Top Recommendations for Companies Considering Their Own Manufacturing Apprenticeship Program
Young people are facing many employment challenges in 2025. Living off of a minimum wage job is challenging even in the most ideal economies. College classes have their benefits, but there can be an inherent disconnect between classroom learning and the real-world skills necessary to perform in the workplace. The cost of higher education can also be prohibitive: some students acquire loads of debt upon leaving college, and others cannot even afford to go in the first place.
On the employer side of the equation, there is a common misconception that today’s young people simply don’t want to work. This idea has repeatedly surfaced over the years, particularly in times of economic difficulty. A search of American news publications and opinion pieces reveals that this viewpoint has been expressed for well over a century. With personal anecdotal evidence, it’s easy for employers to buy into this idea of “nobody wants to work” and give up on investing in the development of the next generation of employees.
At Ahaus, we have found that when you train people with real-world skills, give them opportunities for growth in their careers, and provide them with decent wages and benefits, young people are eager to find – and create – opportunities to improve their lives.
That's why we offer a manufacturing apprenticeship program. We feel strongly that when companies develop a skilled workforce, such as by offering a tool and die apprenticeship, they can prepare for – and handle – any manufacturing challenge or economic change.
For example, many people have concerns that with the rise of automation and artificial intelligence, young workers may face challenges finding work and staying relevant in a rapidly changing job market. At Ahaus, we are using automation to benefit our employees. To us, automation means scaling up, and being ready for the future. Automation means safer work environments, and more predictable outcomes.
How Your Company – and Your Workforce – Can Benefit from Offering Apprenticeships
Many employment challenges can be addressed if more companies offered apprenticeship programs. For workers, apprenticeships are a great way to earn a decent wage and develop valuable, necessary skills without taking on a lot of college debt. Apprenticeships are short-term, well-paid, industry-driven programs developed by companies to provide young adults with a clear pathway to a career, whether in the company that the internship is provided at or at any other job within whichever industry it focuses on.
It’s a known fact that with any job, you must be trained. Apprenticeships offer something that colleges don’t: a mentor. Mentors are skilled, experienced workers that have years of real-life experience on the job. These one-on-one teachers provide valuable lessons and insights about the industry, the job, and the company culture. They may also assist the mentee in completing certifications needed to be hired within the field they are training for.
Most apprenticeships last about a year, but some can go even longer depending upon the program. During this time the apprentice works alongside current employees and learns about the company as a whole. This helps the apprentice network with others in the industry as well as develop close, personal relationships with people within the company, often becoming valuable and irreplaceable assets to the business. Many apprentices choose to stay with the company offering the program because they already know the job, people, and company.
Thanks to the American Apprenticeship Initiative (AAI) launched in October 2015 by the Employment and Training Administration (ETA) of the U.S. Department of Labor, apprenticeship programs are more common than ever before. That’s good news for both workers (the apprentices), who are benefiting from the paid training, and employers, who are benefiting from the positive return on investment: the median ROI of the apprentices’ productivity was 44.3 percent, which means that every $100 an employer invests in the registered apprenticeship program generates $144.30 in total benefits.
Ahaus has been offering our apprenticeship program for more than 40 years. We have trained and developed more than 45 graduates, many of whom have become professional, veteran engineers and machinists within Ahaus and at other companies. Our apprentices receive on-the-job training as well as a formal education; we partner with Purdue University College of Technology and Ivy Tech Community College to help our apprentices earn degrees in highly competitive and well-paying fields.
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We have developed a list of top recommendations for manufacturing companies considering their own apprenticeship program.
1. Define Clear Goals and a Solid Curriculum:
Develop a comprehensive curriculum that covers all the necessary skills and knowledge that aligns with industry standards and meets the needs of the company. A good apprenticeship program should include both on-the-job training and instruction/education.
2. Identify Experienced Mentors:
Identify the folks at your company who can provide quality training to the apprentices. Trainers should be experienced employees who have a thorough understanding of ongoing projects and starting new projects and should have a desire to teach.
3. Let Your Apprentices Work on Real Projects:
A trained worker is a skilled worker. By letting apprentices gain real-world experience on actual projects, your company can develop a skilled workforce that can handle the challenges of constantly evolving manufacturing challenges.
4. Offer College Education Benefits:
Offering paid college education can make a company more attractive to potential apprentices and can also help retain current apprentices. This benefit can be particularly important in fields where there is a shortage of skilled workers. When companies invest in their employees' education, it can increase employee loyalty and commitment to the company. Employees who feel valued are more likely to stay with the company long-term and be motivated to perform at a high level.
5. Promote Your Program:
Using marketing and social media to promote your apprenticeship program not only increases visibility for potential employees but can also enhance your company's reputation as a responsible and socially conscious employer. Consider partnering with local schools or community organizations to reach potential candidates. This can improve the company's image and attract new customers.
6. Evaluate and Continuously Improve the Program:
Regularly evaluate the apprenticeship program to identify areas for improvement. Use feedback from apprentices and trainers to make necessary changes to improve, advance, or modify the program so it benefits everyone involved.
7. Have fun with it!
Make your company a great place to work. Offer apprentices an environment that is welcoming, warm, and friendly. When your apprentices reach the end of the program, if they are staying on to continue working for the company, let them help shape your company culture.
Offering a tool and die apprenticeship can be a smart investment for your company. It can develop a skilled workforce, save costs, increase productivity, enhance retention, improve quality, and give you a competitive advantage.
“We are proud so many of our apprentices are still working with us today,” said Kevin Ahaus, Ahaus Tool & Engineering president and co-owner. “Our apprentices learn the traditional machining methods like manual lathes and mills, and then move into CNC machining and other techniques including design and assembly so that they are well-rounded and can be an asset to any part of our company and choose what they want to do in their long-term career.”
For over 75 years, Ahaus Tool and Engineering has been building careers. Our commitment to employee empowerment and development is unrivaled. At Ahaus, we are proud of our reputation for building quality, future-leaning projects that exceed customer expectations. More than that – we are proud of our reputation for developing team members, from apprentices to managers.
Ahaus is recognized around the world as an industry leader. How we got here is no accident. We’ve been offering the program for more than 40 years, because we believe training and development, as well as a passionate work culture, is essential for any successful business.
To find out how Ahaus can work with you on your custom workholding, automation, or machining needs, contact one of our Sales Engineers here.
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