Building the Curriculum Machine for Guaranteed Success High-quality apprenticeship delivery isn’t easy. We know how much is expected of training providers—tight compliance frameworks, diverse learner needs, high employer expectations, and limited time for planning. From working closely with our customers, we’ve seen first-hand the common curriculum challenges providers face: too much pressure on tutors to …
The removal of Functional Skills from apprenticeship completion criteria means training providers must now decide how to ensure apprentices still develop essential numeracy and literacy skills. While these skills remain crucial for workplace success, many providers may not yet have considered how to integrate them effectively within their apprenticeship programmes. Without a structured approach, apprentices …
A Guide On Delivering Literacy and Numeracy in Apprenticeships Read More »
Apprenticeship providers must ensure their apprentices receive high-quality Careers Advice and Guidance (CAG). Ofsted expects it, and apprentices need it to build successful careers. However, many providers struggle to create a structured career guidance programme that works alongside training and meets industry expectations. The good news? You don’t have to build it from scratch. This …
Delivering Effective Careers Advice and Guidance for Apprentices Read More »
How E-Learning Will Benefit Your Training Business. It’s time to ditch workbooks and slide decks and future proof your business. E-learning isn’t the future, it’s the present and if you’re not embracing it, you’re getting left behind. Both Learners and Ofsted want courses that deliver capability via a blended approach and in this blog I’ll tell …
Complete Our Assessment and Check Your Ofsted Readiness. Introduction Ensuring your training provision meets Ofsted’s standards can be a daunting task. Our comprehensive assessment will help you evaluate your current practices and provide tailored recommendations to improve your chances of achieving an “Outstanding” rating. Complete the assessment below to get started on your path to …
Age Key Takeaway: HR directors in large organisations tend to be older, predominantly in the 40-60 age range. Small organisations have a more diverse age distribution, including a notable proportion of younger HR directors. Small Organisations: 30-40 years: 35% 40-50 years: 40% 50+ years: 15% Below 30 years: 10% Medium-Sized Organisations: 35-44 years: 40% 45-55 …