Establishing your apprenticeship program offers a win-win
By Louise Garcia
GarciaAccording to the U.S. Department of Labor, registered apprenticeships have been around for over 75 years. They have continued to be an avenue assisting employers in closing the skills gaps we identify in today’s workforce. Although there may be other solutions in upskilling the local labor force, I am here to tell you why this program may be invaluable to your organization.
Previously, registered apprenticeships have been heavily utilized to upskill blue-collar occupations and were more prevalent in the construction and trades industries. What we witness today is the evolution of apprenticeships. Apprentice-able occupations have expanded from technical roles and into professional roles, with almost all industries having the ability to partake in these programs.
Apprenticeships are often mistaken with internships, and these are used interchangeably. However, they are quite different in many ways. Apprenticeships differ from internships in that organizations have a choice to compensate interns that are enrolled in their internal internship programs, whereas registered apprenticeship programs are regulated by the USDOL and are what is referred to as “earn and learn'' training solutions. Registered apprenticeship programs provide individuals with employment opportunities and structured on-the-job and in-classroom training plans. Organizations also define the lengths of their internship programs and are oftentimes offered in shorter terms in comparison to the registered apprenticeship’s one to four-year occupational programs. Through apprenticeships, organizations would invest in individuals with the intention of retaining them after program completion. With that said, there may be calculated risks involved as employers would not necessarily hire for experience, but rather, take a chance and hire for potential. This is a long-term commitment between the individual and the organization.
Nonetheless, organizations gain returns when they invest in their human capital. Due to the shortage of talent, we are facing challenges in recruiting highly skilled workers locally. Apprenticeships allow organizations to retain the knowledge our aging workforce has gained over the years and pass them down to the incoming generations. Apprenticeships can be beneficial to both the employers and the employees; however, communication is a major component in establishing apprenticeships in your organizations.
As human resource professionals, we need the buy-in from both our leadership and our workforce in order to implement a successful program. The misconception that HR does not positively contribute to the bottom line is no longer accepted. In 2006, the Guam Department of Labor was authorized under Public Law 28-142 in creating the Guam Registered Apprenticeship Program, which incentivizes employers to develop a skilled, local labor force. Through GRAP, employers are provided tax credit incentives for eligible training costs to include the wages and benefits of both the apprentice and journey worker. Employers were saving hundreds of thousands to millions of dollars in gross receipts tax liability. HR was no longer solely perceived as a cost center, but a cost-savings division.
Having apprenticeships as a part of your organization’s succession plan also allows your current workforce to transition their knowledge, skills, and abilities onto the next generation. They would evidently serve as the subject matter experts in their respective fields; thus organizations need to encourage the transfer of knowledge and reassure their current workforce that these programs are not in place to make their positions obsolete, but rather to elevate their roles and become instrumental in the growth of the organization.
Organizations also need to establish and maintain the value in their programs. In apprenticeships, there are defined step-increases as apprentices progress through the program and into program completion. GDOL, in partnership with USDOL, provides program graduates with nationally recognized certifications and an education to supplement what they learn on the job without having to bear the financial burden of paying tuition. Apprentices will also have the advantage of having experience prior to graduation. Allowing theory to meet practice in real-time gives apprentices a better understanding of their careers.
To learn more about the benefits of apprenticeships and establishing a program for your organization, the Guam Department of Labor provides resources on their official website at https://dol.guam.gov/employment-and-training/apprenticeship. You can also seek guidance from Guam Registered Apprenticeship Program Coordinator Phyllis Topasna at apprenticeship@dol.guam.gov.
– Louise Garcia is the human resources manager at Ambyth Shipping & Trading Inc. and the vice president of public relations of the Society for Human Resource Management’s Guam Chapter. She can be reached at lougarcia.shrm@gmail.com
