Training is an important part of business growth and employee motivation. Young people are more motivated to apply for jobs where they know they will receive training, and more motivated in the workplace when they understand what to do. Proper training also promotes a safer work environment. A young person wishing to undergo training should be encouraged – it builds upon their enthusiasm and your profits.

Industry bodies across Australia have spent years mapping out the skills needed, and the training pathways for their workforce. Many school leavers now enter with basic industry specific skills, and a traineeship or apprenticeship can increase their knowledge, practical skills and problem solving abilities.

Your local NAC (New Apprenticeship Centre) or Group Training Company can explain how you may be eligible for Government subsidies.

If you would like the benefit of having a trainee or apprentice, but don't wish to employ the young person yourself, then a Group Training Company may be the solution.

Group Training Companies employ apprentices and trainees and place them with 'host employers'. You get the benefit of interviewing, selecting and supervising your own trainee or apprentice with the added benefit of not having to deal with all the paperwork, payroll, superannuation, employment contracts or workers compensation claims. It's a great system that simplifies the whole process for you.

If you're thinking of taking on a trainee or apprentice and would like further information, then contact a Group Training Company in your local area or visit www.grouptraining.com.au

There are a variety of ways you can train young staff and when deciding which method to use you should take into consideration the needs of your business, the job or task being trained and the current skill level level of the young worker. Some ways you can train include:

• Formal, off-the-job training
  
• Coaching/Mentoring/Buddy System (see below)
  
• Demonstrations
  
• Observation (shadowing)
  
• Suppliers and Sales Rep Talks
  
• Staff meetings
  
• Tool Box Talks
  
• Trade Shows
  
• Job Instructions/Procedures/Policies
• Equipment manuals or web sites
  
• Practice Sessions
  
• CD Rom – Self Paced
  

Remember, each of us learns differently, some learn by reading and thinking, others learn by using their hands and doing, others by watching and having things explained to them by another person. Try to vary your training methods to take into account the different learning styles of your young employees.

So long as it’s not a critical task and safety permits, encourage young people to use their initiative and become involved in their own learning, rather than wait to be shown. Encourage a ‘have a go’ attitude. Let them know they can always look up the instruction manual, grab the CD and go through the self paced training program or, safety considerations permitting, just get in and have a go.

Remember, it's possible to make more mistakes when learning something new, so expect that and be willing to explain and show the right way to do things.

Mentoring: - A mentor is usually older and is a trusted and experienced advisor with interest in the development and education of the younger person. Mentors provide guidance and support over the long term by being a role model, tutor, coach or confidant. It’s worth encouraging and supporting mentors as it provides a positive example for the younger person to follow & helps to increase communication and rapport between older and younger staff.

Coaching: - Just as you would coach a sporting team, it’s important to do the same with staff. A workplace coach is a partner who helps accelerate results. They can assist the young person to identify where they want to be and what they need to do to get there. Through coaching, young people can deepen their learning and improve job performance.

Modelling: - Be a positive example for younger staff and model the behaviour and language you would like them to use. Your staff are the internal customers and the manner in which you treat your staff is ofte

When coaching, remember to TELL them, SHOW them how, WATCH them do it, PRAISE their efforts, CORRECT where needed and REPEAT it again.

Give the young person an insight into how to succeed in your industry by providing them with information on what training, qualifications and career options are available. A young person may have a very limited idea of the career path available and your experience and guidance can help them to identify what other options they can investigate.

Job related training should be discussed at the interview so that the employee expects to be undertaking training and is committed to learning in the workplace. This means there are no shocks or surprises for either party when the young person starts the job.

If the position involves any off-the-job training (such as attendance at a TAFE college or other training institution) make sure you make it clear upfront and get their commitment to attend and travel as required.

It's important that if you tell the person they will receive training, then make sure you follow through with it. Set a training plan for the new person, work out a schedule & do it! Many employers talk about it, but get so caught up in the day to day business that it never gets done and staff are left to muddle through on their own. Don't make that mistake - make sure staff are trained properly and you'll be more likely to keep them in the job.

The Commonwealth Dept for Education, Science & Training site for New Apprenticeships and Traineeships.

The NSW DET page for traineeships & apprenticeships.

Group Training Australia is a national body representing the Group Training network.