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Education and Work: Employee training
Employee training In 1993, 86% of all employees undertook some form of training, up from 79% in 1989. This increase was partly due to the introduction of the TG and most of it occurred in on-the-job training. On-the-job training was also the most common form of training, undertaken by 82% of employees in 1993 and 72% in 1989. In both years, almost half of all employees undertook study or a training course, mostly in-house training. There was an increase in the proportion of employees undertaking employer supported external training. Each employee spent, on average, 5.6 hours on training between July and September 1993. This was down from 5.9 hours during the same period in 19901. This may have been due to increasing costs associated with training or differences in the types of training undertaken. EMPLOYEES WHO UNDERTOOK TRAINING
(b) Totals may not add to 100% because employees may have participated in more than one type of training. Source: Survey of How Workers Get Their Training (1989); Survey of Training and Education (1993) Training expenditure1 Between July and September 1993, employers spent $1.1 billion on employee training, an average of $192 per employee. This represented 3% of gross wages and salaries, well above the 1.5% required by the TG legislation. A greater proportion of medium and large employers than small employers spent money on training. This was mainly because many small employers have an annual payroll below the TG minimum and, therefore, are out of the scope of the legislation. Three-quarters of employers in the scope of the TG legislation spent some money on training, accounting for 96% of all money spent on training. Of employers below the TG threshold, 13% spent money on training. Employee training by industry The amount of training an employee received varied according to the industry they worked in. Training provided in an industry is affected by a number of factors. These include the average size of organisations operating within that industry, the extent of technological and structural change taking place, and the mix of private and public organisations in the industry. In 1993, 91% of employees in mining; electricity, gas and water; and community services undertook training. This was followed by public administration and defence (90%). Employees in the manufacturing industry were the least likely to have undertaken training (80%). Training expenditure also varied according to industry. The communication and mining industries spent the greatest proportion of their gross wages and salaries (5%) on employee training. The construction and recreation, personal and other services industries spent the least, less than 2%. TRAINING UNDERTAKEN BY INDUSTRY, 1993
(b) Proportion of gross wages and salaries spent on training. Source: Survey of Training and Education; Training Expenditure Survey In-house training In 1993, 2.2 million employees took in-house training courses, a fall of 5% from 1989. The most common type of training courses were in the management and professional field. 30% of employees reported that the main type of course they attended was in this field. This was followed by technical and para-professional courses (13%) and sales and personal service courses (12%). Attendance at courses in each of these fields increased between 1989 and 1993. Large employers were more likely to offer in-house training programs than small employers. In 1993, less than 1% of the gross wages and salaries of small employers was spent on in-house training. Large employers spent nearly three times as much. External training courses In 1993, 836,000 employees attended external training courses, a 27% increase from 1989. 31% of employees reported that the main type of external training course they attended was in the management and professional field. Courses in computing (14%) and courses in the technical and para-professional field (11%) were also commonly attended. Only 4% of employees attended external courses in the clerical or office field. FIELD OF MAIN TRAINING COURSE ATTENDED BY EMPLOYEES
(b) Included in other fields. Source: Survey of How Workers Get Their Training (1989); Survey of Training and Education (1993) Reasons employers provided training In 1994, 32% of employers provided training for their employees during the previous 12 months. The most commonly reported reason was to improve employees' work performance (80%). 99% of large employers provided training compared to 92% of medium employers and 25% of small employers. For all of them, the most commonly reported reason was to improve the work performance of employees. Meeting the requirements of the TG legislation was reported as a reason for training by 30% of employers overall and by 46% of medium employers. More than half (57%) of the employers above the TG threshold reported that the introduction of the TG in 1990 had resulted in increased expenditure on training for their employees. 6% of employers above the TG threshold who provided training reported that the TG legislation was their only reason for training expenditure. REASONS EMPLOYERS PROVIDED TRAINING(a), 1994
(b) Includes employees being trained to move to more highly skilled or responsible positions within the organisation, or to fill identified vacant positions from within the organisation. Source: Training Practices Survey Reasons employees undertook training In 1993, retraining to do different duties in the same job was the most common reason employees undertook training (36%). Other reasons for retraining included retraining to get a different job with the same employer (13%) and retraining to change employers (9%). One-third of employees undertook training to increase their chances of promotion; just over half of them undertook training courses because they saw it as necessary to obtain a promotion while the rest saw it as helpful in obtaining a promotion. Retraining to do different duties in the same job was the most common reason for both in-house and external training. However, in-house training was more commonly undertaken than external training for promotion reasons. Retraining to change employers was more common among people who undertook external training than among those who did in-house training. REASONS FOR EMPLOYEES UNDERTAKING TRAINING(a), 1993
Source: Survey of Training and Education Endnotes 1 Employer Training Expenditure (cat. no. 6353.0).
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