Anyone who has followed this blog for any period of time will know that I’m a massive proponent of technical education as a worthy alternative to traditional academic paths. Back in 1995 I was working as a lecturer in a Further Education college where I could see the energy and excitement that students had to vocational courses. Far from being the dumping ground of the formal education system, it was full of career minded young people who wanted to crack on.
The extension of the Higher Education system over the last two decades has fundamentally misunderstood both the desires of learners and the needs of business and the economy. At the heart of this is, I believe, an innate snobbery and superiority complex that led policy makers to believe that if every child did A-levels and went on to University it would be in the betterment of society and a high skilled society. This false belief is also why I’m also opposed to universal free higher education.
It is also why I’m delighted to see the development of T-Levels as an alternative academic route for 16-18 year olds in the UK. If you don’t know, the T-level is a technical alternative to the A-level and is a two-year college or school based qualification designed specifically around a technical profession. One of which will be HR, which I’m on the panel to help design the requirements.
One of the most challenging aspects of the T-level proposals is the 45 days work experience a student needs to undertake during their studies. If you think about it, it absolutely makes sense for employers that a young person has not only learnt the theory, but had a chance to see it applied in the workplace. But it requires employers to plan ahead for the application in 2020 and 2022 to make sure that the opportunities are available.
So my ask is this. If you’re an HR professional or business leader and you’re constantly talking about skills gaps and the lack of technical skills in the economy. Start to think ahead, explore the T-levels that are being developed, think about the opportunities that you could create, engage with local education providers and help to make this new route to qualification a success, not just in the HR field, but all the other areas that T-Levels will operate in.
As I’ve said so many times before, you can sit on your hands and complain about skills, education and development. Or you can step up and make change happen. The choice, and the resultant outcome, is yours.
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