What are your thoughts about having been retrenched? Given your experience, what are the key things you think should be done to help older workers who are retrenched to get a new job? Do you have any other comments you would like to make? Thank you for the information you have provided for our study. B. Interview schedule: VET Providers Professor Victor Callan and Dr Kaye Bowman were recently awarded funding from the National Centre for Vocational Education Research (NCVER) to undertake the above project. The aim of this research is to explore the enablers and barriers (such as personal, organisational, community or government factors) to successful skills transfer, reskilling and training for low-skilled older workers who experience industry restructuring in an attempt to identify good practice. Funding and support for this project was provided by the Australian Government Department of Industry through the National VET Research program a competitive grants — program managed by NCVER. The interview questions are based on a draft working model — we have developed through a literature review. you for agreeing to be interviewed. Tell me a little bit about the training your organisation provides. What’s your role in your organisation? What experience do you have in helping older workers (aged 45 years and more) to overcome job loss due to retrenchment caused by industry restructuring? What experience does your organisation have in helping older workers (aged 45 years and more) to overcome job loss due to retrenchment caused by industry restructuring? What services does your organisation offer to help older displaced workers get a new job? Does your organisation apply a particular set of procedures /strategies to assist these older displaced workers? If no, do you a particular/set of procedures /strategies could help older displaced workers to overcome job loss? How does your organisation ensure it provides older displaced workers with relevant training? How does your organisation go about skills recognition (RPL) that are transferable, especially those with no or lower level qualifications? What characteristics of older workers are taken into account when designing new training for them and explain how? Are there other characteristics of older workers that should be taken into account in training design? How does your organisation deliver new skills training for displaced workers?
What are your thoughts about having been retrenched? Given your experience, what are the key things you think should be done to help older workers who are retrenched to get a new job? Do you have any other comments you would like to make? Thank you for the information you have provided for our study. B. Interview schedule: VET Providers Professor Victor Callan and Dr Kaye Bowman were recently awarded funding from the National Centre for Vocational Education Research (NCVER) to undertake the above project. The aim of this research is to explore the enablers and barriers (such as personal, organisational, community or government factors) to successful skills transfer, reskilling and training for low-skilled older workers who experience industry restructuring in an attempt to identify good practice. Funding and support for this project was provided by the Australian Government Department of Industry through the National VET Research program — a competitive grants program — managed by NCVER. The interview questions are based on a draft working model we have developed through a literature review. you for agreeing to be interviewed. Tell me a little bit about the training your organisation provides. What’s your role in your organisation? What experience do you have in helping older workers (aged 45 years and more) to overcome job loss due to retrenchment caused by industry restructuring? What experience does your organisation have in helping older workers (aged 45 years and more) to overcome job loss due to retrenchment caused by industry restructuring? What services does your organisation offer to help older displaced workers get a new job? Does your organisation apply a particular set of procedures /strategies to assist these older displaced workers? If no, do you a particular/set of procedures /strategies could help older displaced workers to overcome job loss? How does your organisation ensure it provides older displaced workers with relevant training? How does your organisation go about skills recognition (RPL) that are transferable, especially those with no or lower level qualifications? What characteristics of older workers are taken into account when designing new training for them and explain how? Are there other characteristics of older workers that should be taken into account in training design? How does your organisation deliver new skills training for displaced workers?
industry-restructuring-and-job-loss-2839.docx