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In this paper, the author analyses the occupational structure of the recent intake of New Apprenticeships in Australia. The results reveal that traineeships are highly biased towards lower skilled occupations such as labouring and elementary clerical occupations. Drawing on these results, the author suggests that a more consistent basis for the selection of occupations to be included in ‘apprentice’ type training and for the receipt of public training funds, is needed. Recent research from the National Centre for Vocational Education Research (NCVER) which suggests that the labour market outcomes for the recent flows of trainees onto the labour market will replicate those for the existing stock of holders of skilled vocational qualifications, is also critically analysed in the paper. Show less

This paper focuses on the definition of skills through an examination of how French literature on work and on education defines, either explicitly or implicitly, a concept of skill and addresses the question of skills. The aim is to provide a more reliable basis for labour and educational policy formation. The question of skills has become topical due to the result of policies based on mutually reinforcing theoretical positions that assume that individuals in pursuit of higher incomes will invest in their own education, provide more skilled labour for companies thus improving the performance of companies and boosting overall economic growth. An understanding of the nature of skills and their acquisition is crucial to the formation of vocational and training policies to improve skills. The analysis of the French literature provides some insight into the close relationship between skills and work and their recent transformations, and although specific to the French situation, may have relevance for other contexts.

An edition of this paper, published by the New South Wales (NSW) Board of Vocational Education and Training (BVET) may be found at TD/TNC 70.55. Show less

The Australian Centre for Industrial Relations Research and Training (ACIRRT) was commissioned to undertake this project late 2001. It is one in a number being undertaken for the Victorian Government to assist in developing a new approach to industry development. The key objective of the project was to determine the extent and nature of the skill requirements in key sectors of the manufacturing industry and the causes of any skill gaps, and to propose possible strategies to ensure that skill and knowledge requirements are met. The project was especially concerned with providing a profile of skill and knowledge requirements, identifying the causes of skill shortages now or likely in the future and proposing strategies to address any current and future needs. The major finding arising from the project is that Victorian manufacturing has insufficient capacity to meet new and established skill requirements. The research also confirmed earlier reports which have identified the growing need for more highly developed cognitive and behavioural skills amongst all levels of the manufacturing workforce. There also appears to be shortages in some key occupations such as production/industrial engineers, toolmakers, electricians with electronics experience and team leaders amongst production workers. The authors also point out four dimensions to the problem of the inadequate and declining capacity of the manufacturing sector to do anything about the problems mentioned previously. Namely they are: (1) the growing preoccupation with ensuring labour is always fully deployed on the job has displaced the capacity of workplaces to develop skills amongst both new and existing workers; (2) the breakdown in systematic approaches to on- and off-the-job training; (3) the problem of the declining skill formation capacity is associated with new forms of business organisation and the allied growth in non-standard forms of employment; and (4) the diminishing role of large firms in nurturing appropriate levels of skilled labour.

Seven projects were undertaken in the process of developing the Ministerial Statement 'Knowledge and skills for the innovation economy' (indexed at TD/LMR 86.31). This report is part of project seven: Skill requirements in selected manufacturing sectors. Reports from the other projects are indexed from TD/VIC 70.03 to TD/VIC 70.06, at TD/VIC 70.14 and from TD/TNC 70.285 to TD/TNC 70.287. Show less

In March 1996, a group of interested stakeholders in the New South Wales (NSW) construction industry known as the Construction Industry Forum was convened to discuss problems facing the industry. Skill formation was identified by the group as a key problem for the industry. This problem was a result of factors such as an impending shortage of quality skilled labour and outdated and inefficient training arrangements. However, the group also identified a number of innovative approaches to skill formation to have emerged in the industry over recent years. This paper has been prepared to assist in identifying the nature and extent of these initiatives and to find ways to promote their adoption throughout the industry. The paper is intended to stimulate discussion and outlines the context of training reform, recent initiatives, lessons to be learned from the initiatives, and policy options. Show less

This paper aims to provide a brief overview of outsourcing and the extent of its use in Australia, a discussion of some of the key human resources management (HRM) and employee relations (ER) issues arising from outsourcing, and suggestions for further research. The paper defines outsourcing as a situation where ‘an external vendor provides, on a recurring basis, a service that would normally be performed within the organisation’. HRM/ER issues discussed include the employee relations climate, employee commitment, training skills, trade unionism, occupational health and safety, unemployment and legal aspects. Show less

