The new federal government in Australia has been welcomed by CAQA Groups. The organisation said that the new government brings with it a “fresh perspective” on many issues and that they hope to see positive changes in the way the Australian education and training sector is governed.

We are pleased to see that the new government has made a commitment to work collaboratively with the provinces and territories on a wide range of issues, including education and training, climate change, energy, infrastructure and trade. We believe that this cooperation is essential to ensuring Australia’s continued prosperity.

We urge the new Government to invest in education so that all students have the opportunity to reach their full potential. We believe that education is the key to unlocking Australia’s future potential, and we must do everything we can to ensure that all students have access to quality education.

We also hope that the new Government will continue to support both private and public education providers equally. We believe that all students deserve access to quality education, regardless of their background or circumstance.

We believe that the new government’s commitment to improving the quality of life for all Australians will help us achieve our goal of making Australia a world leader in quality assurance. We look forward to working with the government to make this a reality.

What is a Business Plan?

A business plan is a written document that outlines the goals and objectives of a training organisation. It also includes a detailed analysis of the market, the competition, outlining goals, strategies and objectives and the financial status of the company. A business plan is an important tool for any training organisation, as it provides a roadmap for success.

The business plan should be tailored to your specific business and should include:

• An executive summary
• A description of your products or services
• Your target market
• Your marketing and sales strategy
• Your financial projections (including income statements, balance sheets and cash flow statements)

Have a well-developed business plan

As a training organisation, it is important to have a well-developed business plan. Your business plan will outline your goals and objectives, as well as how you intend to achieve them. It should also include information on your target market, your marketing strategy, your financial projections and your management team.

Here are some strategies for writing a successful business plan for your training organisation:

Do your research: Before you start writing your business plan, it’s important to do your homework. This means researching the training industry, your potential competitors and your target market. This will give you a good understanding of the opportunities and threats facing your business and help you to develop realistic goals and strategies.

Keep it simple: Your business plan should be clear and concise and easy for someone else to read and understand. There’s no need to include excessive detail or market research – just focus on the key information that will help you achieve your objectives.

Define your goals and objectives. What are your goals for your training organisation? Do you want to become the market leader? Or generate a certain amount of revenue? What do you want to achieve with your training organisation? What are your long-term and short-term goals? What are your core values and mission? Be specific in what you want to achieve, and make sure your objectives are achievable.

Research your target market. Who are your potential students? What needs do they have that your training organisation can address? What are their demographics (age, gender, location? How can you reach them? Knowing your target market is essential for developing effective marketing strategies.

Develop a marketing strategy. Once you know who your target market is, you can start to develop a marketing strategy to reach them. Your marketing strategy should outline the channels you will use to promote your courses and how you will position your business in the market. How will you promote your training organisation and attract students? What channels will you use? What methods will you use to engage with potential students?

Create financial projections. What are your expected revenue and expenses? How much capital do you need to start or grow your training organisation? What is your break-even point? Creating financial projections will help you to identify any potential problems with your business model, and give you a better understanding of your cash flow requirements.

Assemble a management team. Do you have the skills and experience necessary to run a successful training organisation? Do you have a board of directors or advisors? Who will handle day-to-day operations?

Get feedback from others. Once you’ve finished your business plan, it’s a good idea to get feedback from other people. This could include family and friends, mentors or advisors, and even potential customers. Their input can help you to refine your plans and make sure you haven’t missed anything important.

A well-written business plan is an essential tool for any training organisation. By clearly defining your goals, researching your target market and developing a sound financial strategy, you can increase your chances of success.

If you need help with writing your business plans, our team of experts can assist you. We have a wealth of experience in helping organisations to develop effective business plans, and we can tailor our services to your specific needs. Contact us today at info@caqa.com.au to find out more.

What is a marketing plan?

A marketing plan is a strategic document that outlines the main goals and objectives of a training organisation, as well as the strategies and tactics that will be used to achieve them.

Its purpose is to ensure that all marketing activities are aligned with the overall business strategy and to track and measure progress over time.

The first step in creating a marketing plan is to conduct a situation analysis, which assesses the current state of the organisation and its position in the market. This information is then used to identify opportunities and threats and to set realistic goals and objectives.

Once the goals and objectives have been established, the next step is to develop strategies and tactics for achieving them. These may include creating new marketing materials, launching campaigns, or developing new partnerships.

Finally, the marketing plan should be regularly reviewed and updated to reflect changes in the market or the organisation’s business strategy.

A marketing plan is an essential tool for any training organization that wants to achieve its objectives and grow its business. By taking the time to develop a comprehensive plan, you can ensure that all of your marketing activities are aligned with your overall strategy and that you are able to track and measure progress over time.

Having a comprehensive, well-thought-out marketing plan

Your training organisation’s marketing plan is critical to its success. By creating a comprehensive and well-thought-out marketing plan, you can increase your chances of attracting new customers and growing your business.

When it comes to marketing your training organisation, it’s important to have a plan in place to ensure that your target audience is reached. There are a number of things to consider when creating a marketing plan, such as your budget, your target market, and the best channels to reach them.

