How to reduce dropout rates for apprentice learners

May 11, 2022 by

In AI, apprenticeship learning is defined as observation-based learning. Here, learners observe the professionals and grasp the skills. Or in other words, it is supervised learning. In the current days, it has become a hot topic how to plunge dropout rates for apprentice learners. According to the statistics, thirty-five percent of all apprentices drop out. Irrespective of the domain, apprenticeship retention is not affordable. This blog explains the reasons for the increased apprenticeship retention rates and how to overcome this situation. 

Apprentice Dropout: Reasons

To improve the percentage of apprentice dropouts, it is imperative to comprehend the reasons. If you recognize the nature of your learners then it becomes helpful while tailoring learning experiences. 

  1. Learner’s silent needs

Traditionally, curriculums are generally designed and thus learners’ needs stay unrecognized. These include learners with disorders like dyslexia, dementia, down’s syndrome, and others.  Mostly, learners are diagnosed with neuro-disorders and hence they need assistance in learning. Moreover, previously disadvantaged learners may withdraw from apprenticeship if they are not receiving the assistance that they require. 

  1. Inadequate assistance

The survey showed that dropped-out apprentice learners reported inadequate assistance and cold responses from the educators. It is not recommended to wait for a learner to announce his/her disabilities. Educators should assist learners in a personalized manner. 

  1. COVID-19 

Unequal impacts of the epidemic led to increased apprenticeship retention rates. Both trainers and learners have to adapt to the advanced models of learning. There are learner-friendly models. Consider whether learners are nervous about getting back to physical classes. Find the answers to the queries like how were the learners impacted and what are the responsibilities of the trainers?

Improving apprentice dropout rates

Better outcomes need early interventions. To effectively combat dropouts, you’ll require a mixture of the suitable tools and knowledgeable employees, but let’s go over some of the main aspects to assist you to boost retention rates.

  1. Evaluate learner’s needs

Personalized approaches work well for improving retention rates. The biggest challenge here is the identification of learner needs. When you explore your learner’s nature, you may locate the beginning point. It will further help to evaluate the need for funding to assist learners and implement appropriate adjustments throughout learning, rather than only at the end of the assessment. 

Learners remain more convinced and entrusted in their courses and a job after learning more about their cognition. You can also create a tailored learning plan from the beginning to assist students to thrive in their apprenticeship. 

Evaluating all students from the beginning constructs a more inclusive approach and more involved students, which can result in higher retention rates.

  1. Communicating with the staff

Educators should be assisting the learners throughout the activity. Surveys suggest that apprentice learners perceive it a difficult task to request extra time from employers. The student is not required to inform the employer of their assistance needs. You can discuss it with the learner and propose to work as a bridge with their line manager. It seems like an excellent approach. 

  1. Training the staff

As staff and tutors are so important to the learning process, we must guarantee that they are properly trained and can provide the necessary support to students who require it.

Take Away!!

The blog talked about reducing apprentice dropout. By finding out the reasons, it becomes easy to overcome the issue. Hence, providers need to consider apprentice learner dropouts. 

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