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Retrain

Consider what sort of training will be useful for mature-age employees to keep their skills up to date and suited to your business.

Provide training in new technologies and computer literacy.
Introduce mentoring and coaching programs between older and younger members of the organisation to share information and skills.
Investigate what training is available and whether any mature-age training funds are accessible for employees.
Commit to a minimum percentage of your training budget for mature-age workers.
Retrain existing mature-age employees rather than looking to the marketplace for new staff. This will retain your businesses' knowledge base, reduce recruitment and induction time and costs, and value your existing staff.
Provide access to skills development opportunities for mature-age workers.
Offer continued workplace learning opportunities to promote the value of mature-age workers.
Assess training requirements individually for workers - one size does not fit all.
Ensure trainers have a flexible and appropriate approach to training mature-age workers who may not have undertaken any training for some years.
Monitor training participation rates of mature-age workers.
Ensure the culture of your organisation supports the ongoing training/retraining of mature-age workers.
Recognise the value of prior experience.
Promote the value of mature-age workers in your organisation by offering continued learning.

Here are some tools to help you discover the training needs of your business and ways to access and facilitate training.

Experience pays checklist (PDF, 51 KB)
A checklist that will help you assess your skills program and ensure you offer an age-balanced skills program to all workers

Training needs analysis fact sheet (PDF, 126 KB)
Determine what training your staff need

Sample training needs analysis (PDF, 63 KB)

Career planning and skills development (PDF, 54 KB)
Maintain employees’ motivation and commitment by identifying and offering opportunities to keep their skills current

Training is a long-term investment that will pay off through the skills employees acquire for your business. You are also likely to have a lower staff turnover when you provide training options as employees feel valued no matter what their age.

Accessing and facilitating training

Cost of training staff (PDF, 53 KB)
Training is an investment in your business, and as with any investment there is an initial cost

Funding and incentives (PDF, 60 KB)
Australian and Queensland government support available for employers providing training

Choosing the right training (PDF, 51 KB)
Determine the most suitable method of training for your business and your employees

Apprenticeships and traineeships (PDF, 58 KB)
The benefits, costs and incentives for providing apprenticeships and traineeships

Training delivery options (PDF, 47 KB)
Various training options for your staff

Skills recognition (PDF, 56 KB)
Prior skills or knowledge may be recognised by a training provider so an employee can gain a qualification without taking part in a whole training program

Tips for coaching in the workplace (PDF, 57 KB)
Coach apprentices and trainees, or act as a mentor and support someone embarking on a new career

Obligations (PDF, 66 KB)
The obligations on both employers and employees in relation to training in the workplace

Last updated 2 October 2008

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