Coming Soon
Something new for learning and talent development is on its way.
Something new for learning and talent development is on its way.
Apprenticeship programmes to recruit, upskill and progress your workforce.
Build your pipeline.
Develop existing staff.
Learn in workplaces.
Bring in new talent and develop the people you already employ.
Apprenticeships can help you bring new talent into your business and develop the people you already employ. Talnova works with you to identify suitable roles and learning needs, plan training around the workplace and support progress throughout the programme.
We’ll help you understand the practical commitment and explore funding where your organisation, employee and programme are eligible. An apprenticeship must be connected to a suitable job and involve substantive new learning, so we check that together before anyone starts.
Create a new role and develop someone into it, with structured training from the start.
Develop someone already on your team — for example a supervisor preparing for management, or an experienced employee formalising and extending their skills.
Build a pipeline of people ready to step up when roles open.
Prepare team leaders for the people side of their role.
Give teams a shared standard of knowledge and practice.
We talk about your business, your roles and what you want to achieve.
We check the role is suitable and that the learner will gain substantive new skills.
We confirm the right programme and what funding may apply for your organisation.
We agree who does what, when training happens and how it fits around work.
Regular progress reviews include the learner’s line manager, so you always know how things are going.
We prepare the learner for end-point assessment, the independent assessment at the end.
We talk with you and the learner about their next step in your business.
Time during paid working hours for the apprentice to learn. We’ll confirm the current requirement for their programme.
A manager who joins progress reviews and helps connect learning to the job.
Chances to practise new skills and gather evidence of them at work.
Support to attend sessions, and honest feedback on how the apprentice is developing.
Two separate things to plan for.
Training costs and employment costs are separate. You employ and pay the apprentice as you would any colleague. The cost of their training may be funded, wholly or in part, depending on your organisation, the employee, the programme and the rules in force when they start.
Funding is never guaranteed and the rules change, so we’ll check the current position for your circumstances before you commit. Apprenticeship funding also differs between England, Scotland, Wales and Northern Ireland.
Questions we’ll work through with you.
Does it give enough scope to learn what the apprenticeship covers?
Each route has different considerations.
Your workplace, our academy, online or a mix.
Duration depends on the programme and the learner’s prior learning.
How training time will be covered operationally.
What end-point assessment involves and how we’ll prepare the learner.
Yes, as long as the programme involves substantive new learning for them in their role. We’ll check this when we assess their prior learning.
No. Apprenticeship funding relates to training costs. The apprentice’s wages and employment costs are yours, as for any employee.
It changes as funding rules and our programmes change, so talk to us. Some programmes are no longer funded for new starts even though existing apprentices continue.
Then we’ll say so. A genuine conversation might point to a short course, a bespoke programme or another provider.