Vocational Education, Formal and Informal Learning, and Organisational Development
February 23, 2015 2 Comments
I wrote last week about the connection between L&D and VET and asked why L&D departments chose non-accredited training over accredited training even when the costs involved were much higher. Two of the strongest comments that came through from the discussion were around the time it took to get people through an accredited program. This was not necessarily a criticism of the system as it was well understood that the time it took was directly related to the robust nature of the Australian VET system. The second comment was around the complexity and amount of paperwork which was involved in the system, particularly in relation to government-funded initiatives.
So I thought today I would look at how some of these issues can be addressed though a model of training delivery which incorporated, organisational learning and VET into the one picture. This model has been utilised very successfully by a number of Enterprise RTO’s as well as by organisations utilising external RTO’s. In order for this to work successfully there needs to be close collaboration between the RTO and the L&D department, which is why this tends to work so well within an enterprise environment, but as I have said with good collaboration it works equally well with an external provider.
The first idea behind this model is a simple one – L&D departments are going to run non-VET training for their staff. The second idea is just as simple – it doesn’t matter where you learnt it as long as you can show that you are competent. If we take these two ideas and combine them together into a model, this becomes a very powerful. The organisation can deliver the training that it wants and needs for its staff and its staff can work their way through the system to end up with a Nationally Accredited Qualification if they want, or at the very least a set of Units of Competency.
So what is the model. Below is an example of how the concept can work within a community services organisation.
All staff at all levels of the organisation go through a standard general induction, the standard who we are and what we do style program. Once that is completed each business unit then has a separate induction program specific to their own needs and training requirements. A small number of Units of competency can be built in at this level, the completion of which along with the rest of the induction program can be linked to the probation periods and extensions. Once the induction training is completed there will be a set of training programs that everyone in the organisation will be expected to undertake, from generic programs like Fire safety and Workplace health and safety to more organisationally focussed program such as in this case, mental health awareness and strength based practice. Along side this training there will also be business unit specific training which is also required, a disability support worker for example would need behavioural awareness training, where as a senior manager might be put through a more rigorous financial accountability program. There will then be a range of programs delivered by and for the organisation which are available to all members of staff, these might be things like communication skills, crisis intervention skills, computer skills, and a range of other programs. Once staff have completed all of the mandatory programs (both generic and unit specific) they can then undertake any of the training available within any policy constraints put in place by the organisation.
So all that has happened here is that the organisation and any associated training providers have simply delivered the training that they would have normally needed to deliver. However if the RTO (be it internal or external) has mapped all of the training being delivered and looked at the assessments and what gaps are needed to be filled in order to meet the requirements of training package, what has actually happened is that the staff member has progressed quite a long way towards a qualification. Now they may need to do some additional assessment work, on the job training or skills observations by their managers and supervisors, but they will, if they wish and this system seems to work best if it is voluntary for any extensions over what is mandatory, have accumulated a group of Units of competency. From here the staff member can sit down with the RTO, their manager and anyone else who may have relevant input look at the range of qualifications that the units they currently have could lead them to and what they need to do to achieve them. What this means for the staff member is that they may be able to achieve a number of qualifications, rather than just one, by doing a much smaller amount of additional work. This also provides both the organisation and the staff member with a little bit more flexibility in terms of talent and career development options as well. Someone who is moving towards a management track can be encouraged to take more management based units to fill out their qualification, rather than practice based units which might be more applicable for a frontline worker.
There are a number of very useful things which happen within this system (particularly when any additional assessment or learning is made voluntary)
- organisational training can remain the same, additional assessment are simply plugged in for those staff who wish accredited outcomes
- staff with existing qualifications do not need to do additional assessment over and above what is organisationally required
- provides flexibility in the talent management pipeline
- allows staff flexibility in terms of qualifications and training
- reduces the cost of delivery and the time off work costs associated with accredited training.
A more generic example of the model can be seen below.
The adoption of a system such as this allows for all of the training both informal and formal that is undertaken by staff and delivered by the organisation to be utilised towards a qualification or set of units of competency.