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The annual Survey of Employers' Recruitment Experiences in capital cities across Australia surveys employers about their recent recruitment activity and future employment expectations. The survey results provide insights into the levels of recruitment activity, the occupations for which employers had the greatest difficulty filling vacancies and the recruitment outlook. These regional reports and presentations provide labour market information and an analysis of the Survey of Employers' Recruitment Experiences conducted in Western Australia since 2010.

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The learning in this workbook is intended for people working in or wanting to work in the community services industry. In this workbook, good workplace and team relationships are looked at. Chapter one deals with planning workloads with supervisors, chapter two discusses effective workplace communication and chapter three deals with teamwork and working well with colleagues. There is a final assessment at the end of the workbook.

In this collection there are 11 workbooks and one 'Trainer's guide' on CD ROM; they are indexed from TD/WELL 94.05 to TD/WELL 94.16. Show less

The Department of Education, Employment and Workplace Relations (DEEWR), on behalf of the Minister for Tertiary Education, Skills, Jobs and Workplace Relations, produces the annual national report for the national vocational education and training (VET) system. This report covers the 2009 calendar year and provides an assessment of the performance of the national training system as well as detailed information on the operation of the national system and its achievements and challenges. The report is presented in three sections: Section 1: Overview provides an outline of the report, describing the national vocational education and training system, the relevant Intergovernmental Agreements that relate to VET and the economic and social context for the national VET system during 2009. Section 2: Performance of the national VET system in 2009 contains an analysis of the system’s performance in 2009 against performance indicators agreed by the Council of Australian Governments (COAG). This section includes information about the participation, achievements and outcomes of all VET students and those that are identified as having a disadvantage in VET. VET system efficiency and employer engagement and satisfaction with VET are also covered. Section 3: Commonwealth, State and Territory achievements gives examples of achievements of the State, Territory and Australian Governments.

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Reverse marketing is funded under the Employment Pathway Fund (EPF) to encourage [Job Services Australia] JSA providers to actively market job seekers to potential employers where vacancies have not been advertised, and to refer and place job seekers into those jobs. Reverse marketing provides a mechanism to stimulate demand for labour by pre-empting employers' labour needs before they create a vacancy. Effective reverse marketing can play an important role in the wider employment services framework by providing job ready job seekers with access to vacancies that may not otherwise exist. The EPF was designed to give JSA providers flexibility to be innovative and creative when servicing their job seeker caseload, to improve the chances of job seekers finding sustainable employment. Consistent with this principle, the definition of reverse marketing has flexibility incorporated to allow providers to use it effectively within their local environment. However reverse marketing is a service similar to the general servicing which JSA providers are contractually obliged to deliver, with key differences that are sometimes difficult to distinguish and are open to interpretation and possible inappropriate application in practice. This paper assesses the use of reverse marketing under the EPF in terms of how it is being targeted, and how effective it is in achieving increased job referrals and job placements for job seekers. Length of employment was not used as an effectiveness indicator due to the difficulty in attributing differences in employment sustainability to how job seekers were recruited, rather than other factors operating before the job seekers became employed and after placement.

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This publication includes information about the labour market for industries and occupations as well as states, territories and regions of Australia. It also provides forward-looking occupational and industry information that will help readers understand where the jobs will be in the future.

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Apprenticeship non-completions are a major concern for the Australian business community and are a significant drain on the national training effort. Increasing completion rates will lead to better return on investment in training for employers and governments and increase the skills level of the Australian workforce. The research reported here presents an evidence-based, logical, rigorous, systematic and thorough approach to retaining apprentices for all employers. This approach provides employers with recommended principles to follow and processes to implement as part of a holistic workplace management strategy through the recruitment and employment of an apprentice. The key findings of the research are structured around the following core concepts for retention as identified in the research: attracting the right person; recruiting and inducting good apprentices; making work and training meaningful; providing personal and professional support; providing effective training; and making full use of information and support services. It focuses on employer perspectives to determine views, actions and attitudes of employers that have a positive impact on completion rates of apprenticeships, and is aimed at ensuring that the Australian business community has access to a highly skilled and motivated workforce.

A companion document, ‘A systematic approach to retaining apprentices: findings from the 25 national interviews’ is indexed at TD/TNC 96.965. Show less

This resource, consisting of work books and a CD-ROM, describes the skills and knowledge required by Indigenous participants to prepare for employment. It focuses on developing knowledge of Australian workplaces, their work practices and requirements and potential employment opportunities to assist participants in making decisions about possible career paths. Each workbook covers an element from the competency which is broken down into sections for each performance criteria. The workbooks are: Identify workplace expectations; Research a selected industry; Describe workplace functions and layout of a range of workplaces; Research an employment opportunity; and Prepare a current portfolio to showcase skills. The CD-ROM contains supporting audio sessions. The resource is funded under the Workplace English Language and Literacy (WELL) program by the Department of Education, Employment and Workplace Relations (DEEWR). Show less

The learning in this workbook is intended for people working in or wanting to work in the community services industry and needing help with basic office duties. Chapter one looks at the collection, recording and reporting of information. This needs to be done following the organisation's policies and procedures. A very important aspect of this work is confidentiality, the protecting of private information about clients. In chapter two, using workplace equipment is addressed. The emphasis is on using equipment safely and reporting broken or damaged equipment.

In this collection there are 11 workbooks and one 'Trainer's guide' on CD ROM; they are indexed from TD/WELL 94.05 to TD/WELL 94.16. Show less

The ‘Attracting and retaining staff engaged in science, engineering and technology project’ was commissioned as one of the key research initiatives to build upon the findings of the Australian government’s previous audit of science, engineering and technology (SET) skills. The overall aim of the project was to provide an insight into the attitudes of SET employees towards the factors (such as human resource management practices, incentives, etc.) that attract and retain them in these professions. This national phone survey, undertaken by Market Solutions between June and September 2007, presents views of current and previous employees in SET occupations about factors (such as human resource management practices and work conditions) which attract and keep them in these professions. The survey sought the views of around 3,000 current and previous SET employees selected at random. The analysis was undertaken by the Skills Analysis and Quality Systems Branch of the Department of Education, Employment and Workplace Relations (DEEWR). Characteristics such as gender, type of SET occupation, age group and skill level are examined. This phone survey follows a literature review on SET employees.

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Why has the college wage premium risen rapidly in the United States since the 1980s, but not in European economies such as Germany? We argue that differences in employment protection can account for much of the gap. We develop a model in which firms and workers make relationship-specific investments in skill accumulation. The incentive to invest is stronger when employment protection creates an expectation of long-lasting matches. We argue that changes in the economic environment have reduced relationship-specific investment for less-educated workers in the United States, but not for better-protected workers in Germany.

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