Appendices
“Training and Education Needs of the Printing Industry Now
and Into the Future”
Appendices
IIGF Printing Industry Association Project
APIS Business Services
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Page 1
Contents for Appendices
A1
Industry stakeholder interviews
A1.1
A1.2
Summary of interview numbers by stakeholder grouping
Individual interviews documented in ‘Gap Analysis’ format
A1.2.1
A1.2.2
A1.2.3
A1.2.4
A1.2.5
A2
Key industry reports learnings
A2.1
A2.2
A2.3
A2.4
A2.5
A2.6
A2.7
A3
Printers interviews (P)
Industry expert interviews (E)
Government/ agencies interviews (G)
Training/ education providers interviews (TP)
Association interviews (A)
Print21 – Print Industries Action Agenda, March 2001
Ad Rem Report – The Australian Book Industry, Challenges and Opportunities, by Accenture, 2001
NPITC – National VET Plan 2003-2005
C-2-C Project – Book4, Developing Knowledge Workers in the Printing and Publishing Industries
The WA Information, Electrotechnology and Utilities Industry Training Council – Industry Training Plan 2002-2004
Review of the Printing and Graphic Arts Industry and Training Provisions, prepared by Callan Consulting Group, 28 October 2002
Report for the PIAA on a Performance Benchmarking Study, April 2003
Overseas training review
A3.1
A3.2
A3.3
A3.4
New Zealand industry education and training
United Kingdom industry education and training
United States industry education and training
Summaries of education and training provided
A4
Listing of registered training providers for the Printing and Graphic Arts Training Package (consistent with the National Training
Information Service)
A5
Input/ Output Model for printer trade employment needs analysis
APIS Business Services
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Page 2
Appendix A1
Industry Stakeholder Interviews
APIS Business Services
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Page 3
Contents for Appendix A1
A1.1 Summary of Interview Numbers by
Stakeholder Grouping
A1.2 Individual Interviews Documented in
‘Gap Analysis’ Format
APIS Business Services
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Page 4
Appendix A1.1
Summary of Interview Numbers
by Stakeholder Grouping
APIS Business Services
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Page 5
Summary of Interview Schedule
Printers
Govt/
Agencies
Training
Providers/
Educators
Associations
Total
Interviews
Small/
Medium
Large
Sub-Total
Industry
Experts
NSW
12
2
14
3
3
1
4
25
VIC
15
4
19
6
2
2
0
29
QLD
4
–
4
3
3
0
10
ACT
3
3
2
0
8
SA
2
4
3
0
9
WA
1
0
1
0
2
2
0
5
37
6
43
9
17
13
4
86
State
Total
Allocated Interviews
APIS Business Services
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–
–
3
2
–
–
–
81
Page 6
Appendix A1.2
Individual Interviews Documented
in ‘Gap Analysis’ Format
APIS Business Services
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Page 7
Contents for Appendix A1.2
APIS Business Services
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A1.2.1
Printer interviews (P)
A1.2.2
Industry expert interviews (E)
A1.2.3
Government/ agencies interviews (G)
A1.2.4
Training/ education providers interviews (TP)
A1.2.5
Association interviews (A)
Page 8
Appendix A1.2.1
Printer Interviews (P)
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Page 9
Printer Interview – P1
T ra in in g in p u ts
• T rainin g fo cu sed u po n old
te ch nolo gie s ra th er th an th e digital
a n d IT e n viro n m e n t
• In e ffe ctive p ro m o tio n o f th e ind u stry
trainin g pa cka ge
T ra in in g g a p s
• P e a k in du stry bo d y lea de rship to :
– D e velop training p ro g ra m s
fo cu sed o n :
•
C o m p u te r to p re ss
•
N e tw o rkin g / digital
tra n sm issio n
•
A p plica tion s
• D isjoin ted a sso cia tion role s,
rela tio n ship s an d re sp on sibilitie s
• N e e d fo r hig h er le vel training lin king
te rtia ry le vel co m m e rcia l q ualifica tio n s
to q u alifica tion s in ne w m e d ia a nd
n e w m a n u fa ctu rin g
• T rainin g (p ro d u ctio n a n d co m m e rcial)
d elivere d w ith ob vio u s ve ste d
in te re sts a nd w ith the su pp o rt o f
a sso cia tio n s
• S ch o ol lea ve rs ’ disin te re st in th e
p rin tin g ind u stry
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T ra in in g o u tc o m e s
• T e ch nologically o rien ta ted ind u stry
fo cu sed to w a rd s digital p rod u ction
e n viro n m e n t
• M a n a g e m e n t e xp e rtise a ble to
d e velo p an d le ve ra g e co m p e titive
a d van ta ge
• S ch o ol lea ve rsin tere st in th e ind u stry
R e m o ve fo cu s o n pla te m a king a nd
sca n nin g
• B u sin e ss an d pro du ction a ssistan ce
th a t b ala n ce s o u t co m m e rcial bia s
– H E C S a ccre dita tio n for th e R M IT
d e gre e
– C o m m e rcia l trainin g su p po rt fre e
fro m ve ste d in te re sts
– P ro m o tio n o f the prin ting
ind u stry to scho ol lea ve rs a nd
e d u ca to rs a s im p o rta n t a nd no t
o u t-da ted o r old
Page 10
Printer Interview – P2
T ra in in g in p u ts
T ra in in g g a p s
• L a ck o f pro m o tion o f training pa cka ge
(T A F E / N P IT C p roble m )
• P ro m o tio n o f the ind u stry a n d
p ro m o tion o f the trainin g p a cka g e
• T A F E o ffe ring :
• E n co u ra g e m e n t o f G o vern m e n t
su b sidie s to tho se in volved in trainin g
– U n d er train e d te a che rs
– A n tiqu a te d eq uip m e n t fo r
trainin g
– In su fficien t e quip m e n t to m a tch
ind u stry req uire m e n ts
– U n suited skills/ o u tco m e s (to o
g e ne ralist, n o t ap plica ble fo r
large , m e d iu m o r s m a ll p rin ters)
• T o o m u ch p olitics, too m u ch fo cu s o n
n e ed fo r co n sen su s w ithin the N P IT C
• U n d er train e d m a n a ge m e n t
• In d u stry p oa ching o f tra d e sp eo ple
• T rainin g fo cu sed u po n th e old ind u stry
• U nio n histo rical carry -o ve r o f S ta te
b a sed stru ctu re
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• F o r m e m b e rship o f th e P IA A to b e
se e n a s im p o rta n t – gre a te r
m e m b e rship co ve rag e
T ra in in g o u tc o m e s
• T rainin g fo cu sed o n :
– T raine e s/ n o t ap p re n tice s
– G re a ter fo cu s o n w o rkpla ce
d elivery o f training
– B u sin e ss spe cific skills training
n o t g en eralist trainin g ou tco m e s
– Im p ro ve d m id dle m a n a g e m e n t
trainin g
• N e e d cu rriculu m b a se d on th e
ind u stry ’s fu ture ne e d s
• G o fo rw a rd trainin g initia tive s n o t
p ro cra stina tio n b y N P IT C / U nion s/
G o ve rn m e n ts
• R e m o ve u n io n issu e o f S ta te fo cu se d
q u alifica tio n s
• S tro n ge r bu sin e ss o rie n ta te d
m a n a g e m e n ts (in du stry w id e )
• M o ve a w a y fro m lo w e st co st b u sin e ss
e m p h a sis to w a rd s su stain a ble
p ro fitabilitie s
• S tro n ge r m e m b e rsh ip o f P IA A
• G re a ter fo cu s u po n be n ch m a rkin g
a cro ss the ind u stry
Page 11
Printer Interview – P3
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• P IA A ’s la ck o f le ad ership in rela tion to
th e ind u stry ’s trainin g ne ed s in clu ding
th e training p a cka ge
• P IA A to b e in “th e in du stry voice ” w ith
e m p o w e rm e n t o f its m a n a g e rs to :
• C u sto m e rs (co m p a n y su p ply full value
ch ain o ffe rin g s [cre a tion , p rin t, re tail])
• P IA A m a n a g e m e n t stru ctu re tha t
d o e sn ’t p ro vid e o pp o rtu nitie s o f
e n cou rag e m e n t fo r n e w thin kin g .
S ta te re pre se n ta tive s stru ctu re th a t
d o e sn ’t p ro vid e fo r ne w p e o ple to the
e xe cu tive .
• D isa p poin tin g pe rform a n ce o f S A
TAFE
– D e velop a fla tte r an d d yn a m ic
stru ctu re
– B e co m e re sp o n sible for th e
d e velo p m e n t a n d p ro m o tion o f
th e ind u stry ’s trainin g
• T rainin g a ccredita tio n de m a n d s th a t is
tryin g to fo rce p rin te rs in to bein g
re spo n sible fo r a ccrediting th eir
traine e s (th o ug h t to b e neithe r
a cce p ta ble o f w o rka ble )
• S h o rtag e o f tra de sp eo ple a cro ss th e
ind u stry g en e ra ting p oa chin g an d
fo rcing high w a g e / co st ou tco m e s
• S h a reh olde rs
– S tro n g go vern an ce
– S e lf-fu ndin g o u tco m e s
– T rainin g p rog ra m s th a t d elive r
fa ste r ou t-turn s o f co m p e te n t
tra d e sp eo ple
• P o o r ind u stry p ro fita bility
• U n d er train e d m a n a ge m e n t a cro ss
th e ind u stry (S M E p ro file s)
– A s n o t fo r pro fit org anisa tio n to
su p ply cu sto m e rs w ith value fo r
m o n e y p ro d u cts a n d se rvice s
– D isco u ra g e th e ne ed s fo r the
p o a chin g o f trad e spe ople
– E th ical, re sp o n sible rela tio n ship s
• E m p lo yee s
– C a ree r op p ortu nitie s built
su b stan tially up on p ro m o tio n
fro m w ith in
– S u p p ort fo r the S o u th A u stralia n
sch o ols p ro m o tion al p rog ra m
– F o r the in du stry bo d y to p ro vid e
ve ttin g service s fo r
a p pre n tice ship a nd train ee
ca n did a te s
• O ve rly lon g training req uire m e n ts fo r
a p pre n tice s/ trad e s
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Printer Interview – P4
T ra in in g in p u ts
• D isin te re st in the in du stry b y p o ten tial
a p pre n tice ship s a nd train ee s th a t ha s
fo rce d th e co m p a n y to g o o ve rsea s to
o b tain trad e spe ople (S ou th A frica)
T ra in in g g a p s
• P ro m o tio n o f the ind u stry to stu de n ts
a s a g oo d pla ce to w o rk a ble to
p ro vid e a g o od ca re er
• P o o r ind u stry im a g e
• S h o rt listing a ssistan ce for
tra d e sp eo ple
• B u sin e ss pra ctice s th a t are too
co m p e titive to fa cilita te co o pe ra tio n in
th e a re a o f trainin g a n d in du stry
d e velo p m e n t
• E n g a ge m e n t o f T A F E b y th e ind u stry
to im p ro ve co u rse s a nd p ro ble m
so lvin g skills
• P o a ching o f tra d e sp eo ple ra the r tha n
th e training o f pe o ple th ro ug h to
tra d e s
T ra in in g o u tc o m e s
• In d u stry
– E xp e cta tion o f re tainin g pe ople
p u t th ro ug h tra d e s co u rse s
– G re a tly im p ro ve d co m p e te n cie s
co ve rin g :
• M anagement
• S a le s
• M a n a g e m e n t trainin g a cro ss th e
ind u stry
• T ra de s (e sp e cially
p a ckagin g)
• P ro ble m so lving discipline s
• S tu d e n ts
– S ch o ol lea ve rs ’ in tere st in th e
p rin tin g ind u stry
• S M E in d u stry pro file th a t le a d s to
re a ctio n ary ra th e r th a n stra tegic
management
• L a ck o f lea de rship b y the P IA A
• A p p ren tice ship s th a t a re to o lo n g
d riven b y tim e fo cu s ra the r tha n
co m p e te n cy fo cu s
• D isa p poin ted in T A F E trainin g
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Printer Interview – P5
T ra in in g in p u ts
• B e n ch m a rking / w o rld ’s be st p ra ctice
• R elia n ce u po n alrea d y traine d tra d e s
p e ople / m a n a g e m e n t’s disin te re st in
a p pre n tice ship s
T ra in in g g a p s
• P e a k in du stry bo d y lea de rship to :
– D e velop a nd p ro m o te sta n d ard s
th a t w ill e sta blish cre dible
b a rrie rs to e n try fo r un de r
q u alifie d co m p a nie s a nd p eo ple
• G o o d O H & S trainin g
• C o n flict/ du plica tio n / diso rie n ta te d
ind u stry a sso cia tio n s stru cture s
• P o o r up skilling trainin g fo r m a n a g ers
a cro ss the ind u stry
• L o w b a rrie rs to e n try le a din g to p oo r
co m p e titio n / p o or p ro du cts/ lo w p rice s
e sp e cially in the se cu rity prin ting a re a
– T o b e dire ctly in volve d in th e
d e velo p m e n t o f trainin g
p a ckag e s for b o th trad e s an d
m a n a g e m e n t a n d to p ro m o te th e
im p o rta n ce th e se to ind u stry
– P ro m o tio n o f the prin ting
ind u stry a s pa rt o f the ne w
g e ne ra tio n o f in du strie s
T ra in in g o u tc o m e s
• C u sto m e r (fin a n cial in stitu tio n s)
– V a lu e for m o n e y
– G o o d qu ality p rod u ct
• E m p lo yee s (m a n a g e m e n t a n d tra de s)
– M u lti-skillin g (e n te rprise
a g re e m e n t)
– C a ree r op p ortu nitie s/pa th s
– N o t to b e pige o n h ole d
– B ro a de r se t o f w o rk e xp e rie n ce s
• B o a rd / senior m a n a g e m e n t
– ROI
– S tro n g go vern an ce
– C o m p e titive ad va n ta ge
• F alling value o f tra d e q ualifica tio n s
– D e velop stron g be n ch m a rking
o p po rtunitie s
• P o o r p ro m o tio n o f training p a cka g e
• P o o r qu ality o f in d u stry p ro m o tio n /
stu d en ts ’ p oo r pe rcep tion s o f ind u stry
• N e e d fo r m o re m e a n ing ful ind u stry
sta n da rd s in clu din g se cu rity p rin tin g
– D e velop p ro a ctive re sp o n se s to
e n viro n m e n ta l tre nd s an d to
p ro m o te th e se a s co m p e titive
a d van ta ge s fo r th e ind u stry
• S h a reh olde rs
– R e tu rn o n in ve stm e n t
– B u sin e ss gro w th
– B u sin e ss e xp a n sio n
• M a n a g e m e n t's la ck o f e xp e rtise in the
a rea o f en viron m e n ta l stan da rd s
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Printer Interview – P6
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e s h ip s
• T A F E syste m n o t h a rd e no ug h
• N o t su re th a t w h a t is ta ug h t is
a b sorb ed
• T A F E co n tribu to r to d e te rio ra tin g w o rk
e thic
• A lm o st im p o ssible to re cruit go od
yo u ng p eo ple
• N o t a w a re o f the training p a cka ge
• B lo ck T A F E rele a se difficult to ab so rb
• T A F E p ro vide s ge n eral ap pre cia tio n
• A ssista n ce w ith re cruitin g b rig h t
a p pre n tice s
• A m o re a cco un ta ble T A F E syste m
w ith sp e cific co m p e te n cy m e a su re s
• T A F E syste m th a t is m o re fle xible w ith
tim e s fo r o n -ca m p u s training
• P re fe ren ce fo r 1 d a y a w e e k ra th er
th a n a blo ck relea se
• M o re rigo rou s T A F E trainin g a nd
g rea te r stud en t a ccou n tabilitie s
• S p e cific co m p e te n cie s a chie ve d b y
a p pre n tice ship s
• U n d ersta nding o f th e T A F E syste m
a n d p a ckag e
• S p e cific p ra ctical e xp e rie n ce p ro vide d
o n th e jo b
P re s s O p e rato rs
• O n th e jo b lea rnin g
• O cca sio nal a tten d an ce a t P IA A sh o rt
co u rse s
• N o t m u ch e n th u sia sm fo r le a rning ,
p a rticula rly if o u tside w o rkin g h ou rs
• In d u stry le ad b od y to a ct a s sele cto r
a n d q u alifie r o f a pp rop ria te cou rse s
fo r th e diffe re n t orga nisa tio n le vels
a n d b e pro -a ctive a t disse m in a tin g the
in fo rm a tion , ie . B e m o re dire ctio nal
• U p d a tin g in n e w te ch nolog y a s it
co m e s a lo ng
• N e e d in d u stry le ad bo d y to ta ke lea d
role to sele ct a n d tailo r a pp rop ria te
co u rse s fo r co m p a nie s tailore d fo r
o rga nisa tio n la ye rs
• U p d a tin g on ind u stry tre nd s
• Q u ality training
• O rg a nisa tion
• M o tiva tio n
S u p e rvis o rs
• T ra de qu alifica tio n
• O cca sio nal sh ort co urse s a tte n da n ce
o rga nised b y:
– P IA A
– S u p pliers
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• P e o ple skills
• P lan ning
• Q u ality
• M e th o d s o f m a n u fa cture
Page 15
Printer Interview – P6 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
M anager
• G e n e ral re a din g
• A s fo r su p ervisors a bo ve
• A s fo r su p ervisors a bo ve plu s
• F in an cial ap p re cia tio n for m a n a g e rs
O w n e rs
• R e a d m a g a zine s
• A s fo r su p ervisors a bo ve
• A tte n d g en eral 3-d a y co urse s ru n b y
P IA A a n d A IM in th e pa st
• M a n a g e m e n t trainin g
• N e w in du stry de velo p m e n ts/ tre n d s
• T e ch nolog y d e velop m e n ts/ tre n d s
S a le s T ea m
• Jo b sale s e xp e rien ce is th e sou rce o f
E & T
• In d u stry b od y to p ro vide dire ction o n
w h a t is req uire d
• C o m m u n ica tio n skills
• N e g o tia tio n skills
• O rg a nisa tion skills
• A p p re cia tio n o f b u sin e ss
• C o st/ p rice rela tio n ship
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Printer Interview – P7
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e sh ip s
• T A F E is accep ta b le fo r le a rn in g ge ne ra l
th eo ry
• C o n du ct in te rna l co m p eten cy
a sse ssm e nt
• W ants ap p re ntice s to be e qu ip pe d to ru n
u p to 12 co lo u r p re sse s
• G oo d sou rce of info rm atio n re w h at’s
a va ila b le re E & T , e g. d oe sn ’t kn o w
w h a t’s in th e tra in in g pa ckag e
• C o lo u r
• A ssistan ce w ith w ha t is re q u ired a nd
w h e re to ge t it
• E & T to d e ve lo p g re ate r p rofessio na lism
• T a ilo re d co u rse in stra te g ic p lan n ing th at
is a cce ssib le
• S trateg ic p lan n ing
• T A F E tra in e rs do a sse ssm e nt
• T A F E ha ve ve ry ba sic e q u ip m e nt
O p e ra to rs
• T ra d e qu a lifie d
• E q u ip m e nt ve nd o r tra in in g on e q u ip m e nt
in -h o u se , eg . H e ide lb e rg
• Q ua lity
S u p e rviso rs
• T ra d e qu a lifie d
• S h o rt p eo p le -re lated co u rse s via A IM
• E q u ip m e nt ve nd o r tra in in g re n e w
e q u ip m e nt
M a n a g e rs
• T ra d e qu a lifie d
• C o m p an y/ m an ag e r a g re ed tra in ing
a n nu a lly in no n -te ch n ica l a rea s, eg .
