Unilever apprentices delivering measurable results for business

Most applicants for Unilever's apprentice programme are aged between 16 and 19 and the company recruits up to 10 apprentices each year in a variety of roles including production, logistics and engineering. Each undergoes a four-year programme before applying for a full-time role at Unilever. During their first year, the apprentices attend college on a full-time basis; subsequently they combine workplace training with block release back to the college. Hazel Elderkin (pictured), Unilever's project manager for engineering development, said: "We want our apprentices to be up and running quickly, which means that following their formal training, they must be able to apply their learning in a real business setting. However, when we take on a cohort of apprentices, it can be difficult to predict exactly how the business will deploy them, so we needed a flexible solution which prepares apprentices for any eventuality." Festo Training and Consulting worked with Unilever to develop a bespoke learning module. Festo undertook an analysis exercise, visiting all Unilever's UK production facilities, before developing the 'improvement project' – a pneumatics and mechanics training module which blends academic theory with the practical skills, knowledge and behaviours that Unilever requires. The project is undertaken in the final year of the apprenticeship. Over a period of eight weeks, the apprentices identify and report on a business issue they are working on, diagnosing potential solutions. They then make a formal presentation to explain what they have learned from the project and the impact it will have on the business, in both financial and non-financial terms. Gary Fuller, Festo programme manager, said: "We use real examples, application and exercises from the business to demonstrate some of the issues that apprentices might face at Unilever. This takes place in a safe learning environment, helping them to apply their newly acquired knowledge and develop flexibility and confidence as they transfer their learning into the workplace." Unilever can invest up to £125,000 in a four-year apprenticeship, so return on investment is important. Hazel Elderkin added: "We need to be sure that our investment in young people is a wise one and we have a high benchmark for success... It's a credit to the programme and our partners that our apprentices can quickly make a positive impact when they take on full-time roles."