We are delighted to be part of the following initiative, announced today:
Strategies to match apprentices with employers and ultimately reduce the current high levels of apprentice attrition will be the focus of a new online tool being launched today.
The web-based resource, Employing Apprentices, is designed to help employers understand what is involved in taking on apprentices, and provide information about recruiting, managing and communicating with apprentices.
Developed by Group Training Australia (GTA), and funded by the Commonwealth Department of Education and Training, the tool is aimed at overcoming some of the key obstacles to successful apprentice completion.
“Much of the blame for drop outs typically falls on apprentices, but we know that this is a two way relationship and that improved matching and shared expectations are vital,” said the Chief Executive of GTA, Jim Barron.
“Around half of all trade apprenticeships are not completed and most of those are because of problems in the workplace,” he said.
It will particularly assist intermediaries such as group training organisations, Australian Apprenticeship Support Network (AASN) providers, and Job Active Employment Service providers. It will also be useful for careers advisors and VET in schools co-ordinators.
The new website has a range of resources, including good practice guides, tools and templates, as well as a number of self assessment checklists to identify best practice and address any gaps.
The site was developed by a team at Ithaca Group, based on their research and their extensive understanding of factors relevant to apprentice completions.
Professor Rod McDonald, Managing Director of the Ithaca Group, says that apprentices who don’t complete their training impose a high cost on organisations and a negative experience for both employers and apprentices, which, in turn, impacts future apprenticeship opportunities.
“It is important for employers to understand all that is involved in taking on an apprentice and determine whether they can engage with young people and provide the necessary learning environment,” he said.
He said that the latest approach puts a priority on ways of improving the match between apprentices and employers and on developing a range of learning opportunities that will help address apprentice retention and completion.
Click on ‘A Good Match’ then ‘Testing and Profiling’ to get to our contribution, ‘Job Fit Analysis’.
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- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet