What is an apprenticeship? What is on-the-job training (OJT)? What is work-based learning? How are these types of programs similar, and how are they different? So many questions and so little time. Let's begin by breaking things down into micro-factors (micro, derived from the Greek word “small”). Apprenticeship originates from the Old French aprentiz, meaning "someone learning”. On-the-job training (OJT) is derived from the ancient practice of apprenticeship, where masters passed skills to apprentices in trades. Work-based learning stems from apprenticeship models and on-the-job training, where individuals directly learn a trade or profession through hands-on experience and mentorship in a workplace setting. Thus, these terms, in origin, are not that different.
What is Apprenticeship?
Now that we have our English lesson out of the way, let’s dive a little deeper into what each type of training program offers: similarities, differences, and, of course, outcomes. An apprentice is a person learning a craft. And we know that a participant is someone who partakes in something – in this case, a learning and development or training program. Apprenticeship programs are formalized programs that combine hands-on work experience with classroom instruction to provide individuals with the skills they need to succeed in an occupation. Paid work is a required element of an apprenticeship program. Apprentices are not interns. Some internships are paid, and some are not. There is no 'a participant must be paid' component of an internship. This paid work requirement is one aspect of how apprenticeship programs may vary from other training programs. However, nowadays, you would be hard-pressed to find someone to work for no wages. Unless you are hiring a college student for an unpaid internship that is a graduation requirement, I say good luck.
What is a Work-based Learning Program?
A work-based learning program is also a very intentional training program that oftentimes combines hands-on work experience with classroom instruction. So, as you can see, both types of training programs are very similar in that instance. Where apprenticeships use the term skills, work-based learning programs, in my experience, concentrate on competencies. But really, can't we agree that competencies and skills are synonymous? While some might argue that skills are specific tasks, competencies are broader KSAs (knowledge, skills, and abilities); however, competencies can be – and should be – written to be SMART: specific, measurable, attainable, relevant, and time-bound. Like degrees and apprenticeship programs, which vary in length according to type and occupation, work-based learning programs also have a time element, which is often 6-9 months on average, sometimes more and sometimes less, depending on the occupation.
Competence through OJT and Experience
While most apprenticeship programs are registered with the U.S. Department of Labor, competency registers do exist. This type of register is “a tool for recording activities that contribute to an individual’s competence” (Method Competency Register). According to Stanciu and their colleagues in The SMART competences: A register of competences for users of the Spatial Monitoring and Reporting Tool, "Competence can be understood as the proven ability to do a job and is often defined in terms of the required combination of skills, knowledge, and attitude.” Hence, a competency-based program – whether an apprenticeship or a work-based learning program – is a learning and development approach to skill attainment, where learners and workers demonstrate mastery of specific knowledge and skills.
Benefits and Challenges
According to C-BEN, the Competency-Based Education Network, “learning should be measured by what you can do: the knowledge, skills, and behaviors that lay the foundation for success…so everyone can grow the competencies they need for career-readiness and lifelong learning.” Benefits to a competency-based training program (or work-based learning program), include:
- communication and collaboration
- critical thinking and problem-solving skills
- imagination and creativity
- learning to learn and self-efficacy
- digital literacy
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Learning should be measured by what you can do: the knowledge, skills, and behaviors that lay the foundation for success…so everyone can grow the competencies they need for career-readiness and lifelong learning.
While work-based learning programs are tailored to meet learners where they are, there are undoubtedly a few disadvantages as well. They require:
- precise planning
- experienced educators or facilitators
- preceptors and/or mentors
- can sometimes be challenging to implement
However, like apprenticeship programs, work-based learning programs may not be suitable for all subject areas or occupations. Apprenticeship programs, on the other hand, offer such benefits as earning a wage while gaining meaningful experience and hands-on skills. Yet, disadvantages might include:
- lower initial pay
- a long-term commitment
- the risk of limited career opportunities
- potential for burnout
- the possibility of being assigned undesirable tasks
- the likelihood of facing a lack of recognition from colleagues and peers
Is one better than the other – an apprenticeship program vs an OJT or work-based learning program? Not necessarily, both are presumably earn-and-learn programs, where apprentices or program participants earn a wage while participating in the program, and both, presumably, end with some type of certificate or credential (and if they don't, they should – this really could make or break your program, but that's a topic for a different day).
Takeaways and Strategies
Is an apprenticeship program a good or bad strategy? Is a work-based learning program a good or bad strategy? Really, it depends on an organization’s needs and resources. The only bad strategy is one full of fluff, that fails to face challenges, mistakes goals for strategy, and one that fails to address critical issues.
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The only bad strategy is one full of fluff, that fails to face challenges, mistakes goals for strategy, and one that fails to address critical issues.
Regardless of the type of training program an organization implements, I would be remiss if I did not mention the importance of measurement and evaluation to identify what works and what doesn’t.
- Did you create the training program you envisioned?
- Was it realistic?
- Were you able to integrate the program smoothly into your organization's learning and development or human resource initiative?
- Are there any skills or competencies in the apprenticeship or work-based learning program that were unsupported or didn't fit into the overall program outcomes?
- Did apprentices get promoted?
- Are program participants still employed with your organization?
- Is the training program sustainable?
But most importantly, did learners learn, and can they apply what they've learned in their work on a regular basis? Ultimately, “In the context of program evaluation, the most common intended use of results…is program planning. Measurement and evaluation provide an opportunity for data-driven decision-making.
The fact of the matter is, the only way that people can truly learn is by doing. As Kouzes and Posner remind us in The Leadership Challenge, real learning requires both a tolerance for error and a framework for forgiveness.. An admirable strategy must be flexible and adaptable to ever-changing environments. Accordingly, organizations must be intentional about creating an atmosphere conducive to learning and have a plan for learning to ensue.
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Real learning requires both a tolerance for error and a framework for forgiveness.
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