be organisations with multiple sites have a more diverse employment structure a proportion of full-time permanent — workers be affected by regulation or licensing have expanded their operations and employee numbers, and added new products or services be in industries where the use of technology and skill needs had increased rapidly. There were also some clear differences in their answers about the training they offered. Users of nationally recognised training considered they trained more than similar organisations in their industry (47.8% as opposed to 22.8% among non-users) and were much more likely to say that the amount of training they offered to employees had increased greatly over the previous five years (28.4% as opposed to 3.8%). Table 6 indicates the key differences that emerged between users and non-users of nationally recognised training when employers were asked about the drivers of training. 6 Training drivers: differences between users and non-users of nationally recognised training Whether or minor driver Users of nationally recognised the same percentage of training more likely to report as important’ responses from ‘very being important’ (more than users and non-users (within ‘very 5-percentage-point difference) difference) Major (over 45% of likely’ (non-licensing) New technology ‘more ‘Other’ group stating important’) regulatory requirements Licensing requirements ‘very WH&S Quality Business strategy Business/organisation change Market pressures Minor (fewer than 45% stating ‘very Demand from employees important’) Required skills not on the external labour market Note: This is derived from Q2.3 in appendix A: In your business how important are the following reasons for the training of your existing staff? (10 choices plus provided). Options were important’, some ‘other’ ‘not ‘of importance’ and important’. ‘very Interestingly, when respondents were asked to choose the most important driver, quality proved much more important for non-users of nationally recognised training than for users. Recent of nationally recognised training were much more likely to: have formal training structures plan and evaluate training purchase training from other sources, such as equipment suppliers and employer associations agree with the benefits of using external training provide informal training opportunities provide non-mandatory training activities such as induction and supervisory training. Informal training
be organisations with multiple sites have a more diverse employment structure — a proportion of full-time permanent workers be affected by regulation or licensing have expanded their operations and employee numbers, and added new products or services be in industries where the use of technology and skill needs had increased rapidly. There were also some clear differences in their answers about the training they offered. Users of nationally recognised training considered they trained more than similar organisations in their industry (47.8% as opposed to 22.8% among non-users) and were much more likely to say that the amount of training they offered to employees had increased greatly over the previous five years (28.4% as opposed to 3.8%). Table 6 indicates the key differences that emerged between users and non-users of nationally recognised training when employers were asked about the drivers of training. 6 Training drivers: differences between users and non-users of nationally recognised training Whether or minor driver Users of nationally recognised training more likely to report as being ‘very important’ (more than 5-percentage-point difference) the same percentage of ‘very important’ responses from users and non-users (within difference) Major (over 45% of ‘more likely’ group stating ‘very important’) ‘Other’ (non-licensing) regulatory requirements WH&S Business strategy Business/organisation change New technology Licensing requirements Quality Minor (fewer than 45% stating ‘very important’) Market pressures Demand from employees Required skills not on the external labour market Note: This is derived from Q2.3 in appendix A: In your business how important are the following reasons for the training of your existing staff? (10 choices plus ‘other’ provided). Options were ‘not important’, ‘of some importance’ and ‘very important’. Interestingly, when respondents were asked to choose the most important driver, quality proved much more important for non-users of nationally recognised training than for users. Recent of nationally recognised training were much more likely to: have formal training structures plan and evaluate training purchase training from other sources, such as equipment suppliers and employer associations agree with the benefits of using external training provide informal training opportunities provide non-mandatory training activities such as induction and supervisory training. Informal training
Continuity-and-change.docx