Upskilling existing workers Powerpoint presentation


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Upskilling existing workers Powerpoint presentation

  1. 1. Employer Breakfast 4 th May 7:30 am Menaka Cooke, HR Director Zumtobel Lighting Division Thorn Lighting Pty. Ltd. Skilling the Existing Workforce in NSW
  2. 2. Training is a benefit <ul><li>Training is not a cost – it is a benefit </li></ul><ul><li>A bigger benefit if government subsidises your staff training! </li></ul><ul><li>To become the lucky country – we need competent, intelligent and skilled staff </li></ul><ul><li>As Manufacturing faces global competition (& cheaper labour overseas) - our workers need to be competent and multi-skilled to meet changing business demands </li></ul><ul><li>Workers need to know the 2-way deal </li></ul><ul><ul><li>They need to be literate, numerate, skilled for themselves </li></ul></ul><ul><ul><li>The company and the workers need to be responsive to customer demands – </li></ul></ul><ul><li>Companies need to broadcast their investment in their workers NOT just in plant and equipment – if they are to stay competitive </li></ul>
  3. 3. Training and the new business environment <ul><li>Government and business reform has had deep impacts on companies </li></ul><ul><ul><li>WorkChoices and Case law; changes to IR institutions </li></ul></ul><ul><ul><li>Deregulation of markets – financial, service, legal, manufacturing </li></ul></ul><ul><ul><li>Booming economy especially finance, technology & service sectors </li></ul></ul><ul><ul><li>High inflation; wages growth of 5+ % </li></ul></ul><ul><ul><li>Population growth is 0% ZPG (ageing baby boomers); needs and expectations of Gen X & Y </li></ul></ul><ul><ul><li>Jobs are growing… but skills shortage is huge </li></ul></ul><ul><ul><ul><li>Today’s top skill shortage is in Sales staff (professional and business to business) </li></ul></ul></ul><ul><ul><ul><li>Followed by Engineers, Skilled Trades, Accountants, Technicians, </li></ul></ul></ul><ul><ul><ul><li>IT Staff, Drivers, Mechanics, Receptionists and Admin Assistants! </li></ul></ul></ul><ul><ul><ul><li> (Manpower 2006 White Paper) </li></ul></ul></ul>
  4. 4. Upskilling & re-skilling - now and in the future WHERE JOBS ARE BEING LOST & WHERE THEY ARE GROWING? <ul><ul><li>Need new ways to have a solid workforce – recruitment & retention </li></ul></ul><ul><ul><ul><li>Migration, Re-skilling of older workers, Offshore, Flexibility </li></ul></ul></ul><ul><ul><ul><li>Training and development is a key plank in any Employer’s retention strategy </li></ul></ul></ul><ul><ul><ul><li>Train workers now to fulfill your business’ needs + contribute to their future careers </li></ul></ul></ul>
  5. 5. Business need drives the ‘war for skills’ <ul><li>Evaluate each section and grade of workers (training needs analysis) – also look at National Competency framework – see what a job needs </li></ul><ul><ul><li>What are the competencies required to do each job </li></ul></ul><ul><ul><li>What competencies/skills & education does each worker have </li></ul></ul><ul><ul><li>What is the gap? </li></ul></ul><ul><ul><li>Ask your managers what they need of the staff to get a good job done </li></ul></ul><ul><li>Evaluate the business strategy and plan </li></ul><ul><ul><li>Where is your business going? What is the competition and what are they doing to get ahead? </li></ul></ul><ul><ul><li>What are your business’ unique differentiators? </li></ul></ul><ul><ul><li>What are its assets… plant, people & equipment </li></ul></ul><ul><ul><li>What could be done better or differently to increase sales or market share </li></ul></ul><ul><ul><li>How can your employees help in this improvement? How will you use and invest in their skills? </li></ul></ul>
  6. 6. What next? Partnering to get a Skills provider <ul><li>First identify your business needs (vis a vis people) </li></ul><ul><li>Form some view on training plans especially in view of company and regulatory requirements, cost constraints and timelines </li></ul><ul><li>Identify a Registered Training Organisation (RTO) in sync with your business </li></ul><ul><li>RTO may be able to assess staff competency against workplace skill requirements </li></ul><ul><li>May also help in identifying current competency and prior learning </li></ul><ul><li>Should help you in establishing performance measurements before and after training aligned to company goals and business plans (ROI) </li></ul><ul><li>Must have latest research and learning methodology </li></ul>
  7. 7. Partnering with an RTO <ul><li>The Registered Training Organisation should advise you on education programs and courses available </li></ul><ul><li>Capable of delivering high quality training flexibly to optimise learning outcomes </li></ul><ul><li>Able to tailor a training course to your business’ unique needs </li></ul><ul><ul><li>Customising of core competencies </li></ul></ul><ul><ul><li>Contextualising course content (in line with workplace needs) </li></ul></ul><ul><ul><li>Aligning training with strategy and culture </li></ul></ul><ul><li>Together draw up a training schedule with no. of participants, competencies required and how training will be delivered </li></ul>
  8. 8. Our experience: accessing training <ul><li>Process took months; can be very convoluted </li></ul><ul><li>Assessing employees (skills and education) </li></ul><ul><li>Suggesting qualifications for workers who qualify for Australian Apprenticeship financial incentives </li></ul><ul><li>Convincing Production Managers and supervisors!! </li></ul><ul><li>Communicating with workers about the program </li></ul>
