Description
Two well-established findings about employer-provided training form the backdrop to this research. First, the provision of training and its associated expenditure are highly variable across employers, notably by industry and employment size. Second, employer engagement with the formal system of VET is substantial, and growing, but a number of employers are not entirely satisfied with the system. This publication consolidates and synthesises a body of research conducted over the past few years on the topic of training provided by employers for their workforces.Summary
About the research
This publication consolidates and synthesises a body of research conducted over the past few years on the topic of training provided by employers for their workforces
- The reasons why employers provide training can be sub-divided into ‘push’ and ‘pull’ factors. Push factors are those that compel employers to provide training (for example, equipment licences). Pull factors, on the other hand, are those that encourage employers to provide training (for example, training to meet skills shortages). By and large, employers provide training because they expect it to benefit the organisation.
- There are marked differences in how employers meet their skills needs. These are dependent upon both size of enterprise and industry sector.
- Employers choose the form of skill development that best meets their needs. The relevance of the training and flexibility of delivery are more important to them than who provides it and whether or not it is accredited.
- Employers are generally aware of the formal vocational education and training (VET) system offering nationally recognised training but find it complex and difficult to navigate. Intermediary groups, like industry associations, play an important role in demystifying the system.
- Employers’ use of the formal VET system is substantial and growing. Those employers who do not use the VET system can be drawn into it by better provision of information and advice, improving relevance and flexibility, and lowering costs.
- The process of gaining employer commitment to nationally recognised training has been described as a three-stage process of engagement, extension and integration. Reaching the final phase requires a ‘VET evangelist’ to sell the benefits of nationally recognised training to senior managers and then to embed competency standards in the organisations’ human resource systems; for example, in specifying job position profiles for recruitment.