Based on data from our Best Traineeship competition, the report highlights key areas such as Performance Improvement, Mentorship, and Learning & Development. These elements are closely linked and play a vital role in shaping effective traineeship experiences. Understanding how they interconnect can empower organizations to create a more holistic approach to talent development.

What can you expect? The report provides a wealth of information, including performance metrics and competitor benchmarks that allow you to see where you stand in relation to others in the industry. Additionally, it shares practical recommendations for continuous improvement, making it a great resource for traineeship managers and young talent leaders looking to innovate and grow their programs.

We believe that by sharing knowledge and trends, we can all work together to elevate the standards of traineeships. The insights gained from this report can serve as a catalyst for change, inspiring you to refine your current strategies or explore new ideas that align with the evolving needs of young professionals.

Ready to get started? Download the State of the Industry Report here and discover how you can drive positive change in your organization.

The 2024 Best Traineeship competition is open for entries. Don’t forget to register – click here to enter.

The post Discover the Insights: Our State of the Industry Report Is Available appeared first on Best Traineeship.

In 2023, this coveted prize was won by Jeske van Boxtel of the Enexis Groep. Jeske’s recognition as the Young Talent Manager of the Year for Best Traineeship is well-earned due to her personalized approach, blending professional excellence with genuine connections. Going beyond typical managerial responsibilities, she actively participates in projects and fosters individual growth while ensuring trainees are matched with suitable opportunities. Jeske’s commitment to ongoing improvement and strategic leadership has elevated the traineeship program, earning her admiration and making her a deserving recipient of the award.

We sat down with Jeske to talk about what the win means for her, and take a look at what motivates her as a Young Talent Manager.

How does it feel to take out the award for Young Talent Manager?

It feels great! It’s an honour to have that title for this year.

Enexis has had a strong presence in the Best Traineeship program over the past few years – What brings you back to the competition every year?  

I was joking with some colleagues earlier about what would happen if we didn’t make it to the finals. We wondered what we might have overlooked and what’s been happening in the world that we’ve missed. With our robust program and solid fundamentals, it would seem like the world would have to be turning upside down for us not to make it! While we don’t expect to win every year, we’re confident in our strong traineeship and our ability to consistently place in the top 10%, aligning with Enexis’s strategy and meeting the trainees’ needs. Missing the finals would definitely be painful.

What do you think makes a good Young Talent manager?

Good question. I believe having a passion for the development of young people is crucial. I’m dedicated to witnessing their growth, firmly believing that every individual we enroll in an Enexis traineeship has the potential to thrive and become their best self.

My approach involves assessing each person’s needs to facilitate their rapid development and providing them with the necessary tools to build talent and confidence. By focusing on the trainees themselves and tailoring the program accordingly, including the type of training required, I leverage my extensive network within Enexis to guide them towards self-discovery and strategically oversee their development. The feedback and reasons for my nomination were deeply touching, as they affirmed that I’m able to instill such sentiments in others.

Our judges have noticed that your trainees are seen within the company as authentic, self aware, and actively making a difference – how do you facilitate this?

Making them self-aware and confident sometimes involves experiencing growing pains, which can be quite challenging. Within the two-year program, I aim to help trainees confront the aspects of their past, values, and upbringing, some of which may be beneficial while others may not. This process, though approached with care, sometimes requires addressing uncomfortable truths to facilitate growth.

While my intention isn’t to make anyone cry, I want them to recognize areas where they need to evolve. By embracing and acknowledging these challenges, individuals can become more confident, self-aware, and capable of growth. This aspect of our program nurtures future employees who understand how to leverage their backgrounds and personalities effectively.

Having a buddy system ensures ongoing support throughout their development, fostering an environment where authenticity is valued, vulnerabilities are embraced, and learning and growth are prioritized over competitiveness.

What drives your passion for ensuring these trainees achieve their end goals within Enexis?

