About the Framework

The Apprenticeship Framework is a strategic talent development initiative that allows Ample to nurture potential hires while addressing project-based and pipeline needs across departments. It blends structured learning with hands-on experience, integrates industry best practices, and aligns academic insights with real-world business outcomes

Strategic Value to Business

Each apprenticeship engagement is outcome- focussed and results in:

Delivering real- time business outcomes which necessarily means that the function gets project support and productivity uplift
Strngthen Ample’s academic partnerships and employer brand
Bring agility to project staffing without long term headcount commitments
Reduced hiring time and cost by on-boarding talent already familiar with the culture and systems, leading to faster integration and improved retention
Structured and meaningful on the job experience for the apprentice helping them in their learning journey through job shadowing, hands on the various tools like Wondersoft, Zoho etc.

Departments for Apprentice Deployment

Apprentices can be placed in departments that align with their academic background and where they can contributr meaningfully to real-time business needs

Retail: Customer engagement, sales, product demonstrations, billing and inventory / stock management
Tech: Basic programming (for development roles), hardware and networking, technical support and service and customer engagement
Corporate Sales: sales, coordination, presales and collections
Enabling Teams: Defined adhoc based on business request

Eligibility & Entry to the Programme

Candidates must:

Be in their final year of study or recent graduates ( within one year of graduation )
Demonstrate alignment with Ample’s values
Clear a 2-step evaluation which would be an Aptitude test followed by a Functional Interview

Duration of the Apprenticeship

The apprentice duration must be a minimum of 6 months to a maximum of 12 months providing enough time to take ownership of the projects and add value
Extension to the tenure can be only upon approval from Business Head and CHRO

Request & Governance Process

Who Can Request:

Senior Managers and above from any department may initiate hiring request. They are responsible to integrate apprentices into meaningful project-based or pilot initiatives.

Approval process for Hiring:

Raise a hiring request in Zoho/mail with the below details for necessary approvals

Objectives and role description
The Duration of the program
Reporting manager details
Expected start date

Any new hiring request must be approved by Department Head, CFO and CHRO
For replacements the request will go to the Talent Acquisition head to initiate hiring

Timelines to Hire

Request to Approval: In case of new request, 2 working days each for HOD, CFO and CHRO approval
On-boarding: 15-20 working days

Hiring and On-boarding

Upon receiving the hiring request, the TA Manager will assign the requirement to the designated TA SPOC for sourcing and initial screening
The Reporting Manager is responsible for conducting the functional interview
Once a candidate is selected, the TA SPOC will initiate documentation and prepare the offer details
The offer must be approved by both the TA Manager and the HR Operations Manager before being shared with the candidate
The on-boarding HR SPOC will complete the induction process and formally hand over the apprentice to the Reporting Manager
Post on-boarding, payroll SPOC is responsible to register the hiring in the NAPS portal and process stipend through the statutory vendor

Stipend

The stipend offered to apprentices must comply with the minimum wage requirements of the respective hiring state and will be aligned with the applicable skill category-i.e., unskilled, semi-skilled, or highly skilled
Stipend determination may also consider the candidate’s educational background and college classification. In such cases, there is no upper limit on the stipend amount. However, any stipend exceeding the applicable minimum wage must receive prior approval from the Head of Department (HOD) and the CHRO

Roles & Responsibilities

To make the program successful, responsibilities are clearly assigned

Apprentice:

Must own and execute their learning plan
Should attend training as and when organized, attend feedback sessions, and evaluations
Submit quarterly self-reviews

Buddy:

Should assist with on-boarding and day-to-day queries
Conduct fortnightly check-ins to understand challenges and concerns if any and guide accordingly

Reporting Manager:

Must evaluate deliverable and review performance quarterly
Provide feedback and help them in their development journey

Structured Evaluations

This approach provides actionable insights to apprentices while helping managers assess their future readiness. The evaluations shall be conducted quarterly based on:

Skill
Task delivery
Collaboration
Feedback Implementation

Training Completion

The apprentice would undergo an assessment in the NAPS portal post completion of the training period.

On clearing the assessment successfully, the apprentice would receive a training completion certificate from the government and also receive a completion certificate from Ample.

Apprentice-to-Employment

This process outlines the steps to evaluate, recommend, and onboard high performing apprentices as full-time employees, ensuring continuity, cultural alignment, and cost-effective talent acquisition.

Recommendations

The Reporting Manager shall conduct a comprehensive review of the apprentice’s performance during the final evaluation cycle and submit a written recommendation to HOD highlighting the below:

Role fit and potential
Specific business need
Proposed designation

Approval Workflow

HOD shall approve and the final request shall be sent to CHRO who shall review and align it with open headcount and budget availability.

Offer Rollout

Once approved by CHRO, the request is forwarded to TA Manager for issuing the formal offer letter

Conclusion

The Ample Apprenticeship Framework goes beyond skill-building. It’s a long-term talent strategy that invests in people early, creates opportunities for applied learning, and helps shape the workforce of tomorrow. For students, it’s powerful launchpad. For Ample, it’s a smart, scale efficient way to shape the next generation of professionals.