– C o nflict re so lutio n
• G oo d co m p a ct a nd ta ilo red pe op le skills
co u rse
• H e a rd a bo ut R M IT p rin t d eg ree . S o un d s
g o od b ut d oe sn ’t kn o w if it w ill m e et h is
re q u ire m e nts, eg .
– T im e m a na ge m en t
–
C o nflict re so lutio n
U su a lly u se A IM
–
S trateg ic m a rke ting
E x ec u tive G ro u p
• C o m b in atio n of fo rm a l qu a lifica tion s, eg .
M B A w ith A IM sh o rt cou rses
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• In fo rm atio n on w he re ed u ca tion ca n be
d o ne to fit th e in du stry’s req u ire m en t
• S trateg ic p lan n ing
Page 17
Printer Interview – P8
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e s h ip s
• R e cruit e x-H S C
• H a p p y w ith sch e m e
• S yste m fo r re ceivin g suita ble filte re d
ca n did a te s
• K e e n an d sm a rt H S C q u alified in -ta ke
fo r a pp re n tice ship
• A cce ss to tailo re d co u rse s to allo w
ch o sen o pe ra to rs to m o ve u p
• S u p e rviso r training to be able to ta ke
th e n e xt ste p to le ad -ha n d / su p ervisor
• A s im m e d ia tely ab o ve
• A s im m e d ia tely ab o ve
• A s im m e d ia tely ab o ve b u t to b e
p ro vid e d in th e e venin g s
• W orkin g a s a tea m
• N o t co n ce rne d ab ou t blo ck tim e o ff
(n e ve r goin g to b e co n ve nien t) a s lo ng
a s sch ed uled in ad van ce
P re p re s s O p e ra to rs
• T ra de s train ed
• U p skill via :
– T ra de m a g a zin e s
– N e tw o rkin g
(T h e y a re ke en to lea rn)
P re s s O p e rato rs
• T ra de train ed
B in d e ry O p e ra to rs
• T ra de qu alified
• S o m e o n th e jo b training only
• O H & S e xte rn a l trainin g
• Q u ality m a n a g e m e n t
• P ro ce ss training
• M u lti-skillin g
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Printer Interview – P8 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
S a le s
• E xte n sive ind u stry sale s e xp erie n ce
• “S ch o ol o f h ard -kn o cks”
• A va ila bility o f sh o rt co u rse s tailo red
fo r p rin ting a nd m u lti-m e d ia
• C o m p u te r d a ta in p u t
• R e p ort w riting
• M a rke tin g
• N e g o tia tio n s skills
• S tra te gic sellin g
• F in an cial ap p re cia tio n
E x e c u tive T e a m
• V a ryin g b a ckgro un d , tra de ,
a cco un tin g , te a chin g
• T ailore d in te rn al w o rksho p trainin g
m ixe d w ith ,
• S o u rce s o f E & T in clu de :
• T ailore d e xte rn al sho rt cou rse s
• G e n e ral m a n a g e m e n t trainin g
co ve rin g :
– P e o ple rela te d area s
– P rin t 2 1
– F in an cial ap p re cia tio n
– P IA A p ro m o te d sh ort co urse s
– S tra te gic pla nning
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Page 19
Printer Interview – P9
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e s h ip s
• H av e m a jo r re cruitin g d riv e s
• D o n o t g e t e n o u g h a p plica n ts le t alo n e q ua lity
• A ssista n ce w ith fa cilita tin g sm a rt a n d ke e n
sch o o l leav e rs v ia im p rov e d in d u stry im a g e
• S o u rce of sm a rt H S C le av e rs fo r a n n ua l
in ta ke
• D ev elo pm e nt of a com pe te n cy b a se d E & T
tra d e s syste m
• C o m p ete n cy b a se d a ccre dita tio n a s p rov id e s
sta n d a rd ise d m inim um skill lev els. T h a t is,
kn o w a t le a st lev e l of th e o retical kn o w le d g e
P rin tin g A p p re n tic e sh ip s
• A d e q u a te
• O v e rv ie w of diffe re nt typ e s of p rin tin g
• P rin ciple s a n d th e o ry a d e q u ate ly cov e re d
• B e liev e s com p ete n cy b a se d syste m w ill allo w
b rig h t stu d e n ts to be fa st tracke d. F a st
tra ckin g is im p o rta nt
• G e t sp e cific e q uipm e nt tra inin g o n th e job
• B lo ck le av e is b ette r th a n 1 d a y p e r w e e k
(e a sie r to p la n a ro u n d )
• H ig h e r relian ce on in te rna l trainin g (tra in th e
tra in e r) w ith com p e ten cie s a sse ssm e n t an d
v ia exte rn al p e rso n s
S u p e rvis o rs/ M a n ag e m e n t
• C III q u alifie d
• S om e w o rk w ith C IV q u a lificatio n
• W o rkin g o n su cce ssio n p la n nin g
• C IV typ e trainin g v ia A IM
• F a cilitation of tra in in g p ro g re ssio n to a “p rint
d e g re e ”
• D ev elo pm e nt of a ta ilo re d co u rse fo r O H & S ,
K P Is, te am w o rkin g , e tc
• S om e thin g like th e “p rin t d e g re e ”
• T a ke elem e nts of C IV co u rse a n d ta ilo r fo r:
–
T e am le a d e rs
–
L e a d in g p rinte r
–
L e a d in g b ind e r
• A re a s cov e re d to in clu d e:
–
OH&S
–
K P Is
–
T e am w o rkin g
S e n io r G ro u p
• C IV typ e trainin g v ia A IM
• E x e cu tiv e sh o rt cou rse s
APIS Business Services
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• H ig h e r lev el g en e ra l m a n a g em en t trainin g
cov e rin g a re a s re lev a n t to p rin tin g in d u stry
• In te re ste d in w h a t p rin t d e g re e m a y offe r
Page 20
Printer Interview – P10
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
P re s s T ra in e e s h ip
• C II co u rse a t T A F E
• F a cilita tio n o f o n e -to -m a n y o n site ,
e ve nin g trainin g a vailable na tion ally
• 4 colou r pro ce ss p rin tin g e xclu din g 2
co lo ur p re ss
• A fte r h o urs o n site op e ra to r trainin g
• N a tio nal a vaila bility
F in is h in g
• O n th e jo b training d elive re d b y
e q uip m e n t ve n d or a nd b a cke d u p b y
p re ss op era tor
• N il
• A d e q ua te
• N il
• N e e d m o re th an w h a t ve nd o rs a re
o ffe ring bu t d on ’t n ee d le vel o f C III
co u rse sta nd a rd
P re p re s s
• E q uip m e n t ve n d or training
• S h o rt co urse , sa y 3 m o n th s lo n g
co n du cte d sa y, 1 e ve ning pe r w e e k to
p ro vid e op p ortunity to ab so rb a nd
p ra ctice trainin g , e g :
– F ile ha n dlin g
– P ro o fing
– C T P p ro ce ss
G ra p h ic D e s ig n
• W an t to e n co u ra ge this
• A ssista n ce w ith so u rcin g o f g rap hics
d e sign e rs
• H o w to a d d valu e w ith g ra p hic d e sig n
• K n o w le dg e o f w h a t grap hic de sign
trainin g is a vailable
APIS Business Services
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Page 21
Printer Interview – P10 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
D ig ita l O p e ra to rs
• L im ited trainin g fro m su p plie rs w h en
b u y th e e quip m e n t
• F a cilita tio n o f a ffo rd a ble eq uip m e n t
o p era tion a nd so ftw a re trainin g
• A d ditio nal training is fe e fo r service
b a sed a nd is e xp e n sive . O u tco m e is
th a t e quip m e n t isn ’t run to op tim u m
ca p ability
• D e velop e d tailore d a nd a ffo rd able
va lu e – a dd sale s co urse s
• N o e valu a tion o f ho w w e ll so m e o n e
h a s picke d up th e le a rning – no
co m p e te n cy a sse ssm e n t
(T rain e d p erso n le a d s to m o re u sa ge
w h ich lea d s to m o re re ve nu e for
su p plie r)
• C o m p re h e n sive , a ffo rd able trainin g on
e q uip m e n t a n d so ftw a re , eg . file
h a ndlin g
• F o r un de rstan ding o f clie n t prin ted
m a te rial to a ssist in valu e ad de d
se llin g
O w n e rs
• O p e ra tio n o f fran chise syste m
• B a sic in te rn ally de velo p ed
m a n a g e m e n t co u rse
• C o st e ffe ctive m a n a ge m e n t tra ining
d elivery tailored to th e fra n chiser’s
syste m
• C o st e ffe ctive m a n a ge m e n t tra ining
• E a sy a cce ss to ap pro pria te co u rse
p e rh a p s tailo re d for th e fra n chiser’s
syste m
• S a le s m a n a g e m e n t tra ining
• V ide o ba se d cu sto m e r se rvice trainin g
S a le s T ra in in g
• P IA A sp o n so red sale s trainin g tailo re d
to th e prin tin g ind u stry
APIS Business Services
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Page 22
Printer Interview – P11
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e sh ip s
• H a p p y w ith TA F E
• N il
• T A F E tra de s q ua lificatio n
• N il
• A s cu rre nt
• A cce ss to sh o rt co u rses ta ilo red fo r
p rin tin g in m a na ge m en t a re a s
• C o nflict re so lutio n
• H a s no a pp re ntice s be cau se can no t find
su itab le ca nd id ate s
• W ou ld p ut o n an a pp re ntice if fou nd
su itab le ca nd id ate
• N o t a w a re of tra in ing p a cka ge
O p e ra to rs
• P re ss o pe rato rs a re a m ix of trad e
q u a lified a nd o n th e jo b tra ine d
• F in ish in g o pe ra to rs a re on the job tra ine d
M id d le M a n a g e rs/ S u p e rviso rs
• Q ua lified to C III le ve l
• N o othe r tra in in g
• P e op le skills
• OH&S
• M a te ria ls ha n d ling
P ro d u c tio n M a n a g e r (S e n io r)
• Q ua lified to C III le ve l
• O cca sion a l a tten da n ce a t P IA A
o rg an ise d e ve n in g cou rse
• S h o rt co u rse s (sa y 1 e ven in g a w e e k fo r
6 -8 w ee ks) o rga n ised b y th e le ad ind u stry
b o dy
• A b o ve E & T p lu s g en e ra l m an ag e m e nt
• A cce ss to te ch no lo g y/ ind u stry tren d s
se m in a rs
• S h o rt se m in a rs on te ch no lo g y/ ind u stry
tre nd s
S a le s E xe c u tive s
• O ne tra de q ua lifie d
• O ne o n the jo b tra in ing
• O cca sion a l d a y co u rses run b y the P IA A
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Page 23
Printer Interview – P12
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e sh ip s
• T h e co u rse is 5 0 ye a rs o ld tha t is craft
b a se d p rep a ring trad e sp e rso n s fo r
m o d e rn e qu ip m en t th at n o lo ng e r re lie s
o n craft
• D e ve lo p m e nt of m od e rn an d up to da te
b in d e ry tra in in g th at is de live re d in a
frien d ly, b u sine ss m a nn e r an d th at is
co m p eten cy ba sed
• T A F E syste m b u ild s in sla ckne ss a nd
e n ge nd e rs ba d attitu de s
• T e a che rs a re ou t of d ate
• In d u stry bo dy to p ro vide in d ep en de nt
co m p eten cy a sse ssm en t an d de ve lop the
crite ria se ts fo r co m pe ten cy sta nd a rd s
• H a ve tra ine d no n -tra de spe rson s a nd
so m e h ave tu rn ed o ut b ette r tha n
tra de spe op le
• S o u rce of you ng , kee n co m p ute r lite rate
p e rson s w illin g to w o rk in th e p rin tin g
in d u stry
• A ssistan ce fo r on the job tra in ing
• N e e d a stru ctu re d p ro g ra m
• L ittle ta ilo re d fo r th e bu sine ss. Th is is to
b e co m p re ssed to a cou p le of d ays o n
site , sa y tw ice a yea r
• T ra in in g to be co m pe te n cy ba sed
• C o m p ute rs a pp re ciation a n d inte rfa ce, a s
n e w g en e ratio n eq u ip m e nt d oe sn ’t
re q u ire tra de spe rson s b ut co m pu te r
lite ra te pe rson s
• U tilise ve n do r sta rt-up tra in ing
• T h e o ry is pe rha p s o ka y a t T A F E bu t th e
p ra ctica l sid e is ou td ated
• “T A F E te a ch e rs a re no t sw itche d on
co m p a re d to sa y the H e id e lbe rg te a ch e r
w h o is sw itch ed o n ”
S u p e rviso rs/ M a n a g e rs
• U se P IA A spo n so re d co u rses
• In d u stry bo dy to facilita te in du stry
re le va nt sho rt m a na ge m en t cou rse s
• $ 5 00 to $1 ,0 00 fo r a cou p le of n ig hts is
o ka y
• H R / p eo p le re lated sh o rt co u rse s. “T he y
ca n m a na ge job s b ut the y can ’t m a na ge
p e op le ”
• P refe r E & T ou tsid e w o rkin g ho u rs, sa y
e ven in g s w ith 2 to 3 ho u rs an e ven in g
S e n io r M a n a g e m e n t
• S h o rt co u rse s o n:
• N il
• N o spe cia l ne ed s
– C o m p ute r softw a re
– In stitute of ch a rte red a ccou ntan ts
se m in a rs
– E tc.