I believe having strong, self-aware young professionals benefits Enexis, as they contribute to achieving organizational goals. Drawing from my own experience as a former trainee, I leverage insights to not only assist Enexis but also to set personal targets and enhance the development of future trainees. Encouraging collaboration among individuals with diverse backgrounds and personalities to form cohesive teams is a key aspect, although it requires persistent effort and understanding to navigate initially. This emphasis on teamwork is integral to the traineeship experience. Additionally, providing challenging assignments with appropriate guidance fosters trainee growth in achieving results and personal development.

It doesn’t always work out from the start, this is hard work!

Do you have any wisdom to share with other Young Talent Managers entering the competition, and what are the benefits of the competition for other young talent managers?

Always be curious about what drives the trainees in what they do and what they think. 

It’s valuable to gain insights from both current trainees and alumni regarding their perceptions of the traineeship and its benchmarks. By not solely focusing inward, but also observing external practices, we can adapt and improve our traineeships. Providing a platform for trainees to express their views is essential. Expressing gratitude to every department for their contribution, even in defeat, reinforces the collective effort involved in the program. Winning the Young Talent Manager award is gratifying, yet it’s crucial to acknowledge that the entire company supports the trainees, highlighting the importance of recognizing colleagues’ dedication to the program.

You are regarded as the cornerstone of the Traineeship Program, playing a vital role in its success. How do you ensure that your expertise and dedication are integrated into the fabric of the program, fostering ongoing improvement and ensuring long-term quality?

It’s my responsibility to establish strong connections with every department, articulating the value the traineeship brings to young professionals, each department, and Enexis as a whole. If I were to depart tomorrow, my impact lies in fostering a strong bond between trainees and the organization’s top 100 leaders. I’ve implemented changes to the program, integrating its two streams to reinforce mutual support. Every day, I passionately advocate for the development of young people, hoping to inspire others with my enthusiasm and perspective. I consistently share my insights on youth development, aiming to influence others to see things from my perspective.

It’s my responsibility to establish strong connections with every department, articulating the value the traineeship brings to young professionals, each department, and Enexis as a whole. If I were to depart tomorrow, my impact lies in fostering a strong bond between trainees and the organization’s top 100 leaders. I’ve implemented changes to the program, integrating its two streams to reinforce mutual support. Every day, I passionately advocate for the development of young people, hoping to inspire others with my enthusiasm and perspective. I consistently share my insights on youth development, aiming to influence others to see things from my perspective.

Congratulations again to Jeske, and the Enexis Groep for their well deserved win. 

To see all this year’s winners, visit our winners page here. Want to showcase your traineeship against the best? Register for next year’s competition here.

The Best Traineeship Peer Circle event will be held again this year. If you’re interested in learning from other Young Talent managers, and sharing your expertise, email info@besttraineeship.com

The post Meet the Winners: Young Talent Manager – Jeske van Boxtel appeared first on Best Traineeship.

What our judges noticed is that their trainee program has been greatly improved, offering early exposure to operational and staff functions. Trainees share their experiences, promoting cultural understanding and alignment with Enexis’ strategy. Networking and mentorship are emphasized, along with diverse coaching options for personal growth. Selection criteria now includes diversity and inclusion awareness, enhancing the program’s reputation for authenticity. Trainees are encouraged to be authentic and make a meaningful impact, earning recognition and appreciation from company employees.

What is clear is that they take on the feedback from previous years, and have used this to shape their traineeships to a high level.

What is clear is that they take on the feedback from previous years, and have used this to shape their traineeships to a high level.  We sat down with the Young Talent Manager from Enexis, Jeske van Boxtel to talk about what sets their traineeship apart, and what the competition means to them.

For the second time, Enexis has taken out the overall Best Traineeship award! How does it feel?

Amazing. We’re so proud. We’ve won this again – we were very surprised as there was really strong competition this year, and so many excellent competitors.

The judges noticed a strong link between the traineeships and the overall strategy of the Enexis group – can you tell us more about how intertwining the two has strengthened your traineeships?  