Here are a few strategies to get you started:

1. Define your goal – What are you hoping to achieve with your marketing efforts? Do you want to increase brand awareness, drive sales, or something else? Be specific and measurable in your goals so that you can track your progress.
2. Know your audience – Who are you trying to reach with your marketing? What are their needs and wants? What motivates them? The better you understand your target market, the more effective your marketing will be.
3. Choose the right channels – There are a variety of marketing channels available, from traditional media like television and radio to digital channels like social media and email marketing. Not all channels will be right for your business, so it’s important to select those that will reach your target audience most effectively.
4. Create compelling content – Once you’ve identified your target audience and chosen your marketing channels, it’s time to create content that will engage them. Your content should be relevant to their needs and interests, and it should be presented in an engaging way that speaks to them directly.
5. Your resources – What human and financial resources do you have available to execute your marketing plan? Make sure you have the staff and budget in place to implement your strategy.
6. Measure your results – Finally, don’t forget to track your results so that you can see what’s working and what isn’t. Keep an eye on your website traffic, conversions, and other key metrics to see how your marketing plan is performing.

There are a few key elements that should be included in your marketing plan.

First, you’ll need to identify your target audience. Who are you trying to reach with your marketing efforts? Define your target market in terms of age, gender, location, interests, and any other relevant factors. Once you know who your target market is, you can tailor your marketing messages to appeal to them.

Next, you’ll need to determine what type of marketing mix is best for reaching your target market. This mix may include online advertising, direct mail, print advertising, or a combination of these tactics. The most important thing is to make sure that your marketing mix is integrated and that each tactic supports the others.

Finally, you’ll need to create a budget for your marketing efforts. Be sure to include both short-term and long-term costs in your budget. By taking the time to create a comprehensive marketing plan, you can ensure that your training organization is well-positioned for success.

By following these strategies, you can create a great marketing plan for your training organisation. With a little effort, you can reach your target audience and grow your business.
When it comes to marketing your training organization, it’s important to have a well-thought-out plan in place. Without a plan, it can be difficult to know where to start or how to measure your success.

Our team of experts can help you develop a marketing plan that will get results. We’ll work with you to understand your goals and objectives and create a customised plan that fits your needs. We’ll also help you track your progress and adjust your strategy as needed.

Contact us today to get started on developing your marketing plan!

The act of compliance refers to the process of conforming to set rules, regulations or standards. Rules and regulations are the formal requirements that must be met in order to operate legally. Standards are the accepted ways of doing things that have been agreed upon by those in the know. In a business context, compliance ensures that communication within the organisation meets legal requirements and best practice standards. Compliance is therefore essential to ensure effective business communications.

In a training organisation, compliance is the essential element that holds together effective business communications. By ensuring that all employees comply with the company’s communication policies and procedures, trainers can be confident that messages are being communicated effectively and accurately. So, compliance really boils down to making sure that you are doing things the right way and meeting all of the necessary requirements. That sounds simple enough, but it can be quite complicated in practice.

There are a few key things to keep in mind when trying to ensure compliance in your organisation. First, you need to make sure that everyone is on the same page. That means having clear and concise policies and procedures in place and making sure that everyone understands them.

Second, you need to be proactive about monitoring compliance. You can’t just sit back and hope that everything is being done the right way; you need to put systems in place to check up on things regularly. And finally, you need to take action if there are any problems. If someone isn’t following the rules or standards, they need to be dealt with swiftly and appropriately.

Compliance may not be the most exciting topic, but it is essential for any training organisation.

There are a number of elements that must be considered when planning compliant business communications. These include:

The audience: Who will receive the communication? What are their needs and expectations?

The message: What needs to be communicated? How can this be done in a way that meets legal requirements and best practice standards?

The medium: What is the most appropriate way to deliver the message? This will vary depending on the audience, the message and the desired outcome.

The timing: When is the best time to communicate? This will again vary depending on the audience, the message and the desired outcome.

The documentation: What is the evidence of communication taking place? How this documentation should be maintained effectively?

Effective compliance starts with effective planning. By taking the time to consider all of the elements listed above, you can ensure that your business communications are compliant with relevant regulations and standards. This will help to protect your organisation from potential risks and liabilities and ensure that your messages are delivered effectively to your target audience.

One of the key aspects of running a successful training organisation is effective governance. Good governance helps to ensure compliance with relevant regulations and standards, as well as providing a framework for making decisions about organisational strategy and operations. By having a clear and concise governance framework in place, you can ensure that your organisation is adhering to all the relevant laws and regulations. Furthermore, good governance will also help to streamline your training operations and make them more efficient.

Training organisations that fail to implement effective governance measures are at risk of non-compliance with regulatory requirements, which can lead to reputational damage and operational and regulatory issues.

There are a number of elements that make up effective governance in a training organisation. These include having clear roles and responsibilities for those involved in decision-making, need to make sure that all stakeholders, from senior management to front-line staff, are aware of your organisation’s policies and procedures and, maintaining effective communication, ensuring there are adequate resources available to support the organisation’s activities, and having robust systems and processes in place to monitor and review your training operations and performance.

Good governance is essential to ensuring that a training organisation runs smoothly and effectively. By putting in place the right structures and systems, organisations can help to ensure compliance with relevant rules and regulations, as well as maximising their chances of success.

