How Upskilling and training Programs Drive Business Success
Investing in training and employment initiatives is more than just a way to address skill shortages—it’s a powerful driver of business growth. Research shows that 74% of senior decision-makers at small and medium-sized enterprises (SMEs) in england have experienced tangible benefits from implementing technical education programs. Additionally, 73% believe that adopting upskilling practices enhances their agility, according to insights from Skills for Life and British Chambers of Commerce.
This is particularly relevant for companies operating in the green economy, a sector that’s expanding rapidly but requires specialized technical expertise. Customary educational programs frequently enough fall short in meeting these demands.To bridge this gap, Veolia, a leading resource management company with a focus on ecological transformation and 14,000 employees in the UK, has introduced apprenticeship programs. These initiatives, which include partnerships with Skills Bootcamps and Higher Technical Qualifications (HTQs), are designed to fill diverse roles and equip employees with the skills necessary for the company’s future success.
One notable example is Veolia’s collaboration with Telford College to address the nationwide shortage of HGV drivers. Through HGV Skills Bootcamps, the company has successfully recruited newly qualified drivers, many of whom have secured permanent positions. This partnership not only benefits Veolia but also creates a lasting pathway to employment for individuals. similarly,to tackle a critical shortage of chemistry-related skills,Veolia launched a Higher Technical qualification trainee program,which is actively recruiting for upcoming roles.
The impact of these initiatives is far-reaching. Beth Whittaker, Veolia’s Chief Human Resources Officer for Northern europe, emphasizes the meaningful return on investment, citing fresh ideas, innovative thinking, and improved employee engagement and retention. “There’s a myth that apprenticeships are for younger learners or those at the start of their careers,” she notes. “But Veolia has successfully engaged current colleagues to reskill and upskill through apprenticeships too, which has been extremely effective in building a sustainable workforce.”
In an era where adaptability is key, businesses that prioritize upskilling and training are better positioned to thrive. By fostering a culture of continuous learning, organizations can not only address skill gaps but also unlock new opportunities for innovation and growth.
Small and medium-sized businesses are proving that workforce advancement isn’t just for corporate giants. take Armultra, a family-owned engineering firm based in Great Yarmouth. with 170 employees,the company spotted a growing skills gap in the industry and decided to take action. Collaborating with East Coast College and other local employers, they launched a 12-week Engineering Skills bootcamp designed to bridge this gap while fueling their own growth.
Armultra specializes in fabrication and engineering services for diverse sectors, including offshore construction, renewable energy, and food production. The Skills bootcamp initiative has been a game-changer, equipping participants with foundational skills that align with the company’s expansion goals. “We were thrilled to retain two graduates from the second cohort,and both are excelling in their roles,” shares director Tom Beales. One of these graduates,Reece,joined as an apprentice,leveraging his Bootcamp experience to distinguish himself during the hiring process. Another graduate has found his stride as an operative, a role he discovered through Armultra’s program.
Beyond the bootcamp, Armultra is deeply invested in nurturing talent. The company hires three apprentices every year and offers internships and work placements to aspiring engineers. Beales is a strong advocate for skills Bootcamps, urging other employers to explore this avenue. “These programs provide essential entry-level skills that can be tailored to address specific industry needs,” he explains. “It’s a smart way to introduce fresh talent to the sector while building a pipeline of dedicated employees.”
Beales emphasizes that while employers invest time and resources into these programs, the returns are invaluable. Not only do they cultivate skilled workers, but they also address broader industry challenges. “Supporting bootcamp participants helps us develop engaged employees who are eager to grow with the company,” he adds. The initiative has also brought fresh perspectives to Armultra, boosting productivity and innovation across the board.
for those like Nathan Pearce, a 38-year-old District Heating Apprentice, mentorship plays a crucial role in career development. Pearce,who now mentors new apprentices,reflects on his journey with pride. “Being part of the apprentice alumni and guiding others has been incredibly rewarding,” he says. “It’s a reminder of how far I’ve come and the opportunities that training programs can create.”