We make sure the strategies are aligned with the trainee program. When I started working with Enexis in this role, there was a new strategy. You need to make sure that the program is aligned with this. I met with the Board of Directors and managers and I asked – if you have this strategy, what is needed for the trainees? What can they bring that can make this strategy happen? Do we need the leaders of the future? Do we need strategists?

All these things had to come together – can we make this align with the strategy. Many things were already aligned, but some had to be adapted or changed. It starts with realising that the trainee program is there to make a part of the longer-term strategy.

Challenge yourself to think: Does this work with the strategy? And then you make it work.

How easy was it to link your goals to the traineeship? In what way did this strategy boost your traineeships?

It wasn’t particularly challenging, but I believe it’s crucial to clarify things by asking questions. While many trainee programs might naturally align with our strategy, it’s essential to discuss and understand those connections. This communication needs to reach all levels of management so everyone grasps their role in the bigger picture. Without these conversations, things can easily slip into ambiguity.

We believe it’s crucial for the board to stay connected with the trainees to see the alignment in action. This connection not only shows that we take our trainees seriously but also reinforces their sense of importance within the company. When trainees feel valued, they’re more motivated to contribute meaningfully to the organization.

Personal Branding was your best practice win this year – what have you learned from previous Best Traineeship participation that helped take yours to the next level?  

That’s a great question! Looking back, I don’t think I fully grasped last year that winning that award was our ultimate goal. Having been in this role for two years now, I’ve come to realize the immense potential for growth that our trainees possess.

My focus has been on nurturing the self-confidence of our trainees and emphasizing the importance of networking. Networking is absolutely crucial and plays a significant role in our trainee program. This year, during the competition finals, I observed our trainees actively engaging with others, forging connections right off the bat. They exuded confidence, displayed a genuine eagerness to learn from their peers, and demonstrated curiosity.

This is really satisfying for me because it speaks to their personal brand, and our program encourages the notion that while asking for help is always okay, they should also proactively seek connections throughout the company. It instills a sense of confidence in their ability to tackle challenges independently.

How are you taking away this year’s feedback and benchmark report and using the insights to build the traineeship program? What are the benefits of receiving the benchmark report?

What I find really rewarding is that we identified some areas for improvement last year, and this year, those issues were addressed because we took the feedback from the reports seriously and made improvements accordingly. That’s the beauty of participating in the competition over multiple years—you can clearly see how you’re progressing.

While there weren’t major overhauls needed based on the reports, it was still insightful to review the reports from other traineeships. We noticed that some had assignments with significant responsibility, which is something we can definitely integrate into our competition. It’s about learning from what others are doing, incorporating those insights into our traineeship program, and aiming for success.

Another valuable takeaway from last year was seeing the diversity within Prorail’s program, so we made sure to incorporate that into our approach as well. It’s all about learning from different companies, making necessary changes, and finding inspiration along the way.

I also gained a lot from the peer circle discussions. There are countless aspects from the competition that you can take away and apply to enhance your own traineeships. The competition really prompts you to think critically, and the final event sheds light on both the strengths and weaknesses of various programs, helping us identify what we can learn and implement moving forward.

What brings Enexis back to the competition each year?

It’s a good way to have a critical eye on your own program, – not only your trainees, but on yourself, your stakeholders, your board as well as on other companies. 

Enexis keeps coming back to the Best Traineeship competition every year for a few reasons. Winning the top prize twice fills us with pride, especially when we’re up against tough competition. Linking our trainee program with Enexis’ bigger strategy has really helped us succeed, making sure our program aligns with what the company wants to achieve. Plus, the competition gives us great insights and chances to learn.

 We use the feedback, benchmark reports, and ideas from other participants to keep making our traineeship program even better. Overall, being part of the competition helps us keep improving and being innovative.

Congratulations again to our overall winners, Enexis Groep. To see all this year’s winners, visit our winners page here. Want to showcase your traineeship against the best? Register for next year’s competition here.

The Best Traineeship Peer Circle event will be held again this year. If you’re interested in learning from other Young Talent managers, and sharing your expertise, email info@besttraineeship.com

The post Meet the Winners: Overall Best Traineeship – Enexis Groep appeared first on Best Traineeship.