The key benefits of good governance include

• improved decision making
• enhanced transparency and accountability
• increased efficiency and effectiveness
• better risk management
• stronger stakeholder relationships

There are a number of principles that underpin good governance, including

• accountability
• transparency
• effective decision-making
• clear lines of responsibility
• effective communication
• stakeholder engagement

Adopting these principles can help organisations to improve their performance, and build trust and confidence among their stakeholders.

Implementing effective governance mechanisms can be challenging, but the benefits are well worth the effort. By taking the time to develop a robust governance framework, organisations can ensure that they remain compliant with all relevant laws and regulations.

Organisations that adopt good governance practices are more likely to be successful in achieving their objectives and will be better placed to deal with challenges as they arise. Good governance provides a framework within which organisations can make decisions, set priorities, and allocate resources.

If you are looking to improve your training operations, then implementing a robust governance framework should be high on your agenda.

If you would like to learn more about governance in training organisations, or if you are interested in setting up a training organisation of your own, please get in touch with us today. We would be happy to discuss your requirements and advise on the best way forward.

When creating instructional materials, it is important to include a variety of approaches and techniques to engage learners and optimise learning. The best way to present information and activities will vary depending on the topic, audience, and format of the material. Here we will discuss some key concepts in instructional design for electronic materials.

One important consideration is the format of the material. E-learning materials can be presented as text, audio, video, or a combination of these formats. Each has its own advantages and disadvantages, so it is important to select the most appropriate format for the content and the learners. Using visual aids such as charts, graphs, and images can help make information more understandable and easier to remember. Hands-on activities and interactive exercises can also be helpful in making information more engaging and memorable.

Another important consideration is the level of interactivity. Adding interactive elements can also help to hold viewers’ attention and encourage them to explore the material in more depth. Finally, it’s important to consider who the material is being designed for and what their needs are – this will ensure that it is as effective as possible. Electronic materials can be designed to be highly interactive, with activities such as simulations and quizzes that allow learners to apply what they have learned. Alternatively, they can be designed to be less interactive, providing learners with information that they can read or listen to at their own pace. Interactivity can also be increased by incorporating games, simulations, and other active learning strategies. And delivery methods may include face-to-face instruction, online learning, or a blended approach.

Finally, it is important to consider the delivery method of the material. E-learning materials can be delivered online, through a Learning Management System (LMS), or offline through a downloadable file. Each delivery method has its own advantages and disadvantages, so it is important to select the most appropriate one for the content and the learners.

You will be required to analyse trends in e-learning, monitor and evaluate one e-learning solution set up for one business need or the needs of a specified user group, document, review and evaluate the e-learning resources and policies, procedures to meet organisational and individual learner needs. make recommendations for improvements.

There are different types of e-learning solutions available in the market today. Some of these solutions are:

1. Learning management systems (LMS): A learning management system (LMS) is a software application that helps organisations plan, deliver, and track employee training programmes. It allows organisations to centrally store all their training content and materials in one place, making it easy for employees to access and complete courses.
2. E-learning platforms: An e-learning platform is a software application that provides the infrastructure and tools needed to create, deliver, and manage online learning programmes. E-learning platforms typically include features such as course creation and management tools, learner tracking and reporting tools, and integration with third-party applications.
3. Collaborative learning platforms: A collaborative learning platform is a software application that facilitates collaboration between learners and instructors by providing tools for communication, content sharing, and task management. Collaborative learning platforms are often used in online courses to facilitate group work and discussion.
4. Virtual classrooms: A virtual classroom is a simulated online environment that allows learners and instructors to interact with each other in real-time. Virtual classrooms typically provide features such as video conferencing, chat rooms, and whiteboards.
5. Mobile learning: Mobile learning is a type of e-learning that is designed to be accessed on mobile devices such as smartphones and tablets. Mobile learning apps often include features such as offline access, push notifications, and gamification.
6. Social learning: Social learning is a type of e-learning that relies on social media and other online collaboration tools to facilitate interaction and knowledge sharing between learners. Social learning platforms often include features such as discussion forums, blogs, and wikis.
7. Gamified learning: Gamified learning is a type of e-learning that uses game mechanics and elements to engage learners and encourage them to achieve their learning objectives. Gamified learning platforms often include features such as badges, points, and leaderboards.
8. Microlearning: Microlearning is a type of e-learning that delivers bite-sized pieces of content that can be easily consumed on mobile devices. Microlearning courses are typically shorter than traditional e-learning courses and are designed to be completed in short bursts.
9. Project-based learning: Project-based learning is a type of e-learning that revolves around learners working on real-world projects. Project-based learning courses often include features such as group work, mentor support, and client feedback.
10. Virtual reality: Virtual reality (VR) is a type of e-learning that uses computer-generated simulations to create immersive learning experiences. Virtual reality courses often include features such as 3D environments, avatar customisation, and interaction with other users.

