Resources: Blogs

Training Day

Blogs
|

Why training matters now and in the future for your organisation

Every year, employers expend time and money planning, developing and implementing learning and development programs for the year ahead. Indeed, the development of a corporate training calendar is one of the most important human resource functions in any organisation.

Every year, employers expend time and money planning, developing and implementing learning and development programs for the year ahead. Indeed, the development of a corporate training calendar is one of the most important human resource functions in any organisation.

 

Corporate training needs

Conducting a skills assessment for current employees will assist to identify gaps in knowledge and highlight where resources, such as training, are needed to meet those identified gaps. This is a process that should at least be conducted on a yearly basis as the needs of the workforce and the needs of the organisation may change from year to year.

 

“Living” learning and development

Learning and Development programs should be reviewed and evaluated on regular basis in respect of course content and method of delivery in order to assess the currency of content and effectiveness. For example, new courses may be available while online training courses may need to be updated for new legislation or further, an organisation may find that employees respond better to face-to-face delivery rather than completing training online and alone.

In the area of safety, this is particularly important as new Codes of Practice may be introduced or updated which in turn trigger new training requirements for the organisation.

Learning and development is not a case of simply rolling out the same program year after year, employers need to ensure the programs are ‘living’ elements of the business that adapt and change as laws, employees and the business changes.

 

Record keeping

Keeping a record of past training is important for a business to ensure that certificates, licences and other qualifications are kept up to date and also assists to identify whether “refresher” training is required.

This record keeping can play a vital part in being able to defend workers compensation claims, negligence claims, investigations by the relevant workplace safety regulatory body (for example SafeWork NSW), and/or discrimination claims (where an employer can be held vicariously liable for employee’s unlawful conduct in some situations).

 

What to do next

Coming up to the end of another financial year is a good time to make time to review Learning and Development programs and recording keeping methods – don’t wait for an incident or a difficult situation arising from a training failure – it is better to be proactive rather than reactive.

 

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.

 

Similar articles

Remote work environment risks and considerations

Barking up a broad tree

Work from home arrangements have become the “new normal” across many workplaces since the COVID-19 pandemic.

Read more...

Employee’s exaggerated complaints created psychosocial risk

False alarm

Employers have work health and safety obligations to eliminate or minimise psychosocial risks in the workplace so far as is reasonably practicable. These risks arise from psychosocial hazards including conflict or poor workplace relationships.

Read more...

Commission rejects application for stop bullying orders

A cyclone of drama

Differences in opinion, dysfunctional relationships and disagreements between employees may occur from time to time in the workplace. Generally, these instances of workplace conflict do not amount to bullying behaviour, which is defined as repeated, unreasonable behaviour causing a risk to health and safety.

Read more...

FWO secures penalties against bar operator and external accounting firm

Closing time

The Fair Work Act 2009 (Cth) requires employers to keep certain employee records for a period of 7 years. These records are necessary to ensure that employees have been paid their minimum entitlements should an underpayment claim be made.

Read more...

Employer found liable for workers compensation despite worker’s unreasonable perceptions

Fact or fiction

A recent decision of the New South Wales Personal Injury Commission serves as a reminder of the differing standards of proof when determining liability for claims of bullying and/or harassment under workers compensation laws and the Fair Work Act 2009 (Cth).

Read more...

Commission finds employee’s flexible working request to work entirely from home was not reasonable

The worst has now passed

One of the many changes to the Fair Work Act 2009 (Cth) introduced this year include the Fair Work Commission’s new powers to deal with disputes relating to requests for flexible working arrangements.

Read more...

Let's talk

please contact our directors to discuss how ouR expertise can help your business.

We're here to help

Contact Us
Let Workplace Law become your partner in Workplace Relations.

Sign up to receive the latest industry updates with commentary from the Workplace Law team direct to your inbox.