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Data, both quantitative and qualitative, were gathered from 150 enterprises in five industry sectors (construction, manufacturing, services, transport and other) using targeted interviews, focus groups, a mailed questionnaire survey (N=81) and a telephone interview survey (N=69) to ascertain the level of importance employers place on their employees' qualifications: whether employers value qualifications differently by type of employee (e.g. new or existing), job classification and enterprise; the types of competence for which formal qualifications are valued; and the decision-making processes they adopt. The study results suggest that stakeholders outside the formal education and training system, particularly employers, value qualifications less than those stakeholders inside the system. Large and smaller enterprises both distinguished between formal qualifications and relevant experience. They both sought outcomes from training (and assessment) consistent with their perception of business needs and how competence contributes to satisfying those needs (including minimising risks).

Published abstract.

The collected proceedings are indexed at TD/TNC 82.500; the collected PowerPoint presentations are indexed at TD/TNC 82.501; available papers are indexed from TD/TNC 82.502 to TD/TNC 82.528. Show less

Data from quantitative and qualitative sources were gathered from enterprises in five industry sectors (construction, manufacturing, services, transport and other) using targeted interviews, focus groups, a mailed questionnaire survey (N=81) and a telephone interview survey (N=69) to ascertain the level of importance employers place on their employees' qualifications. Analysis was undertaken to determine whether employers value qualifications differently by type of employee (e.g. job classification); the type of human resource management decision; and the business risk being managed. The study results suggest that employers generally value qualifications less than stakeholders inside the formal education and training system. Employer perspectives appear to vary according to enterprise size and other characteristics. However, all employers distinguish between formal qualifications and relevant experience. They seek outcomes from training consistent with their perception of business needs and how competence contributes to satisfying those needs (including minimising risks).

Published abstract reprinted by permission of the copyright owner.

The full report is indexed at TD/TNC 82.526. Show less

A two year project to research the pharmacy workforce commenced in December 2007. The research is funded as part of the Research and Development (R&D) Program of the Fourth Community Pharmacy Agreement and is being conducted under the guidance of an Advisory Panel consisting of representatives from the [Professional Programs and Services Advisory Committee] PPSAC R&D Steering Committee, and a range of pharmacy industry stakeholders. The study detailed in this report forms a stepping stone on the pathway to achieving the broad objectives of the project which are to: provide information about the current state of the pharmacy workforce; identify factors impacting on workforce supply and demand; and provide projections to inform workforce planning. The aim of this particular study is to begin to understand pharmacy labour supply and identify and explore major supply variables that will influence future supply projections.

Excerpt from publication. Show less

This report presents the outcomes of the review of the Aboriginal Health Worker (AHW) profession in the Northern Territory (NT). The review focused on AHW workforce size and career structure, participation and progression. The report was commissioned by the Northern Territory Department of Health and Families with agreement from the Liquor, Hospitality and Miscellaneous Union, as a result of discussions about the Enterprise Bargaining Agreement that covers Aboriginal Health Workers (AHWs). The report makes a number of recommendations in relation to: work role and organisation; workforce size; recruitment; training; professional development and ongoing support; professional representation; retention issues; role clarifications; the role of AHWs in acute care settings; induction and cultural awareness training for nursing staff; and management practices. Show less

As part of Mental Health Australia's (MHA) National Disability Insurance Scheme Capacity Building Project, MHA funded the NSW Mental Health Coordinating Council (MHCC) to undertake this project to develop a community managed mental health sector National Disability Insurance Scheme (NDIS) workforce development scoping paper. The project was undertaken by MHCC on behalf of, and in partnership with, Community Mental Health Australia (CMHA). Human Capital Alliance (International) (HCA), a workforce development consultancy firm, was contracted to assist with the project. The overall outcome of the Mental Health NDIS workforce scoping paper project was to: 'Scope the Australian community managed mental health sector's workforce development needs in relation to the delivery of services for psychosocial disability support and to make recommendations about next steps and priorities to address these needs in the context of the national implementation of the NDIS'. As part of this outcome, the project also aimed to identify good practice workforce development practices and strategies employed by CMOs to prepare workers to deliver services under the NDIS. This information was used to provide guidance and recommendations to the sector as it moves in to the new era of service delivery under the NDIS.