When choosing an e-learning solution, it is important to consider the needs of your organisation and your learners. Some factors to consider include:

1. The type of content you want to deliver: E-learning solutions can be used to deliver a variety of content types, including text, audio, video, and interactive simulations. Consider the type of content that will best meet the needs of your organisation and your learners.
2. The delivery format: E-learning solutions can be delivered in a variety of formats, including online courses, mobile apps, and virtual reality simulations. Consider the delivery format that will best meet the needs of your organisation and your learners.
3. The learning objectives: E-learning solutions can be used to achieve a variety of learning objectives, including knowledge acquisition, skills development, and behaviour change. Consider the learning objectives that you want to achieve with your e-learning solution.
4. The target audience: E-learning solutions can be targeted at a variety of audiences, including employees, customers, partners, and students. Consider the target audience for your e-learning solution.
5. The budget: E-learning solutions can vary widely in price, depending on the features and functionality they offer. Consider the budget you have available for your e-learning solution.
6. The timeframe: E-learning solutions can be implemented in a variety of timeframes, depending on the complexity of the content and the number of learners involved. Consider the timeframe you have available for your e-learning solution.

Once you have considered the needs of your organisation and your learners, you can start to narrow down your options and choose an e-learning solution that best meets your needs. When evaluating e-learning solutions, it is important to consider the following factors:

1. Ease of use: The e-learning solution should be easy for learners to use and navigate. The user interface should be intuitive and user-friendly.
2. Content quality: The e-learning solution should offer high-quality content that is relevant and engaging. The content should be well-designed and appropriate for the target audience.
3. Course structure: The e-learning solution should offer a well-structured course that is easy to follow. The course should be logically organised and clearly presented.
4. Assessment and feedback: The e-learning solution should offer assessment tools and feedback mechanisms to help learners track their progress and identify areas for improvement.
5. Support and resources: The e-learning solution should offer support and resources to help learners complete the course successfully. The support should be readily available and easy to access.
6. Pricing: The e-learning solution should be competitively priced. The price should be fair and reasonable in relation to the features and benefits offered.

Once you have selected an e-learning solution, you will need to implement it in your organisation. When implementing an e-learning solution, it is important to consider the following factors:

1. Technology: The e-learning solution should be compatible with the technology infrastructure in your organisation. The solution should be easy to deploy and manage.
2. Change management: The e-learning solution will require changes to the way employees work. It is important to manage these changes effectively to ensure a successful implementation.
3. Training: Employees will need training on how to use the e-learning solution. The training should be well-designed and delivered by qualified trainers.
4. Evaluation: The e-learning solution should be evaluated regularly to ensure it is meeting the needs of your organisation and your learners. Regular feedback should be sought from employees and learners.
5. Reporting: The e-learning solution should offer reporting tools to help you track the progress of employees and identify areas for improvement.

E-learning solutions can be a valuable addition to any organisation. When selecting an e-learning solution, it is important to consider the needs of your organisation and your learners. When implementing an e-learning solution, it is important to consider the technology infrastructure in your organisation and the changes that will need to be made to employee work patterns. Regular evaluation is essential to ensure the e-learning solution is meeting the needs of your organisation and your learners.

Photo courtesy: NCVER

The private training sector is a critical contributor to Australia’s vocational education and training system.

Currently, the private sector delivers 70% of vocational education and training in Australia. This includes the delivery of accredited courses that helps people develop new skills or improve their existing ones.

The private sector plays an important role in supporting pathways to jobs. It provides quality training that is responsive to the needs of employers and the changing workplace.

Their flexibility, responsiveness, and ability to meet the needs of industry and learners mean they play a vital role in ensuring Australia has the skilled workforce it needs to compete in the global economy. Private providers are also important for adult learners who may have work and other commitments.

The private training sector also provides valuable pathways for those who may not have considered TAFE as an option or who may not have been able to access a TAFE course due to geographical location or other constraints.

Investment in a strong public provider and greater subsidies and support for learners is welcomed. However, the importance of the private training sector cannot be understated.

Its contribution to the vibrancy of the vocational education and training landscape is essential, and its role in supporting pathways to employment must be recognised.

An investment in the private training sector is an investment in the future of Australia’s workforce. It is vital to ensure that our economy remains globally competitive.

It is, therefore, important to remember that the success of Australia’s VET system depends on both TAFE and the private training sector working together to provide the best possible outcomes for students. Investment in both is essential.

The skills and knowledge gap

The 21st-century workplace has seen a dramatic shift in the skills and knowledge required of employees. Whereas in the past, workers might have been able to get by with a limited skill set, today’s businesses require their employees to be highly skilled and knowledgeable in order to stay competitive. This trend is only likely to continue in the future, as businesses increasingly rely on technology and globalisation to expand the marketplace.

As such, it is essential for employees to continually update their skills and knowledge in order to remain employable. However, this can be a challenge, especially for those who are already in the workforce and do not have the time or opportunity to return to school. Fortunately, there are a number of ways that workers can stay abreast of the latest developments in their field, such as attending workshops and seminars, reading industry publications, and networking with other professionals.

By remaining up-to-date on the latest trends and developments in their field, employees can position themselves as valuable assets to their organisation. In turn, this can lead to increased job security, career advancement opportunities, and higher wages. Therefore, it is clear that employees need to continuously update their skills and knowledge in order to stay ahead of the curve in today’s ever-changing workplace.

No more 9 to 5 shifts

The world of work is constantly evolving. As our society progresses, so too do the expectations and requirements of employees.

