Mature age workers should have equal opportunities to upgrade their training and skills. Studies have shown that the benefits of training an employee last up to six years. Yet two-thirds of older workers feel that they do not receive sufficient training and leadership opportunities, and two-thirds of human resource executives say their companies do not offer training for mature workers as an incentive to upgrade skills.
Companies that train older employees are more likely to reap the benefits of this training, since older workers are likely to remain in their jobs for longer.
Mature age workers and jobseekers are often stereotyped by our society. Their experience, maturity and stability are overshadowed by the assumption that their only goal in life is retirement. As a result, mature age workers often find it difficult to access training, promotions and career opportunities.
Yet many mature age workers are just as interested in training and furthering their careers as younger workers, and given the opportunity they are just as capable of learning new skills. What is more, older employees are often more flexible than younger workers in relation to working conditions and learning.
Many educational institutions including TAFE colleges and universities run adult education classes to assist employees to upgrade their qualifications, knowledge and skills.
Most training can be undertaken on a part-time basis, often in conjunction with full time work.
General tips
Here are some general tips to ensure that you make the most of your mature age workers.
- Don't assume that mature age employees have less interest in extending their skills or new job challenges, but it is important to modify training according to individual needs. Discussions between staff members about career expectations can help create arrangements that suit and reward both parties.
- Provide training to meet technical needs and incorporate past experiences.
- Ensure that training is offered to all staff regardless of age and adapted to different learning styles.
- Offer a variety of training options, including job rotation, internship programs and on-the-job coaching.
- Consult with training organisations that specialise in programs for mature age workers.
- Link your training programs with mentoring and flexible work practices to maximise the benefits and value of mature age workers.
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New employees
Orientation and induction
An orientation program introduces new staff to the business as a whole, their work unit, co-workers, and job duties. It also helps to reduce initial anxiety over starting a new job by easing the transition.
Orientation sets a tone for a new staff member’s work by describing job-related expectations and reporting relationships. Workers are also informed about benefits, policies, and procedures, as well performance evaluation.
The components of orientation can include the following elements.
- Pre-arrival - providing reading materials and other useful information before they begin.
- On arrival supervisors should take time to:
- introduce the new employee to their team members and other key personnel;
- give the employee a guided tour of the facilities (including the restrooms and kitchen);
- explain emergency evacuation [PDF
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- Formal training - hands-on training on company specific systems and IT applications should be provided.
- Coaching - a supervisor or relevant staff member should guide new staff through the first few months of employment. Consider a formalised mentoring system, where an experienced worker assists the new employee through regular meetings and is available to answer questions.
- Measuring and evaluating. Find out from new and existing staff members what they consider the most useful and welcoming things that can be performed on someone’s first day.
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Occupational health and safety training
All businesses are legally obliged to provide training in relation to occupational health and safety (OHS). Training programs must be implemented and recorded to ensure that staff are able to do their work in a safe manner.
It is also important that businesses provide clear training on specific security protocols regarding confidential information and intellectual property, email usage, work conditions and other requirements specific to your organisation.
Read more: Safe and healthy work environment
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Recognition of prior learning
Recognition of prior learning (RPL) allows a person to receive recognition and credit for the knowledge and skills they have, no matter how and where these were attained, including overseas. This can include skills from:
- previous study, including courses at school or college, through adult education classes or training programs at work;
- work experience, including work that is paid and unpaid;.
- life experience, for example leisure pursuits or voluntary work.
What matters in obtaining RPL is that the knowledge and skills already possessed by the individual are relevant to the learning outcomes and assessment criteria of the qualification they are seeking credit for.
In the Vocational Education Training (VET) sector, an RPL assessment can result in a full qualification or a Statement of Attainment for partial completion.
Read more: Visit the Training website for more information. 
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Cross training and cross skilling
Cross training and cross skilling are other ways to develop staff, enhance their value to a business and keep them challenged and happy. These also ensure that staff are able to take on other roles in the event of absenteeism or in order to meet seasonal staffing requirements and other short-term demand.
Consider a mentoring program as a reciprocal arrangement.
