2. Workforce Development Aims
p
Improved staff development, recruitment
and retention
Developed and updated courses
Enhanced relevance and national
consistency in training
Enhanced national capability
E h d ti l bilit
Increased numbers of postgraduates
3. Towards a Workforce
Development Research Strategy
RAIL CRC
INDUSTRY WHERE CAN PARTICIPANT
ISSUES INTERESTS
RESEARCH
RESEARCH
• Skills shortages HELP? • Cost savings
• Ageing • Productivity
workforce
• Loss of skills, CRC strategic themes
t t i th • Sharing of
Sharing of
information
experience & Climate change and environment • Partnerships
knowledge • New ideas
• Inability to
Inability to
Safety and security
y y • Transferability
attract new Performance • Consistency
talent
• Skills
Urban rail access • Benchmarking
• Solutions to
development Workforce development workforce
workforce
• Industry Image Smart technology development
• Male centric issues
• Workplace Commercialisation and utilisation • Collaboration
culture
culture • Growth
• Expense
4. Workforce Development Projects
Functional
F nctional segmentation
Managers, Leaders Engineers, Technicians Operational
and Professionals and Trades Staff
P4 – Scoping Training Courses for compliance, safety and technical areas
P4 - Evaluation of Training Courses
P4 – Defining Career Pathways in the Rail Industry
P4 - Skills Recognition Processes and Practices
P4 - E-learning Practices for the Rail Industry
R1 - Attraction and Industry Image
R1 – Employee Engagement and Retention
R1 - Critical Skilled Migration
P4 - Leadership and Management Capability Development R2 – Route and Strategic
Knowledge Acquisition
R2 - Human Factors and Safety P4 – Rail Electrical Engineering
Masters Course Course P4 - Competency Assurance for
Train Drivers
P4 - Rail Safety Investigator P4 – Rail Traction Engineering
Course Course P4 - Evaluation of Simulators in
Training
P4 - Project & Program Management Course
5. Competency Assurance for Train Drivers
Evaluation f Si l t
E l ti of Simulators i t i i
in training
Dr Lydia Kavanagh
Dr Liza O’Moore
Dr Lesley Jolly
University of
Queensland
Q l d
6. Is an hour in the simulator worth more
or less than an hour on the train?
The received wisdom is that
simulation provides:
p
A safe environment
Cost-
Cost-effective ways of training
y g
Greater operational efficiency
A repeatable, observable and accessible
environment
How can we get the most out of these
advantages for training purposes?
7. What is the best simulation to use
for each training need?
Full cab
simulator Part
at
task
trainer
PC bbasedd
role plays
8. Competence Assessment
Personal
meeting
with senior
staff
Recruitment Graduation Periodic Review
What competencies? Embodying practical Diagnosing and training
Assessment methods knowledge to the gap
Management systems
9. Benefits to the Rail Industry
Improved efficiency
Courses developed to meet specific industry requirements for
the future, standardised workplace practices, national
competence assurance framework, e-learning potential
e-
Reduced costs
Review of relevance of courses, and of outputs from training
providers, evaluation of training simulator use, potential of skills
recognition p
g practices
Enhanced professional image
Incorporation of rail training courses in AQTF where
practicable, promotion of coordinated learning/career
pathways,
pathways strategies for attraction and industry image
Increased attraction/retention
Flexible and defined learning pathways, attraction, engagement
and retention strategies innovative industry-wide learning
strategies, innovative, industry-
culture, opportunities for immigration
Enhanced capability for the future
75 research postgraduates, national leadership/management
g g
capability framework, postgraduate programs
10. Underpinning
U d i i
Rail Workforce Development
p
Roger Harris, Program Leader
Tania Davies, Program Chair
Davies
Lesley Jolly, Research Fellow