In the past, workers were expected to work only during standard 9-to-5 shifts. However, now people are able to work at any time as long as they meet the set number of hours and expectations. This shift has been made possible by advances in technology, which have allowed us to be more connected and productive than ever before.

This evolution in the workplace has had a major impact on the way we live and work. It has made it possible for people to have more control over their own schedules and to balance their work and personal lives in a way that suits them best. Additionally, it has opened up new opportunities for those who may not have had the opportunity to work traditional hours.

While this evolution has had many positive effects, it is important to remember that it has also brought with it some challenges. For example, it can be difficult to maintain a healthy work-life balance when you are working outside of traditional hours. Additionally, there is always the potential for technology to fail us when we need it most.

Despite these challenges, the evolution of the workplace is an overall positive development that has made our lives better in many ways. As we continue to adapt and evolve, we will find new and innovative ways to make the most of this changing landscape.

Location is no longer a limiting factor

Earlier workers used to work in a corporate office now, they can work from anywhere. The technological advancements and demands of the digital age have created a need for employees who are comfortable with change and willing to work in new environments. This has led to a change in the way we think about work, and has required employers to adapt their expectations accordingly. With more and more employees working remotely, employers are now looking for workers who are self-motivated, independent, and able to get the job done without constant supervision.

In order to stay ahead of the curve, it’s important to understand how the requirements for employees have changed over time – and how they are likely to change in the future.

Looking to the future, it is likely that the requirements for employees will continue to change and evolve. As technology advances, new skills and qualities will become increasingly important. For example, workers who are comfortable with using new technologies and who are able to adapt to change will be in high demand. Additionally, as more companies move towards global operations, employees who are able to speak multiple languages and who have an understanding of different cultures will be increasingly valuable.

The bottom line is that the world of work is constantly changing – and employees need to change with it. Those who are able to adapt and evolve will be the most successful in the long run.

Profile: Shruti is an education innovator, quality and compliance consultant entrepreneur and manager with over 35 years of experience in education across secondary school, English Language, Vocational Education and Training and Higher Education in Australia as well as internationally.

Shruti is the founding director of NEXTEXT, a vocational education and quality and compliance consultancy that assists registered training organisations with their compliance, quality management and registration with the National VET Regulator requirements.

Shruti has been an accredited Health Check Services Consultant for Australian Council for Private Education and Training (ACPET).

Here is the copy of the interview:

For more than two decades, you have provided assistance to the VET industry. How has your experience been?

Thank you for inviting me to share my experience with your readers!

I have been in the field of education for 35 years now, and have spent more than 25 of these years involved in teaching and vocational training in India, Oman and Australia. Every moment in each sector has been a lot of hard work but has also been a rich learning experience.

As a teacher and trainer, I value appreciation by past students who found a vocation or career, developed self-confidence, or the love for a language. I also value the learnings from my mentors, and appreciation by peers and employers. As the founder and director of an RTO, I grew with my colleagues and employees, and enjoyed the recognition my RTO received in the industry.

In the last 10 years, I have continued to support the VET industry as a quality and compliance consultant and resource developer. So overall, I can say I have had a long and successful run, and it has been a very rewarding experience.

What are your most important services for the VET sector?

At Nextext, we offer a wide range of services for the VET sector, such as, internal audits against SRTOs 2015, ESOS / NCP 2018 compliance, government funding requirements, post-audit rectification services, initial registration and re-registration of RTOs, and CRICOS registration. Our services also include ELICOS, such as addition to scope, internal audits and ELICOS assessment and curriculum development.

Apart from this, I personally sit on the academic boards of some RTOs, providing them with leadership in assuring academic standards and quality and compliance with various regulatory standards.

The other important aspect of our services is the designing of detailed compliant assessment resources for VET qualifications from several training packages and accredited courses such as BSB, SIT, HLT, CHC, TAE and EAL. We also develop LLN tests and provide assessment validation and training and assessment strategy validation services.

Why did you decide to pursue a profession in vocational education and training?

I am an educator and lifelong learner at heart, and have worked as a teacher, teaching English language and literature ever since I started working. My introduction to vocational education and training was through teaching vocational English in Oman over 25 years ago.

When we migrated to Australia, my husband and I established an RTO in 2002, which soon became very successful and gained a reputation not only in the student market, but also with the regulators, as one of the nine best and largest private RTOs on CRICOS in Victoria at that time.

This rich and varied experience of running my own RTO, ensuring its quality and compliance, showing empathy and commitment as an educator and instructional designer, has led me to carve out a career in VET quality, compliance and resource developing.

Even today, as a consultant, I continue to learn from every assignment. I am also an educator in every assignment, in that I provide mentoring and training to all my RTO clients overtly and covertly. In the same way, every VET training and assessment resource we develop is also a learning opportunity for me.

Perhaps this is the reason the VET industry has become my vocation!

What has been the biggest significant change in the VET industry during the past ten years?

I think there isn’t just one significant change.

In fact, this past decade has been one of turmoil and flux, with so many changes such as introduction of new regulatory standards, regulatory regimes, changes to government funding models, overhauls in international student visa models and immigration policies, all of which have impacted significantly on RTO operations and compliance performance and student enrolment numbers. The global pandemic has necessitated a sudden and fundamental shift in training and assessment delivery modes and the adoption of hybrid models.