Armultra’s story underscores the transformative power of skills development initiatives. By investing in training and mentorship, businesses can not only fill immediate talent gaps but also build a resilient workforce ready to tackle future challenges. As Beales puts it, “These programs are more than just training—they’re a pathway to growth, both for individuals and the industry as a whole.”
What specific challenges did Veolia face in identifying and addressing skill gaps within its workforce?
Interview with Beth Whittaker, Chief Human Resources Officer at Veolia Northern Europe, on the Role of Upskilling in Driving Business Success
Archyde news Editor: Emma Carter
Archyde: Thank you for joining us today, Beth. The conversation around upskilling and training programs has gained important momentum in recent years. Could you share your viewpoint on why these initiatives are so crucial for businesses today?
Beth Whittaker: Absolutely, Emma. The business landscape is evolving at an unprecedented pace, particularly in sectors like the green economy, where specialized technical expertise is essential.Upskilling and training programs are no longer just nice-to-have initiatives; they’re a strategic necessity. At Veolia, we’ve seen firsthand how these programs not only address skill shortages but also drive innovation, employee engagement, and long-term growth.
Archyde: Veolia has been a pioneer in implementing apprenticeship programs and partnerships with Skills Bootcamps and Higher Technical Qualifications (HTQs). Can you highlight some of the key outcomes of these initiatives?
Beth Whittaker: Certainly. one of our most accomplished collaborations has been with Telford College to address the nationwide shortage of HGV drivers. Through our HGV Skills Bootcamps, we’ve recruited newly qualified drivers, many of whom have transitioned into permanent roles. This has not only benefited Veolia by meeting critical operational needs but has also created meaningful employment pathways for individuals.
Another example is our Higher Technical Qualification trainee program, which focuses on building chemistry-related skills. This program has been instrumental in tackling a significant skills gap in our industry while equipping our workforce with the expertise needed for future challenges.
Archyde: You’ve mentioned that apprenticeships aren’t just for younger learners or those starting their careers. How has Veolia engaged existing employees in upskilling initiatives?
Beth Whittaker: That’s a great question, and it’s one of the key myths we’re working to dispel. At Veolia, we’ve actively encouraged our current colleagues to participate in apprenticeships and reskilling programs. For instance, we’ve seen employees in operational roles transition into technical or leadership positions through these initiatives. This approach has been incredibly effective in retaining talent and building a more agile and lasting workforce.
Archyde: Research shows that 74% of SMEs in England have experienced tangible benefits from technical education programs.How does Veolia measure the return on investment from its upskilling initiatives?
Beth Whittaker: We measure success in several ways.First, there’s the obvious impact on operational efficiency—filling critical roles and reducing turnover.But beyond that, we’ve seen a surge in fresh ideas and innovative thinking, which are essential for staying competitive in today’s market.employee engagement and retention have also improved substantially, which speaks volumes about the value our workforce places on continuous learning and development.
Archyde: In an era where adaptability is key, what advice would you give to businesses looking to prioritize upskilling and training?
Beth Whittaker: My advice would be to start with a clear strategy that aligns upskilling initiatives with your business goals. It’s not just about addressing immediate skill gaps; it’s about future-proofing your workforce. Partnering with educational institutions and leveraging goverment programs, like Skills Bootcamps, can also make these initiatives more accessible and impactful. foster a culture of continuous learning—where employees feel empowered to grow and adapt.
archyde: Thank you,Beth,for sharing these valuable insights. It’s clear that upskilling and training programs are not just a trend but a cornerstone of sustainable business success.
Beth Whittaker: Thank you, Emma. It’s been a pleasure discussing this important topic. Businesses that invest in their people today will undoubtedly reap the rewards tomorrow.
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This interview was conducted by Emma Carter, News Editor at Archyde, as part of our ongoing series on innovation and workforce development in the modern economy.
