Corporate rotational programmes acclimate junior and senior leaders. These programmes initially afford breadth, with the goal of later focusing individuals toward depth. This same concept is being applied to young people in School-To-Work programs.
Previously, young people took entry-level frontline customer service roles at restaurants, hotels, cafes, cinemas, shops. Those roles introduced concepts and skills required for jobs: punctuality, accountability, service. Give the 'New Normal' economic conditions, flow through the workforce has become stagnant, as front-line employees are restricted from advancing, and thus hold these front-line jobs for longer durations.
That has the impact of closing a common channel to introduce young people into the workforce. Thus, we need to create new doors for them to enter. School-To-Work rotational programmes allow students to join the business in non-critical functions. The students gain 1) experience and 2) an overview of the different functional areas of a business. The business can test potential employees across a variety of different areas and assess their motivations, ambitions, and talents.
Apprenticeship programmes provide a strong example from artisan and craft-based work. Apprenticeship programmes allow the Master to off-load non-critical tasks to the apprentice whilst instructing the apprentice in the craft. However, that immediate depth is not as suited to corporate environments, for a measure of experience is required before the student is to differentiate.
Thus, if we merge the executional style of corporate rotational programmes with the values of apprenticeship, the result is a School-To-Work Rotational Programme.