These changes have posed many challenges for providers, trainers and students alike.

What are the most significant concerns and challenges now confronting the vocational education and training (VET) industry?

Again, one can’t talk of the ‘now’ without referring to the pandemic that has affected every area of human activity, and the VET industry is no exception.

In the wake of the “Great Resignation” the VET industry is also facing trainer assessor shortages, as training staff were laid off, or have moved on. The shortage is also for staff with digital skills required for hybrid training modes. Therefore, trainer upskilling or reskilling to use technology is a challenge.

The pandemic has changed the way employers do business, and the current VET system may not be ready with courses to meet these new needs of employers and industries. VET training package developers need to develop new products or revise existing training products by identifying and forecasting emerging skills required by industry.

VET providers need to increase training products’ ‘speed to market’ by developing suitable content and effective assessments for ‘microcredentials’ to quickly upskills learners and trainers.

We’ve worked on countless projects together in the past, and I’ve always found you to be exceptionally knowledgeable and resourceful. However, what skills do you believe are necessary for employment in the education and training sector?

Thank you for your kind words, Sukh! It’s been fun working with you.

I think people who want to work successfully in the VET sector, whether they are in training/assessment, student services or administration roles, need technology and digital literacy skills, a working knowledge of cyber security tools and processes, and people skills and subject area knowledge.

VET providers need to continue to focus on student experience and ensure that new modes of delivery continue to meet their compliance and quality requirements.

Workplace mental health skills training for managers and employers has become more relevant now than ever. This will enable those who manage people to implement preventative strategies to reduce sickness absence and create a supportive organisational culture.

Living costs in Australia are soaring, and international students are feeling the pinch. Some are being forced to rely on food vouchers and charity to get by.

The cost of living in Australia has been rising steadily over the past few years, and international students are feeling the pinch more than most. With tuition fees and other costs already putting a strain on their finances, the rising cost of living is pushing many over the edge.

Rising rent prices, fuel prices, and the high cost of food are among the biggest financial burdens for students. In some cases, these costs have resulted in students going hungry or skipping meals. This is having a serious impact on their studies and their health, and it is something that needs to be addressed urgently.

The situation is especially dire for those studying in metropolitan cities such as Sydney and Melbourne, where the cost of living is among the highest in the country. Students there are finding it increasingly difficult to afford basic necessities, let alone save any money for their future.

Charity organisations like Foodbank Australia are seeing an increase in the number of international students seeking assistance. In the past year, Foodbank has provided more than 20,000 meals to international students in need.

The situation has led to calls for action from the Australian government. Some politicians have suggested that the government should provide financial assistance to international students.
The high cost of living is just one of the challenges faced by international students in Australia.

Despite the difficulties, most international students say they are happy with their decision to study in Australia. They believe the experience is worth the challenges they face.
Do you think the Australian government should do more to support international students? Let us know in the comments below.

LGBT+ collectively refers to people who identify as lesbian, gay, bisexual, or transgender, and to people with gender expressions outside traditional norms, including nonbinary, intersex, and other queer people (and those questioning their gender identity or sexual orientation), along with their allies.

There are a number of things that training organisations can do to be more LGBT+ inclusive. This can include everything from ensuring that their organisation’s policies are inclusive of LGBT+ people, to providing training on LGBT+ issues and ensuring that their staff are aware of the needs of LGBT+ people.

Organisations should also ensure that they are providing an inclusive environment for all employees, regardless of sexual orientation or gender identity. This means creating a workplace where everyone feels comfortable and respected, and where they can be themselves without fear of discrimination or harassment.

Here are some things you can do to help make your training more inclusive for LGBT+ people:

Review your organisation’s policies and procedures to make sure they are inclusive of LGBT+ people.

Make sure your materials and curriculum are inclusive of LGBT+ people and experiences. This includes using language that is respectful and avoiding outdated or offensive terms.

Provide sensitivity training for all staff members, so they are aware of the issues faced by LGBT+ people and how to best support them.

Make sure your organisation is a safe and welcoming space for all employees, regardless of their sexual orientation or gender identity. This includes having clear anti-discrimination and anti-harassment policies in place.

Use inclusive language when advertising your courses and events. Make sure that your communications do not use any language that might exclude or alienate members of the LGBT+ community.

Consider the needs of transgender and gender non-conforming participants when planning your events. For example, provide gender-neutral bathrooms and ensure that dress code policy are inclusive of all gender identities and expressions.

Be aware of the unique needs of intersex people when planning your events. For example, ensure that your medical consent forms do not assume that all participants are of binary gender.
Foster a safe and inclusive environment at your events by clearly stating in your code of conduct that discrimination or harassment on the basis of sexual orientation, gender identity, or gender expression is not tolerated.

Educate yourself and your staff on the needs of LGBT+ people. Make sure that everyone who works for your organization is aware of the issues faced by the LGBT+ community and knows how to support members of the community who may need assistance.

Speak out against discrimination and harassment of LGBT+ people, both inside and outside of your organisation.
By taking these steps, you can help make sure that everyone in the LGBT+ community feels welcome and included in your training events.

