This study examined the implementation of an intensive reading pedagogy, Reading-to-Learn, in adult literacy classrooms. In this method, the teacher plays a crucial role in carefully selecting relevant topics, genres and texts that are slightly beyond the current reading ability of students, and in designing 'scaffolding moves' that build very deliberate preparation into every level of classroom tasks. This approach had a positive impact for students in terms of achievements in reading and writing, and for teachers in terms of growth in professional knowledge. There were also flow-on implications for day-to-day practice in systematic and principled planning and teaching.
This research examines how vocational education and training (VET) providers can create an environment where learning becomes a central, natural, ongoing and integral part of the way they work. It does this by exploring what research says are the key features needed to foster effective learning in the workplace. It then uses this research to develop and trial an instrument which larger providers can use to assess their organisation's learning environment. A set of questions in the fact sheet supporting this report will help smaller providers consider how good their learning environment is.
Building organisational capability relies on effective workforce development. This study examines the processes that registered training organisations (RTO) use to make workforce development decisions. It also looked at how well these align to the personal decisions RTO staff make about their own development. The research found that workforce development needs to be comprehensive, well integrated within the organisation and used strategically.
This report examines the ways in which Australian employers retain skilled staff and the ways in which employers enhance their ability to use the skills of their people. The study found that while strategies such as increasing wages and family friendly policies may increase an employee's job satisfaction, the key driver in employee retention is if they feel they are learning and progressing in their careers.
This literature review, undertaken for Australian Industry Group, shows how multiple variations and combinations of formal, informal and non-formal learning, accompanied by various government incentives and organisational initiatives (including job redesign, cross-skilling, multi-skilling, diversified career pathways, action learning projects, quality assurance arrangements, job rotations and mentoring programs), can be used to prepare workers to gain, maintain or progress through jobs.
Employment options have altered dramatically over the past 15 years, with full-time and permanent employment no longer the 'standard'. This report examines changes in employment modes for various groups of workers and its effect on the level and extent of skills development. The report finds that there is reduced support for training by employers as a result of the changing employment patterns, and this means that skills development will increasingly need to be funded by workers themselves and the taxpayer through the public vocational education and training system.
Australia needs highly skilled workers to sustain a healthy economy. Current employment-based training models have limitations in meeting the demands for highly skilled labour supply. The research explored current and emerging models of employment-based training to propose more effective models at higher VET qualifications that can maintain a balance between institution and work-based learning.
This publication provides a brief overview of migration, with an emphasis on the contribution migration has made to the workforce. It shows that Australia has been using targeted migration programs to expand and enhance the skills base of its workforce for some time.