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Page 24
Printer Interview – P13
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e s h ip s
• S ta n d ard tra d e s co u rse s
• D o n ’t w ish to in ve st in p rin te r
a p pre n tice ship s
• D e velop m e n t o f a n e n velop e
m a n u fa ctu rin g q u alifica tion fo r
b e gin n ers
• S tru ctu red ap p re n tice ship s in
e n velo p e m a n u fa ctu ring . T his d o e sn ’t
cu rren tly e xist
• D e velop su pe rviso r an d m a n a g er
trainin g pa cka ge fo r e n velo pe
ind u stry, p erh ap s th e P IA A in
co lla bo ra tio n w ith th e E n velop e
M a n u fa cture rs A sso cia tio n
• M a n a g ers rep o rt w riting – fo rm a t a n d
co n ten t
• D e velop stra te gic pla nning co urse
rele va n t to the ind u stry
• S tra te gic pla nning
M id d le M a n a g e rs / S u p e rvis o rs
• OH&S
• T rain th e traine r
• P a cka ging co ven an t se m in a rs
• P IA A sh o rt co u rse s o n :
• C u sto m e r co n ta ct
• F in an cial ap p re cia tio n
– W aste
– OH&S
– W ork co ve r
E x e c u tive G ro u p
• M o stly d eg re e qu alifie d
• N o o the r training
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Page 25
Printer Interview – P14
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e sh ip s
• T h e re is sho rta ge of tra de spe rson s
• A p p re ntice sh ip s ha ve be en fa llin g fo r
p a st 1 0 yea rs
• In d u stry asso ciatio n to d e ve lo p stru ctu red
sch oo l p ro g ra m s fo r re cru itm e nt
• B rig h t, clea n, sp a ciou s fa cility
• W ant m o re tha n ju st ad eq ua te th eo ry
tra in in g
• T A F E fa cilitie s a re p oo r an d la ck
e q u ip m e nt
• H a ve tea che rs tha t a re m o re u p to d ate
w ith te chn o log y
• T A F E spa ce is ina de qu a te a nd p oo r a s
te ach ing e n viron m e nt
• M a ke g rea te r u tilisa tion of a va ila b le
e q u ip m e nt w ith in ind u stry co m pa n ie s fo r
tra in in g
• N o t a ttra ctin g be st te a ch e rs an d e xisting
te ach e rs clo se to retire m e nt a ge
• P ro vid e s ad eq ua te the o re tica l se ttin g
• D o n ’t g et g oo d re sp o nse to ad s
• D o n ’t g et g oo d re sp o nse fro m sch o o ls
P rin t S h o p F lo o r
• T ra d e tra in in g
• S u pp o rt e ven in g stu d ie s
• S u pp o rt o pe n h ou se occa sion s a t
H e id e lb e rg
• S u pp o rt P IA A tra in in g sessio n s
• E xte rn a l p eo p le re lated co u rse s
• S tru ctu re d an d tie red m a na ge m en t
tra in in g run a t n igh t
• In tro du ce in du stry a w a rd s a s re co g n itio n
sim ila r to p re p re ss d u ring P rin t A w a rds
n ig ht sa y fo r o pe rato rs an d no t ju st
m a n ag e rs
• S tru ctu re d tra in in g to p re pa re fo r:
–
S h op flo o r – sup e rviso r
–
S u pe rviso r - m an ag e r
• R u n q ua lity im p ro ve m en t cro ss -fun ction a l
te a m s su pp o rte d b y tra in in g
• R u n co m p re h en sive O H & S p ro g ra m s
P re p re ss
• G la m ou r side of th e in du stry
• A s ab o ve fo r m an ag e m e nt tra in ing
• N o t re q u ired o th e r th an a bo ve
• G et g o od p eo p le
• T h e re a re reco gn ition fo ru m s fo r
a ch ie ve m en t
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Page 26
Printer Interview – P15
E & T re ce ive d
T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
A p p re n tic e s h ip s
• D o n ’t h av e a n y a p p re n tice s
• S ch o o l le av e rs to d ay h av e difficu lty
a ssim ilatin g to w o rk
– C h o o sy a s to w h a t th e y w ill d o at w o rk
– F e ll th at so m e of th e w o rk is b e n e a th
th em
• W ith th e te ch n olo g y tre n d s, d o n ’t n e e d tra de s.
In ste a d n e e d p e rso n s w h o a re com p u te r
lite ra te . C e rta inly d o n ’t n e e d 4 ye a r trad e
co u rse s
• A ssista n ce w ith re cru itin g of su ita ble e ntry
lev el em plo ye e s
• In d u stry b o dy to fa cilita te p o ol of yo u n g
p e rso n s u n d e rg o in g e ntry lev el train in g
• N e e d syste m sim ila r to th a t p rov id e d b y th e
M o to r T ra d e s A sso cia tio n w h o h av e a p oo l of
p a n e l b e a tin g a p p re ntice s w h o d o n ’t b e lon g to
a n y o n e com p a n y a n d m ov e a ro u n d to g et
b ro a d e r ex p e rie n ce
• D e sig n m o re a p p ro p riate a pp re n tice sh ip
tra inin g th at refle cts th e n ee d s of S M E s b oth
in cou rse co n te nt a n d tim e
• O n e of h is m o st su cce ssful a p p ren tice w a s a n
a d u lt. K id s ju st o ut of sch o o l a re n o t m atu re
e n o u g h fo r th e w o rk pla ce
• S tu d e nts fin ish in g com p ute r co u rse s a t T A F E
h av e n o w h e re to go a n d p e rh a p s a re m o re
su ita b le a s a p p re ntice s p a rticu la rly w ith th e
n e w te ch n o lo g y tre n d s
• T A F E s’ e q u ipm e nt p rofile h a s falle n a w a y
• F o r bin d e ry 1 2 m o n th trainin g sh o u ld b e
enough
• F o r p re p re ss, if re pla ced th e cu rre n t jo b
o ccu p a n t, w o u ld em p lo y a n IT p e rso n w h o is
se lf ta u g h t – ex -T A F E IT co u rse g ra d u ate
• F o r a la rg e com pa n y, p e rh a p s a p p re ntice s
a re im po rta nt fo r ru nn in g la rg e p re sse s. F o r
S M E p rinte rs, sm alle r p re sse s w ith
te ch n olo g y d o n ’t n e e d ap p re n tice s b ut
p e rso n s w ith IT skills
M a n a g e m en t
• D o e sn ’t kn o w w h e re to g o to g et info rm a tio n
o n w h a t’s av a ila ble fo r m a n a g em e nt E & T in
th e p rint in d u stry
APIS Business Services
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• In d u stry b o dy to p rov id e u se r frie n dly, e a sy to
a cce ss info rm a tio n a s to su ita ble m id dle
m a n a gem e n t co u rse s fo r th e p rinting in d u stry
• T a ilo re d m id dle m a n a g e d co u rse s
Page 27
Printer Interview – P16
E & T re ce ive d
T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
A p p re n tic e s h ip s
P rin tin g
• S u p p lem e n t a p p re ntic e sh ip C III trainin g w ith in
in te rn al 2 y ea r tra inin g re g im e c ov e rin g:
–
P rep res s
–
P rintin g
–
F inis hin g/ b en d in g
• D o n ’t b e liev e th a t T A F b a se d trainin g
p re p a re d a p p re ntic e s fo r th e w o rk p la c e
• H av e d iffic ulty attrac tin g re sp o n se to a dv e rts
fo r a p p re ntic e s
• A p p re n tic e sh ip tim e to b e ad ju ste d to refle ct
th e c om p e te nc ie s re q uire d, e.g . 2 y e a rs fo r
b in d e ry
• A p p re n tic e s to b e c ro ss tra in e d in th e k ey
p rin t a re a s
• F a c ilitate an in te rna l trainin g fo c u se d
a p p ro a c h
• M a c h in e se t u p
• T e stin g to b e d o n e in a c c o rd w ith th e
c o m pe te n cy m o d el u tilisin g a n in d e p e nd e n t
te stin g b o d y o rg a nise d b y th e P IA A
• 3 y e a rs of T A F E tra inin g is o k a y if stru c tu re d
rig h t
• A ssista n c e w ith a ttra c tin g sc h o o l le av e rs to
th e in d u stry
• T ro u b le sh o o tin g
• C o lo u r
• E lim ina te in th e c ou rse c ov e ra g e of e lem e n ts
lik e th e histo ry of p rintin g a n d g e n e ral
b a c k g ro u n d
• D ev elo pin g a trainin g sy stem th a t p rov id e s fo r
c o u rse c o n te nt a n d d eliv e ry relev a nc y , so th at
a p p re n tic e g ra du a te s a re m o re re ad y fo r th e
w o rk p la c e
B in d e ry
• T ra d e q u alific atio n is still n e e d e d b u t to o lo n g
• R e d u c e le n g th of tra d e s c o u rse
P re p re s s
• S tu d e nts a re ta u g ht d e sig n a n d n o t p re p re ss
p ro d u c tio n . T h at is, th e y a re n ot ta u g ht:
–
C o lo ur s ep a ra tio n
–
C o lo ur m atc hin g
–
CTP
• T h e te a c hin g is o n o u td ate d A p ple M a c
sy ste m s
S u p e rvis o rs/ M id d le M an a g e rs
• M a inly tra d e q u a lifie d
• L ittle oth e r tra in in g
APIS Business Services
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• D ev elo pm e nt of sh o rt c o u rse s th a t c ov e r k e y
m a n a gem e n t a re a s re lev a n t to p rin te rs a n d
ta ilo re d a c c o rdin gly
• S h o rt c o u rse s, sa y 1 d a y a w e e k fo r a m o nth
c ov e rin g su b je cts lik e :
–
C o n flict res o lutio n
–
T ea m b uild ing
Page 28
Printer Interview – P17
E & T re ce ive d
A p p re n tic e s h ip s
• D o n ’t ta ke o n ju nior ap p re n tice ship s
b e cau se “it d o e sn ’t w o rk ”
• P ro vid e a p pre n tice ship s fo r a d ult sta ff
w h o h a ve de m o n stra te d a n ap titu de
a n d in te re st
• T h e sele ct sta ff w h o h a ve en co ura ge d
to ta ke on a n a pp ren tice ship w itho u t
a n y lo ss o f w a g e s
• B y th e se co nd yea r o f a p pre n tice ship
th e se e m p lo ye e s w h o m a y h a ve be en
re el h a nd s o r knife se tte rs are
o p era ting 6 to 8 colou r pre sse s
• D isa p poin ted w ith th e T A F E syste m in
th a t th ere is no in te ra ctio n w ith th e
co m p a n y
• N e e d tra de q ualifica tio n s for jo b
m o b ility
S h o p F lo o r T ra in in g
• Id e n tify ke y o pe ra tio n al p ro ce ss are a s
th a t a re difficult to re cruit pe ople w ith
co m p e te n cie s in tho se pro ce sse s an d
d e velo p trainin g for th o se w ith
re cog nition ce rtifica te s for th o se th a t
co m p le te the trainin g
• D o n ’t u se T A F E fo r this a s “the y a re
n o t o n th e ra da r scre e n” a nd “ha ve n o
co n fide n ce in th e m ”
• C o n du ct cre w le a de r sh o rt co u rse s o n
su p erviso rs role
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T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
• D e velop a pp re n tice ship trainin g an d
e d u ca tio n syste m th a t fa cilita te s:
– S tro n g the ore tical b a se p ro visio n
b y th e ed u ca tio n in stitu tion
– E ffe ctive co m p e te n cy b a se d on
th e jo b trainin g
– A w a rd ing trad e qu alifica tion s
w h e n all th e re quire d
co m p e te n cie s h a ve be e n
a chie ve d
• In th e first ye a r o f trainin g , th e
fu n da m e n ta ls or p rin ting a nd colo u r
sh o uld b e ta u gh t a t T A F E be ca u se
th is w ill n o t b e pro vide d o n the jo b
• P re fe ren ce is fo r blo ck tim e a t T A F E ,
b lo ck tim e a t w o rk, e tc
• N e e d to o verco m e th e m a jo r
p roble m s w ith a pp re n tice ship s su ch
a s:
– L e arning b ad ha bits fro m o ld
h a nd s
– M a tte r o f lu ck if ha ve a g oo d
te a che r w h o is also a g oo d
tra d e sm a n
– T im e b a sed a pp ren tice ship
syste m ra th e r th a n co m p e te n cy
b a sed
• D e velop m e n t o f a n e du ca tio n prog ra m
ta ilo re d for th e p rin tin g in d u stry th a t
p ro vid e s for a pro gre ssive b uild up o f
kn o w led g e sta rting fro m th e sh op flo or
th ro ug h to te rtia ry qu alifica tio n
• In te re ste d in e du ca tion an d training
p rog ra m th a t p ro vid e s for o ng oin g
sta ff d e velo p m e n t a n d n o ju st a o ne
o ff
• H e a rd o f R M IT p rin t d eg ree p ro po sal
b u t d oe sn ’t kn o w m u ch a b ou t it
Page 29
Printer Interview – P18
E & T re ce ive d
T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
A p p re n tic e s h ip s
P rin tin g
• C u rre n tly do n ’t ha ve an y
• A p p ren tice s are e m p lo ye d a s
a ssista n ts to la rg e r p re ss o p era tors
• T h e co m p a n y is no t co m fo rta ble
e m p lo yin g a pp ren tice s for th e a b o ve
w o rk a s a ch ea p lab ou r sou rce
• E d u ca tion a nd training th a t also
co ve rs the im p o rta n t are a s o f colou r,
ch e m istry, th e prin tin g pro ce ss a nd
tro u ble sho o ting
• A p p ren tice s do n ’t lea rn m u ch i th e jo b
if all th e y do is w o rk a s a ssista n ts
loa din g pa pe r an d clea nin g in k d u cts
• T h e tra d e sm a n / h ea d prin ter see s th e
a p pre n tice a s so m e o n e to ta ke o n the
d irty/ m in im a l ta sks. If a n y ap p re n tice
is an y go o d , th e y w ill be co m e
d isillu sion ed in a sh o rt tim e
• N o t im p re ssed w ith w h a t th e T A F E
h a s to o ffe r. T ha t is, th e y d on ’t
a d eq u a tely co ver:
– U se o f d en sito m e te rs
– C olo ur m a tch in g
– C h e m istry o f fo un tain solu tio n s
– T h e prin tin g pro ce ss
– E tc
• H ig h risk o f in ve stin g in a n a p pre n tice
a s ch an ce s are the y w ill lea ve a fte r
g rad u a tio n
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Page 30
Printer Interview – P18 (continued)
E & T re ce ive d
T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
P re p re s s
• T h e co m p a n y u se s C T P w h ich h a s
fa st ch a nging te chn olo g y an d
th e re fo re d oe sn ’t belie ve th a t th e
T A F E h a s th e ca p ability to a ssist
• N il
• N il
• N il
• N il
• D o n ’t ne e d a p pren tice s/ tra d e s in this
a rea . A ll tha t is n ee de d is a p e rso n
th a t is:
– A g o o d thin ker
– E n e rge tic
– Keen
– C o m p u te r skills
• T h e re st th e y ca n lea rn w ith on th e jo b
trainin g
B in d e ry
• M o ve d a w a y fro m tra d e s q ualifica tio n
• C a n ge t g oo d pe rson o ff the stree t,
train the m o n o n e m a ch ine . T he y a re
a s g oo d a s a trad e train ed pe rson
S u p e rvis o rs / M id d le M a n a g e rs
• L ittle training is u nd erta ken
• O cca sio nally re sp on d to A IM sh o rt
co u rse o ffe rin g s su ch a s a cco un ting
fo r n o-fina n cial m a n a ge rs
• D o n ’t follo w u p P IA A sp o n so re d sho rt
co u rse s
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• S h o uld d o H R trainin g an d w o uld lo o k
a t P IA A fo r th is
• C a n no t le t pe o ple o ff du rin g the d a y
fo r training th ere fore w o uld n e ed e trainin g w h e re th e e m p lo ye e co uld d o
th e lea rnin g a t h o m e a fte r h ou rs
Page 31
Printer Interview – P19
E & T re ce ive d
A p p re n tic e s h ip s
• H a ve curren tly n o a p pren tice s
T ra in in g d e live ry g a p s
• P ro visio n o f m o re p ro ce ss b a se d
trainin g in th e prin tin g T A F E co urse
• T o o m u ch tim e is spe n t on su b je cts
p e rip h eral to p rin tin g
W h a t tra in e rs n e e d
• T rainin g sh o uld co ve r m o re o n area s
like :
– C olo ur p ro ce ss
– C h e m istry
– P rin tin g p ro ce ss
• N o t e no u gh is ta ug h t on 4 colo ur
p ro ce ss p rin tin g
– T ro uble sh o o tin g
• T h e valu e o f th e a p pre n tice ship is to
lea rn th e b a sics, the re st ca n be le arn t
o n th e jo b
• It is a big lea p b e tw e e n T A F E an d the
re al p rod u ction w o rld
• R a rely e m p lo y a n yb od y straig h t ou t o f
sch o ol
• H a ve e m p lo ye d w o rkers a nd a sse sse d
th e m sa y a fte r 6 m o n th s a n d if o ka y
se n t th e m to T A F E to o b tain th e th e ory
• R e cruit b y w o rd o f m o u th
S u p e rvis o rs / M id d le M a n a g e rs
• N o trainin g u n de rta ke n
• K n o w le dg e o f trainin g a vaila ble
• N e e d so m e tra inin g in jo b plan ning
• T o o sm a ll fo r m a n a ge m e n t tra ining
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Page 32
Printer Interview – P20
T ra in in g in p u ts
T rad e s
• T ra de qu alifica tio n s
• A p p ren tice ship s
T ra in in g g a p s
•
D o n o t ne ed a n y a ssista n ce .
S u fficien t stren g th to in flu e n ce
trainin g pro vide rs to p ro vid e tailore d
co u rse s to suit their n e ed s.