  9. 9. Australian Apprenticeships <ul><li>A training and employment agreement that involves a full qualification </li></ul><ul><li>The collective term for all traineeships and apprenticeships </li></ul><ul><li>2 types: </li></ul><ul><li>New employees who have been with employer less than 3 months full-time or the part-time equivalent </li></ul><ul><li>Existing workers with no previous qualification or where their qualification or Trade Certificate was more than 7 years ago can be signed up to an Existing Worker Traineeship </li></ul><ul><li>Up to $4,400 of financial incentives to the employer from the Australian Government, administered by the Department of Education, Science and Training (DEST) and Australian Apprenticeships Centres </li></ul>
  10. 10. Funding the costs of training delivery in NSW <ul><li>Normally – </li></ul><ul><li>New employee + Australian Apprenticeship: NSW Department of Education & Training funds training delivery </li></ul><ul><li>Existing worker + Australian Apprenticeship: Employers use the Australian Government incentives received to pay for the training </li></ul><ul><li>If your business is in an emerging or high growth industry </li></ul><ul><li>Existing workers may be eligible for publicly funded training through the Strategic Skills Program (SSP), administered by the NSW Department of Education & Training </li></ul><ul><li>SSP funded training is available independently of whether the worker is signed up to an existing worker traineeship </li></ul><ul><li>SSP funding may also be accessed for “skill set” training ie. not a full qualification </li></ul><ul><li>Other funding is available to support workers needing language, literacy and numeracy training , through Workplace English Language and Literacy (WELL) program </li></ul>
  11. 11. Current training on site <ul><li>Previously enrolled our new Customer Service Centre staff (up to 10 in Business Admin Certificate) </li></ul><ul><li>Now 73 people enrolled in Cert III (Process Manufacturing) which includes elements of Competitive Manufacturing </li></ul><ul><li>Moving to a new site at Wetherill Park this month </li></ul><ul><li>Competencies which training will focus on </li></ul><ul><ul><li>Quality, OH&S, Continuous Improvement, Communication, Teamwork </li></ul></ul><ul><li>Part of the induction in new work processes and systems </li></ul><ul><li>And building a new culture! </li></ul>
  12. 12. How long does it take to access funding <ul><li>After the Registered Training Organisation identifies who workers are, the AAC (Australian Apprenticeships Centre) provider comes and signs them up to an Existing Worker Traineeship </li></ul><ul><li>Some weeks later the company receives the Australian Government employer financial incentives for the traineeship, organised through AAC – up to $4400 per person </li></ul><ul><li>Under Strategic Skills Program (NSW), employer works with RTO to identify their workforce skill needs </li></ul><ul><li>The RTO is busy in the meantime, setting up strategies and programs in consultation with the employer… </li></ul><ul><li>The training starts – individual, workshop, on-the-job </li></ul><ul><li>As soon as the money comes in, the RTO invoices the employer for its fees to provide the training </li></ul>
  13. 13. Benefits of the training accessed <ul><li>Skills to help employees now in improving productivity and their own marketability </li></ul><ul><li>Confidence in their own skills and ability to participate in changes happening around them (confidence to take the lead if possible because the veil of ignorance is shattered) </li></ul><ul><li>Learning & practicing new skills/ideas immediately (reduces the fear) </li></ul><ul><li>Internal promotion opportunities (we made it clear that in future to become supervisor/team leader was linked to education and upskilling) </li></ul><ul><li>Boosted employee confidence - that they were being invested in (not exploited) </li></ul>
  14. 14. Some challenges in accessing training <ul><li>Need for ongoing admin support </li></ul><ul><li>Staff willingness to undergo training – how do you sell the concept </li></ul><ul><li>Need to work with supervisors that after agreeing with the schedule, staff must be released to do the training </li></ul><ul><li>Some staff are afraid of showing their ignorance or at times illiteracy and lack of numeracy (We were able to access one-on-one coaching as well as taking a person through active on-the-job supervision learning rather than marking a book…) </li></ul>
  15. 15. How is this training different? <ul><li>To other training options available – need not be off-the-shelf training </li></ul><ul><li>Is it unique? Focused on individual needs? </li></ul><ul><li>Is it tailored to meet business needs? </li></ul><ul><li>Is it team-aligned? (besides business and individual) </li></ul><ul><li>Can it be linked to production and manufacturing benchmarks? Ie. the ROI to the business or the output measures set to identify the results of training </li></ul>
  16. 16. In conclusion <ul><li>Retention (fire-proofing against skills shortage) strategy </li></ul><ul><li>Morale booster </li></ul><ul><li>Productivity enhancer – right skills in the workplace </li></ul><ul><li>Bottom-line savings to the business </li></ul><ul><li>Competitive advantage to survive economic hard times </li></ul>