MHL APPRENTICESHIP PROJECT

Apprenticeship is a tried-and-true approach for preparing workers for jobs as well as meeting the business needs for a highly-skilled workforce that continues to innovate and adapt to meet the needs of the 21st century.
Businesses that use apprenticeship reduce worker turnover by fostering greater employee loyalty, increasing productivity, and improving the bottom line. Apprenticeships offer workers a way to start new careers with good wages.

Workforce organizations, community colleges, and other education and training institutions can use apprenticeship as a proven employment and training strategy.

Apprenticeship is an employer-driven model that combines on-the-job learning with related classroom instruction that increases an apprentice’s skill level and wages. It is a proven solution for businesses to recruit, train, and retain highly skilled workers. Apprenticeship is not just for the private sector, as the Government can also gain from it, depending on the area the apprenticeship program is aimed at. Apprentices can be new hires; businesses could also select current employees to join the apprenticeship program. Apprenticeship is a good way to reward high-performing entry-level employees and move them up the career ladder within the business.

About The Program

The apprenticeship program offers to help bridge the gap in the healthcare sector, by tutoring unemployed youths and equipping them with relevant skills that will be of immense benefit to them and to their country. The Apprenticeship program also helps cut down the already large number of unemployed youths in the country, through qualitative teaching and thorough practical sessions that make them highly employable.

All work-ready youths across Nigeria, willing to gain entry level and upskilling experience in a particular area of interest.
 Self-motivated
 Excellent communication skills
 Good attention to detail
 Ability to multi-task
If you possess the above abilities, then you are just a step away from being an apprentice at MHL.
If you become an apprentice with Monitor Healthcare, you’ll be following a unique development programme during your time with us, which enables you enhance your skill set through expert guidance and support from our team.
An expert in your field will mentor you and also offer valuable guidance and insight. You’ll develop those skills in high demand for your respective field. Your mentor has the responsibility to nurture your development, ensuring you’re always prepared, confident and ready to face your day head on.
At the end of the program, the apprentice will be a keen and hardworking person able to work well both individually and as part of a team. Will also be a confident communicator and able to professionally engage with people at all levels within the business.

Business Involvement: Employers are the foundation of every apprenticeship program and the skills needed by their workforce are at the core. We need to involve business partners that are ready to take in apprentices from the project.

On-the-Job Training: Every program includes structured on-the-job training. Apprentices get hands-on training from an experienced mentor at the job site for typically not less than one year.
On-the-job training is developed through mapping the skills and knowledge that the apprentice must learn over the course of the program in order to be fully proficient at the job.

Related Instruction: Apprentices receive related instruction that complements on-the-job learning. This instruction delivers the technical, workforce, and academic competencies that apply to the job.

Reward for Skill Gains: Apprentices receive increase in pay as their skills and knowledge increase. We need to establish an entry wage and an ending wage, and build in progressive wage increase, through the apprenticeship as skilled benchmarks are attained. Progressive wage increase helps reward and motivate apprentice as they advance through training.

PARTNERING WITH KEY PLAYERS IN THE INDUSTRY

Successful apprenticeships are born from collaboration among partners – businesses, workforce intermediaries (industry associations or labor organizations), educational institutions, the public workforce system, etc. The partnership works together to identify the resources needed, design the apprenticeship program, and recruit apprentices.

You can select from three designs:

1. Time Based: In Time Based program design, the apprentice completes a required number of hours in on the job training and related instruction.
2. Competency Based: In Competency Based program design, the apprentice progress at their own pace, they demonstrate competency in skills and knowledge through proficiency tests, but are not required to complete certain number of hours.
3. Hybrid Approach: In Hybrid Approach, the apprentice must meet both hour and skill requirement.

There are 4 basic models for apprenticeship:
1. Direct Entry: This is a pre-apprentice model that prepares the individual for an apprentice program.
2. Traditional Model: Involves the apprentice being taught and given time to put what has been taught into action as soon as they start.
3. Front-loaded Model: Begins with classroom learning, then learning and working will be combined, thereafter classroom learning will be eradicated so that apprentice can focus on hands on work.
4. Segmented Model: This model will have an apprentice alternating between learning and training.