Arden University doesn't have a traditional learning and development team, so there are no calendars of trainers delivering workshops virtually or face-to-face. There are specialists within the business – for instance, in teaching – with management responsibilities. However, they don’t receive the right development and need training to effectively perform their line management roles.
The organisation was aware that we had a levy pot – not yet used. I was keen to get the best out of it as quickly as possible.
BMS Progress provided all the right information and advice, triggering really good engagement at the introduction meetings.
They helped promote apprenticeships within the organisation, doing the groundwork to maintain interest. This means we have buy-in for learners in the next cohort. In fact, we’re now talking about other apprenticeship standards, like customer service.
BMS Progress apprenticeships have definitely been a fantastic use of the apprenticeship levy. It’s pushed us to consider how else we can use the levy to help fill other gaps within our skill sets and departments.
We’ve had many more people approach us to find out about learning and development. It’s no longer a pull situation; people are pushed towards us – we have a pipeline of interest as current apprentices share their experiences.
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