According to a study conducted by KellyOCG, a global outsourcing and consulting firm that specialises in providing workforce strategy, solutions, and operations, only 12 percent of respondents believed hybrid work had a positive impact on their company culture, which is significantly lower than the global average of 21 percent. Thirty-seven percent of those surveyed said that it was difficult for them to hire contingent talent.

It is possible that this apparent uneasiness has had an effect on the long-term ambitions of some Australian company leaders; the poll respondents indicated that 76 percent of them were planned to leave their organisations within the next two years. This was 4% more than the average for the world, and the data predicts that Australia may witness a greater exodus of employees from top positions than other places across the world.

In its second annual Global Workforce Report, KellyOCG surveyed one thousand senior company leaders from ten different industries and twelve different countries. These senior business leaders included C-suite executives, board members, department heads, directors, and managers.

The purpose of the study was to gain a better understanding of the most significant talent-related difficulties and dangers that organisations face as they recover from the pandemic. The proportion of people polled in Australia who believed that the complexity of managing a hybrid workforce will eventually need a return to the office was higher than the proportion of people surveyed globally who had the same belief, which was 28 per cent.

According to Peter Hamilton, who is the vice president and managing director, APAC, at KellyOCG, he feels that firms that are switched on will welcome the shift. “Smart firms are no longer thinking of flexible, hybrid, and inclusive work as something that would be good to have; instead, they are investing in the technology and experiences that make it more personalised to their workforce,” he stated.

“Australia is facing one of the greatest skills crises in our lifetimes. The battle for talent is fierce as the economy recovers from a challenging two years of border closures and lockdowns. However, the renewed optimism felt by organisations is also being echoed by employees themselves. They know that they could walk out the door into another job at any time, so the real challenge is not only finding new talent but also retaining and nurturing the talent you currently have.”

Intriguingly, despite the fact that some senior Australian leaders appear to be impatient for change, they reported being significantly happier than their peers from across the world. In comparison to the percentage of senior leaders expressing dissatisfaction with their jobs in Australia (45%), more over half of senior leaders all over the world (58%) said they were unhappy in their current position.

Business executives in this region are also more likely to be in favour of a four-day work week: seventy-five per cent of them claimed that they had already implemented it or planned to do so in the next twelve months, which is higher than the average worldwide percentage of sixty-nine per cent.

Tammy Browning, the president of KellyOCG, came to the conclusion that “Our research signals there is significant talent demand for a life-work shift”

“A shift in workplace culture is needed and organisations must evolve to remain competitive, profitable, and attractive to top talent”

It is the intention of KellyOGC that the findings of this survey will serve as a motivating model for businesses who wish to follow in the footsteps of the 15% of respondents to this study who reported an increase in employee wellbeing, productivity, and revenue growth in the preceding year.

According to the findings, these businesses are more likely to make use of contingent talent in order to improve workforce agility and to engage workers across the organisation in discussions around DEI (diversity, equity and inclusion). In addition to this, they are dedicated to reimagining the employee experience and using the appropriate tools and technology in order to empower the workforce of today. The countries of Australia, Canada, China, Germany, India, Ireland, Japan, Malaysia, Singapore, Switzerland, the United Kingdom, and the United States were among those surveyed in this study.

We would love to have you join our professional development retainer agreement services or individual professional development opportunities through Edu Learning. Our organisation works with the aim to help you grow your skills in a fun and interactive way. The benefits of joining our organisation are numerous, from getting tips from VET experts and industry leaders to building a network of peers, who can help you move forward in your career.

Intellectually stimulating and engaging content is what we excel at. We offer training programs that will provide your staff with the practical skills and strategies that they need to be successful in their careers in this competitive market – whether it’s in marketing, finance or RTO operations.

The benefits of being part of our professional development group include:

– Developing a better understanding of the role of a VET professional
– Getting in-depth training in different RTO sector skill sets that meet your and your organisation’s needs and requirements.

In partnership with Edu Learning and CAQA Skills, CAQA provides a variety of professional and personal development opportunities. We may also tailor the training to meet your specific requirements and skill level as well. For additional details, please contact us right away at info@caqa.com.au.

CAQA Systems provides technology services and support, and works in partnership with its customers.

We collaborate with innovative organisations and service providers, assisting them in maximising the efficiency and effectiveness of their technology investments.

We specialise in network administration, software systems and development, hardware and software support, software system and development, cybersecurity, information technology-related issues and matters.

We provide support to the education, medical, government, marketing, retail, hospitality, food, non-profit organisations, financial, and transportation industries.

Get in touch with us to discuss how we can assist you with your requirements.

For additional details, please contact us right away at info@caqa.com.au.

Are you looking for staff?

At CAQA Recruitment we help employers find talent for their organisation. We understand that hiring is a complex and sometimes costly process. However, it can be simplified and made easy on a budget by opting for our services. Our recruitment platform receives a huge number of interest from applicants who are seeking new opportunities in the VET sector. Best of all your first ad is FREE

For more information, please click here.

Looking for a new opportunity?

Whether you are a jobseeker, seeking additional hours, or not satisfied with your current job, you can find a new opportunity that suits your skills and experience through CAQA Recruitment. New vacancies are posted regularly. The process is simple! Register with us, upload your resume and begin your search.You decide how much or how little information you want to display. So what are you waiting for? Register today and let employers find you.

For more information, please click here.

