Retention
A number of studies have investigated the issue of retention. Important points for consideration from these studies are outlined below.
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Retention is a process that can promote completion. When it fails, the negative outcome is cancellation or withdrawal (the individual is possibly lost to the industry for good).
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Retention is a dynamic process. Factors which influence it change over time.
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Retention needs to be considered in the context of its industry. For example, working weekends may affect retention in hospitality, however hours of work may not be a consideration for another industry.
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Retention is an individual experience. Certain factors may have more of an impact in some industries, but their impact will vary depending on each individual.
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Interventions or actions to encourage retention should focus on areas where change is most likely. This will vary depending on the stage of training.
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Studies identify that there can be a tendency between parties (apprentice/trainee, employer or trainer) to blame each other, not their own group, for poor retention.
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Finally, considering the above, retention needs to be seen as the collective responsibility of all stakeholders in the apprenticeship and traineeship system.
The reality is that retention is complex with a wide range of factors impacting on it including industry, workplace, training and personal factors. Critical to good levels of retention is a quality training system where there is a realistic balance between the learning needs and aspirations of apprentices and trainees, and the needs and expectations of employers and industry.
Model of retention for apprentices and trainees
A summary of the factors that influence retention are also outlined in the model below.
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PERSONAL |
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PRE-TRAINING ISSUES |
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FEATURES OF TRAINING |
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POSITIVE OUTCOMES |
1. Personal and organisational factors
These are unique factors to each individual training arrangement that fundamentally impact on retention and the likelihood of completing training.
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Personal characteristics, personal aptitudes, family circumstances and responsibilities, prior experience in education and/or work, personal skills, cultural considerations, and needs and expectations (e.g. recruitment to find the 'right' person, putting flexible hours in place to accommodate family commitments).
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Size of the business (small to medium enterprises may find some aspects of training difficult due to impact on core business, a range of help is available).
2. Pre-training issues
Studies have identified the importance of the early stages of training, particularly pre-training issues, in establishing a sound foundation for retention and completion. A positive or negative experience here can significantly influence training for better or worse.
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Quality of information regarding the nature of training and the training contract, support and guidance of third parties, the quality of the training plan, use of recognition of prior learning (RPL), quality of information provided by employer and industry (workplace induction, emphasis on training, industry image and the expectations of the individual regarding these), pay.
3. Features of training (on and off-the-job)
These factors relate to the nature of the training environment.
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Features of on-the-job training (supervisor support, opportunity to practice a range of work, additional support at work including mentors or learning networks, support for training in the workplace culture).
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Features of off-the-job training (industry currency/professional development of trainers and facilities, availability of trainers, teaching support, flexibility of training, competency-based training and fast tracking, availability of workplace assessment).
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Features of an industry promoting a supportive climate for training (economic conditions, innovative approaches by industry).
4. Positive outcomes
This final set of factors concerns the positive outcomes associated with retention and completion.
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Learner (skilled and confident - technical knowledge and generic employment skills, achievement of a nationally recognised qualification, access to higher pay and career paths in chosen industry).
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Employer and their business (better trained and skilled staff, higher levels of job satisfaction and productivity, new ideas and innovation brought into the business due to training).
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Industry (more retention of skilled employees in industry, improved industry image).