The aim of this research was to identify approaches used by a select number of overseas countries-the United Kingdom, China, Singapore, Norway and Germany-in their attempts to match the supply of skills with current and projected skill needs. The study focuses on the mechanisms used by, or on behalf of, governments to influence the formal and informal processes and outcomes of skills formation. This includes the management and direction of VET systems, financing and other levers that influence the type, amount and location of training and other skills-formation processes. The research found that countries use a mixture of three types of strategies to attempt to align the supply of skills with current and future needs: state regulated; regulated through agreements between the social partners, that is, industry, unions and government; and market regulation.
This report is the final report - the synthesis report - from the research program, A well-skilled future: Tailoring VET to the emerging labour market. This overview draws together the key points identified across the research and integrates the conclusions from each of the five research themes to produce a coherent picture of the vocational education and training (VET) sector's role in responding to changes in the skills required by employers and the skill development needs of the workforce.
Vocational education and training (VET) has a role to play in sustainable regional development. Through five regional case studies this research examines how well VET is tailoring supply to skill needs, how VET has become more flexible to obtain a better match between demand and supply, and whether partnerships have been linked to whole-of-government frameworks in ways which support sustainable regional development. The study concludes that successful relationships between VET and regional development require ongoing alignment both ways. Comprehensive regional frameworks could facilitate this co-development between VET and regional development.
This paper highlights the importance of using quality survey instruments to collect data about student satisfaction. It discusses the challenges involved in collecting quality student satisfaction data and describes a structural equation model as a possible means of designing and collecting this data. Since this paper was presented at the 2007 No Frills conference, a national survey instrument has been developed which will be used by all registered training organisations to collect their learner satisfaction data. The development of this instrument validates the key point made in this paper: that it is essential for registered training organisations to have a quality survey tool in order to improve the validity of learner satisfaction surveys across the VET sector.
This paper draws on a research project which developed a change management strategy to assist two TAFE institutes in addressing and improving their planning culture. It outlines the principles and processes which emerged from the research and presents the guidelines for linking the strategic planning process to actions and performance within the different levels of a complex vocational education and training (VET) organisation. The paper should be of interest to VET organisations seeking practical ideas and guidance in how to implement organisational change and development processes.
There have been major advances in online learning in recent years. However, the use of some technologies - such as web conferencing - have not been fully explored in the vocational education and training (VET) sector. This paper reports on a trial of web conferencing that was conducted by the Southern Queensland Institute of TAFE. There was a high level of participation and interaction by both students and teachers during the trial, and most were positive about using web conferencing as a means of communication.
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 study shows how a group of employers understand the provision of literacy, numeracy and employability skills and the continuing development of these skills in their workplaces. It demonstrates that some employers accept that it is both necessary and the employer's responsibility to provide learning and development opportunities for these skills. However, employers are looking for support in doing this. The challenge for training organisations is in building capability and capacity to support this effort. Successful development strategies in the workplace tended to be part of the normal cycles of skills training and continuous improvement.
This paper explores issues of engagement, response rates, access, confidentiality and security in relation to the Canberra Institute of Technology's move from a paper-based student experience survey to an online survey. It discusses a variety of theories and strategies which will inform the future development and implementation of online student experience surveys, including benefits such as lower costs, ease of administration, fewer errors and quicker data entry. The paper does show, however, that online surveys can have drawbacks such as lower response rates, and require effective promotion and enthusiastic teachers to encourage students to take part.
This research examined recent pilots of accelerated apprenticeships in the automotive industry in Queensland. Interviews with apprentices, employers and teachers showed that the traditional model is still well regarded. It is not failing, but does require evolutionary change.
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 report examines young people's participation in career advice activities while at school and their perceptions of the usefulness of the advice they receive. The data are from the 2003 15 year old cohort of the Longitudinal Surveys of Australian Youth (LSAY). Research report no. 53 This report, published by the Australian Council for Educational Research (ACER), is part of the Longitudinal Surveys of Australian Youth (LSAY) research program.
This report investigates the role that vocational education and training (VET) can play in the transition from welfare to work. Case studies showed that VET can, and often does, help people move into paid work. However, target groups have varied needs and the study concludes that the VET sector has more to do in catering for these subgroups.
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.
The welfare-to-work policy aims to encourage certain welfare recipients to pursue pathways that lead to paid employment. This report explores the role that the vocational education and training (VET) system can play in assisting people move from welfare to work. The researchers examined the experiences of VET students from the relevant welfare groups and sought the views of other key stakeholders such as TAFE and Centrelink personnel. Conclusions include that VET can play a positive role but that there needs to be collaboration between VET and income support sectors to ensure that potential barriers are overcome.
Through the experiences of refugees from Bosnia, Iraq and Sudan, this research sought to explore the role multicultural community organisations play in creating important informal networks and learning spaces that connect people from refugee backgrounds to the wider Australian community. In particular, the research sought to identify how such organisations assist refugees in their learning of English language and work skills.
This report examines the vocational education and training (VET) pathways pursued by young people since leaving school. It investigates the characteristics of those who pursue VET, their persistence in those programs, and the labour force and related outcomes that they experience following their VET participation. The investigation uses data collected as part of the Longitudinal Surveys of Australian Youth (LSAY) program. It is based on survey data collected annually since 1995 from young people who were in Year 9 at school at that time (the Y95 cohort). Research report no. 52 This report, published by the Australian Council for Educational Research (ACER), is part of the Longitudinal Surveys of Australian Youth (LSAY) research program.
Students reporting a mental illness do poorly in vocational education and training (VET) compared with other disability groups. This is a challenge for the VET sector. Teachers and support staff are at the frontline in responding to the needs of these students and this research explored staff perspectives on how TAFE institutes in Australia are supporting students with mental illnesses.
This brief publication accompanies the report 'Who's supporting us? TAFE staff perspectives on supporting students with a mental illness'. Aimed at TAFE staff, it provides a summary of the key findings of the report, including lessons from participants about strategies to help students with mental illness, and useful resources.
Around a quarter of all Australian wage and salary earners are casual workers. Casual workers, in general, receive less training than those in ongoing employment. This paper considers whether the prevalence of casual employment is sustainable. It looks at the home and community care sector in which vocational education and training has a prominent role in developing the skills of workers, and in which casual employment is relatively high. It notes that, where employers pay for training, they usually prefer to use ongoing part-time employees rather than casuals. But many employers believe that casual employees prefer the flexibility of casual employment.