One thing is sure in the engineering and manufacturing sector: the skills that made your business competitive yesterday might not be enough to keep you ahead tomorrow. Technology is changing job roles faster than ever, industry regulations are shifting, and customer expectations are constantly rising. The result? A widening skills gap that can hold back growth, productivity, and innovation.
The good news is that employers are not powerless. By creating clear, accessible pathways for upskilling — from entry-level employees on the shop floor to managers in senior roles — you can ensure your workforce remains competitive, engaged, and ready for the future.
Two of the most effective pathways for this are apprenticeships and short courses. While both can deliver impactful results, they serve different purposes and timeframes. Understanding when to use each is key to building a resilient skills strategy.
Why Upskilling Matters Now More Than Ever
The UK’s skills gap is no longer a distant concern — it’s a pressing reality. According to the Learning and Work Institute, skills shortages cost UK businesses billions every year, and in sectors like manufacturing, engineering, and technology, the gap is particularly acute. Without proactive upskilling strategies, companies risk falling behind competitors who are investing in their people.
Beyond business performance, upskilling is a powerful retention tool. Employees who see clear growth opportunities are likely to stay, reducing turnover costs and building loyalty. Offering structured learning pathways also strengthens your employer brand, helping you attract top talent in a competitive hiring market.
Pathway 1: Apprenticeships — Building Long-Term Capability
What they are:
Apprenticeships are structured, long-term training programmes that combine work-based learning with formal education. Depending on the level and subject, they typically last between one and four years. They are available for various roles — from engineering and manufacturing to leadership and management.
Who they’re for:
Apprenticeships aren’t just for school leavers or new hires. They can be used to develop existing employees at any career stage. For example, you might have a competent technician who could move into a supervisory role with the proper leadership training, or a shop floor employee ready to learn advanced technical skills.
Benefits for employers:
- Future-proofing your workforce: Apprenticeships equip employees with the depth of skills needed for complex roles.
- Boosting productivity: Employees learn on the job, applying new skills in real time.
- Funding support: In England, apprenticeships are part-funded through the Apprenticeship Levy or government contributions for smaller employers.
- Long-term loyalty: Employees are likelier to stay with the company that invested in their multi-year development.
Example:
A manufacturing firm might enrol shop floor workers in an Engineering Technician Level 3 Apprenticeship over a two-to-three-year period to prepare them for more advanced machinery operation, quality control, or supervisory responsibilities.
Pathway 2: Short Courses — Fast, Targeted Upskilling
What they are:
Short courses are designed for quick, targeted skill development. They usually last from a few hours to a few weeks and focus on specific competencies such as health and safety compliance, leadership skills, digital literacy, or a new software tool.
Who they’re for:
Short courses are ideal for employees who must quickly close a specific skill gap, adapt to new technologies, or refresh existing knowledge. They’re instrumental in industries where regulations change frequently or technology is rapidly evolving.
Benefits for employers:
- Speed: Skills can be updated in days or weeks rather than years.
- Flexibility: Training can be delivered in-person, online, or blended, making it easier to fit around work schedules.
- Immediate impact: Skills learned can be applied to business challenges straight away.
- Cost-effective: They require less time and investment than longer programmes, making them ideal for quick wins.
Example:
An engineering company introducing a new CAD software could run a two-day intensive course for its design team to ensure everyone is proficient and productive as soon as the new tool is implemented.
Apprenticeships vs Short Courses — Which Should You Choose?
The choice between an apprenticeship and a short course depends on your objectives:
Many employers find that a blended approach works best: use short courses for immediate needs and apprenticeships for long-term capability building.
How Employers Can Make Upskilling Part of the Culture
To truly benefit from upskilling initiatives, training can’t be treated as a one-off event. It needs to be embedded into the company’s culture and strategy. Here’s how to make it happen:
- Map Your Skills Gaps Conduct regular skills audits to identify where your workforce is strong and where capability is lacking. This ensures training investment is targeted.
- Create Clear Progression Pathways Link training opportunities to career progression. Employees should be able to see how completing an apprenticeship or short course can lead to new responsibilities or promotions.
- Leverage Funding Opportunities
Many employers miss out on available government support for training. For example, SMEs can cover up to 95% of apprenticeship costs.
- Encourage Cross-Departmental Learning
Skills learned in one department can often benefit another. For example, training production staff in lean manufacturing can improve collaboration with the quality assurance team.
- Recognise and Reward Learning
Celebrate employee achievements, whether completing a one-day course or graduating from a multi-year apprenticeship. Recognition reinforces the value of upskilling.
Final Thought: The ROI of Investing in People
Whether through a multi-year apprenticeship or a quick, high-impact short course, the benefits of upskilling extend far beyond skills acquisition. You’re not just training an employee but building a stronger, more adaptable organisation.
Employees who are given the chance to learn and grow become more productive, engaged, and loyal. And in a market where skills shortages are costing businesses dearly, that’s not just an HR benefit — it’s a bottom-line advantage.
Every employee, from the shop floor to senior roles, has untapped potential. It’s up to employers to unlock it.
