Search Results

Mature-aged workers are becoming increasingly important in all Australian workplaces. In a tight labour market, organisations need to retain workers well past the age at which in previous decades many workers began to think of retiring; and better health means that people are keen to keep working for longer. Increasingly competitive markets require organisations to encourage higher performance and flexibility from all workers meaning that job roles change and expand constantly, with concomitant training needs. Therefore it is imperative that the pedagogical issues associated with the training of mature-aged workers are examined closely. This project was commissioned to draw together existing knowledge about the training of mature-aged workers augmented by a limited amount of fieldwork in the Australian manufacturing industry.

Published introduction. Show less

Abstract: Purpose - The purpose of the paper is to examine the ways in which Australian companies can achieve high quality apprenticeship and traineeship systems in a time of labour shortage through close attention to the recruitment and development of apprentices and trainees. Design/methodology/approach - The paper is based on six qualitative case studies in a range of industries and occupational areas, carried out as part of an international project on apprenticeship. Findings - The paper finds that there are significant differences among companies in the skills and experience that they bring to the processes of recruiting and developing apprentice and trainees. Poor skills appear to lead to poor outcomes in terms of quality of apprentices and trainees while investment of skills and time leads to high quality outcomes that may significantly add value to the company. The effects of shortcomings in this area may be exacerbated in a tight labour market. Research limitations - The research in this paper is limited by the depth of the case studies which primarily rest on in-depth interviews with senior managers. The research could be extended by further case studies that include interviews with apprentices and trainees. Practical implications - The paper shows that companies employing apprentices and trainees need to be very clear about why they are employing them and the development strategies that will be put in place. The inclusion of off-the-job training at a training provider adds a safety net that is particularly important for inexperienced companies. Originality/value - The value of the paper lies in its use of detailed empirical examples to illustrate successful and less successful ways of managing apprentices and trainees.

Published abstract reprinted by permission of the copyright owner. Show less

Part-time working while studying full-time is now the norm for young Australian students, whether they are at school, TAFE or university. Australian research in this area currently comprises one body of research looking at learning from part-time jobs, and a second focusing upon the problems that time spent at work may cause with young people's study load. To date there has not been any major Australian research into the ways in which employers utilise student-working as part of their management strategies. This paper draws upon part of the research carried out in the first year of an Australian Research Council Linkage project on student-working. Case studies carried out with three major employers of part-time student labour and focus groups with university students have shown how the needs of young people for suitable work at convenient times and those of some employers coincide remarkably well. These employers have learned to shape their human resource management strategies around the nature of their student workforces, and continually adapt their strategies to make themselves more attractive to their current and potential workforces.

Published abstract.

Available papers from the 10th Australian Vocational Education and Training Research Association (AVETRA) Conference are indexed from TD/TNC 89.401 to TD/TNC 89.447. Show less

Group training organisations (GTOs) are responsible for the employment of over 10% of apprentices and trainees in Australia, with a greater presence in particular segments such as school-leavers, the traditional trades and school-based apprentices. While their role has been well recognised if imperfectly understood, and there have been a number of government-sponsored reports into their operations, there has been little academic research into their activities. This paper draws upon part of the research carried out in three States by the authors, which formed part of a larger nationwide project during 2006. Drawing upon interviews and focus groups with GTO staff and other stakeholders, the paper examines two roles of GTOs. The first is that of shepherd: the pastoral care role which is so important to the retention of young people in apprenticeships. The second is that of bellwether: a role in which GTOs are early signallers to stakeholders of changes in labour market conditions.

Published abstract.

Available papers from the 10th Australian Vocational Education and Training Research Association (AVETRA) Conference are indexed from TD/TNC 89.401 to TD/TNC 89.447. Show less

Pre-apprenticeships, preparatory training off the job for entry into apprenticeships, have been in existence for several decades. Depending on the prevailing economic conditions, they have been asked to serve two major purposes: as labour market programs to discipline young unemployed people into the regime of study and work, and as one means of solving skill shortage problems in particular industries or the traditional trades in general. Research has previously focused mainly on their roles in succeeding in these purposes. There has, however, been little empirical research into the experiences of the participants themselves. This paper reports on part of a national project on pre-apprenticeships carried out during 2005-6. As part of this project, students in a number of courses in two States were surveyed about their experiences in their courses, and two longitudinal case studies were carried out, in different industry areas. The research revealed important differences among locations and among industry areas.

Published abstract.

Available papers from the 10th Australian Vocational Education and Training Research Association (AVETRA) Conference are indexed from TD/TNC 89.401 to TD/TNC 89.447. Show less

Public policies on training are firmly rooted in the historical, political, economic and social context of their countries. This paper explores the acceptability of such policies to stakeholder groups including learners and employers, and its impact on policy take-up, viability and longevity. The paper uses a comparative analysis of developments in the English and Australian systems in three key areas, using elements of public policy theory, to explain the factors affecting stakeholder acceptance of training policies. The data was gathered through a series of interviews with stakeholders in England and Australia in 2005. The paper focuses on the role of employers and the importance of employer acceptance to the successful implementation of training policy. The paper finds that the successful implementation of training policies depends upon participation in the system by all the stakeholders. The successful implementation of qualifications and apprenticeship policies in Australia rests on a foundation of institutions that support neo-corporatist employer and union participation in policy-making as well as a public trust in past policies that seems to be lacking in England. The degree of employer involvement via neo-corporatist mechanisms such as concertation has a highly significant impact on the success of national training policies.

Published abstract reprinted by permission of the copyright owner. Show less

This report examines the characteristics of pre-apprenticeships in Australia and whether pre-apprenticeships increase the potential supply of tradespeople, with a special focus on electrotechnology, automotive and engineering students. It found that pre-apprenticeships have been used in Australia for many years and are widely regarded as a valuable strategy for increasing the supply and quality of potential apprentices. Pre-apprenticeships are favoured by employers because they weed out unsuitable candidates and improve retention, while prospective apprentices see them as a useful way of gaining experience in the trade. Those who undertake pre-apprenticeships become more engaged with the occupation and are more likely to consider higher-level training upon completion. Show less

This paper analyses the impact that nationally recognised training has had on the practice of human resource management in Australian organisations. Since the late 1980s, the Australian vocational education and training system has undergone major reforms. These reforms have been aimed at making training more relevant to the needs of Australian business. A key development in training reform has been the emergence of training packages, sets of occupational competency standards, qualifications and assessment guidelines covering most jobs in the economy. The research reported in this paper shows how nationally recognised training in the form of training package qualifications has been taken up by Australian employers and has begun to re-shape not only training practices but also broader approaches to human resource management. Many employers are now using the competency standards contained in training packages to underpin other human resource management practices such as recruitment and selection, performance management and management development. The use of consistent national standards to underpin these activities has led to better alignment and integration of human resource management in some organisations, as predicted by theories of bundling in the strategic human resource management literature.

Published abstract reprinted by permission of the copyright owner. Show less