Skilled workers have been a driving force in the transformation of the mining industry over the last few decades. They’ve played key roles in the development and growth of our modern resource sector. They’re also a target market for many new industrial players looking to enter the market. That’s why it’s so important to understand how to manage a skilling workforce. Australia has become one of the world’s most productive and competitive economies in which to work as a skilling employee, ranking second only to Canada in terms of manufacturing competitiveness. While some industries are still beset by bottlenecks, we are already seeing huge amounts of capital come through our doors as a result of our skilled labor training system. We should not be surprised that new industries are emerging from within our existing ones, particularly given Australia’s dynamic growth rate and its long history of accommodating trade agreements with other economies . We need new ways of doing things if we are to retain competitive advantage in this rapidly developing sector. That is why this article covers everything you need to know about managing a skilling workforce here at Workplace Skilled India – what you need to know about migrating your business operations here , and getting started right away with your training program here .
What is a skilled workforce?
Skilled workers are people with a wide variety of specialties who work in a wide range of industries, including mining, manufacturing, food and beverage, and even law.
The stigma around the term skilled and in particular the word “skilled” has plummeted in the last few years with the advent of more accurate metrics like skill-level.
This has led to a new era of appreciation for the value of skilled labor in all fields — particularly in the sector of mining and minerals.
As a result, skilled workers now make up a large portion of a company’s workforce and make up a significant portion of its revenue.
To make room for this growth, it is essential to have a more balanced workforce with diverse specialties and experiences.
What does it take to be a skilled worker in Australia?
While the requirements for becoming a skilled miner vary from region to region, the overall requirements can be summarised as follows:
You must have a minimum of 20 years’ experience as a miner or a representative of this profession. You must be over the age of 21 and be based in Australia or a foreign country.
How to manage a skilling workforce in your company
There are a number of ways to manage a skilling workforce in your company.
- Managers and workers with relevant qualifications should be given responsibility for managing the skilling. This may include managing training sessions, promoting diversity, and working with HR managers on hiring and training matters.
- Managers and employees with relevant specialisation or diagnostic credentials should be given responsibility for managing their own skilling. This may include assessment, certification and inspection services as well as ancillary activities such as certifying technicians as appropriate.
- Managers and employees with different specialties or diagnostic certificates should be ensured a voice on issues related to their field of expertise. This may include training sessions, presentations and engagement activities.
The benefits of training in Australia
There are many benefits to training in Australia, particularly for managers and employees with relevant specialties.
- The number of categories of training that are available is massive, potentially increasing the number of options for managers and workers. This makes it easier to choose from and better fit with various needs and specialisations.
- The quality of some of the training materials is excellent, making the process of validating results quick and easy. This also makes it easier to track performance and eliminate non-value-added exercises.
- The time frame for completion of some of the training programs is flexible, allowing managers and workers to select the timeframe they need for their training. This makes the process more flexible and efficient.
- The availability of additional resources is increased, particularly in the near term as a result of the growth of the industry. This helps to ensure a smooth transition to new technologies and processes.
- The ease with which the results are updated and shared with the employees makes the processes of assessment, certification and inspection more attractive to employees. This helps to ensure a smooth transition from one stage of training to the next.
Going from-home for some of your skilling employees
It can be difficult to find the time and inspiration to conduct your own training, let alone care for the needs of distributed workforce members. That is why it is critical to find a home-based training provider that can provide you with the support you require.
While there are some online training providers, most of them are not capable of supporting a distributed workforce. That is why it is critical to have a human resource manager who can care for the needs of a distributed workforce and ensure the training is delivered in a way that allows the training to be shared with the distributed workforce in a safe and effective way.
- Finding a home-based training provider can be a challenge due to the expense and complexity of running a full-time business. That is why it is important to find a provide you with a budget that allows you to cover the cost of running the training program.
- The best training providers also have a proven track record of results. That is why it is important to see what other training providers have to say about themselves.
Tips for managing a skilling workforce here at Workplace Skilled India – end-to-end
How to manage a skilling workforce in an Australian workplace
- Managers and employees with relevant specialisation or diagnostic credentials should be given responsibility for managing their own skilling. This may include assessment, certification and inspection services as well as ancillary activities such as certifying technicians as appropriate.
- Managers and employees with different specialisations or diagnostic certificates should be ensured a voice on issues related to their field of expertise. This may include training sessions, presentations and engagement activities.
- Managers and employees with no relevant specialisation or diagnostic credentials should be encouraged to apply for the positions of manager or head of department. This will give them the opportunity to learn about new technologies and processes, receive training and apply for senior management roles within the company.
- Managers and employees with a preference for a particular industry or location should be encouraged to apply for jobs at that location. This will ensure their voice is heard in the selection process and will also give the industry another perspective on the manager/HR roles.
Migrants, refugees and skilled workers in Australia
- Migrants, refugees and skilled workers in Australia should be treated as guests. They should be allowed to work on the same terms and conditions as those working in their home countries.
- Migrants, refugees and skilled workers should have their visas approved at the point of emigration. This will ensure that they are aware of their entry requirements, be able to document their presence in the country and be able to pay their taxes.
What is the ideal requirements for a skilling workforce?
- As a minimum, you must be at least 26 years of age and be based in Australia or a foreign country.
- You must have a minimum of 20 years’ experience as a miner or a representative of this profession.
- You must be over the age of 21 and be based in Australia or a foreign country.
- You may be eligible for a special advanced skill training program that will prepare you for a particular job.
- You may be able to obtain a work visa if you meet certain requirements.
Australia’s growing skilling workforce – what you need to know
- The number of categories of training that are available is massive, potentially increasing the number of options for managers and workers. This makes it easier to choose from and better fit with various needs and specialisations.
- The quality of some the training materials is excellent, making the process of validating results quick and easy. This also makes the process of tracking performance and eliminating non-value-added exercises.
- The time frame for completion of some the training programs is flexible, allowing managers and workers to select the timeframe they need for their training. This makes the process more flexible and efficient.
- The availability of additional resources is increased, particularly in the near term as a result of the growth of the industry. This helps to ensure a smooth transition to new technologies and processes.
- The ease with which the results are updated and shared with the employees makes the processes of assessment, certification and inspection more attractive to employees. This helps to ensure a smooth transition from one stage of training to the next.
