Apprenticeships building IBM’s internal talent pipeline

Success story: IBM

Summary:

  • Partner: IBM
  • Sector: Private, technology and consulting company
  • Challenges: Acute shortage of digital skills, particularly within business critical areas such as AI, cybersecurity and data analytics
  • Solution: Digital and Technology Solutions Professional Degree Apprenticeship through The Open University (OU)
  • Outcome: Builds a strong internal talent pipeline, with employees having increased digital and people skills, plus helps the organisation reach a wider talent pool.

Background: Apprenticeships help Chris on the “ladder of opportunity”

IBM relies on having a workforce with strong digital and people skills, preferring to build its internal talent pipeline to reflect this.

One way it does this is by encouraging employees to take steps on the “ladder of opportunity”, by completing more than one apprenticeship.

Chris Cocklin, a software engineer at IBM, had already completed a software Level 4 apprenticeship, when he was offered the chance to start a degree-level apprenticeship with the OU.

Just like the first apprenticeship, it seemed like such a good deal to me. You get a full salary, at least one day off a week to work on the apprenticeship and you learn all these different technologies that you wouldn’t normally be exposed to in your day role.

Chris Cocklin,
Software engineer and apprentice, IBM

New skills = more steps on the ladder

Chris was already an experienced software engineer, however his latest apprenticeship meant he could bolster his skills with new ones, including web technologies and project management.

It’s a guaranteed way to broaden your knowledge, see what resonates with you and what you enjoy doing. That appealed to me. It also gives you a lot of confidence in your organisation and time management skills.

Chris Cocklin,
Software engineer and apprentice, IBM

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Flexibility is a key to success

The flexibility offered by The Open University’s apprenticeship scheme, compared to other providers, was a key reason why Chris chose it.

He felt the remote learning aspect meant he was not tied into one particular geographically area, plus he could fit the studying around his working week.

More and more companies are operating hybrid models, and I think it fits really well with that, on top of the flexibility of not having to engage in block release or day release.

Jane Dickinson,
Digital Skills Lead, The Open University

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Conclusion: Apprenticeships with a proven record of success for employers and employees

The established partnership between IBM and The Open University has seen several different apprenticeship pathways offered to employees.

With an apprenticeship completion rate of over 90% - well above the national average - the popularity of these programmes is growing year after year.

For more information, read the full in-depth case study here

What’s important to IBM is that employees have a growth mindset and are willing to learn. The IT skills can be taught and honed through the apprenticeship, with employees learning the theory and the practical at the same time. They can immediately apply what they’re learning on the apprenticeship and see how it actually works in business. That ability to learn through the academic route and immediately apply it to project work is fantastic.

John Griffin
Learning and Development Leader for Early Professionals, IBM

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