T ra in in g o u tc o m e s
• P e o ple skills
• P lan ning
• Q u ality C on trol
S u p e rvis o rs
• T ra de qu alifica tio n
• F in an cial ap p re cia tio n for m a n a g e rs
• O cca sio nal sh ort co urse s
M a n a g e rs
• N o sp e cific a rra n ge m e n ts. S o m e in h o u se + g e ne ral rea din g
• M a n a g e m e n t trainin g
• N e w in du stry de velo p m e n ts/ tre n d s
• T e ch nolog y d e velop m e n ts/ tre n d s
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Page 33
Printer Interview – P21
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
A p p re n tic e s
• U tilise a pp ren tice s o n con tra ct fro m
“G ro up T rainin g ”
• S u p p ort a pp ren tice s trainin g
• T rainin g sch o ol to sch ed ule blo ck
lea ve d u rin g sea son ally q uie te r tim e s
fo r th e in du stry
• T rain th rou gh T A F E . It is “old sch o ol”
b u t o ka y
• R e tu rn to tradition al ap pro a ch to
trainin g
• B lo ck le a ve trainin g w hich is be tte r
th a n sa y a da y a w e e k
• S ch e d ule blo ck le a ve to coin cide w ith
th e q uie ter p erio d s fo r the p rin ting
ind u stry
• M o re tra ditio nal a pp ro a ch to training .
T A F E is tryin g to ch a ng e too quickly
– O ld value s b u t tryin g to ch an g e
– P ro vid e b roa d o ve rvie w th a t in h o u se trainin g d oe sn ’t pro vid e
• S m a ll to w n h e n ce w o rd ge ts a ro u nd if
so m e o n e h a s a g o od ap p re n tice a nd
e ve ryo n e is a fte r th e m
• A p p ren tice s are con side red b y m a n y
a s in teg ral to th e p rod u ction tea m a n d
re sen t th e m d o in g stud y a nd bein g
a w a y fro m th e w o rkpla ce
• T rainin g in -ho u se is co n sid ere d a co st
b u t a traine d tra d e sp e rso n re du ce s
co sts b y q uality o f w o rk (re du ctio n in
sp oilag e )
M id d le M a n a g e m e n t
• P ro vid e ve ry little trainin g
• M o st tra ining w a s d o n e a t p re viou s
p la ce s o f e m p lo ym e n t
• T h e little trainin g th a t w a s d o ne –
le ve ra g ed P IA A co u rse s
• In d u stry b od y to p ro m o te p rin ting
b u sine ss rela te d m a n a ge m e n t
co u rse s
• R e q uire trainin g in :
– S a le s
– C u sto m e r se rvice
• In d u stry b od y to p ro vide g uid an ce in
m a n a g e m e n t tra inin g n e ed ed
• C u rre n tly sta ff are fully stre tche d a n d
th e re fo re difficult to give th e m tim e o ff
fo r training
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Page 34
Printer Interview – P22
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
A p p re n tic e s h ip s
P re p re s s
P re p re s s
• T ra ditio nal a pp ro a ch
• D e velop m e n t o f a sh o rt b ridging
co u rse fro m g ra p hic d e sig n to p rin t
p rep re ss
• D o n ’t ne e d tra de q ualifica tio n
• 4 ye a rs is to o lo n g . S up p o se d to b e
co m p e te n cy b a sed b u t still h old
a p pre n tice s to 4 ye a rs
• L o o k for ap p re n tice s th a t ha ve ha d
e xp o su re to th e in d u stry
P rin tin g
• D ifficult to g e t a pp ren tice s, bu t this is
co m m o n to all m a n u fa ctu ring
• P e a k in du stry bo d y to fa cilita te fle xible
trainin g delivery w ith the o ry o nly being
ta u gh t a t th e T A F E
• T A F E is too p olitical. C an ’t hire a nd
fire . “If can 't do – tea ch”
P o s t P re s s
• T e a che rs a re to o co m fo rta ble –
sh o uld b e a lo t m o re in du stry fo cu se d
• N e e d to re cruit gra phic de sig ne rs an d
h a ve a sh ort p rin t o rie n ta tio n co u rse
ta ilo re d for g ra p hic d e sig n ers
P rin tin g
• N e e d tra de q ualifica tio n
• T rainin g a t T A F E sh ould be o n th e ory
a n d le a rn th e p ra ctical training in h o u se
• N il
P o s t P re s s
T rea tm e n t o f A p p re n tic es
• N o n ee d for trad e pe rson
• P ro m o te th e a p pro pria te tre a tm e n t o f
a p pre n tice s
• H ire relia ble pe rson a nd train in -h ou se
• P e a k in du stry bo d y to d e velo p selfco n tain e d stru cture d a nd tailore d
m a n a g e m e n t co u rse s to be run
o u tside o f w o rkin g h ou rs
• S tru ctu red cou rse s fo r:
• N e e d cultu re ch an ge so ap p re n tice s
a re be tte r tre a te d in th e w o rkpla ce .
Y o u n g a p pre n tice s tod a y w o n ’t
to le ra te ba d tre a tm e n t
M id d le M a n a g e rs
• M a in so u rce o f training is th e P IA A
sp o n so red sh ort co urse s in :
– S a le s
– T im e m a n a g e m e n t
– T rain th e traine d
– E tc
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• P e a k in du stry bo d y to d e velo p
m e ch a n ism fo r co m m u n ica tin g to
e m p lo ye e s th e valu e o f E & T
– S u p e rviso rs
– M a n a g ers
• A ssista n ce w ith selling th e valu e o f
trainin g to e m p lo yee s
• T rainin g to b e ru n o u tside o f w o rking
h o urs, e .g . 4 .0 0p m to 7 .0 0 p m
Page 35
Printer Interview – P23
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
A p p re n tic e s h ip
• H a rd to g e t go od p eo ple e ven th ou gh
g e t m a n y a p plican ts
• L e ad in du stry bo d y to d e velo p /
fa cilita te :
• T A F E to te a ch the the o ry a n d
p ra ctical to be ta ug h t in te rnally
• P a y ve ry w e ll
– T A F E fo cu s o n th e ory
• R e m o te co m p e te n cy training is o k
• In d u stry cultu re no t to po a ch
– F le xible d elive ry
• S w itch e d on te a ch e rs
– M o tiva tio n o f tea che rs
• E m p lo yee s n ee d to b e sho w n th e
va lu e o f trainin g
• H a p p y w ith T A F E syste m
• O p e ra te s in nich e s a n d n ee d s to train
• C a n co ve r blo ck rele a se
– E d u ca tion o f e m p lo ye rs
• N o t fa m ilia r w ith trainin g p a ckag e
• B e lie ve s training a t pre , du rin g an d
p o st a t tra d e le vel is n e ce ssa ry
• Is co m m itte d to a p p re n tice s a nd th e y
in tu rn a re co m m itte d
• S o m e o f th e p a ssio n h a s go ne o u t o f
T A F E te a ch ers
M id d le M a n a g e rs
• In itia ted co m p re h e n sive e xte rnally
so u rce d an d tailo re d m a n a g e m e n t
trainin g cou rse
• F o cu s o f trainin g is o n :
– C re a tive thin kin g
– C a sh flo w m a n a g e m e n t
– P ro fit ce n tre s
• T h e T A F E scho ol to ta ke on a far
m o re p ro a ctive role in de veloping a nd
p ro m o ting su pe rviso ry/ m id dle
management E & T
• B e lie ve s tha t th e T A F E scho ol sh o uld
b e th e ce n tre fo r trainin g b e cau se th e
ind u stry d oe sn ’t kno w w h a t is n ee d ed
a n d w h e re to ge t it
• N e e d to d e velo p ch an g e a ge n t type
co m p a n ie s w h o w a n t to gro w , p ro sp e r
a n d h a ve e nlig h ten e d m a n a ge rs an d
w o rk w ith th e m to d e m o n stra te th e
va lu e o f E & T
• A ttitu de te sting o f pe rso n s prio r to
m o vin g th e m in to su p ervisory role s
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Page 36
Printer Interview – P24
T ra in in g re c e ive d
A p p re n tic e s h ip s
• V e ry fe w n u m b e rs a t T A F E a n d
th e re fo re n ee d to g o to S ydn e y for
b lo ck lea ve
• A re lo o kin g for n e w sta ff, b u t difficult
to g e t
• T h e ind u stry is d e velo pin g “m a ch ine
m in d e rs ” a n d n o t co m p e te n t prin te rs
• T A F E te a ch ers a re n o t a de q ua tely
a cro ss ne w te ch n olo g y
• 1 2 da ys o ff-site is n o t ad eq u a te to
lea rn th e th e ory
• Q u ality o f tra d e sp erso n co m in g ou t o f
T A F E is lo w
• C IT a n d H eidelb erg h a ve joine d
fo rce s to p ro vid e g rea te r e xp o su re to
a p pre n tice s
S u p e rvis o ry/ M id d le M a n a g e m e n t
• A ll ha ve tra d e b a ckgrou n d
• S u p e rviso rs in th eir a nn u al re vie w
u n de rgo training n ee d s a sse ssed a nd
a re no m in a ted fo r sh o rt co u rse , e .g .
– OH&S
– T im e M a n a g e m e n t
– W orkin g in te a m s
S e n io r M a n a g e m e n t
• S p re ad o f ap p ro a che s to le a rning
fro m a tte n d in g fo rm a l nigh t te rtia ry
co u rse to e xte n sive n e tw o rking in the
ind u stry
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T ra in in g g a p s
• E & T stru ctu re tha t d elive rs q u ality
tra d e sp erso n s
• U se r frien dly a n d tim e e fficie n t
a p pre n tice a sse ssm e n t d a ta p ro vision
b y e m p lo yer fo r a p pre n tice
a sse ssm e n t
T ra in in g re q u ire d
• E & T to d elive r tra de spe rson w h o ca n
co m e to th e w o rkp la ce re a d y to w o rk
ind ep e nd en tly o n a n y pre ss da y on e
• P rin tin g a p pre n tice s ne e d to
u n de rstan d pre pre ss a n d finishin g
• N e e d a u nifo rm a sse ss m e n t sh e e t for
e a ch co m p e te n cy le vel, o th erw ise
ve ry tim e co n su m in g fo r co m p a n y to
fill ou t th e fo rm
• T h e P IA A to d e velo p m a n a g e m e n t
fo ru m s fo r yo u ng p rin t e xe cu tive s
• F a cilita tio n o f a ju n io r prin t e xe cu tive
typ e p ro gra m
• T h e P IA A to fa cilita te th e
d e velo p m e n t a n d p ro m o tion to
ind u stry o f p rin t tailo red sh ort co urse s
fo r su pe rviso rs/ m id dle m a n a ge rs
• W ould like th e P IA A to p ro vid e
in fo rm a tion o n w h a t kind o f E & T is
re quired a nd ho w a n d w h e re it ca n be
o b tain e d
• E sta b lish m e n t o f sh o rt co u rse in
stra te gic plan ning
• S tra te gic pla nning skills
Page 37
Printer Interview – P25
W h a t tra in in g d o yo u re c e ive
A p p re n tic e sh ip s
• N o cu rren t ap p re ntice s
• H a s in the p a st e m p lo ye d ap p re ntice s to
g ive n e w e m p lo ye e s:
– T h e o ry of p rin t
– B ro ad e r p e rsp e ctive
– O pp o rtu n ity to b en ch m a rk
th e m se lve s ag a in st o th e r
a p p re ntice s
• B e lie ve s in off-site tra in in g
• H a s a ju n io r no w on 3 m o nth s tria l a nd
th en w ill p ut o n an a pp ren tice
• H a s no p rob le m g etting p le nty a pp lica n ts
fo r jun io r p o sitio n s
• M ig h t g et 1 to 2 re sp on se s fo r a n
e xpe rie n ce d trad e sp e rso n
• B e lie ve s b lo ck le a ve , e ve n th ou gh p a infu l
is o ka y be cau se it is a ne ce ssa ry
in ve stm e nt
• S a ys tha t in te rna l co m p eten cy
a sse ssm e nt ca n be fud ge d an d th e refo re
d o esn ’t sup po rt it
• S a ys tha t T A F E ha nd o ut co u rse m ate ria l
th at a re cop ie s of stuff p rep a re d 20 ye a rs
a g o – th e sa m e n ote s he h ad w he n he
d id th e ap p re ntice sh ip
• S a m e o ld T A F E te a ch e rs w ith the sa m e
o ld ide a s
• N o ne ed fo r “b in d ing ” trad e qu a lifica tion
M a n a g e m e n t T ra in in g
• C o m p le ting m a rketin g de g ree
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T ra in in g g a p s
• U p to d ate m ate ria l a n d te ach e rs
W h a t tra in in g d o yo u n e e d
• S o lid m ix of off-site tra in ing w ith w o rk
p la ce e xp e rien ce
• A cco un ta b le off-site tra in ing – g oo d u se
m a d e of tim e a w a y fro m th e w o rk p la ce
• N il
• D e g re e co u rse in m a rketin g sufficien t
Page 38
Printer Interview – P26
T ra in in g in p u ts
T ra in in g g a p s
• P ro du ction of en ve lop e s m a ke s u p 70 %
of the se rvice fo llo w e d b y 30 %
o ve rp rintin g on to en ve lop e s
• W e do n ot se e th e co m p an y a s a
tra d ition a l p rin te r, ho w e ve r, w e h a ve
b e en cla ssifie d un de r the G rap h ic A rts
a w a rd s. T h is w ill sh a de th e re sp on ses to
su b se qu en t q ue stio n s
• 1 7 0 on th is site an d 43 2 A u stra lia -w id e.
T h e re a re site s in W A , V ic, S A , N SW ,
Q L D a nd A C T . O n ly th e th re e site s a t
W A , N SW a nd V ic a re in vo lve d in
m a n ufa ctu ring , bu t a ll site s offe r sa le s,
w a re h ou sing a nd ove rp rintin g
• M a in ly fo u r categ o rie s:
1 . N e w e m p lo ye e is tra in ed o n -the -jo b
2 . A d d re ssin g skills tra in ing g ap s,
e ithe r on -th e -job o r e xte rn a l
3 . P rofe ssio na l de ve lop m en t to a ssist
ca re e r op tion s
4 . R e m e d ia l tra in ing , w h e re n e ce ssa ry
• K n o w T ra in in g P ackag e w e ll, bu t w e d o
n o t use it b e ca u se of ou r se rvice p rofile.
It is no t re a lly re le van t to o u r n ee ds a n d
a n y tra in in g in p rin ting w ill b e co nd ucted
in -h o u se
• N o rm a lly a ccred ited tra in ing is d ire cte d at
S u pe rviso rs a nd a bo ve. W e a re cu rre ntly
p ro vid ing tra in ing fo r the C e rtificate III in
B u sin e ss A d m in istratio n an d S a le s
th rou gh a n R T O
• It is a ll de live re d on site b y the R TO
th rou gh a tra ine e sh ip m o de
• G en e ra lly it is go in g satisfa cto rily,
a ltho u gh the re ha ve be en a fe w h iccup s
• P ro je cte d tra in in g ne ed - m u ch the sa m e
a s w e a re cu rre ntly p ro vid ing . U n le ss
th e re is so m e ne w m a nufa ctu rin g
te ch n o lo g y in tro du ced , w e d o no t see the
n e ed fo r an y a dd itio na l typ e of tra in ing .
T h e refo re , w e d o no t id en tify an y tra in ing
g a p at th is po in t
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T ra in in g o u tc o m e s
• W e w ill p ro vid e w h ate ve r tra in ing is
n e ce ssa ry
• W e u se e xte rna l tra in in g p ro vid e rs w h e re
n e ce ssa ry, in clud in g A IM , P IA A , V E C C I
a n d T A F E p ro vid e rs
• W e m u ch p refe r to ha ve tra in in g
co nd u cted o n -site to p ro vid e the
e n viro n m e nta l con text. H o w e ve r, if it is
n e ce ssa ry to g o off-site w e a cco m m od ate
th at
• T ra in in g re qu ire m en t u su a lly lin ked to the
a n nu a l P e rfo rm an ce R e vie w s, a ltho ug h
sp e cific tra in ing ca n be re qu e sted b y the
S u pe rviso r, o r th e e m p lo yee a t an y tim e
Page 39
Printer Interview – P27
T ra in in g in p u ts
• In the b u sin e ss fo r 2 5 yrs
• F u ll sh ee t p rin tin g – 5 co lou r pa ge s
• S a dd le -b ind in g, o th e r typ e s of b in d ing
a re o utsou rced
• F u ll sh ee t p rin tin g – 5 co lou r pa ge s
• S a dd le -b ind in g, o th e r typ e s of b in d ing
a re o utsou rced
• N o p rep re ss, w h ich is b e lie ve d to b e th e
tra in in g a re a m o st like ly to req u ire
a tte ntio n
• C u rre n t e m p lo yee s - 28 staff
• A p p re ntice sh ip s, a ve ra ge 2 – 3 bu t
cu rre ntly on ly o ne in th e b ind in g a rea .
D ifficu lt to a ttra ct a pp ren tice s
• N o tra in ee sh ip s
• C o m p ute r, estim ato r a nd sa le s tra in in g
a re o utsou rced
• F u n d s a re a llo ca te d on a n ee d s ba sis
• N e w re cru its ne ed to ha ve fu ll-tra de
tra in in g. S o m e e m p lo yee s a re m e m b e rs
of the P rin ting & K ind red Ind u strie s u n ion ,
b u t it is no t m an da to ry in V icto ria
• H a ve a n o ve rvie w of the T ra in in g
P a ckag e, b ut n ot the d eta ils
• S o m e p re p re ss co m pu ting in ad d ition to
th e ap p re ntice sh ip
• A rtist ? R ep ro du ctio n ? P rin tin g ?
