Training of existing workers: issues, incentives and models

This study set out to investigate issues associated with the training of existing workers and their implications for the labour force, industry, employers and the vocational education and training (VET) system. It examines three industry contexts where little accredited training occurs (retail, manufacturing, and building and construction) and the reasons for this. It also seeks to identify the driving forces and most useful approaches to learning and training from both employer and employee perspectives. Consultations were held with approximately 40 key individuals, employee and employer organisations as well as education and training providers. These formed the contextual framework for the case studies of 12 small- to medium-sized businesses from the three industry sectors. Interviews were conducted with employers, managers and employees at each site. Overall, an encouraging picture of employer and employee orientation towards continuous skills development emerged from the research with almost all of the case study companies having strong positive attitudes towards the continuous development of the skills of their existing workforce. As well, a strong attachment to informal workplace training was evident in all companies. However, this needs to be read in the context of the bulk of training being free of direct costs to the employer or subsidised by government or state-wide industry levies. Enterprises were generally aware of the national training system, and the moves towards competency-based standards and qualifications, but not of its specific components, such as the relevant training package or range of qualifications for existing workers. They were generally aware of entry level training incentives and traineeships, but about two-thirds of the sample were not aware of initiatives for existing workers. Employers found the training world confusing, and sourcing appropriate training information and provision difficult. Companies in all three industries were largely unaware of the availability and function of recognition of prior learning. However, the majority of companies expressed a positive orientation towards training, viewing it as an investment in their business future rather than as an unnecessary cost. Show less