The judges for the Best Traineeship Competition bring a wealth of experience and insight to their roles. Having worked with diverse traineeships, their expertise extends beyond mere knowledge, encompassing a profound understanding of the intricacies of various training programs.  

Their ability to provide constructive feedback that inspires change and is matched by their awareness of the diverse landscape of traineeships and what makes a traineeship the “best in class”. These judges ensure that their evaluations are informative and inspire participants. They possess a unique skill in asking pertinent questions that not only help improve current traineeships but also prompt teams to contemplate the future trajectory of their programs.  

Their practical communication skills and talent for offering constructive criticism while providing support make them instrumental in elevating the quality of traineeships.  

Meet the Judges 

This year’s panel of experts represents different facets of the traineeship experience, from entrepreneur to corporate and from group to individual development.  

Kieran Canisius

Kieran is an entrepreneur with a robust business development, operations, and pharmaceutical industry training history. As a jury member for Best Traineeship since 2015, Kieran is deeply engaged in education and growth and has a keen eye in ensuring that a traineeship offers all stakeholders sufficient return on investment. She is a seasoned professional with extensive knowledge of various traineeships, offering valuable feedback and insights. Known for being outspoken and articulate, Kieran can elevate traineeships by asking pertinent questions, inspiring with their words, and providing expertise from firsthand experience. Her energetic and determined approach underscores a career marked by a solid connection to education, fostering professional development and the value that the program brings. 

Tom Vuorinen

Specializing in organizational development, Tom focuses on shaping future traineeships. His expertise in executive leadership aligns seamlessly with the dynamics of traineeships, emphasizing the importance of connecting people and building authentic personal brands for visibility. His substantial experience in a corporate environment and now as an entrepreneur provides extensive understanding of the environment in which the Trainees and Traineeship should excel.  As a sociologist and facilitator with over two decades of experience, Tom excels in designing and implementing large group interventions, valuing collaborative models that intertwine human behavior transformation with content change. As a well-rounded addition to the Jury, Tom represents the corporate perspective and contributes to a diverse panel encompassing various career backgrounds.  

Rani Zuijdervliet

A psychologist and seasoned practitioner in vitality and performance, shares her journey seeking personal and professional balance. Over almost two decades, she’s evolved as a coach and trainer, now striving to guide others in becoming their best selves. Rani emphasizes authentic growth, rejecting the notion of becoming a different person. Her coaching principles include result-oriented focus, honest analysis, injecting fun into learning, a no-nonsense approach, and a passion for genuine connections. Rani’s commitment lies in helping individuals build a foundation for long-term inspiration, effortless flow, and, ultimately, being their best version. 

Yvonne Oostvogels

ProRail Overall winner 2022, Guest Jury Member 2023

 14 years ago, Yvonne started her career as a trainee and after several managerial positions, mainly in operational environments, she has been Trainee Manager at ProRail for the past year. Her responsibilities include the entire set-up and training program of the traineeship, recruiting and selecting the trainees, and during the two-year program she is also the direct manager of all trainees. She continues to be very proud that last year they were chosen as the Best Traineeship 2022 and now has the opportunity to share her expertise on the judging panel during the final of Best Traineeship 2023. 

The combined expertise of Tom, Kieran, Yvonne, and Rani in the realm of traineeships is a formidable asset. Their extensive experience and effective communication skills make them adept at providing constructive criticism, support, and inspiration. While Kieran brings entrepreneurial insights, Tom contributes from a corporate perspective, Rani specializes in individual growth and Yvonne brings a keen eye of the high bar set for the current title holder of overall Best Traineeship. Their collective experience extends to various companies and brings a diverse mix of backgrounds, ensuring a well-rounded approach that understands the intricacies of the workplace, creating a unique and balanced dynamic for shaping the future of traineeships.

Best Traineeship drives traineeship excellence to build brighter futures together. Are you curious about how the Best Traineeship Competition is shaping for this year? Follow our LinkedIn or Instagram accounts for the latest updates.  