This paper examines the issue of employers' contribution to the funding of education and training in Australia. The experience of the Training Guarantee Levy highlights that employers value what they pay for, i.e. where employers invest heavily in the skills of their workers they have strong incentives to ensure the productive deployment of those skilled employees. The encouragement of this high investment/high skill/high productivity cycle is the central policy imperative currently facing policy makers in Australia. Research has revealed that employers' contribution to training and education funding is in decline with training provision for non-standard workers being poor even though most net employment growth in recent times has been non-standard in nature. The authors examine the current trends in funding training in Australia and identify the level of employer supported training as one of the key challenges for the contemporary VET system. They suggest that employer underfunding is best understood through a notion of skill eco-systems and the approach to training results from what is described as a 'training regime' or a particular configuration of social and economic forces. In discussing the driving forces behind current trends and some possible directions for policy responses, the authors argue that the challenge is to change the regime that underlies current arrangements. The analysis suggests the need to consider a coherent set of skills policy initiatives that encourage a high investment/high skill/high productivity cycle so that employers will come to value the skills their employees have and are developing. Show less

The Australian Centre for Industrial Relations Research and Training (ACIRRT) and the Research Centre for Vocational Education and Training (RCVET) were commissioned by the New South Wales (NSW) Board of Vocational Education and Training (BVET) to produce a report on the way in which work and skills are linked, how this linkage is likely to change and the options available for policy-makers to shape the linkage between work and skills in the future. Far-reaching reforms on work and skill policy have occurred over the past 15 years in a bid to improve international competitiveness, develop a ‘high skill economy’ and reduce social inequities. The ‘harvester man’ policy model (award wage-setting linked to skill, focus on permanent full-time employment, a TAFE system geared to apprenticeships/trade training) has been replaced with a ‘flexibility’ model (enterprise bargaining, a ‘demand-driven’ training system through the development of a national ‘training market’). Whilst there have been real achievements arising from these policy reforms (for example, greater numbers of individuals with portable, nationally recognised qualifications) there are now multiplying problems. The challenge for policy-makers is to move beyond the impossible dream of a ‘high skill economy’ to combine a diverse range of policy instruments across a wide range of portfolios to manage a diverse bundle of skill ecosystems. Policy objectives should be clearly defined to distinguish between promoting ‘work’ as opposed to promoting ‘labour’. Policy on work and skills needs to be repositioned. Effective new policy directions therefore require more than just another ‘program’. Policy renewal is dependent on developing fresh perspectives in both policy content (its assumptions, directions and instruments) and policy context (the policy-making system through which options are created, considered and chosen). This requires opening up the policy system to a wider range of informants, re-conceiving clients in a fresh way (as networks, supply chains and regions instead of simply as ‘individuals’ and ‘industry’ and accommodating the ‘cross-cutting’ character of policy initiatives on work and skill by developing a ‘whole-of-government’ approach. The following recommendations are made: (1) that the NSW Government give serious consideration to repositioning policy on work and skills so that it becomes the defining feature of the overall mix of public policies used to govern the state; (2) that BVET audit how current government policies and practices impact on skill formation, skill use and the notion of work defined as something more than being obliged to labour; (3) that BVET sponsor a new ‘work, skills and innovation initiative’ to (a) document existing successful initiatives and company successes and (b) foster the development and evolution of a number of new demonstration ecosystems; (4) BVET should consider ways of enlarging the network of agents involved in developing and implementing policy concerning skill formation and deployment. As a minimum, BVET should consider an annual meeting facilitating communication between all agents involved in the development and deployment of skill; and (5) that BVET investigate other key categories for monitoring and distributing their funding. The following people were members of the project team: John Buchanan, Kaye Schofield, Chris Briggs, Gillian Considine, Paul Hager, Geof Hawke, Jim Kitay, Gabrielle Meagher, John MacIntyre, Alain Mournier and Shaun Ryan.

Final report of the BVET research project ‘The changing nature of work - vocational education and training to enable individuals and communities to meet the challenges of the changing nature of work’. Publications from this project are indexed from TD/NSW 68.10 to TD/NSW 68.15.

Excerpt from published summary reprinted by permission of the copyright owner. Show less