Two key reports from the Australian Industry and Skills Committee (AISC) are highlighted here. The first is the National Industry Insights Report for 2020\/21, and the second is a practical resource to help identify future skills and training.<\/p>\n

Industry insights<\/h3>\n

The National Industry Insights Report for 2020\/21<\/a>, \u201cprovides high-level analysis of industry skills needs and the factors and trends affecting the demand for skills at a national and cross-industry level.\u201d It draws from information provided by Industry Reference Committees (IRCs) and their skills forecasts.<\/p>\n

The report<\/a> found that there was a very high level of demand for cross-industry skills, and this is heartening, but \u201cindustry and occupational-specific skills remain a priority for all industries.\u201d We have highlighted the 5 \u2018priority skills\u2019 identified in another article<\/a> and, as we note there, 4 of the 5 are generic or 21^{st<\/sup> Century skills.<\/p>\n}

There are a range of trends driving industry, including: economic conditions, trends in the labour market, structural change in industries and occupations, demographic trends \u2013 including Australia\u2019s aging workforce and trends in female workforce participation and how companies are now doing business. Factors influencing this include a growing demand for care-related services and products, emerging or changing markets, moves to a more knowledge-based economy and the use of technologies, and having companies work more as networks in \u2018skills ecosystems<\/a>\u2019 or supply chains.<\/p>\n

In addition, competitive pressures are growing, and this leads to developing workplace dynamics that involve re-organisation of human resources to sustain competition and a move towards \u2018start-up thinking\u2019, which includes a focus on entrepreneurialism, freelancing and contracting.<\/p>\n

So, this all serves to identify a series of skills mismatches, shortages or gaps.<\/p>\n

And, at the end of the day, there are other factors to consider, including such issues as climate change, international action on sustainability, as well as access to reliable internet. Finally, the report points out that there are a range of \u201cpolicy and regulatory factors which influence the demand for skills.\u201d<\/p>\n

Future skill and training needs<\/h3>\n

The second report<\/a> is described as a \u2018practical resource\u2019 designed to help identify future skills needs and training. It\u2019s seen as forward looking and having a broader utility in helping design and deliver better approaches to working and learning. It proposes a series of four scenarios and these are \u201cintended to stimulate discussion amongst Industry Reference Committees (IRCs) in considering future changes to Training Packages.\u201d The scenarios are presented towards the end of the paper, which concludes with a \u2018supporting discussion\u2019 section. Its purpose \u201cis to stimulate discussion rather than prescribe solutions and [it\u2019s recommended] using them to frame related VET agenda discussions and debates.\u201d Maybe this is something RTOs need to talk about internally?<\/p>\n

The trends are seen in terms of a number of \u2018headings\u2019 summarising key areas of change. It then goes on to address the future of skills and learning, and therefore the future of VET.<\/p>\n

The future skills identified are many of the \u2018usual suspects\u2019, including digital, collaboration, learning and adapting, analysis and entrepreneurship which other articles in this issue talk about.<\/p>\n

In terms of learning, approaches that encourage and enable lifelong learning are seen as critical. Pedagogy is important too, so \u201cteaching styles, education approaches, and questions relating to the role of the educator continue to be important so that the abilities and capacity of educators and trainers are fully utilised and encouraged.\u201d Learning also needs to become more \u2018fluid\u2019 and cross disciplinary, the report suggests.<\/p>\n

So, a future VET system also needs to be \u2018fluid\u2019 to address rapid changes and \u201can increasingly unstable labour market\u201d where \u201cpersonalisation and customisation are the new standard.\u201d And,<\/p>\n

\u201cThe result is the growing expectation that training and education should adjust and cater to individual needs, at the right time, in the right way, and at the right price.\u201d<\/p>\n

Better integration with industry is also seen as important.<\/p>\n

Future skills priorities: Insights from AISC<\/a> | VDC<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Two key reports from the Australian Industry and Skills Committee (AISC) are highlighted here. The first is the National Industry Insights Report for 2020\/21, and the second is a practical resource to help identify future skills and training. Industry insights The National Industry Insights Report for 2020\/21, \u201cprovides high-level analysis of industry skills needs and […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"close","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[22],"tags":[],"class_list":["post-4370","post","type-post","status-publish","format-standard","hentry","category-workplace-development"],"_links":{"self":[{"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/posts\/4370","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/comments?post=4370"}],"version-history":[{"count":1,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/posts\/4370\/revisions"}],"predecessor-version":[{"id":4371,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/posts\/4370\/revisions\/4371"}],"wp:attachment":[{"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/media?parent=4370"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/categories?post=4370"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/proactivetraining.com.au\/news\/wp-json\/wp\/v2\/tags?post=4370"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}