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.
In the context of an ageing population, the opportunity for people aged 45 years and older to update their work-related skills and knowledge is potentially important in enabling some of these workers to remain in, or return to, employment. This study considers the diverse nature of older workers in the labour force and their learning preferences. It suggests that some changes to skill development activities are required to accommodate the motivations, objectives and ways of learning of older workers. These changes include a mix of organisational factors, such as integrating learning and work, and teaching and learning factors, such as flexibility and responsiveness to learner needs.
This volume is a companion to 'The funding of vocational education and training for students with disabilities: Volume 1'. The detailed report of the project is contained in volume 1 while volume 2 contains the appendices.
This report builds on and extends earlier work examining the key drivers that affect the quantity and nature of training undertaken by Australian enterprises. It focuses on enterprises in the entertainment related and process manufacturing industries and explores how they view training and its importance within their overall operating structure.