The post Meet the 2024 Best Traineeship Judges  appeared first on Best Traineeship.

Types of Traineeships

Traineeships come in various forms, with two primary categories being managerial/corporate traineeships and functional traineeships. Each serves a distinct purpose and offers a different perspective on talent development within an organization.

Managerial/Corporate Traineeships: These programs are designed to develop future leaders and executives within the company or government. They provide a holistic view of the organization’s operations and typically involve participation in multiple projects on various levels. Managerial traineeships aim to develop individuals who can steer the company’s strategic direction. These traineeships tend to focus more on trainee long-term added value.

Functional Traineeships: On the other hand, functional traineeships focus on honing specific operational or practical skills. They often involve participants working on a series of balanced projects at different levels within the organization, with the goal of becoming experts in their chosen field. These traineeships often drive short-term gains in specialized areas.

It’s important to note that while the methods and objectives of these two types of traineeships may differ, a set of common standards to measure quality, value, and positioning can be applied to both. At Best Traineeship, we believe that regardless of the type, there are fundamentals that every traineeship should uphold.

The Best Traineeship Matrix

Best Traineeship works with all types of traineeships through a comprehensive matrix approach. We often receive questions like, “What is a traineeship, and what is the definition of a traineeship?” We abide by ten traineeship standards to answer this, of which five represent our best practices. These standards help organizations ensure that their traineeship programs are effective, regardless of whether they are managerial or functional.

You might wonder why we compare such different traineeships and believe these standards apply to all. The answer lies in the fact that these standards address crucial elements of a traineeship, regardless of its nature. These elements, such as mentorship, learning opportunities, and valuable networks, are vital for any trainee’s development. Therefore, we measure them to define what a traineeship is and why we feel comfortable applying these standards universally.

You might wonder why we compare such different traineeships and believe these standards apply to all. The answer lies in the fact that these standards address crucial elements of a traineeship, regardless of its nature. These elements, such as mentorship, learning opportunities, and valuable networks, are vital for any trainee’s development. Therefore, we measure them to define what a traineeship is and why we feel comfortable applying these standards universally.

The Current Landscape

There is a change in today’s job market, with many openings for qualified candidates. This has led to a shift in priorities for both job seekers and organizations, with companies creating traineeships to pull in younger talent to roles. Learning and development have become significant drivers for individuals to join and stay with companies, and this has now become a priority when considering a traineeship. Consequently, many organizations are initiating or expanding their traineeship programs to attract and retain the best talent.

From our benchmark report: 38% of trainees chose their traineeship program specifically for the learning and develoment opportunities.

As more and more traineeships are being developed, it’s an opportune moment to highlight what makes a suitable traineeship. Best Traineeship’s role is to provide guidance and share insights based on our extensive data and experience. Our standards are applicable to all traineeships, and we offer support and advice to any company or organization. We aim to assist organizations in building solid, effective traineeship programs and serve as advisors on how these programs should be constructed.

Short-Term vs. Long-Term Gain

One of the standard questions in the traineeship realm revolves around the return on investment (ROI). Should organizations prioritize short-term gains, as functional traineeships often do, or focus on long-term gains, which is more typical of managerial traineeships?

The answer lies in understanding the goals of your traineeship program. If your organization seeks rapid skill development and immediate contributions, a functional traineeship with a short-term ROI might be the right choice. However, if the objective is to develop future leaders and align them with the company’s long-term strategic direction, a managerial traineeship focusing on long-term gain is preferable.

Defining Your Traineeship

When establishing or remodeling/continuously improving a traineeship program, there are critical questions to consider. How long should it be? How many rotations should it include? Should it be outsourced? Importantly, there is no one-size-fits-all answer to these questions. Your traineeship’s framework should align with your organization’s specific goals and needs.

Start by asking yourself the fundamental question: “What is the goal of our traineeship?” Your program’s content, structure, and achievements should stem from this overarching goal. Are you aiming to address a skills gap in your organization, attract fresh talent, or embark on a new strategic direction? The purpose of your traineeship defines its framework and setup. Different stakeholders have different goals in mind – this is why you need to establish this early on, and get to the core goal. 

