Pushing for Artisan Apprenticeships within Small-Scale Businesses

Pushing for Artisan Apprenticeships within Small-Scale Businesses

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Published on: June 16th, 2025

"A postgraduate apprenticeship is an incredible way to learn because you've already dabbled in the field during undergrad, found your passion, and now you're progressing, delving deeper, and applying what you've learned to your job – it's a fantastic opportunity."

Anonymous Quote

Anna Barley, HR Manager at Thomas Sinden:

Anna Barley has been the backbone of Thomas Sinden for four years, tackling everything from hiring and onboarding to strategic workforce planning. She credits the company for nurturing a culture deeply rooted in training:

"We've got numerous individuals who began as trainees, many of whom are still with us by their mid-30s. We've got a man who joined us as a trainee site manager, displaying great enthusiasm – he's now in a leading role in planning almost a decade later.

"We also boast a multitude of people who've started in one position and then we've upskilled them, moving them to different roles. We've had surveyors transition to design management, site managers to pre-construction. The company has a strong focus on personal development."

Even Anna herself is a shining example of someone who's taken an unexpected path and upgraded her skills: prior to joining Thomas Sinden, she had no background in learning and development, yet now she's a Level 7 (Master's) apprentice in Strategic Human Resource Management, thanks to the company's sponsorship.

Expanding the Apprenticeship Initiative

One of Anna's prominent achievements in the past four years is the expansion of Thomas Sinden's apprenticeship program. As the company's total headcount has risen from 90 to 140, so too has the array of upskilling opportunities, with employees participating in various programs including NVQs and conversion courses. Currently, there are ten employees enrolled on apprenticeships, and Anna foresees that number growing in the near future:

"With the company's significant growth last year, I anticipate an increase in apprentices joining as the teams expand and we have more work capacity. We've noticed that when we bring apprentices on, they typically excel."

Anna employs various methods to recruit apprentices:

"We tap into staff referrals, as well as local authority referrals. I'm presently onboarding a young apprentice who approached us directly on one of our sites. We visit colleges and sixth forms; we advertise. There's no single formula for recruiting our apprentices."

A Solid Partnership with UCEM

"UCEM is relatively new to us," says Anna.

She explains that the company had accepted an apprentice who had commenced their program with a company that folded, but were already enrolled at UCEM when they joined Thomas Sinden. They expressed nothing but praise for the university.

When Anna initiated her collaboration with UCEM, she found the team to be "incredibly responsive and easy to consult with." She is "looking forward to fostering a fantastic relationship with UCEM" and foresees "bright opportunities ahead as the company looks to enroll more apprentices."

Anna appreciates UCEM's 100% online learning model due to the flexibility it provides both the apprentice and the company:

"Projects can sometimes be stressful, and if an apprentice wants to be present for instruction but must attend campus on a specific day due to other commitments, that can pose difficulties. I think the flexibility offered by online studying is excellent for both the company and the apprentices."

Apprenticeships in Modest Enterprises

Anna is an ardent supporter of apprenticeships even in small businesses, especially when larger corporations start taking notice of their skilled employees:

"We have clear career paths for individuals, with established objectives. Other companies occasionally try to poach our trainees because they know they're talented. We ensure that our apprentices receive a diverse range of tasks, so they aren't overshadowed as they might be in a larger company."

What about the risk of investing in someone who will leave for a bigger company? Anna acknowledges it can occur, but she doesn't view it as a threat. In fact, she mentions, "we've seen people spread their wings elsewhere, excel, and then return to us to take on director roles."

Anna unequivocally believes that small businesses have a lot to gain by establishing their own apprenticeship programs, with success hinging on open communication:

"Communication is key – with the apprenticeship provider, the line manager, and the apprentice. You've got to ensure that line managers are equipped with training, coaching, and mentoring skills."

1. Anna Barley, the HR Manager at Thomas Sinden, emphasizes the company's commitment to both education-and-self-development and personal-growth, as evident in their numerous employees who have progressed from trainees to leading roles, and Anna herself, who upgraded her skills from having no background in learning and development to a Level 7 apprenticeship in Strategic Human Resource Management.
2. In addition to their ongoing apprenticeship programs, Thomas Sinson also encourages learning opportunities like NVQs and conversion courses, recognizing the importance of continual personal development for its employees, fostering an environment that supports learning and self-improvement.

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