In 2011, Skills CFA was successful in gaining funding to develop two Higher Apprenticeships in Human Resource Management (HRM) and Project management. The purpose of this paper is…
Abstract
Purpose
In 2011, Skills CFA was successful in gaining funding to develop two Higher Apprenticeships in Human Resource Management (HRM) and Project management. The purpose of this paper is to present case studies of how these apprenticeship frameworks have been developed and future benefits.
Design/methodology/approach
Information presented in the paper is drawn from the organisation's own work in developing two Higher Apprenticeship programmes. It builds on information incorporated in the original bid and project plan, as well as on‐going evaluation of how the programme is progressing.
Findings
Recent studies undertaken by CIPD and CFA show that employers are becoming more accepted in the HR and professional sector, with a number of respondents feeling that the development of such frameworks will help attract good quality candidates to the profession. Within the sector there are very few graduate training schemes and limited funds to support the development of individuals. The paper highlights how the two schemes have been created in response to these issues and also how it can support development of the sector.
Originality/value
The paper is based on the author's own experience and employer consultation. It presents a case study of an apprenticeship programme specific to the author's organisation.
Details
Keywords
Suneeta Bhamra, Anthea Tinker, Gill Mein, Richard Ashcroft and Janet Askham
Research that follows people over a period of time (longitudinal or panel studies) is increasingly recognised as of great importance in helping us to understand the ageing process…
Abstract
Research that follows people over a period of time (longitudinal or panel studies) is increasingly recognised as of great importance in helping us to understand the ageing process and changes over time in the lives of older people. If people drop out of studies ‐ which older people are more likely to do ‐ the value of the study diminishes. This research draws on evidence from ongoing and previous longitudinal studies of people aged 55 and over to examine what factors encourage the retention of participants and what causes them to drop out. The research is synthesising existing evidence, drawing together the experiences of researchers involved in longitudinal studies, and collecting some new evidence about the views of survey participants. This article reports on the first part of the research by drawing together evidence from other studies. These show that there are some factors that are related to attrition whereas for others the evidence is mixed. Methods employed by these studies to reduce attrition and retain participants are examined. It must be noted that apart from the consistent finding that attrition is associated with age, education, socio‐economic status and cognitive impairment, not all studies examined the same variables; some only being explored by one study. This makes it difficult to draw any further conclusions and indicates that attrition needs to be addressed in a uniform manner by more studies. This article identifies some implications for policy‐makers and practitioners.