Excerpt from publication. Show less

This report was completed by Human Capital Alliance on behalf of enHealth in 2017, and is the first in a series of proposed work on the regulatory science workforce in Australia. The report identifies current regulatory science roles and responsibilities, defines the skill set required to meet those responsibilities, and identifies current and emergent workforce issues confronting regulatory science agencies.

Abstract from publisher's website. Show less

The aim of the research reported here was to explore the quantitative relationship between factors identified as influencing the extent and intensity of training within organisations across two industry sectors: entertainment and process manufacturing. Both industry sectors are recognised for generally low levels of participation of their enterprises in formal training. A questionnaire was mailed to 446 organisations within the industry groups being studied with an overall response rate of 44%. The questions explored aspects of competition, exposure to global markets and industry regulation. Workplace change was examined in this study from two perspectives, that of change as a result of technological innovation and that of organisational change. The role of workplace change as a driver of training activity was confirmed as very important in the two industries included in this study. The results of the study emphasise the diversity of circumstances in which training activity occurs in enterprises and the importance of taking cognisance of those differences in order to maximise the volume of training activity and tailor its nature most economically and effectively to enterprise requirements. Show less

Expanding and strengthening the Aboriginal and Torres Strait Islander health professional workforce is recognised as crucial for improving the health and wellbeing of Aboriginal and Torres Strait Islander communities. The Career Pathways Project (CPP) took a national perspective and aimed to provide insights and guidance to enhance the capacity of the health system to retain and support the development and careers of Aboriginal and Torres Strait Islander people in the health workforce. This report concerns only one component of the broader CPP, i.e. the analysis of available secondary data on the workforce. The CPP was initiated by Aboriginal Community Controlled Organisations (ACCHOs) and has leadership at all levels by Aboriginal and Torres Strait Islander investigators, partners and field researchers. The project was funded by the Lowitja Institute and is a partnership between UNSW Sydney and Aboriginal Medical Services Alliance Northern Territory (AMSANT), and includes other participating institutions. The CPP had a national focus through a survey, literature review and analysis of existing workforce data, as well as interviews conducted nationwide and consultations with key stakeholders at multiple levels. Local case study sites in New South Wales (NSW) and the Northern Territory (NT) provided perspectives from diverse urban, regional and remote areas. An important deliverable from this project is to share learnings from these NSW and NT local case study sites with other states and territories so they may utilise the approach and or adapt as needed.

The CPP incorporated a mixed-methods design drawing upon both quantitative and qualitative data to generate evidence and collect data from multiple sources (workers, employers, stakeholders). It has multiple levels of focus (service organisation, operational support, and broader jurisdictional and national level) to consider the implications of the findings for Aboriginal and/or Torres Strait Islander health professionals' career development and pathways. This analysis explored five main sources of data: (1) Australian Bureau of Statistics Population Census data; (2) Department of Employment, Education and Workplace Relations (DEEWR) higher education statistics; (3) National Centre for Vocational Education Research (NCVER) vocational education statistics; (4) Commonwealth Department of Health (Workforce Branch) registration authority data; and (5) Australian Institute of Health and Welfare (AIHW) ACCHO Services data. The analysis attempted to provide answers to the following three of the nine research questions: What factors facilitate Aboriginal health workforce career development and career advancement? What factors impede Aboriginal health workforce career development and career advancement? What is the influence of jurisdiction, sector, and discipline/profession on career progression, and what aspects of these influences are specific to the Aboriginal health workforce or the health workforce as a whole?

