Developing skills in a large organisation through training and development
A National Grid case study

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Page 3: On-the-job training

On-the-job training is valuable where realism is essential. It is a particularly good way of developing technical skills. During on-the-job training, a colleague or supervisor guides the employee through tasks and processes so that the employee knows how to perform the task and to what standard. Typically, the supervisor observes the trainees while they perform their duties. After observation, the observer provides the trainees with feedback on their performance. All of National Grid's schemes provide extensive on-the-job training and have received several accolades and awards.

The Graduate Development Programme

This is open to applications from graduates with a 2:1 degree or above in an engineering or commercial subject. About 40 graduates will be employed in 2007. About three-quarters of those employed join the engineering programme and the remaining quarter join the commercial and finance programmes. The foundation modules of the programme last 18 months, during which time graduates are provided with three, six-month placements. Two of these are with a future job in mind and the other one is to broaden their perspective and give them more insight into the company. During each placement, graduates have real, on-the-job projects to complete. They also work with a mentor, who provides guidance and support.


National Grid is among the top employers in Britain for its Advanced Apprenticeships. An apprenticeship provides a recognised qualification and a technical role in the company. National Grid has apprenticeships ranging from 24 to 36 months, all of which contain substantial elements of on-the-job training. Employees on Advanced Apprenticeships are typically aged 16 and over, have at least 4 GCSEs and have an interest in technical operations. 88 apprentices will be appointed in time table

National Grid | Developing skills in a large organisation through training and development