The rise and rise of further education and training may be the single biggest transformation in Ireland’s education system over the past decade. Post Leaving Cert (PLC) courses and apprenticeships were, rightly or wrongly, once considered fallback options for people who didn’t get into a college degree courses. These days, however, they are often a first choice.
Many students are going for a PLC course to acquire the skills they need for particular roles, with some of these courses leading on to college degrees. Meanwhile, the range of apprenticeships has expanded massively, and now encompasses traditional trades such as plumbing, carpentry and motor mechanics alongside options including cybersecurity, horticulture, finance and health and social care.
And, because apprenticeships allow students to earn and learn at the same time, they are a good option for anyone considering a new career but worried about whether they can afford it.
All of this is helping open up new opportunities for people who didn’t go to college.
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Barry Comerford works with MSD, a multinational pharmaceutical firm with more than 3,000 employees across seven sites in Ireland.
“I never attended college,” he says. “Instead, I come from a different educational background that reflects a time when formal education wasn’t prevalent for many. My journey has been shaped by practical experience rather than traditional academic pathways.
“Growing up as a farmer’s son instilled a strong work ethic in me, which I further developed while working as an operator in a tannery, as a labourer on building sites and even during a period as a professional actor. Each of these roles imparted essential skills, particularly in teamwork and collaboration – values that resonate with MSD, where we emphasise that we never let a team-mate fail.”
Fiona Croke, global talent acquisition lead at MSD, says the company recruits experienced professionals in fields such as engineering, science and supply chain, while also placing a significant emphasis on future talent programmes that encompass a wide range of practical experiences, including graduate programmes, internships, apprenticeships, summer student placements, and transition-year opportunities.
“Unlike traditional postgrad degrees, which often focus on theoretical knowledge, MSD’s future talent programmes offer practical, hands-on experience within the industry,” Croke says. “This experience can be invaluable when entering the workforce, as it allows colleagues to apply their knowledge in real-world situations rather than just in a classroom setting.
“For many individuals, these alternatives represent a more immediate path into their chosen career, often allowing them to earn while they learn and simultaneously build a professional network.”
Croke says apprenticeship options have expanded significantly in Ireland, and that, during the past year, MSD has hired more than 100 candidates who had no previous experience in the pharmaceutical industry.
“Instead, they were able to demonstrate transferable skills and an appetite to learn, progress and grow with our organisation, bringing diverse and varied perspectives to our teams,” she says.
MSD offers extensive support for employees pursuing these pathways, including on-the-job coaching and mentorship.
“Many colleagues at MSD actively engage in continuous professional development (CPD) to enhance their skills and qualify for different roles within the organisation,” Croke says.
“In 2021 we relaunched the Career Progression Assignment (CPA) to help employees grow by temporarily moving into roles for three to 18 months. This provides opportunities to develop new skills and competencies while continuing to contribute to the business and develop in their career with MSD. This initiative has facilitated over 100 colleagues this year in moving into new roles.
“MSD also offers ‘gig’ opportunities, which are shorter-term commitments to be part of a different team, site or even country for a project. These gigs typically require a number of hours per week for a fixed duration. This allows colleagues to learn new skills, build their network and empowers them to shape their career,” she says.
Kirby Group Engineering offers four apprenticeship schemes – electrical, mechanical (plumber/pipe fitter), instrumentation and sheet metal working. Each apprentice can expect to receive excellent technical training, graduated practical work challenges, superb coaching and mentoring, and quality personal development and support.
“We see apprentices as future leaders,” says Fergus Barry, Kirby’s group HR director. “Most of our top people started as apprentices, so training and development is in our DNA. In fact, four members of our board have progressed from apprenticeship backgrounds.”
Kirby has been running apprenticeship schemes since its beginning, 60 years ago. To date, more than 1,500 apprentices have been through the various programmes offered by Kirby.
“This year we will take on 80 apprentices, which will be our largest ever intake,” says Barry.