Experienced workers can assist younger, newer recruits in developing their skills base and building their confidence and organisational knowledge. At the same time, younger workers may be able to assist older workers with regards to new technologies. In this instance both employees gain valuable corporate knowledge and can build a strong, supportive relationship.
Read more: Mentoring
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Technical and Further Education (TAFE)
TAFE is a major provider of post-secondary vocational education and training, recognised at the state and national level. It trains people in technical, creative, para-professional and mid-level administrative areas.
Read more: For further information please contact the TAFE website in your state/territory.
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Registered Training Organisations
There are about 4000 private Registered Training Organisations (RTOs) in Australia offering nationally recognised training. These include business colleges, secretarial colleges, computer training centres and industry-based training centres. They provide training from Certificate I to Advanced Diplomas in a wide range of fields, such as, hospitality, travel, business, computing, aviation, childcare, art and design, and in a number of languages.
Read more: For further information please contact the training authority in your state or territory or visit the National Training Information Service website
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Adult and community education centres
Adult and community education (ACE) centres include neighbourhood houses, schools, non-government adult education providers and community centres. Some ACE centres are also RTOs and can provide training to local communities, focusing particularly on mature-age students and the long-term unemployed.
Adult Learning Australia (ALA) is the peak organisation for ACE centres. For further information contact their national office on (02) 6274 9500, or visit their website
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Apprenticeships and traineeships
Mature age workers can also be trained under the Australian Apprenticeships program. Australian Apprenticeships - a term given to all apprenticeships and traineeships - is the new name for the scheme formerly known as ‘New Apprenticeships’. Australian Apprenticeships combine time at work with training, and can be full or part-time.
The Tools For Your Trade initiative helps to alleviate the financial burden faced by eligible New Apprentices in the first year of their apprenticeship by providing a tool kit worth up to $800 (including GST).
Read more: Mature age apprenticeship case study
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Australian Apprenticeships Centres
Australian Apprenticeships Centres (formerly New Apprenticeships Centres) are contracted by the Australian Government to provide one-stop shops for those seeking to hire Australian Apprentices or to take up an Australian Apprenticeship as a career path.
Australian Apprenticeships Centres provide a free service to employers to help them with the administration of an Australian Apprenticeship. They now operate from over 500 sites Australia-wide. For more information go to the Job Network or Australian JobSearch websites or call the WorkPlace Infoline on 1300 363 264.
For state and territory apprentice programs and information, the relevant website links are available on www.business.gov.au and at hiring apprentices and trainees
The Australian Government also offers a Mature Age Worker Incentive, whereby an employer of a disadvantaged worker (aged 45 years or older) may attract a special $750 Mature Aged Worker Commencement Incentive and a $750 Mature Aged Worker Completion Incentive.
Read more: What incentives and personal assistance are available when hiring an Australian Apprentice?
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Skills for the Future
Skills for the Future is a website which includes a set of initiatives aimed at the need for continuous upgrading of skills over the course of an individual's working life.
These initiatives include:
- Work Skills Vouchers: from January 2007, if you are 25 years or older you can apply for a voucher for up to $3,000 to complete Year 12 or enrol in a vocational Certificate II course; and
- Wage Subsidies: from July 2007, if you are a worker 30 years or older, wage subsidies of up to $150 a week will be made available to take up an Australian Apprenticeship.
Read more: Skills for the Future
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Government and other funding for training
Employers of choice often fund their staff’s development, seeing it as an investment in the future of their business.
Funding for training is also available from:
- Australian, state and territory governments;
- professional associations and industry organisations, for example the Royal College of Nurses or industry advisory bodies;
- some private training sector providers and colleges.
Read more: Commonwealth training programs and funding
Read more: Resources for state and territory funding
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Private sources of funding
Private training providers, colleges or professional organisations and associations sometimes offer training awards, scholarships, and other funding initiatives. This form of financial assistance is often highly competitive and targeted to specific candidates such as those already working in certain industries.
Financial assistance may come in the form of:
- funding to offset training costs including, for example, enrolment fees and materials;
- professional development scholarships at a particular training institution.
Contact your preferred training provider for information on funding programs that may be available.
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