B in d in g
• T h e p rep re ss is offered a s a D eg ree o r
A d van ced D ip lo m a a t S w in bu rn e
U n ive rsity o r R M IT
• A p p re ntice s p rog ra m is O K , b ut it is
p ro ba b ly too lon g/. Fo u r 2 -w ee k b lo cks
fo r e a ch of 4 yea rs = 3 2 w e e ks
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T ra in in g g a p s
• N e e d to h a ve a m o re fle xib le on a nd off
th e jo b
T ra in in g o u tc o m e s
• W ou ld b e in te re sted in vie w in g th e
p a cka g ing ru le s fo r the h ig he r leve l
q u a lificatio n s to se e if the y m a tch w h at h e
d id in th e fo rm e r A d va n ce d C e rtificate of
P rin tin g T he o ry
• M ix o f on -the -jo b an d off-the -jo b, b ut fo r
p o st-trad e qu a lificatio n s, p ro ba b ly m o re
off-the -jo b. T he re is a ca se fo r a po st
tra de co u rse like th e A d va n ce d C e rtifica te
in th e A d va n ce d D ip lo m a of P rintin g
T h e o ry
• T ra in in g re qu ire m en ts on a n ee d s ba sis
• In cre a sed e m ph a sis on C o m p ute r
tra in in g an d co lo u r w o rk
Page 40
Printer Interview – P28
T ra in in g in p u ts
• S e rvice s o ffered b y co m p a n y
– C o m m e rcia l colou r
– C a rton p rin tin g
T ra in in g g a p s
• P rin t M a na ge m e n t co m p a nie s are
sq u ee zin g p rin te rs o n price s, w h ile
th e y m a rk u p h ug e pro fits
– B o o k p rin tin g
• N u m b e r o f e m p lo ye e s is 9
• N o fo rm a l training p ro vide d . S ta ff a re
re cruite d w ith th e skills re quire d
• N o trainin g in b ud ge t
• P rin te rs ha ve to le arn to ‘value -ad d ’ to
th eir prod u cts an d if ne ce ssary,
b ro ke r jo b s w ith o th e r p rin te rs tha t
th e y ca nn o t d o the m se lve s
T ra in in g o u tc o m e s
• N o n e fo r this co m p a n y p e r se , b u t for
th e ind u stry a t la rg e :
– M a n a g e m e n t – fo r sh o p flo o r
a n d for S tra tegic P la nning
– S a le s e xp e rtise , P ro d u ctio n
m a n a g e m e n t, P e o p le
m o tiva tio n , M ulti-m e d ia a nd
A cco u n t M a n ag e m e n t
– V a lu e ad ding skills
• T h e y ne ed to be co m e m o re C u sto m e r
fo cu sed , ra the r tha n
P ro d u ct/E quip m e n t fo cu se d
• N e w sta ff a re re cruite d w ith
e sta blish e d skills
• N o t fa m ilia r w ith T raining P a cka ge
• A n y a d ditio n al skills a re le arn t on -th e jo b . T h e re a re n o fo rm a lly train ed
w o rkp la ce train ers/a sse sso rs
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Page 41
Printer Interview – P29
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• C o m p an y offe rs bo o k p rintin g
• 7 0 o n th is site . A to ta l of 4 00 p e rm a ne nt
a n d 10 0 casu a l staff o ve r th e tw o site s at
M u lg ra ve an d M a ryb o ro ug h. T h e N SW
o p e ra tion is kno w n a s W illia m B ro oks
a n d it h as 1 2 0 staff. A bo ut 5 0% of staff
h a ve so m e fo rm a l qu a lificatio n
• In V icto ria, the re is th e re a re 1 5
a p p re ntice sh ip s in P rin ting P re ss. T he
D ip lo m a of B u sine ss M a na ge m en t is
p ro vid ed fo r M a n ag e rs/S up e rviso rs an d is
d e live red b y a S A R T O . O th e r tra in in g is
info rm a l a nd la rg e ly con d ucte d o n -site
• F u n d ing is a llo cated a nn ua lly fro m th e
b u dg et fo r tra in in g
• S o m e E P IC fu nd s h a ve b ee n p ro vid ed fo r
th e m an ag e m e nt tra in ing
• G en e ra lly n e w re cru its ne ed to ha ve th e
skills re q u ire d, so tha t th e y a re
im m e d ia te ly p ro du ctive
• T ra in in g M a na ge r is a w a re of T ra in in g
P a ckag e
• A p p re ntice sh ip s an d M a n ag e m e nt
tra in in g
• F o r ap p re ntice s a t M a ryb o ro u gh , it is a ll
d e live red o n -site . T he R T O co m e s to the
site . T he M u lg ra ve vie w is th at a m ix of
o n -th e -job a nd off-th e -jo b is b ette r
• D e live ry a t R M IT is p e rce ived a s tra in ing
o n o ld techn iq ue s o n o ld eq u ip m e nt, o r
n o su ita b le eq u ip m e nt a t a ll
• In fo rm a l tra in ing o n co m p utin g p ro vid ed
e tc
 N e e d to a ttra ct m o re yo un g pe op le to th e
in d u stry th rou gh p ro m o tion a nd b ette r job
se cu rity
• A m ix of o n -the -jo b an d off-th e -job is b est
a t a ll le ve ls a s it p ro vide s the p a rticipa nt
w ith a w id e r a pp re ciatio n of the ind u stry.
 M a in te n an ce an d rep a ir of m a ch in e ry
(P rin t E n g ine e rs). T h is a rea h a s la rge ly
b e en o ve rloo ked a nd it is g etting
in cre a sing ly d ifficu lt to fin d pe op le w ho
ca n re pa ir th e p rintin g m a ch in e ry
• A n nu a l P e rfo rm an ce A p p ra isa ls, w h ich
a re re vie w e d eve ry six m on th s
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 N o ad d ition a l tra in ing re qu ire m e nts at
h ig h e r le ve ls
 T h e re m a y be a n ee d fo r sh o rt cou rse s at
se n io r le ve l, bu t th e se d o no t ne ce ssa rily
n e ed to le ad to a fo rm a l a w a rd. T he skills
a re m o re im p o rtan t th a n th e qu a lificatio n
 T h e se sho rt cou rse s m ig ht co ve r th e
fo llo w in g :
- S a le s e xpe rtise
- S trateg ic p lan n ing
- P ro du ction m a na ge m en t
- P e op le m a na ge m en t
- M u ltim e d ia
- W orkflo w an d sch e du lin g
- A cco un t m an ag e m e nt/fu lfillm e n t
• T A F E In stitu te s n ee d to se t up jo in t
ve ntu re s w ith in du stry, so tha t stu de nts
ca n a cce ss a w ide ran ge of up -to -d ate
e q u ip m e nt a nd skills.
• T h e futu re w ill se e th e fo llo w in g tre nd s
e m e rge :
–
P re ss - no m a jo r ch an ge s o th e r
th an in te ch n o lo g y
–
P re p ress – Im ag in g an d C T P
softw a re te chn o log y n ee d s
• F in ish in g – little cha ng e in te ch n iqu e s
a n d te chn o log y
Page 42
Printer Interview – P30
T ra in in g in p u ts
• C o m p a n y in volved in :
– C olo ur p rin ting
– E m b e llish m e n t (e m b o ssin g /foil
sta m p in g )
– S h e e t fe d p rin te rs
• N u m b e r o f e m p lo ye e s is 5 6 . 45 ha ve
fo rm a l q ualifica tion s
• T rainin g a vaila ble :
– A p p ren tice ship s
– In fo rm a l co m p u te r training
– O H & S th ro u g h P IA A
– M Y O B – ve n d o r training
• F u n din g fo r training allo ca ted an n ually
th ro ug h th e bu d ge t
• N e w e m p lo yee s re cruite d w ith th e
skills for m a ch ine o pe ra tio n s, b u t
b e n ch h an d s can be o ff-the -stre e t
T ra in in g g a p s
• It is in cre a sin gly difficult to a ttra ct a n d
re tain a pp ren tice s in this ind u stry
T ra in in g o u tc o m e s
• O ff-site trainin g to a void no rm a l
b u sine ss in terrup tion s
• T h e S u pe rviso r or th e e m p lo yee
d e te rm ine s w h a t trainin g is re quire d
• T h e follo w ing tren d s are a n ticipa ted :
– P re p re ss – big ch an ge s req uirin g
m o st tra ining
– M a ch in e te ch n olo g y – ve nd o r
trainin g
– B ind e ry ch a ng e s – ve nd o r
trainin g
– T h e re is a ne ed fo r sh o rt
m a n a g e rial; cou rse s th a t m e e t
im m e d ia te n e ed s, in clu ding :
- S a le s e xp e rtise
- P ro d u ctio n m a n a g e m e n t
- P e o ple m a n a ge m e n t
- A cco u n t m a n a g e m e n t
• O ffe r a pp ren tice ship s only
• 4 blo cks x 2 w e e ks x 4 ye a rs = 3 2
w e e ks in a m ix o f o n -th e -jo b an d o ffth e -jo b training
• O th e r trainin g is larg ely co nd u cted o ffsite
• O n ly ve nd o r trainin g is pro vid e d , a s
re quired
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Page 43
Printer Interview – P31
T ra in in g in p u ts
• C o m p a n y o ffe rs :
– G ra p hic s olu tio n s to co rpo ra te
c lie n ts
– F la t s h ee t p rin ting
– S o u v e nir p ro d u c ts , su c h a s
c a le nd a rs
• N u m b e r o f e m p lo y e e s is1 80 – 20 0 .
O f th e s e ab o u t 5 0 % ha v e form a l
q u alifica tio n s
• T y p e s o f trainin g :
– P rin tin g a p pre n tice s hip s
– In fo rm a l c o m p u te r training
– IT g rap hic s (in -h o u se )
– S a le s d elive red e xte rnally
• A llo ca tio n in th e b ud g e t b a s ed on
p re vio u s y ea rs e xp e rie n ce
• A ls o a vailable o n ‘a s n e ed s ’ ba sis
• G e n e rally re q uire re c ruits to alre ad y
h a v e the re q uire d s kills
• T h e G eelon g pla n t u se s a ty pe o f pre a p pre n tice s hip , w h ic h w a s th ou gh t to
b e a C e rtific a te II traine e ship
• H a v e an o v ervie w o f th e pa c k ag e , bu t
th e P la n t M a na g ers w o uld k no w it
th o rou ghly
• O ffe r a pp ren tic e ship s only
• 4 blo c k s x 2 w e e k s x 4 y e a rs = 3 2
weeks
• D eliv e re d in a m ix o f o n -th e-jo b a nd
o ff-th e-jo b trainin g
• T h e S u pe rviso r o f th e e m p lo ye e
d e te rm ine s this a t p re se n t, bu t th e
c o m p a n y is m o v in g to a s y s te m o f
re gula r p e rfo rm a n c e a pp raisals
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T ra in in g g a p s
T ra in in g o u tc o m e s
• P e rc eiv ed a s “O ld w o rld te c hn olo g y ”
a n d it is too lon g
• M ixtu re o f o n-site a n d o ff-site is
p re ferre d
• P rin t m a c hinis t ne e d to h a ve th e full
p e rsp e c tiv e
• F o r hig he r le vels , p ro ba bly m o re o ffs ite trainin g w o uld b e b e tter to a void
b u sine s s in terrup tion s . T h e se s ho uld
b e s ho rt an d tailo red to the p rin ting
ind u s try
• T h e ind u s try n ee d s to le a rn ho w to
“a s sis t c u s to m e rs to ide n tify e xa c tly
w h a t th e y n ee d ” in te rm s o f p rin ting
• If th e y p ro vid ed s tep s to w a rd s an
A d v a n c ed D iplo m a it w o u ld b e
b e ne ficial, bu t a D eg re e or M a s te rs is
n o t n e ce s s ary
• It is an ticip a te d tha t th e follo w in g
a rea s w ill req uire m o re trainin g e ffo rt
o v e r the ne xt te n y e a rs :
– S u p ply c hain m a n a g e m e n t
– S o lu tio n selling
– B u s in e s s m a n a g e m e n t/a c u m e n
– S a le s e xp e rtis e
– S tra te gic pla nning
– P ro d u c tio n m a n a g e m e n t
– P e o ple m a n a ge m e n t
– M u ltim e d ia
– C u s to m e r R e la tio n s
M a n a g e m e n t (C R M )
– L o gis tic s
– P e rfo rm a n c e m a n a g e m e n t
Page 44
Printer Interview – P32
T ra in in g in p u ts
• U n d e r p ro m o te d in du stry to p ro sp e ctive
e m p lo ye e s, sch oo ls, TA F E s, te rtia ry
in stitute s, G o ve rn m e nts, in du strie s, e tc
• L a ck of ind u stry (e m p lo ye e ) bo dy to
m o n ito r/ p ro m o te ind ivid u a l jo b
o p po rtu n itie s/ ca ree rs
• C u sto m e rs to be inte reste d to
u n de rsta nd / le a rn the p rin ting ind u stry
p ro ce sse s
• S u pp o rt fro m ind ustry b od y to p ro m ote
p rin tin g p ro ce sse s an d ste p s/ ro le s –
va lu e cha in
• N e e d to h a ve e xte rn a l tra in e rs – w ith
re le va nt a nd b roa d skills
• D isin te re st of tra ine d m an ag e rs,
p rofe ssion a l p rin te rs to re lo cate to
re g io na l a re a s
• L a ck of p ro m otio n of the cu rren t tra in in g
p a cka ge
• P refe r C e rt III – a p p re ntice sh ip fo r h ig he r
skill b a se
• R M IT ’s la ck of re a l inte re st to su pp o rt
lo ca l tra in in g (e.g. u n rea son ab le ,
in effe ctive to e xp e ct p eo p le to tra ve l
b e yo n d 1 ho u r fo r tra in ing )
• P o o r b ind e ry tra in in g at R M IT
• T im e se rved a pp ren tice sh ip s a s op po sed
to the re qu ire d cred en tia l/ co m p eten cy
fo cu s. S h ou ld b e co m p eten cy focu s
• N o t the co rre ct bo x tickin g e xe rcise o n
G o ve rn m en t ap p re ntice sh ip fu nd in g
• U se r cho ice /fee fo r se rvice
T ra in in g g a p s
T ra in in g o u tc o m e s
• T h e 4 m o st im p o rtan t issu es th ou gh t b y
th ose in te rvie w e d w e re:
1 . P ro m otio n b y P IA A of:
• T h e ind u stry
• R e g io na l de ve lop m en t
2 . D e ve lo p m e nt of lo ca lly b a se d
tra in in g de live ry syste m s. S till
n e ed b in de ry/ co llatin g
3 . M u lti-skillin g of trad e sp eo p le
4 . U p skillin g of m an a ge rs
• T h e B oa rd [8] [5]
– B e st pe op le a pp o intm en ts
– S tron g H R g o ve rna n ce
• C u sto m e rs [5]
– C u sto m e r p rin ting a w a ren e ss
p ro g ra m
– T im e ly su pp ly of q ua lity/ latest
th in king inn o va tive so lu tion s
• S taff, S a le s, R an k a nd F ile [10 ]
– C a re e r o pp o rtun itie s
– T ra n sfe rab le re cog n ised skills
– L o ca lise d tra in ing
• T h e lo ca l M a ryb o ro ug h C o m m un ity [8]
– L o ca l pe op le ca re e r op po rtu n itie s
– Jo b se cu rity a nd / e co no m ic
b e nefits
• T h e U n io n (A M W U ) [3]
– S kille d e m p lo yee s
– T ra n sfe rab ility of skills
– E m p lo ym en t se cu rity
• M a n a g e m e nt [10 ]
– U p skillin g p ro g ra m
• L e ad e rsh ip / bu sin ess
cre d en tia ls
– L o w e r co st tra in ing
– M a n a g e m e nt su cce ssio n
– F o cu sed n ee d s ba sed n ot g en e ra l
tra in in g
• T h e Ind u stry [7]
– In d u stry/ re g ion a l le a de rsh ip
– C ritica l m a ss fo r loca l p rin te r
in d u stry tra in ing
– M o d e rn e qu ip m en t a cce ss
Importance: [1] Not very important – [10] Critically important
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Printer Interview – P33
T ra in in g in p u ts
• S tro n g m a rke tin g cre de n tials/
re sea rch ca p abilitie s
• C a ree r pa th pla nnin g
• W ell broa dly pro m o te d in du stry (p u sh
a n d p ull)
• Im p ro ve d p e ople m a n a g e m e n t
co ve rin g pro du ction a nd m a rke tin g
• S tro n g be n ch m a rking
• P ro d u ctio n / pro du ct n ee d s a n alysis
skills a s o pp o sed to rela tio n ship
b a sed b u yin g
• P ro a ctive e n viro n m e n tal p ro m o tio n /
im a g e fo r the P rin tin g ind u stry
T ra in in g g a p s
• T h e 3 m o st im p o rta n t issu e s tho u gh t
b y th e in te rvie w e e w e re :
1 . In d u stry to m a rke t/ p ro m o te
itself a lo t be tte r
T ra in in g o u tc o m e s
• C u sto m e rs
– Q u ality inn o va tive o ffering s
• S ta ff/ fa m ilie s
– C a ree r op p ortu nitie s
– S e cu rity o f e m p lo ym e n t
2 . U p skillin g o f m a n a g e m e n t
3 . In d u stry plan to fa cilita te
ind u stry ra tio n alisa tion
– In te re stin g w o rk
• S h a reh olde rs
– H ig h rela tive p e rfo rm a n ce /
p rod u ctivity
• S u p pliers
– K n o w le dg ea ble b u ye rs/ de fin ed
n e ed s
• L o cal co m m u n ity
– E m p lo ym e n t o p p ortu nitie s
e sp e cially fo r yo u th
• B ro a de r co m m u n ity
– E n viro n m e n tally re sp on sible
o p era tion s
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Printer Interview – P34 – P37
T ra in in g in p u ts
• R elia n ce u po n a ttra ctin g alrea d y
traine d tra d e sp e ople
• D isin te re st o f stron g ca n did a te s in
a p pre n tice ship s
• P o o r co m p le tio n ra te s an d lo yalty o f
a p pre n tice s
T ra in in g g a p s
• P e a k in du stry bo d y to b e re sp on sible
fo r:
– D e veloping ‘b on de d to e m p lo ye r’
sch e m e fo r a p pre n tice s to ge the r
w ith a pp ren tice ship training
fo cu sed o n :
1 . C la ssroo m te a ch ing o f
th e o ry
2 . O n th e jo b skills training
• In e ffe ctive p ro m o tio n o f th e ind u stry
trainin g pa cka ge
• U n a ccep ta ble len g th o f
a p pre n tice ship s a nd q uality o f o ffsite
trainin g
3 . Im p ro ve d a p pre n tice
se le ction p ro ce ss
4 . S h o rte r le ad tim e to tra d e s
sta tu s fo r a p pren tice s
– T h e de velo p m e n t a n d p ro m o tion
o f th e ind u stry trainin g p a ckag e
T ra in in g o u tc o m e s
• T e ch nologically a w a re , w e ll-train ed
tra d e sp eo ple :
– P re p re ss
– P re ss
– F inishin g
• M a n a g e m e n t e xp e rtise
– S tra te gic m a rke tin g
– F in an cially a w a re
– D isciplin ed pro du ction
– S tro n g H R skills
– G o o d ad m inistra tio n
• V a lu e orie n te d sellin g ca pa bilitie s
• U n d er q ualified m a n a g e m e n t
• S tra te gic ad vice lin ked to ve sted
in te re sts n o t fo cu sed o n cu sto m e r o r
b u sine ss n ee d s
– D e velop m e n t o f T e rtiary train ed
p rin te r m a n a g e m e n t a n d th e
ch a m p io nin g o f th e prin t 2 1
p a ckag e
– D e veloping a n in d u stry culture
b uildin g co m p e titive ad van ta ge ,
ke y p e rfo rm a n ce m e a su re s an d
b e n ch m a rkin g
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Printer Interview – P38
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• C o m p an y n ot h ap p y w ith T ra de T ra in ing
u p to 20 01
• C u rre n tly ve ry d ifficu lt to con vin ce o w n e r/
se n io r m a na ge r of th e be nefits of tra in ing
• C o m p an y ve ry ke en to reta in th e on th e
jo b e m p ha sis fo r C e rtificate III
• C u rre n tly a sse ssm en t con du cte d b y C IT
o n the job in co n jun ction w ith w o rk
su pe rviso r
• A d u lt ap p re ntice sh ip s co u ld be used to
e xte n d skills/ kn o w le dg e tra in in g
• B e nefit in a ssessm en t b y sup e rviso rs an d
T A F E a sse sso r
• O n th e jo b trad e tra in in g is so ug ht afte r
b y the co m pa n y
• W ou ld ta ke o n a ‘2 ye a r in te n sive ly
tra in ed ’ ap p re ntice
– 7 0 % on the job
– 3 0 % at C IT
• 3 da y b lo ck offered a t H e id e lbe rg in
S yd ne y
• C o m p an y a d ve rtise fo r a pp re ntice s in
lo ca l p re ss
• H a ve h ad g ra du ate s fro m ca de tsh ip –
C e rtifica te IV p rog ra m – con ta ct th rou gh
P IA A
• S o m e ap p re n tice s still n e ed 4 ye a rs (3 of
cu rre nt a pp ren tice s ha d co m p le te d 1 s t
ye a r d e skto p tra in in g )
• O n lin e tra in in g w o u ld be a p o sitive
d ire ction . A lrea d y utilisin g an O H & S
g e ne ric un it
• A ll m a n ag e rs/ se n io r staff sh ou ld d o
m a n ag e m e nt tra in ing , e.g. staff
d e ve lo p m e n t/ la te st te chn o log y
d e ve lo p m e n ts
• D ifficu lt to g et ‘pa ssp o rt’ sig ne d off
• C a re e rs p ro m o tion d a ys ha ve be en
offe red th ro ug h P IA A
• C o m p an y w an ts to tra in an a pp ren tice in
th e “co m p an y w a y ” – do m o ve
a p p re ntice s a rou nd
• T ra in e e sh ip s can be offe re d in sch oo ls.