Similarly, a well-structured traineeship can be a strategic solution if you face challenges like a lack of applicants or undergoing significant organizational changes. These programs address immediate talent needs and contribute to long-term organizational success.

In conclusion, a traineeship is more than just an onboarding program or just an internship; it’s a strategic tool for talent development and organizational growth. By understanding the different types of traineeships, applying our common standards, and aligning them with your organization’s goals, you can create a traineeship program that attracts top talent and ensures their long-term success within your company. In today’s competitive job market, being the best and showcasing the best through a well-crafted traineeship can set your organization apart and lead to a brighter future.

Ready to showcase your traineeship? The 2023 Best Traineeship competition closes October 31st, 2023. Register here.

The post What is a traineeship? A fundamental Question. appeared first on Best Traineeship.

This incredibly motivated and engaging team also took out the award for Return on Investment,  with our judges noting that they have a high level of retention of their trainees. Trainees are actively encouraged to move through the company, showing how much value they place on their investment in their training.

The Best Traineeship team sat down with Tim after the competition to talk about winning, insights, and what motivates them.

Congratulations on winning the Overall Best Traineeship, Tim! How does it feel to take out the Return on Investment and Overall Best Traineeship awards?  

I’m very proud of this achievement! ProRail’s traineeship program is now 20 years old, and this recognition is rewarding for us. It’s acknowledgement for the time and money we have invested in creating our program, and that it now is recognized as being a great traineeship program.  

We’re also extremely proud of the high retention rate that we have with our trainees – this means that we are retaining the talent that we have worked so hard to train to a high standard, and this benefits us greatly.

On a personal note, I have managed the traineeship program now for the past 3 years, so this feels like the crowning jewel on that achievement for me!

In your opinion, what elements of your traineeship are you most proud of and that make ProRail stand out to win both of these awards?

I believe that what makes us stand out is the element of co-creation. Our learning program is developed by the training company we use, the trainee manager, and most importantly, the trainees themselves. We use an established template, but the trainees have input into all the theory, their learning opportunities and have a direct influence on their training program.

While we have 4 different areas of specialization,  all the trainees work together, learn together, respect each other, and spend time together out of work – they’re a close group that strengthens their traineeships.

While our trainees come from different backgrouns, we actively encourage them to be themselves within the company, and we have firm diversity and inclusion policies within the program.

Another exciting element is the growth of trainees. Mentorship programs are vital for our company, and we watch trainees grow, with older trainees mentoring and helping them develop within their roles. Trainees have a dedicated buddy and a mentor, and we think this strengthens our program. Our trainees are a whole team effort.

We’d like to understand more more about your use of the C-Suite in the traineeship program. How do you use it to ensure that the trainees grow and flourish?

C-Suite is our hiring management program. Trainees have a mentor for their 2-year journey, either a board member or buddy and meet every 3-4 weeks. It’s close internal contact, and they get to know each other, their learning style and potential, and their next steps with their training.

The C-suite members also use this moment to develop the program further. They have opportunities to meet the board and explore and discuss different things – and trainees get to know the directors closely, meaning that trainees are utilized across the company at all times.

Why is keeping a “fresh pair of eyes on things” within your traineeships relevant?

Changing your perspective and being open to new ideas is always relevant. We don’t have any competitors, so it’s probably more essential for us to take on new perspectives and have the status quo challenged. It’s not only with our trainees – you can constantly challenge how things are done and learn in new areas.

Our younger trainees want to have an impact. These are our fresh eyes, and they want to do everything meaning that the older established teams have an injection of energy to inspire them.

Innovation and experience from other industries can also positively impact how things are done – that’s why bringing in external expertise is essential.

What key learning points have you taken away from the Benchmark Survey and the Jury Feedback? Can you share how you’ll be integrating these into your traineeship?

