DOES THIS SOUND FAMILIAR...?
You can't find a Scrum Master and urgently need Product Owners who are able to think and act agile? You are looking for developers who are familiar with Test-Driven-Development, Continous-Integration, Craftmanship and who deliver self-organized products with high quality?
You would like to experience more progress in your agile transformation? There are individual cells in your company that have already implemented agile principles quite well... but how can the experience be transferred to other areas of the company? You would like to overcome the resistance that often accompanies an agile transformation?
THE APPRENTICE PROGRAM
A WAY INTO THE SELF-ORGANIZED LEARNING ORGANIZATION
Train internally interested employees to become agilists, who can contribute to the desired change as multipliers for their ideas within the company.
We support you in ensuring that you don't have to fill the gaps in your workforce with external employees on a permanent basis and work with you to set up the self-organized Apprentice Program. In one or two years, you will have a closely networked community that can drive the program forward internally.
WE HELP THEM TO BECOME INDEPENDENT FROM US
We would like to introduce our program to you... Talk to us!
PRINCIPLES OF THE APPRENTICE-PROGRAM
Our highest priority is to establish self-organised learning and working in the organisation. This enables us to handle upcoming challenges in an appropriate way that serves a successful future for the company.
The apprentice-program provides a base for motivated individuals so that personalities, product teams and an agile community can continue to grow and share their knowledge throughout the company.
The apprentice-program uses a lightweight framework. Each generation develops its own self-organised learning and solution space so that they create strategies that support dealing with the unknown, uncertainties and change.
The apprentice-program provides, in the context of the Learning Objectives of the Scrum Alliance and beyond, the knowledge and skills for certification by the Scrum Alliance. As multiplicators the participants spread a common way of agile collaboration throughout the company.
In contrast to certification trainings the program offers the space to learn the contents within an apprentice peer-group, to apply them in their Scrum teams and to reflect with apprentice-peers in order to support a sustainable application.
Individual mentorship in a close 1:1 relationship supports the extension of the apprentice's capabilities and offers reflection for orientation in personal development so that the participants create value at their evolving best.
The apprentice-program lays the foundation and supports the growth of a lively role-spanning Scrum community. This will continue collaboration, exchange and learning beyond the program.
The apprentice-program builds bridges between the business and the divisions of [, strengthens tYOUR ORGANISATION ]he loyalty of motivated colleagues and attracts new ones.
Graduates of the apprentice-program bring their knowledge and skills to the company and future apprentice generations as new mentors. They support the divisions to create sustainable value for a successful future of [YOUR ORGANISATION].
Junior ScrumMaster or ProductOwner and career changers are suitable candidates for the Apprentice Program. The important prerequisite is that the apprentices work in a real product or project team from the very beginning. This enables them to immediately test what they have learned in everyday life and to reflect and develop it further in the apprenticeship community.
The Dev Apprentice can also be used as a self-organized onboarding tool. Junior developers can be prepared for the agile way of working and get to know different teams before they choose a location where they can contribute best.
DURATION OF THE APPRENTICE PROGRAM
The cycle for an appliance generation lasts 6 months. After 3 months the Apprentice can take the corresponding certification test at the Scrum Alliance. Afterwards, other frameworks, tools and methods are developed that have proven themselves in an agile context.
For dev appliances, the duration can be set between one and six months. Experienced newcomers can also take part in the course in order to be introduced to the community at an early stage and get to know the corporate language and the agile mindset.
BENEFITS OF THE APPRENTICE-PROGRAM
BUILDING UP THE ROLES THAT ARE SCARCE IN THE LABOUR MARKET
Currently there is an acute shortage of developers, ScrumMasters and ProductOwners. Many companies make do with freelancers and external people to cover the needs of the company. This is expensive and often does not lead to the desired result. The experts are more likely to be used in production - when they leave the company, their know-how also leaves the company.
In the Apprentice Program we want to bring the know-how of the experts (internal and external) into the company, anchor it in the company and use it permanently.
GROWTH - PERSONALLY AND FOR THE COMPANY
With the apprenticeship a strong learning culture and community for later collaboration develops.
Each apprentice can be developed as a mentor in the next cycle after completing the program. This is an effective step from taking in knowledge to passing on knowledge. Knowledge transfer is an important prerequisite for learning and the development of products, which the constant change makes necessary and possible.
COMMUNITY OF PRACTICE
represent an important pillar for learning and the further development of technology and knowledge in the company.
The Apprentice Program lays the foundation for a future community of practice because the apprentices and their co-apprentices organize the learning journey themselves. If a generation is assembled from different divisions, this leads to good networking beyond departmental boundaries.
THE LEARNING ORGANISATION
In times of rapid change, a permanent learning culture is not only necessary for innovation - continuous learning and development is also needed to adapt to the changing market.
With the Apprentice Program, a learning culture is developed and brought into the company. Through the promotion and development of multipliers, knowledge is brought into the company and anchored in various places.
THE MENTOR JOURNEY
The Apprentice Program thrives on the interaction between the apprentices and their mentors. All Apprentices can become mentors for other Apprentices in the following generations.
As mentors, the focus is on knowledge transfer, coaching and lateral leadership. Self-organisation is an important part of agile work. Mutual, active leadership as needed is a helpful skill.
The mentoring journey of the Apprentice Program provides a protected space for reflection, feedback and learning - as a basis for effective leadership in an agile context.
External and freelance employees are more expensive than internal employees. They can also stay with the company for a limited period of time. A high effort of on- and offboarding ties up time and money.
With the Apprentice Program we build up internal know-how. The program makes it possible to focus more on juniors in recruiting because they can be built up in the program in a targeted manner.
With our offer, certification costs can still be saved, because we can recommend our apprentices for the online exam due to our CTC certification, without them having to complete an additional certification training.
SELF-ORGANIZED AND DEMAND-ORIENTED ONBOARDING
In many companies, developers are recruited and then assigned to a free place in a team. Often it is not possible to check how it fits together and a lot of unrest can arise, which can affect the productivity of the team.
The Apprentice Program can serve as a first point of contact for new recruits. Here employees can familiarize themselves with the company's own working methods and domain language. During the program, the newcomers can come into contact with the different teams and find out where they can best work.
DISSOLVE DEPENDENCY ON EXTERNAL EMPLOYEES
External staff are helpful to solve short-term problems. In the long run they are usually too expensive. In addition, external employees can only work for the same company for a limited time due to legislation.
This means loss of know-how and the use of time and money for new onboarding.
With the Apprentice Program we use the knowledge of external experts (also) to bring their knowledge into the company. It is important to us that the focus is on ensuring that these experts do not work alone - instead, we design the work situations in such a way that the knowledge flows into the company in the best possible way. This is where pair and mob programming, shadowing, workshops and training sessions help. The focus is on helping people to help themselves instead of letting the experts solve the problems.