• O ffe r d a y/ n igh t sh ift
• T ra in e e sh ip w a s fa r “too co m p licated ” to
a d m in iste r
• U n a b le to a ttra ct su itab le a pp lica n ts to
p re p re ss (2 n d in cha rg e )
• L ittle tra in in g offe re d to m idd le m a na ge rs
• W orkp la ce a sse sso r tra in in g in 2 00 4
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• T h e re is a ne ed to p ro m ote th e in du stry
se cto r of the P rin ting Ind u stry
• A d u lt ap p re ntice sh ip can p ro vide a n
e xte n sion of skills
• B o nu s if tra in in g can b e lin ked w ith
b u sine ss g ro w th – p ro vide the b o ss w ith
a va lu e p rop o sitio n
Page 48
Printer Interview – P39
T ra in in g in p u ts
• D ifficu lty in ob ta in in g go od p eo p le w h o:
– A re o pe n to n e w b in d ing / fin ish ing
syste m s. T rad itio na l p rinte r trad e s
p e op le a re to o b lin ke re d to n e w
id e a s
– C a n b e de ve lop ed to ha ve go od
cu sto m e r co m m un icatio n skills.
P ro ce ss in te g ra tion m e an s tha t h is
p ro du ction p eo p le ta lk to th e clie n ts
w ith o ut a n y filte ring via sa le s
• N o t re ce ivin g a ssistan ce/ a d vice on
T ra in in g P a cka ge o pp o rtu n itie s (d id n ’t
kn o w the re w a s a co u rse / un its o n d ire ct
m a il
T ra in in g g a p s
• A ssistan ce w ith re cru itm e nt
• G oo d a dvice o n tra in in g th at is a pp lica b le
to th is bu sin e ss, e .g .:
W h a t th e o rg a n is a tio n h a s to d e live r
• C u sto m e rs
– In n o vative de live ry p ro du cts/
se rvice s
– G oo d a dvice
– C o m p ute r syste m s a pp re ciatio n
– A lte rna tive s/ o ptio n s
– D ire ct m a il
– C u sto m e r co m e s first
– N e w co m m un ica tion s
• S taff
• T o be ke pt a b re a st of e m e rg ing b u sine ss
tre nd s
– S e cu rity
– G oo d re m un e ra tion
– R e sp e ct
• S u pp lie rs, e .g .:
• N o t re ce ivin g ad vice o n G o ve rn m en t
a ssistan ce fo r tra in ing
– R aft of p ap e r m e rcha nts, X e ro x,
A u stra lia P o st, P itn ey B o w e s
• N e e d bo th g o od tech n ica l pe op le a nd
g o od cre ative p eo p le (th e y a re d iffe ren t)
– P ro m pt, se cu re pa ym en t
– C le a r defin ition of ne ed s
T he C om pany
• E sta b lish ed in 1 9 81 a s she et fe d offset p rin te r
• E stab lish e d itse lf a s su ccessfu l tra d ition a l p rin te r
• 1 0 -12 ye a rs ag o de cid ed to cha ng e d ire ctio n/ to m o ve to va lu e ad de d p rod u cts
• T o ge t a w ay fro m b e ing p rice ta ke rs
• B e ca m e d ig ita l p rin t/ m a ilin g h o use
• V e ry su ccessfu l/ e m p lo ying 6 0 pe op le / 2 sh ifts
• O w n cu sto m e r da ta ba se
• F o rce d in itia lly to d e ve lo p its o w n m a ch in e s
• A ve rag e ag e of e m p lo ye e s 35 to 40 ye a rs
• O w n e r/ fa m ily op e ra te d
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Printer Interview – P40
T ra in in g in p u ts
• M a jo r fo cus/ se rvice s of the co m pa n y is
ca ta lo gu e p rin tin g – w e b p rintin g skills
re q u ired
• E m p lo yee s – 1 75 e m p lo ye e s (14 0
o p e ra to rs), w ith 22 a pp ren tice s (3 p rint
fin ish in g, 1 9 p rint m a ch in ing )
• T ra in in g a va ilab le :
– T e ch n ica l tra in in g is con du cte d
in te rna lly
– L e ad e rsh ip tra in ing – d iffe ren t
e xte rn a l sup p lie rs
– W orkp la ce a sse sso r
• K n o w le dg e of T ra in in g P ackag e
– V e ry little sp e cific kn o w led ge of
P rin tin g an d G ra ph ic A rts T ra in ing
P a ckag e
• F o cu s o n sh e et fed tra in ing in co u rse
• T ra d e tra in in g fo r co m pa n y no w
– 4 w ee ks off the job fo r p rint
m a ch in ists
– 6 w ee ks off the job fo r p rint fin ish in g
• T e ch n ica l m od u le s co m p le te d on site
b a se d o n co m p an y n ee ds
• G en e ric m o d u le u sed if a va ila b le
• P rin t T ra in in g P a cka ge d oe sn ’t m atch
w ith co m p an y n ee d s
• L e ad e rsh ip p rog ra m sta rts fro m scra tch
a n d de ve lo p ed in te rn a lly
• C u rre n t p rint lin es h a ve :
– 1 sta ke r, 2 p rin te rs, 1 sup e rviso r
• V e ry fla t o rg an isa iton a l stru ctu re w ith in
th e co m p an y
• G ra ph ic d e sign d on e b y cu sto m e rs
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T ra in in g g a p s
T ra in in g o u tc o m e s
• U n iq u e eq u ip m e nt – p ro cesse s pu t u s
le a d e rs in th e m a rket
• N e e d to a cce ss w e b p rintin g skills
• M a in ta in in g confide ntia lity is a ke y fa cto r
• T ra in th e tra in e r is im p o rtan t
• T ra d itio na l tra de fo rm a t do e sn ’t sa tisfy
cu rre nt n ee d s - co ve ra ge n ot a de qu a te ly
m e e ting co m pa ny req u ire m e nts
• Jo b re la te d te chn ica l skills
• C a re e r p ath fo r o pe rato rs h as be en
d e ve lo pe d in te rn a lly fo r p rin tin g
o p e ra tion s a nd te ch n ica l a rea s
• C u sto m e r se rvice re qu ire m e nts
• S h ee t fe d nu m be rs a re d rop p ing a w a y
a n d ne w a re a s m ust b e sa tisfied
• C u rre n t a rra ng e m e nt ab le to sta rt th e
tra in in g w he n re cru ite d
• S u cce ssio n p lan n ing – p rin te r on lin e
re sp on sib le fo r tra in in g of o th e rs
• N e e d to m a rke t th e tra de s
– B e nefits of a pp ren tice sh ip s – m o re
effe ctive ly p ro m oted
• C a re e r co un se lo rs – no id e a of
a p p re ntice sh ip s
• N o t fo cu sed a rou nd sta rt tim e in A ug u st
• D ifficu lt to re cru it ap p re ntice s
• V e ry effe ctive ind uction se ssio n is offered
• ‘In -h o u se C e rtifica te ’ is ava ila b le
• L e ad e rsh ip skills fo r a pp ren tice sh ip s
sh ou ld b e con sid e re d
• V e ry little d ro p off
• 1 5 p eo p le to ru n 1 ne w p re ss
• C a n ’t affo rd to re le ase p eo p le fo r W E L L
co u rse an d w ou ld p refe r a dd itio na l skills
tra in in g w ith in th e co m p an y
Page 50
Printer Interview – P41
T ra in in g in p u ts
T ra in in g g a p s
• M a jo r fo cus/ se rvice s of co m pa n y:
– D iffe ren t m a rket n iche
– D iffe ren t skills re q u ire m e nts fro m
sh ee t fit to ro ll fit
– S m a ll p e rce ntag e ve ry spe cia lise d
– S e lf a dh e sive ro ll to ro ll
• E m p lo yee s – 4 0 e m p lo yee s, 3
a p p re ntice s cu rren tly in tra in ing
• T ra in in g a va ilab le :
– S u pp o rt a pp re ntice sh ip
– O th e r staff ca n a cce ss in o w n tim e ,
sp e cific co u rse s
• K n o w le dg e of T ra in in g P ackag e – no n e
a t a ll
• O ld e r ro ll p re ss a va ila b le off th e jo b
• T ra in e rs off the job d on ’t h a ve a cce ss to
la te st e qu ip m en t
• C o u ld sp en d 1 w e e k at co m pa n ie s (fo r 1 0
w e e ks)
– L e a rn h o w scre en s a nd in ks a re
made
– S u pp lie rs of m a ch ine s co u ld b e
in vo lve d
• C o m p an y w ill se nd p eo p le o ve rsea s fo r
e q u ip m e nt u pd ate an d pu rcha se
• T h e y d o o w n inte rna l tra in in g
• E a sie r in th e offse t se cto r, m o re d ifficu lt
fo r ro ll fit
• L a be lin g is m o re sp e cific a nd co m pa n y
tra in s the ir o w n staff
• C o m p an y h a s a te n co lou r p re ss
• N o t e no ug h in du stry spe cific tra in in g, e .g :
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T ra in in g o u tc o m e s
• M e m b e r of Ind u stry A d viso ry C o m m itte e
– P ro du ction m a na ge rs
– S p e cia list skills fo r a pp ren tices
• S tron g sup po rt fo r ge ne ra l skills
d e ve lo p m e n t
• O th e r skill re q u ire m e nts
– S a le s
• D o try to p ro m ote A w a rd s (D e sign
a w a rd s) – 2 n d ye a r ap p ren tice
• C ro ssro ad s fo r the la b e ling ind u stry
• C o m p an ie s co u ld offer a cce ss to
e q u ip m e nt
– C o n tinu ou s im p ro ve m e nt
• B u sin e ss – expe rie n ce , g ut fee lin g
• 1 P co lo u r p re ss in co m p an y
• In te rna l co m p an y p rin t sup e rviso r cou ld
w o rk e xte rn a l tra ine d
– P a rt a sse ssm en t an d reta in skills
tra in in g m o re o n th e jo b
• D ifficu lt fo r tra in ing p ro vide r to p ro vid e a
fu ll co ve rag e
• W ant to im p ro ve th e skill le ve l – no t
e n ou gh o pp o rtun ity to
• L a be l p rintin g co u ld be sp e cific strea m of
th e tra de co u rse :
–
M a in sta ke ho ld e rs
–
B o a rd
–
C lie n ts
–
S h a re ho ld e rs
–
E m p lo yee s
• S p e cific a cce ss to rota ry scree n, fo il un it,
1 0 co lou r offse t to e nh an ce skills
Page 51
Printer Interview – P42
T ra in in g in p u ts
T ra in in g g a p s
• C o m p a n y h a s a tte m p te d to train /
re train its o w n p eo ple a nd o pe ra te s on
2 shifts
• B e lie ve s the re is a real p ro ble m in
o b tainin g ca ree r in fo rm a tion rela ted to
th e p rin ting in du stry
• E ve n th ou g h th e re a re o nly 1 0
e m p lo ye e s – th ere is a re al
co m m itm e n t to a ch ie vin g e xce lle n ce
in th eir p ro d u cts
• N e e d to alter th e m in d se t o f you n ge r
e m p lo ye e s ’ n ee d to a p pre cia te their
o w n p o te n tial if w illing to e xte n d skills
• R e al a tte m p t to p ro vid e high q uality
e q uip m e n t a n d sta ff fa cilitie s/
a m e n itie s
• W ould be b en e ficial if co m p a n y co uld
o b tain in de pe n de n t ad vice o n re al
trainin g op p ortunitie s
• V e ry little kno w le dg e o f th e P rin tin g
a n d G ra phic A rts T raining P a ckag e
• B e lie ve the im a g e a n d
p ro fe ssio nalism o f th e ind u stry
a sso cia tio n s could b e im p ro ve d
• C o m p a n y h a s d e velop e d a “S tra te gic
D ire ction ” pla n for fu ture op era tion
• H a ve ha d pe o ple do sh ort co urse s,
e .g . E stim a ting
• D ifficult to fin d a pp rop ria te m a rke tin g /
sa le s training
– n e ed to e sta blish a real “P rin tin g
In stitu tio n”
T ra in in g o u tc o m e s
• L a ck o f un de rstan ding o f the be n e fits
o f trainin g b y p rin tin g co m p a n ie s
• W ishin g to p o sition sta ff to se e k
a d van ce m e n t a n d ta ke on a ddition al
re spo n sibilitie s
• B e lie ve s tha t p erio d to o b tain
tra d e sp erso n re cog nitio n is too sh ort
• C o uld also e sta blish a title s
“C ra ftspe rso n ” title
– C rite ria e stablishe d (a w a rd ed
a fte r tra d e a nd w ith ad dition al
re quire m e n ts)
• T h e re is a ne ed to ‘gla m o rise ’ tra de
trainin g
• G o o d an d e fficie n t m a n a ge m e n t is
ve ry im p o rta n t to sm a ll bu sin e sse s
• E xp e rien ce d re al difficulty in fin din g
a n d re cruitin g a pp ren tice s – cu rre n tly
w o rking w ith C o m p a n y G ro u p T raining
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Page 52
Printer Interview – P43
E & T re ce ive d
V a lu e g a p s
E & T re q u ire d
A p p re n tic e s h ip s
• E m p lo y ap p re n tice s
• N e e d a p pre n tice s fo r p rin t m a ch inin g /
finishing b e ca u se e xp e rie n cing trad e s
p e rso n sho rtag e s in th e se a re a s
• N o sh orta ge o f pre pre ss
tra d e sp erso n s
• A p p ren tice ship s o ffer o pp ortu nity to
“cultiva te ” an d train in co m p a n y
cu ltu re
• T A F E p ro vide s o ve rvie w a n d g oo d
co ve r o f O H & S a nd o the r b roa d no n stre a m su b je cts
• E sta b lish m e n t o f a p ool o f prin t
b u sine sse s w illin g to p a rticip a te in
ro ta ting ap p re n tice s th rou gh th eir
o p era tion s
• E sta b lish m e n t o f a p rin t b rid gin g
co u rse fo r grap hic de sign g ra d ua te s
• R o ta tion o f sche m e fo r a p p re n tice s
a cro ss a n u m b e r o f bu sin e sse s to
g ive the m b ro a d e r p e rsp e ctive
• A p p ren tice skills to b e broa d en ed to
co ve r ap pre cia tio n o f:
– E stim a tin g
– P ro d u ctio n pla nnin g
• D e velop m e n t o f fina n cial a pp re cia tion
co u rse s fo r ap pre n tice s
– C o st a ccou n ting
• B ridging co urse for g ra phic d e sig n
g rad u a te s fo r p rep re ss in a prin tin g
e n viro n m e n t, to ta ke ad va n ta ge o f
a vailable qu alifie d p o ol o f g ra du a te s
• N o t e no u gh tim e is sp e n t o n
a p pre cia tio n o f:
– E stim a tin g
– P ro d u ctio n pla nnin g
– C o st a ccou n ting
• T h e re is little p ra ctical a pplica tio n o f
co m p e te n cy b a sed a sse ssm e n t
• R elu ctan t a bo u t on th e jo b trainin g
a p pro a ch . C o n cu rre d a fte r
e xp lan a tion th a t m a n y o f th e co u rse
u nits could be d on e in th e w o rkpla ce
M anagem ent
• O w n e r is tra de q ualified a nd m e m b e r
o f a n e tw o rkin g an d pro fe ssio nal
d e velo p m e n t g rou p
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• E n h a n ce d bu sine ss n e tw o rkin g an d
p ro fe ssio nal d e velop m e n t p ro gra m /s
• F o cu sed sho rt m a n a g e m e n t co u rse s
• N e tw o rkin g op po rtunitie s
Page 53
Appendix A1.2.2
Industry Expert Interviews (E)
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Industry Expert Interview – E1
T ra in in g in p u ts
• V e n d or trainin g o n sp e cific m a ch in e s
b o ug h t
T ra in in g g a p s
• D e velop m e n t o f m o d e rn trainin g in
– C o m p u te r colo ur m a tch ing
T ra in in g o u tc o m e s
• N e w e q uip m e n t is driven b y
co m p u te rs
– M o d e rn co m p u te r d e sig n
• T rainin g aim e d to g e t th e b u ye r up
a n d ru nnin g
• A fte r initial trainin g no fu rth e r trainin g
is re quired
– M a rke tin g
• IT traine d pe ople ou t o f T A F E a re
a b un d an t a nd th ere fo re th e re is n o
va lu e g a p h e re
• T ra ditio nal silk scree n tra de sp eo ple
a re being repla ce d b y co m p u te r
o p era tors w o rkin g w ith w id e fo rm a t
p rin te rs
• T rainin g n e ed s a re in :
• A fte r sale s service is p ro vid e d a s pe r
se rvice co n tra ct
– C o m p u te r colo ur m a tch ing
– M o d e rnise d m u lti-m e d ia g ra phic
a rts co urse
– B a sic co m p u te r a p pre cia tio n , e g .