We’ve already discussed the benchmark report extensively internally. We’ve already talked with our training company, and we’re looking for ways to improve our learning and development element. We can use this direction for short, and longer-term changes.

We also see that we are limited in international experience options, but we are utilizing this feedback to improve this and increase the opportunity for cross-border experiences.

We didn’t realize that the trainees weren’t aware of how to utilize personal branding. We are now focussing on this, running additional training, and making things more efficient and intelligent. Concerning all the feedback in the report, we’re now making comparisons internally to ensure we’re measuring all the right metrics.

What are the most crucial benefits of the awards for anyone participating in the survey and competition, and what are the benefits to ProRail?

We can say in 2022, we were the best traineeship, so why shouldn’t you apply for a traineeship with us! This recognition is something that we will use when we’re recruiting trainees.

We see the report as the most crucial benefit. We can further develop our traineeship program, not only based on our trainees but the input of other trainees from other programs. That makes it relevant for trainees – they see the recognition of us being the best and that we use that information to grow.

What words do you have for future applications to the annual competition?

For starters, knowing how your trainees experience the program and comparing it with how you think it is going is beneficial. You understand better where the improvement potential is, and that’s great.

It’s also cool to see how your trainees pitch and perform and how you’re training them – but learn how other trainee managers work, establish a network of like-minded people, and learn from each other.

I spoke with the program manager for Enexis – and linked her to my new colleague – and we have exciting elements and want to learn from each other.

Of course, you have to make it to the final to meet them all, so it will be exciting to see who comes through next year, and how we can work together in the future.

The team at Best Traineeship would like to thank Tim Burgraaf and ProRail for their time in answering our questions, and take another moment to congratulate them on their Return On Investment award and taking out the overall Best Traineeship in 2022.  Please find out more about our 2022 winners here.

Follow ProRail on LinkedIn here.

The post Meet the 2022 Overall Winners: ProRail appeared first on Best Traineeship.

The judges, Kieran Canisius, Marco Koot, and Rani Zuidervliet, were joined by the winner of the 2021 Trainee Manager award, Mart Koeslag (formerly of Enexis Groep), and had the difficult task of deciding the winners.

Focus 2022 and 2023

Our own values of innovation and evolution mean that we share our own vision for the future – “Driving traineeship excellence to build better futures.” This drives us to implement learning and improvements in these areas:

1. Strengthening knowledge sharing.
2. Effectively collect and share data.
3. Showcase the Best Traineeships.

Through these critical focus areas, we are showcasing the achievements of our winners, our Best Practice champions, and our own data gathered from our Benchmark Survey. 

State of Traineeship Industry Report

As we gather the data and create our Company Benchmark Reports, this allows us to identify  the (emerging) trends) within traineeships and provides insight into how the industry can take the quality of their traineeships to the next level.

Kieran Canisius led us through the trends over the past eight (8) years and shared with us this year’s top category – Program management. This standard is defined by Best Traineeship as:

“The management of the traineeship program upholds clear traineeship program standards and quality measurements that drive continuous improvement and strategic impact of the traineeship program. “

Over the last eight years, Personal Branding traded off with Program Management as the category seen as most important by Trainees. However, during 2020, the most important standard was Learning and Development– which potentially could be the influence of Covid-19.

She then led us through the top elements of a traineeship, as identified by the trainees themselves, and showed us what trainees felt were the least important items.

This year’s featured research was “Recruitment – The Battle For Talent”, and as part of the survey, trainees also shared their experiences. We learned more about trainees’ personal journeys, why they chose particular traineeships, and how motivated they are by their experiences. We’ll write more about this in the upcoming blogs!

Are you interested in seeing how your company compares with the benchmarks this year’s winners set? Our benchmark report is available so you can see how your traineeship compares.

Keynote Speaker – Geertje Peneder

Geertje Peneder took the floor after this session, and led us in an fascinating session on the Multi-Generational Workforce. She spoke about the benefits each generation brings to the workplace and how we can better integrate and adapt to the changing dynamics within the workforce.