Over the past two decades, Online Media Solutions (OMS) has provided assistance to clients worldwide. OMS merged into the CAQA and Career Calling brands in 2013.

Services offered by Online Media Solutions include: website design and development; website security; web hosting; domains marketplace; development of iOS and Android applications; software development; graphics design including logos, website graphics; social media graphics; marketing graphics; brand identity; stationery design; SEO; marketing services; website support; data entry; database management; and data entry and database management services

We have been working on hundreds of SCORM-compliant files and are making investments in virtual reality, gamification, artificial intelligence, and other cutting-edge technologies in order to meet new and developing training and assessment needs.

Call us on 1800 961 980 or email info@careercalling.com.au to find out more on how we can assist.

Resource writers

CAQA Resources is looking for qualified instructional writers and subject matter experts to develop training materials for the community services and health services industries. If you are interested, email your resume and cover letter to info@caqarecruitment.com.au

Marketing Manager

This role is responsible for setting and applying the strategic direction and for the day to day management of our organisation’s marketing, communications, digital innovation, and community activities. Reporting to the CEO, this position will also play a pivotal role as a member of the management team of CAQA. The position will suit a person who wants to work from home.

Duties

• Oversee the development, implementation and ongoing evaluation of CAQA’s strategic marketing and communications strategies covering brand, products, services and sales promotions;
• Assess and provide recommendations on potential digital projects, including but not limited to the evolution of CAQA’s websites, lead generation platforms, customer communication opportunities;
• Manage social media profiles, create ongoing content and encourage engagement;
• Oversight of all communication activities to achieve communications objectives, maintaining consistency in message and presentation;
• Manage relationships with external agencies and suppliers in relation to marketing, communication and business development initiatives;
• Management and control of the marketing budget;
• Create and monitor insightful reporting across marketing activities, including campaigns and website.

Preferred Experience

• Experience in marketing, and/or product management roles required
• Interest in the Vocational Education and Training environment
• Advanced skills in Adobe Creative Suite
• Experience using a website CMS
• Experience using marketing software
• Experience with Pipedrive CRM, or similar

For more information, contact info@caqarecruitment.com.au

Customer Service/Administrator

CAQA Resources is growing and we are now looking for a Customer Service/Administrator person to join our team. To be successful in this role you will need exceptional attention to detail and great English language skills. You will need to know your way around Microsoft Office and you must be able to work both as part of a team and manage your own workload. Location is irrelevant as the position will suit a person who wants to work from home.

Our customers are High Schools, RTOs and TAFEs. They mainly approach us by email, but we also receive a number of calls and requests for additional information. You must be an Australian citizen or permanent resident.

We are looking for someone who will stay with us long term, has the ability to grow with the role, and who is interested in learning about compliance and the VET sector. Previous VET experience will be helpful but is not essential.

For more information, contact info@caqarecruitment.com.au

One of the most important things you can do for your professional career is to continue learning and growing.

There are many different types of professional development (PD) opportunities available to you as a professional.

What is PD, and why is it important?

Professional development is a term used to describe any type of learning or training that helps you improve your professional skills and knowledge. It can include anything from taking online courses, to attending workshops and conferences to reading articles and books, to networking with other professionals.

Why is PD important?

Well, there are many reasons.

First of all, it can help you stay up-to-date on the latest trends and developments in your field, allows you to stay current in your field, learn new techniques

Additionally, it can help you learn new skills and techniques, which can make you more productive and successful in your work.

PD can also help you build relationships with other professionals, which can lead to new opportunities and collaborations.

It can also help you advance your career and get promoted. By continuing to learn and grow, you are demonstrating that you are committed to your profession and invested in your future.

So, what types of PD opportunities are available to you? There are many, but here are a few examples:

1. Conference or seminar: A conference or seminar is a great way to learn about new trends and developments in your field. It’s also a great opportunity to network with other professionals.
2. Workshop: A workshop is a great way to learn new skills and techniques. Workshops can be offered by universities, professional associations, or private companies such as EDULearning and CAQA Skills.
3. Online course: An online course is a great way to learn new skills and knowledge from the comfort of your own home. Many universities and professional associations offer online courses.
4. Webinar: A webinar is a live, online seminar. It’s a great way to learn about new trends and developments, and to network with other professionals.
5. Conference session: A conference session is a great way to learn about new trends and developments from experts in your field. Sessions are usually held at conferences or seminars.
6. Article: Reading articles is a great way to stay up-to-date on the latest trends and developments in your field. Many journals and magazines offer articles online for free.
7. Book: Reading books is a great way to learn about new skills and techniques. Many publishers offer books online for free.
8. Networking event: Networking events are a great way to build relationships with other professionals. They can be hosted by universities, professional associations, or private companies.

So, as you can see, there are many different types of PD opportunities available to you. It’s important to find the ones that are right for you and that fit into your schedule. And don’t forget, the most important thing is to stay motivated and keep learning!

Professional development is an important part of any career, and it’s something that should be taken seriously. If you want to stay ahead of the competition, you need to continue learning and growing. Make professional development a priority in your life, and you’ll be rewarded with success.

For more information regarding the professional development opportunities and how CAQA can assist you and your team, please contact us at info@caqa.edu.au.