file h an dling
– A p p re cia tio n in :
• P o in t o f sale / o u td o or
m a rke tin g
• D e sig n
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Industry Expert Interview – E2
T ra in in g re c e ive d
T ra in e e sh ip s/ Ap p re n tic e sh ip s
T ra in in g g a p s
• T h e ind u stry n atio na l bo d y to fac ilita te:
• S tate ba s ed d e liv e ry e v en tho ug h u s ing
th e sa m e n atio na l tra in ing pa c ka ge
– N a tio na lly c o ns is ten t ap p roa ch ,
c o nte nt a nd d e liv e ry fo r tra in in g
• M o v e d to c o m pe te nc y b a se d tra in in g
– F le x ib ility in the m e th od of de liv e ry
of E & T to th e en te rp ris e
• D iffe ren c e s in a pp roa c h e x is t a c ro s s the
S tate s an d T e rrito rie s
T ra in in g re q u ire d
• A p p re ntic e s d on ’t g et stru ctu re d in -ho u se
tra in in g su p po rt:
– A t T A FE sh ou ld lea rn w h y
• In c re a s e a w a re ne s s in the ind u stry re the
n e ed fo r s ta te of th e a rt tra in ing
• N e the rla nd s h a s a go od E & T m od e l
w h ic h op e ra te s a “ce ntra l” tra in in g
d e liv e ry fa c ility
• N e e d a na tion a l m o de l th at e v e ry S ta te
fo llo w s
– A t w o rk s ho u ld lea rn h o w
• A p p re ntic e s ra re ly re c e iv e fo rm a l re v ie w
w ith m an ag e rs an d d on ’t re c e ive ca ree r
p a th e x p la n ation s
• T h e re s ho u ld be fle x ib ility in d e liv e ry, th at
is , fle x ib le u se of th e m ix of in -h ou s e an d
T A F E atte nd an c e
• P rin te rs ha v e ha nd ed o v e r re s po n s ib ility
fo r tra in ing to th ird p a rtie s
• C u rre n t ap p ro a ch w ill le a d to sh o rtag e of
s k ills a n d lea d to h ig he r p a y to a v a ilab le
s k ille d p e rso n s
• N e w g en e ra tion tra ine d trad e s qu a lified
p e rs on s h av e d ifficu lty u nd e rstan d ing the
b a s ic th ing s in:
– P re p res s
– P rin tin g
• T h e p rob le m in T A F E is s e riou s w ith
re s p e ct to qu a lity de liv e ry . T he re a so n is
th at in d us try h as n ot b e en d e m a nd in g
S u p e rviso rs/ M a n a g e m e n t
• E & T in th is a rea is a m a jo r p rob le m , a s
it is a ro un d th e w o rld
• S u pp o rt fo r the p rin t de g re e
• B e lie v e s th e R M IT s ty le p rint d eg re e w ill
b e a m a jo r step fo rw a rd
• T h e U S ha s the b e st E & T in
m a n ag e m e nt
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Industry Expert Interview – E3
W h a t is V E T s itu a tio n
• S ta te diffe re n ce s:
– R e q uire d h ou rs fo r
a p pre n tice ship q ualifica tio n
– R e co gnitio n o f R T O s
G aps
• D e velop m e n t o f stra te gie s th a t
a d dre ss the in du stry V E T n ee d s
d e scrib e d to th e rig h t
In d u s try V E T n e e d s
• C o n sen su s, ha rm o n isa tio n o n a
n a tion al ba sis
• C o h e sive fu ture V E T stra te g y
– Q u ality o f fa cilitie s
• M u ch stro ng e r in d u stry e ng ag e m e n t
• L a ck o f ind u stry p articip a tio n
• D ifficulty in a sse ssin g th e ind u stry ’s
re al E & T n ee d s
• A d e q ua te fun ding fo r V E T stra te g y
d e velo p m e n t fo r p rin ting in du stry
• In a de q ua te fun din g o f S ta te IT A B S
• O n th e jo b co m p e te n cy a sse ssm e n t
to a n a cce p ta ble sta n da rd
• D ifficulty in a ttra cting th e rig h t p e rso n s
to a p pren tice ship s
• In ve stiga tio n o f altern a tive delive ry
fo rm a ts
• M o st S ta te s d o n ’t ha ve a critical m a ss
o f V E T stu d e n ts
• R e cruitm e n t o f th e rig h t p e rso n s in to
th e ind u stry
• M o st S ta te s d o n ’t ha ve a d eq u a te
trainin g fa cilitie s
• R e d u ctio n o f a p pren tice ship pe riod
b a sed o n co m p e te n cie s to m a ke
a p pre n tice ship s m o re a ttra ctive to
p o ten tial stud e n ts
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Industry Expert Interview – E4
W h a t tra in in g d o yo u re c e ive
A p p re n tic e s h ip s
• C u rre n tly e m p lo y a pp ren tice s
• A p p ren tice s are only in the prin ting
a rea
T ra in in g g a p s
• M inim a l – a s a d dre ssin g ga p s via
in te rn al ne e d s a nalysis a nd e xte rnal
so u rcin g o f trainin g to fit
W h a t tra in in g d o yo u n e e d
• R e q uire sta ff to h a ve re co g nitio n fo r
th eir trainin g
• C ritical m a ss fo r th e co m p a n y ’s
trainin g ne e d s
• T h e co m p a n y ha s a policy on trainin g :
– It n e e d s to b e fle xible
– It n e e d s to p ro vide a n
u n de rstan ding o f bu sine ss
– It n e e d s to le ad to pro fita ble
o u tco m e s
C o n seq u en tly, th e cu rre n t fo cu s o f
g e ne ral a p pren tice ship s training is no t
th e w a y to g o , be cau se it is too
n a rro w / fo cu se d o n a tra de
• E fficie n t d elive ry
• S ta n d ard cou rse s
• In d ep e nd e n t b od y to en su re training is
rele va n t to n e ed s
• N a tio nal a pp ro a ch to p ro vide fo r
p o rtability o f sta ff
• T rainin g is lin ked to A N T A / N P IT C so
th a t it le ad s to na tion ally re cog nised
a ccredita tion
• A ssist sta ff in re cog nisin g their skills
n e ed s
M anagem ent
• F o r trainin g in su p ervisory skills g o to
A IG / A IM fo r sh o rt cou rse s
• C a n sa tisfy ne ed s via sou rcin g o f
a p pro pria te co u rse s
• G e n e ral m a n a g e m e n t a rea s
• F o r trainin g in n e go tia tin g skills go to
M t E liza
• B a sically self-su fficie n t
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Industry Expert Interview – E5
T ra in in g In p u ts
M e m b e rs [1 0 ]
• R e ceive lip se rvice to caree r
d e velo p m e n t
• N o dire ct lin k be tw e e n w a g e s an d
skills a cq uire d a nd u tilised
P rin c ip le N e e d s G ap s
T ra in in g O u tp u ts
1 . C a ree r pa th an d re cog nition o f skills
in re m u n e ra tio n
M e m b e rs [1 0 ]
– C a ree r pa th
– G o o d w a g e s a n d co nditio n s
– Jo b se cu rity
2 . C o m m itm e n t b y in du stry to trainin g
a n d to a pp ren tice s
• In a de q ua te a cce ss to trainin g
E m p lo ye rs / P IA A [1 0 ]
• O n ly train fo r tod a y
• T o o m u ch fo cu s on firm ’s sp e cific
trainin g
• W ea ke ne d co m m itm e n t to
a p pre n tice s (4 ye a r co m m itm e n t)
• F ailure to re cog nise p rio r lea rnin g
F e d e ra l G o ve rn m e n t [6 ]
• F u n din g to b e lin ked to training n ee d
ra th er th an ho u rs
3 . In ce n tive s fo r pe ople to u n de rta ke
trainin g
E m p lo ye rs / P IA A [1 0 ]
– C e rtain ty in ou tco m e s
4 . O rg a nisa tion o f w h e n trainin g is
d o ne (e sp e cially sig nifica n t to o n the
jo b training )
– C o n sisten cy
– A d vice
– L o bb yin g a ssistan ce
5 . F e d eral G o ve rn m e n t fu n ding su pp o rt
F e d e ra l G o ve rn m e n t [6 ]
– In p u t re ind u stry d e velo p m e n ts
• In su fficien t in cen tive for a dult
a p pre n tice ship s a nd o ng oin g
w o rkp la ce trainin g
S ta te G o ve rn m e n t [5 ]
• N o t su fficien t co m m itm e n t to fu n d
trainin g
S ta te G o ve rn m e n t [5 ]
– S a m e a s F e de ral
• N o t re quire d to a ct o n a d vice
S u p p lie rs [7 ]
• M inim a l
S u p p lie rs [7 ]
– In p u t fro m e m p lo ye e / in d u stry
p e rsp e ctive
Importance: [1] Not very important – [10] Critically important
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Industry Expert Interview – E5 (continued)
T ra in in g In p u ts
T A F E S [8 ]
• M e th o d o f re cog nition o f prior le arnin g
is fun din g ap p ro a ch d ep en d an t
P riva te E d u c a to rs [7 ]
• M e th o d o f re cog nition o f prior le arnin g
is fun din g ap p ro a ch d ep en d an t
A s s o c ia tio n s [8 ]
• L a ck o f co m m itm e n t to d e velo pin g
m e th o d s fo r ca re e r d e velo p m e n ts
P rin c ip le N e e d s G ap s
T ra in in g O u tp u ts
T A F E S [8 ]
– P ro vid e in d u stry p erspe ctive
– D ifferen tia te d elivery ne e d s
b e tw e e n larg e a nd sm a ll
e m p lo ye rs
P riva te E d u c a to rs [7 ]
– A s fo r T A F E S
– M e ssa g e tha t its n o t ju st b u m s
o n sea ts
A s s o c ia tio n s [8 ]
– In d u stry co m m u n ica tio n s
– P ro vid e e m p lo yee p ersp e ctive s
• S e e trainin g lin king to co sts
F e d e ra l IT A B S [6 ]
• In su fficien t fu nd s fo r prop e r
fu n ctionin g
• A ctio nin g o f th e a d vice to
G o ve rn m e n t
S ta te IT A B S [4 ]
• A s fo r F e de ral IT A B S
F e d e ra l IT A B S [6 ]
– P ro vid e e m p lo yee / e m p lo yer
inp u ts to co m p a re in du stry
p e rsp e ctive
S ta te IT A B S [4 ]
– A s fo r F e de ral IT A B S
Importance: [1] Not very important – [10] Critically important
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Industry Expert Interview – E6
E & T R ec e ive d
M a rk e t
• T h e re is a m inim a l u p ta ke o f
p rod u ction digital prin t m a ch in e s
a m o n g tra dition al o ffse t p rin ters
• G e n e rally prin t firm s d e cisio n m a ke rs
d o no t u nd e rsta n d th e digital
e n viro n m e n t a n d the re is a lo w
ind u stry a w a re ne ss o f the ca pa bility o f
d igital
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V a lu e G a p s
E & T R eq u ire d
• T h e ind u stry to fa cilita te the
e d u ca tio n o f firm s in th e tre nd s in the
ind u stry a nd th e o p tion s fo r m o vin g
fo rw a rd
• T ra ditio nal p rin t w ill de cline a nd th e
tra ditio n al p rin te rs ha ve w in do w o f
o p po rtunity fo r n e w p ro du cts/ m a rke ts
fo r g ro w th , b u t th e kn o w le d ge le vel o f
d e cision m a ke rs is a m a jo r stu m b ling
b lo ck
– In to th e fu tu re th e ke y
d e velo p m e n ts in digital p rin t w ill
be:
– Q u ality w ill re a ch th a t o f o ffse t
– S p e e d s w ill in cre a se
d ra m a tically to 1 ,20 0 ,17 4
co lo ur im a g e s p e r m in u te
– T h e co st to p rin t o ne im a g e w ill
b e th e sa m e a s m a n y d u e to
g a ng run ning (n o n-sto p
o p era tion )
– B re a k e ve n w ith o ffse t could
rise fro m 7 5 0 colo u r
im p re ssio n s to 5 ,00 0 -1 0 ,0 0 0
co lo ur im p re ssion s
Page 61
Industry Expert Interview – E6 (continued)
E & T R ec e ive d
O p e ra tive s
• P re p re ss o pe ra to rs ha ve go od colou r
a p pre cia tio n an d a sig nifica n t n u m b e r
h a ve d e velo pe d go o d file ha n dlin g
a n d co m p u te r kn o w le d ge . T he se are
g o od ca ndida te s fo r u p skillin g fo r a
d igital p rin t o p era tio n
V a lu e G a p s
• T h e ind u stry to cha m p io n the n e w
e d u ca tio n a n d trainin g re quire m e n ts
fo r th e digital p rin t e n viron m e n t
E & T R eq u ire d
• R e q uire trainin g in th e pra ctical
a p plica tio n o f:
– C olo ur m a n a g e m e n t
– F ile ha n dlin g
– D igital w o rkflo w
– W orkin g in a ne tw o rke d
e n viro n m e n t
– O p e ra tin g a digital p rin t
m a ch in e
• G ra p hic d e sig n grad u a te s w ith prin t
p rod u ction u p skillin g w o uld p ro vide a
p o ol o f o pe ra to rs for th e digital p rin t
e n viro n m e n t
M a n a g e rs / O w n e rs
• D o n ’t un d ersta nd th e digital
e n viro n m e n t
• D o n ’t un d ersta nd th e diffe re n t co stin g
m o d e ls fo r digital
– D o n ’t ha ve e xp e rtise in :
– F in an cials
– M a rke tin g
– V a lu e pro po sition s d e velop m e n t
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• T h e ind u stry to cha m p io n the
u p skilling o f the ind u stry ’s S M E
m a n a g e rs/ o w n e rs, le ve ra ging th e
co u rse s alre a d y d e velo pe d b y th e
m a jo r ve n d o rs
• E d u ca tion o f ge n eral m a n a g e m e n t
co ve rin g the b ro a d a re a s o f:
– F in an ce
– M a rke tin g
– T e ch nolog y
– S tra te g y
Page 62
Industry Expert Interview – E7
E & T R ec e ive d
O p eratives
• T here is c urrently a shortage of persons fully
sk illed in the operations of production c olour
digital printers
• T he displac em ent of prepress tradesperson s
due to C T P , is prov iding a pool of persons
w ith c olour and digital/ c om puter ex perienc e
that c an be upsk illed readily for digital print
produc tion
• V endor training prov ided c ov ers
– T ec hnology ov erv iew
– P rint engine
– P aper path
– A c c ess to paper path
– O perational m aintenanc e
– F eed stoc k s
– A c hiev ing c onsistent/ repeatable c olour
– O peration of the digital front end/ R IP
– S y stem adm inistration
– N etw ork ing
– F inishes
– S y stem problem solv ing strategies
– P roduc tion w ork flow
– P rint quality
M an ag em en t/ O w n ers
• C urrent traditional print m anagers generally
lac k the k now ledge in the follow ing areas
• A pprec iation of the dev elopm ent in the digital
env ironm ent