It was evident that Geertje’s presentation captivated the room, and her energy as a speaker was infectious. Everyone engaged with the information presented, and conversation flowed, triggered by her expert questions.  Experiences within the multi-generational workforce were shared, and she left us with incredible insights and action points to take back to our own workplaces.

The Pitches

Each trainee team was invited to present a 5 minute pitch on their traineeships, followed by a jury and audience question time. They shared their experiences, and what made their particular company’s Traineeship a standout. This year’s finalists were Talent in Huis, Enexis, Fugro and ProRail.

What you may have noticed, we presented 4 awards instead of our usual 5. This year, we did not announce a winner of the Performance Improvement standard. During the first two rounds of the competition, we did not identify a company that stood out as the strongest in this category. We hold our Best Standard awards in high esteem, and therefore decided that this year we would not award a winner in this category.  

It was clear that all the teams spoke with passion, and shared their experiences with pride. The four finalists were impressive, and we knew that it would be a difficult decision to decide on who would win.

The Winners

The moment we were waiting for arrived – first the winners of the Best Practice Awards.

Return on Investment: ProRail

Our jury was impressed by your high retention rate in your trainees. Ex-trainees move through the company to the highest levels, including to the Executive level, expressing the high value in which you hold your traineeships and the value they add to ProRail.

Learning and Development: Enexis Groep

It is impressive to see the innovative ways in how you weave experience and interplay together to create a safe place for traineeships. Equally as impressive for our judges was the way learning and development is implemented for the whole company, as few companies structure and embed this learning for supervisors, mentors and other team members to improve their programs continuously.

Balanced Projects: Fugro

Your trainees have the freedom and flexibility within their traineeships to embrace their mistakes as part of the learning process. This sets you apart within the competition and this unique aspect impressed the jury. This method clearly identifies individual needs and selects the best strategy for trainee projects.

Personal Branding: Talent in Huis

During the jury interview, it was clear to the jury that your trainee not only understood Personal Branding but knew how he could utilize it effectively, both personally and professionally. His excellent overview of his qualities, challenges and how he can ove come these impressed the jury. That in combination with the benchmark survey scores, was a clear case.

Then the Young Talent Manager for 2022 was announced and went to Manon van Beek of Fugro. What set Manon apart from the rest was the fact she received 100% of the trainee votes – a truly remarkable achievement.

From her trainees:

 “She has raised the bar on this traineeship and turned it from a guinea pig project into a global program with an extremely high learning curve and significant more exposure.”

And

“Manon van Beek, for her invaluable energy, care and commitment to making this idea for a traineeship into a fully professional and global traineeship!”

And finally, the overall Best Traineeship for 2022 went to ProRail, an announcement met with much enthusiasm. The jury felt that their commitment to creating quality traineeships and high retention rates set them apart from the rest, earning them this year’s highest recognition.

A unique and diverse group of trainees benefit from the ProRail program, with traineeship groups a mixed layer of experience. Trainees are recruited on a continual basis, meaning that a lot of learning and sharing is found between the trainees.  Through their strong traineeship program, they educate 55,000 ProRail employees, and have strong and effective traineeship content.

We want to congratulate this year’s well-deserved winners, and celebrate their passion for creating incredible opportunities for trainees to grow and develop over the coming months with a series of featured articles.

Best Traineeship in 2023

While the competition is over for 2022, there are still some key dates in 2023 to consider.

Our plan is in June, to host a data-sharing event to give insights into the Benchmark Report with interested organizations and create opportunities to network and gain insights into the critical data we collect about traineeships. More about that to come!

Registration for the 2023 competition is open, and until May 31^st, we’re offering an early bird discount on registrations. Don’t forget to enter,  and showcase why your traineeship is the best (or still the best!),

Of course, if you’d like to compare your traineeship against this year’s benchmarks, it’s still possible to do so by requesting our Benchmark Report. If you do not want to participate in the annual competition but do want to learn how you compare and what you could improve, request it on our website!  See where your trainees place your company, or take advantage of our early bird discount and register for the 2023 competition here.

See you in 2023!

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