a one-to-one basis by employing them on production tasks. After a three-month period, employers may hire the learner or gain access to another. The student may seek employment with the employer, look for employment elsewhere or list themselves as freelancers on a platform operated by GenM itself.

Plug-and-play learning in Malaysia

Selong Human Resource Development Centre (SHRDC) in Malaysia is working on digital apprenticeships by supporting the launch of a two-year master’s level apprenticeships. Using technology as part of the process, it is developing a plug-and-play curriculum in which different skill units are bundled in various configurations for different stakeholders and specific purposes. The technology can be set up in one common location with students logging in from any location to learn. Resources and assessments are also shared and are available 24/7. SHRDC can also operate personalized apprenticeship programmes.

The plug-and-play approach, delivering small chunks of learning, may become the norm in future – bearing in mind the fact that the curriculum is digital but also combined with a hands-on learning component. Apprenticeships, on average, require about 20 per cent of the training to be classroom-based instruction. SHRDC brings together mentors from industry to collate all the technology learned into an application based on performance and user experience.

e-Learning in New Zealand

MITO, an industry training organization, has introduced apprenticeship and training programmes for the New Zealand automotive industry, in which the theory component is delivered online as e-Learning courses. This approach allows apprentices to access online learning resources, including videos, interactive simulations and theory assessments, at any time and from any device – mobile phone, tablet or computer. Real-time results and progress reports are available through MITO’s online portal to both apprentice and supervisor. Furthermore, these programmes are supported by MITO’s e-Learning support services – facilitators who help learners with any issues they have while working through the e-Learning courses.