Training basically refers to the process of skill development for a particular purpose (that is, learning how to do something). Training can also be used to increase awareness and understanding.
Training can be undertaken on the job, off the job (a course of study) or a combination of both. Training courses can vary in the way they are delivered, depending on the needs of the learner. For instance they can be:
- assessable (work needs to be completed to pass) or attendance only.
- flexible or self paced (for example, via Internet) or structured
- part time or full time
- short (that is, a few hours) or longer duration (over a year).
There are also many different types of training courses currently available including;
- accredited certificate and diploma vocational courses
- apprenticeship and traineeship training
- awareness training courses
- induction courses (for example, safety training)
- industry specific short courses
- literacy and numeracy (reading and writing) courses
- refresher courses (for example, first aid).
Services provided
Training is important for the participating workforce in general (or those wishing to join or reenter the workforce). Recognising that most of us will change careers and certainly jobs several times during our working life, remaining up to date with new developments and re-skilling on a regular basis will help us to remain flexible and more employable in the ever changing environment of work (Carey 2006). For instance, job seekers may need to undertake an accredited vocational training course or apprenticeship before they try to find work, in order to enable them to have the required skills to qualify for certain positions. Alternatively current workers may need to up skill or retrain for the purpose of maintaining their employability in their chosen career or to change careers or jobs.
Regarding the disability field, training has particular relevance for those workers who may have sustained an injury (for example, through workplace accident) or suffered from an illness or condition that has left them unable to perform the duties previously required of them at work. An alternative career choice or job may be necessary if there has been a reduction or change in functioning. Relevant retraining is often associated with this transition into a new job role since new skills often need to be learnt. For instance if a tradesperson has suffered an injury which prevents them from undertaking heavy manual work, they may need to undertake an industry specific computer software course in order to develop computer assisted drafting skills necessary for a more suitable drafting position.
References and resources
Carey, P 2006, The Changing Work Context and Demands on Workers In the 21st Century and its Impact on the Role and Work of Career Practitioners, The Australian Association of Career Counsellors, Adelaide, viewed 27 May 2007, <http://www.aacc.org.au/documents/article_CareerManagement.doc>.