Edited excerpts from publication and publisher's website. Show less

Expanding and strengthening the Aboriginal and Torres Strait Islander health professional workforce is recognised as crucial for improving the health and wellbeing of Aboriginal and Torres Strait Islander communities. The Career Pathways Project (CPP) took a national perspective and aimed to provide insights and guidance to enhance the capacity of the health system to retain and support the development and careers of Aboriginal and Torres Strait Islander people in the health workforce. This report details only the method and findings from the individual career trajectory interviews. The interviews aimed to collect data from workers and managers from willing Aboriginal and Torres Strait Islander Health Organisations (ACCHOs) and government health service organisations in Western Australia, South Australia, Victoria and Queensland. The CPP was initiated by ACCHOs and has leadership at all levels by Aboriginal and Torres Strait Islander investigators, partners and field researchers. The project was funded by the Lowitja Institute and is a partnership between UNSW Sydney and Aboriginal Medical Services Alliance Northern Territory (AMSANT), and includes other participating institutions. The CPP had a national focus through a survey, literature review and analysis of existing workforce data, as well as interviews conducted nationwide and consultations with key stakeholders at multiple levels. Local case study sites in New South Wales (NSW) and the Northern Territory (NT) provided perspectives from diverse urban, regional and remote areas. An important deliverable from this project is to share learnings from these NSW and NT local case study sites with other states and territories so they may utilise the approach and or adapt as needed.

The CPP incorporated a mixed-methods design drawing upon both quantitative and qualitative data to generate evidence and collect data from multiple sources (workers, employers, stakeholders). It has multiple levels of focus (service organisation, operational support, and broader jurisdictional and national level) to consider the implications of the findings for Aboriginal and/or Torres Strait Islander health professionals' career development and pathways. Key questions the project answers include: What are the experiences of Aboriginal and Torres Strait Islander health staff and health professionals in entering, and progressing, their careers within health services? What factors facilitate Aboriginal and Torres Strait Islander health workforce career development and career advancement? What factors impede Aboriginal and Torres Strait Islander health workforce career development and career advancement? What are the unique skill sets and values that Aboriginal and Torres Strait Islander health staff and health professionals can, and do, contribute to health services? What can employers do to make a difference to Aboriginal and Torres Strait Islander health workforce career development and advancement?

Edited excerpts from publication and publisher's website. Show less

The purpose of this study was to identify the relationship between requirements of particular jobs and, in the opinion of employers, formal qualifications. Given the exploratory nature of the project, the data collected were primarily qualitative, gathered through interviews with managers during a site visit to 23 organisations from five different industry sectors. Two instruments supplemented the case-study approach, one of which collected detailed quantitative data on the competencies of selected jobs. Thus, observations could be made at two different levels of analysis - the enterprise or case level and the unit of competency level. Quantitative demographic data were collected through a survey administered during the site visit. A large number of competencies was identified by employers as required for jobs to be performed well. Generally, this was significantly in excess of those needed to obtain a qualification at an Australian Qualifications Framework level appropriate to the job. There were few competencies identified by managers as required by workers to properly perform the selected jobs which were not covered by training packages. Competencies could be earmarked into two main classes of competence - 'defining' competencies or 'support' competencies. Employers and trainers refer to support types of units of competence as 'soft' skills. There are relatively few (defining) units of competency distinguishing one job from another. Competencies are not considered equally by employers in terms of firms' training needs, and especially in their requirement to be assessed. Employers, as outcomes of (their own) enterprise-based training efforts, do not significantly value qualifications in the same way as the vocational education and training (VET) sector. The approach taken to 'qualifications' by enterprise managers is generally to seek recognition only of a small number of competencies, not a whole Australian Qualifications Framework qualification. However, this point of view varies significantly in relation to a number of variables, including the job under consideration, and types of competencies being contemplated. An area for further research identified through this study concerns the degree of structure and effort committed to acquiring and assessing of competencies, and how this might vary according to enterprise and job context as well as inherent qualities of the competency itself. Show less