Britain is in the middle of a skills crisis. More school-leavers than ever are going to university, but a shortfall of highly trained young workers means that 600,000 job vacancies are lying empty.
The Confedreation of British Industry (CBI) believes that technological advances and economic growth will have created two million more high-skilled jobs to be filled by 2010. The question is where these workers - not just plumbers and sparks, but staff in areas as diverse as IT, business, science and catering - will come from.
The Learning and Skills Council (LSC), part of the Department of Education and Skills, is trying to raise awareness of modern apprenticeships among employers with an £800m relaunch of the scheme.
At present, there are 255,500 over-16s in 150 different programmes. A government target of 28% of 16-21 year olds entering apprenticeship schemes by 2005, radical steps are needed.
One new initiative is the Young Apprenticeship scheme, which will allow motivated school pupils aged between 14 and 16 two days' vocational work each week. These pupils will be encouraged to do vocational GCSEs with the aim of advancing to full apprenticeships. A pilot scheme covering business administration, logistics and creative industries, as well as engineering and the automotive sector, will initially be available to 1,000 teenagers in England from September.
Other changes include tweaking the standard apprenticeships and advanced apprenticeship schemes, as well as introducing apprenticeships for adults, which will scrap the arbitrary 25-year-old age limit for those entering into training.
The LSC also aims to create a "clearing house" for school leavers that will match prospective trainees to employers, much like the UCAS does for undergraduates.
The government describes these apprenticeships as "an exciting prospect for any pupil wanting to pursue industry-specific vocational programmes". So what can businesses gain from becoming involved?
For starters, they can improve productivity. Bryan Sanderson, chairman of the LSC, says: "A recent survey showed that 44% of organisations that reported skills shortages said they lost business as a result." Richard Wainer, a policy adviser in the learning and skills department at the CBI, adds: "Studies have shown that apprentices are highly productive in their first year, after which time they actually start adding value to the business. There are advantages for businesses of all sizes."
The LSC is keen to make sure its reforms meet the needs of business and is considering financial incentives to encourage more small- and medium-sized employers to get on board. It sees trainees as a positive force in the workplace as they are motivated and keen to learn. An added bonus is that recruiting and retaining able young staff should be easier for businesses that take on trainees.
Amanda Brade is an example of the kind of talent and dedication the LSC wants employers to nurture. At the age of 12, her mother died and she was forced to care for her younger brother. Her father died earlier this year leaving Brade, now 20, to assume responsibility for the household and its finances.
Despite these challenges, Brade has completed three years of training, culminating in an advanced apprenticeship in IT support and now works in the Skills Development Office at Richmond upon Thames College in Surrey.
She has developed and implemented procedures that benefit the way the college deals with new trainees and built a database to monitor trainees - which has provided the college with important statistical information.
Brade recognises that this was a chance given to her through her apprenticeship. "The scheme has allowed me to get into my dream career, while learning and getting paid at the same time. The mentoring I received was brilliant, especially as I had financial problems on top of all the work I had to do."
The benefits cut both ways. Richmond upon Thames college's Diana Holden says: "Amanda's extensive IT skills and knowledge mean that she frequently assumes the role of IT support within other teams, although this is not part of her job description. Her service knowledge and organisational skills are second to none.
" Brade is now keen to begin a degree in computing. Her achievements have been recognised by the LSC and she is shortlisted in the personal achievement 19-24 category in the Modern Apprentice Awards. Brade will find out if she has won at a ceremony The Hilton Park Lane Hotel in London next week.
How can more employers, especially SMEs, get involved in training people like Brade? "There is a problem with smaller firms taking on apprenticeships, as most of them don't have a dedicated HR department, getting involved presents a bureaucratic burden," says Wainer.
"We are pushing for more support for small employers in terms of better access to information about apprenticeships. We believe that would greatly improve take-up."
The NVQ qualification framework also needs to be examined,he says. "To increase employer take-up the programme is going to have to be more filexible.The CBI is pushing for 'bite-size' NVQs which would have a more modular approach.
"There would be a core set of subjects, then employers would be able to choose other components that specifically met their business needs."
To many people, apprenticeships will always conjure images of grim factories where the trainee makes the tea and suffers at the hands of the shop floor joker. Those days have, to an extent, passed. Almost all areas of our modern, service-led economy are now represented in the apprenticeship scheme, with business administration the second most popular area after engineering.
Anyone in doubt about the worth of MAs to employers and employees need only talk to Brade. "I wish I had known about the scheme sooner. I would recommend it to anyone," she says. "I would never have been able to do this without it. It has made me ready for life."
Employers who wish to find out more about apprenticeships should call 08000 150 400 or visit www.apprenticeships.org.uk