• K now ledge of the digital env ironm ent
• S olution selling
• D irec t m ark eting pac kaging
• F inanc ial apprec iation
V a lu e G a p s
• D ev elopm ent of tailored V E T c ourses for the
produc tion digital print env ironm ent, that fit
w ithin the G ov ernm ent funding for training
• Inc rease the aw arenes s of the industry ’s
firm s’ m anagers and ow ners of the need for
them to:
– D ev elop a sound k now ledge of the
digital produc tion env ironm ent
– E m brac e the need for upsk illing v ia
general m anagem ent educ ation
c ov ering areas suc h as:
• Leadership
• S trategy dev elopm ent
• M ark eting
E & T R eq u ire d
•
•
•
•
•
B road future tec hnology trends
Inc reasing speed of c olour output
N ow c om petitiv e to 1,500 im ages
In 5 y ears w ill be c om petitiv e to 3,000 im ages
E x pec t in 10 y ears w ill be c om petitiv e up to
10,000 im ages
• G reat deal of dev elopm ent effort is going into
dev eloping bolt on in -line autom ated finishing
for digital m ailing
• C urrently 80% of all c olour w ork has a run
length of 3,000 units and therefore there w ill
be grow ing pressure for greater autom ation
by traditional press m anufac turers
• C onsequently the sk ills required w ill be:
F or O perativ es
• K now ledge of operating in netw ork
env ironm ents
• K now ledge c olour output w orkflow s
• C olour m anagem ent ex pertise
• A bility to set and m anage c olour profiles of
input and output dev ises
• K now ledge of page desc ription languages,
e.g. postsc ript, P D F
• E x perienc e w ith operating sy stem s
• K now ledge of dry ink s use
• K now ledge of applic ation softw are, suc h as
P hotoshop, Q uark X pres s, InD esign, etc
• E x perienc e w ith digital inform ation w orkflow s
F o r M an ag ers/ O w n ers
• A bility to generate v alue -added propositions
and sell these to m ark eting ex ec utiv es
• F in a n c ia ls
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Industry Expert Interview – E8
T ra in in g in p u ts
• P o in te d o u t tha t th ere is fle xibility in
th e d elive ry o f th e p rin tin g
a p pre n tice ship s
• P riva te R T O s no rm a lly ha ve a “ca p”
se t a n nu ally fo r their ap p re n tice
trainin g pla ce s
• T h e prob a tion a ry p e rio d is 3 m o n th s
a fte r the co n tra ct o f trainin g is sig n ed
• A p p ren tice s m u st b e sig n ed up w ithin
1 4 da ys o f bein g e m p lo yed
• P ro b a tio n pe riod is se t a t 9 1 da ys
• It is po ssible to ge t a n e xte n sio n to
p rob a tion a ry p e rio d if re quire d
T ra in in g g a p s
• R e al po te n tial fo r ‘V E T in S cho ols ’ to
co m m e n ce u nits o f a p pre n tice ship
– N o t p ublicise d o r un de rstoo d
clea rly b y e m p lo yers o r stu de n ts
• L ittle kno w le dg e o f p rin tin g tra de
e xh ibite d b y se co nd ary ca re e r
te a che rs
• O p p o rtu nity for go o d q u ality
p ro m o tion al m a te rial an d spe cific
initia tive s to p ro m o te tra ining
T ra in in g o u tc o m e s
• N e w A p p re n tice ship s C e n tre s a re
a ble to lin k w ith e m p lo ym e n t a g e n cie s
in o rd e r to re cruit ap p re n tice s/
traine e s
• T rainin g P a cka g e d oe s p ro vide
e xte n sive fle xibility fo r unit sele ctio n
b a sed o n rule s
– C a n in co rpo ra te units fro m o th e r
p a ckag e s
• D elive ry ca n be lim ite d b y th e startin g
tim e s/ g ro up size s spe cifie d b y th e
trainin g pro vide r
• C E O In stitu te ca n fa cilita te
m a n a g e m e n t tra inin g
• A IM a lso co nd u ct sh o rte r cou rse s
• O th e r A sso cia tio n s ca n a ssist n e w
b u sine sse s
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Industry Expert Interview – E9
T ra in in g in p u ts
• T e ch nica l a dv ice p rov id e d te n d s p re se n tly to
b e fo cu se d o n issu e s n o t su sta in a bility
• T h e re is a dilu tio n of te chn ical ex p e rtise w ith
th e ir com p a ny a n d th e in d u stry, e.g . risk
m a n a gem e n t, sp e cific pa p e r kno w le d g e ,
p a p e r m a kin g , in ks, etc
• R & D is fo llo w in g n ot le a din g
T ra in in g g a p s
• D ev elo pm e nt of a m o re stra te gic in d u stry
fo cu s in te rm s of pe o p le m a n a g em e n t a n d
tra inin g
–
N o t se e n a s th eir re sp o n sib ility
–
D o n ’t w a n t to im p o se th em se lv e s
• T h e cham p io nin g of tra inin g g u a ra n te e lev el
w o u ld h e lp to train/ u p skill th e in d u stry
• N o t attra ctin g b e st p e o ple to M o n a sh p a p e r
co u rse – p e o ple m o re attra cte d to o the r
in d u strie s like m in ing
• O b se rv ation th a t H R a dv ice isn ’t th eir
re sp o n sib ility b u t in du stry a sso cia tio n n e e d s
to su p p ly stra te gic H R a ssista n ce n o t ju st
info rm atio n re ga rd in g A u stralia n w o rkp la ce
a g re e m en ts/ issu e s m a n a g em e n t
T ra in in g o u tc o m e s
C u s to m e r/ A s s o c ia tio n s
• T e ch nica l a dv ice
• L e a d e rsh ip
• T re n d s info rm a tio n
• H R a dv ice
N o te : o b se rv ation s
• L o ss of b u sin e ss to :
–
E le ctro nic catalo g u e s
–
In te rn et
• Issu e s a sso cia te d w ith se cu rity, e .g .
e nv elo p e s a n d te rro rist a ctio n s
• L e a n m a n a g em e n t ov e rse a s is th re at to
A u stra lia n p rin te rs if the y ca n ’t p rod u ce
u n iq u e p ro d u cts
• Issu e s m a n a g em en t
• R e la tio n sh ip m a n a g em e nt is a n im p o rta n t
issu e fo r th em w ithin th e m a rket
E m p lo y e e s (th e y h a ve p rin tin g a n d
c o n v e rtin g b u sin e s s es )
• M o stly, th eir train in g fo cu s is in te rna l w h e re
th e y hav e a 4 lev el focu s:
• T ra inin g, skills re co g nitio n
T e s tin g o f fe ed b ac k
• C a re e r o p p o rtu nitie s
1 . S u p e rv iso ry
2 . M a n a g em e n t D ev elo pm e nt – lev e l 1
3 . M a n a g em e n t D ev elo pm e nt – lev e l 2
4 . L e a d e rsh ip V icto ria (com m u nity
fo cu se d )
• O b se rv e d tha t la rg ely th eir le a de rsh ip is
tra n sa ctio n ally fo cu se d v ia lev e ra g in g g o o d
p ro d u ct id e a s in to A u stralia
• A cce p te d In p u t/ O utp ut M o d el fin din g s a n d
re co g n ise d th e n e ed fo r dista n ce off-cam p u s
le a rn in g / trainin g fo r sm a ll p rinte r em p loye e s
S u p p lie rs
• M a rke t in sig ht
G o v e rn m e n ts (S ta te a n d F e d e ral)
• A dv ice
• In d u stry le a d e rsh ip
• T ryin g to p rov id e e nv iro nm e nta l le a d e rsh ip
v ia th eir p ro d ucts/ p ro d u ctio n p ro ce sse s
• E nv e lop e A d ju ste r co u rse w ith tra d e s
a ccre d ita tio n is la ckin g
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Appendix A1.2.3
Government/ Agencies Interviews (G)
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Government/ Agencies Interview – G1
T ra in in g in p u ts
• P rin tin g in d u stry a pa th y to trainin g fo r
a p pre n tice s/ train e e s a nd o the r
lea rnin g
T ra in in g g a p s
• D e velop m e n t o f p ro m o tion al prog ra m
fo cu sing u po n scho ols/ stud en ts/
p rin te rs
T ra in in g o u tc o m e s
• IT A B ’s
– S u p p ort to e stablish trainin g
p rog ra m s
– F u n din g fro m G o ve rn m e n t
• N o m a rke ting o f ind u stry to sch ools/
stu d en ts o r the te a ching in du stry
• In fle xible training p ro vid ers – T A F E ’s
d isin tere st in p rin tin g in d u stry. S e e n
a s “thin m a rke t”
• L a ck o f se cu rity w ith in de p en de n t
trainin g pro vide rs
• A p p ren tice / train ee ship co urse s too
lon g to b e o f in tere st to the be tte r
a p plica n ts
• G o ve rn m e n t p urch a sin g o f p rin t th a t
d o e sn ’t le vera ge pre fere n tial
te n de ring sch e m e (a pp ren tice ship
su p po rt)
• U nio n p olitics op era ting to de fe r
initia tive s
• D e velop m e n t o f sh o rter
a p pre n tice ship s/ train e e p rog ra m s/
m o re fle xible p ro g ra m s
• P ro m o tio n o f the prin ting ind u stry to
G o ve rn m e n ts a s an im p o rta n t in du stry
fo r jo b s/ g ro w th
• T o se cure a cle ar voice in th e IT A B S
stru ctu re
• E m p lo yee a sso cia tion s
– M o re fle xible training o p tio n s
• T rainin g p ro vid ers
– G o ve rn m e n t fu nd s
– A ccre dita tio n
• G o ve rn m e n t
– In cre a se in a p pre n tice ship /
traine e nu m b e rs
– In d u stry in ve stm e n t
• T rainin g
• T o d e velop p riva te se cto r prog ra m s
th a t a fford se cu rity for stu de n ts
• B u sin e ss gro w th
• E m p lo yers (prin ters)
– In cre a se d role
• G o ve rn m e n t p rin te r to b e th e ag e n t
fo r ch an ge
• A p p ren tice s/ train ee s
– E m p lo ym e n t
– W orth w h ile ca re e rs
• S ch o ols/ pu pils
– C a ree r op p ortu nity in form a tio n
• U nio n s
– T o se cure their m e m b e rship
b a se
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Government/ Agencies Interview – G2
T ra in in g in p u ts
• In d u strie s disin te re st in trainin g
– M o st p rin te rs d on ’t kn o w w h a t
T A F E is o ffering
– D isin te re st co vers b o th b a se an d
u p skilling training
– W A trainin g le vels sigh ted a s the
lo w e st in th e cou n try
• P o o rly pro m o te d trainin g p a ckag e
– W orld cla ss trainin g pa ckag e
a n d hig hly re pre se n ta tive o f
p rin te r ob je ctive s
• In d u strie s criticism o f T A F E tra ining
– A p p ren tice ship s to o lo ng
– B lo ck tim e to o difficult to
manage
– Q u ality o f eq uip m e n t
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T ra in in g g a p s
• P ro m o tio n o f trainin g to p rin te rs tha t
sh o w s th a t w e ll train ed e m p lo ye e s
fa cilita te m o re p ro fita ble p rin ting
b u sine sse s – p ro m o tio n o f
a p pre n tice s/ train e e s a s pa rt o f a
b u sine ss solu tio n
• F o r the p ea k p rin ter b od y to be co m e
re spo n sible fo r trainin g a s o pp o se d to
th e d ep artm e n t o f e d u ca tio n – to
fo cu s th e p ro m o tio n o f trainin g tha t:
– S h o w s th e co rrela tion be tw e e n
trainin g an d pro fits (fo r all
e m p lo ye e s)
– S e lls the im p o rta n ce o f T A F E
trainin g for a pp ren tice s/ traine e s
to d e velo p p roble m so lving skills
– W hole o f life le arning a s a n
im p o rta n t p a rt o f th e in d u stry ’s
stru ctu re
T ra in in g o u tc o m e s
• E m p lo yee a sso cia tion s
– M o re fle xible training p ro g ra m s
• D e p artm e n t o f e d u ca tio n
– G o o d trainin g ad vice o n fo cu s
ind u stry se ctors
• U nio n s (A M W U fo r prin ting )
– Q u ality training p ro g ra m d e sign
• P rin te rs
– M o re fle xible training p ro g ra m s
• A p p ren tice s an d traine e s
– T rainin g p rog ra m s th a t fa cilita te
g o od ca re e r p ro sp e cts
Page 68
Government/ Agencies Interview – G3
T ra in in g in p u ts
• N o m a rke ting o f the in du stry b y th e
ind u stry (see n a s a N P IT C / P IA A
fu n ction )
T ra in in g g a p s
• F o r the p rin ting in du stry to e sta blish
itself a s p art o f the “ne w m e d ia” skills
co u n cil
T ra in in g o u tc o m e s
• IT A B ’s
– S u p p ort to e stablish trainin g
p rog ra m s
– F u n din g fro m G o ve rn m e n t
• P e rce p tio n o f th e ind u stry b y sch ools
a n d stud en ts a s a dirty m a n u fa ctu rin g
ind u stry a nd u na ttra ctive ca re er
p ro sp e ct
• L ikeliho od o f th e n e w in d u stry skills
co u n cil p o sitioning th e p rin tin g
ind u stry a s pa rt o f the m a n u fa ctu rin g
ind u stry. N P IT C n o t lob b yin g to
se cu re a n o p tim u m o u tco m e fo r th e
p rin tin g ind u stry
• F o r the p rin ting in du stry to b e co m e
d ire ctly e n ga g ed in w o rkforce
d e velo p m e n t p la nning w ith
G o ve rn m e n ts
• E m p lo yee a sso cia tion s
– M o re fle xible training o p tio n s
• T rainin g p ro vid ers
– G o ve rn m e n t fu nd s
– A ccre dita tio n
• G o ve rn m e n t
– In cre a se in a p pre n tice ship s/
traine e nu m b e rs
• E m p lo yers
– T rainin g th a t is cog nisan t o f their
n e ed s
• A p p ren tice s/ train ee s
– E m p lo ym e n t
– W orth w h ile ca re e rs
• S ch o ols/ pu pils
– C a ree r op p ortu nity in form a tio n
• U nio n s
– A d vice / trainin g a ssista n ce
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Government/ Agencies Interview – G4
T ra in in g in p u ts
• P o o r en g ag e m e n t o f in du stry to
va lid a te co urse prop o sal
• In a bility to e stablish co m m u n ica tio n
p a th w a ys/ co n ta cts
T ra in in g g a p s
• D e finition s o f ind u stry re spo n sibilitie s,
a n d the e sta blish m e n t o f a stru ctu re
ca p able an d in te re ste d to w o rk w ith
e d u ca tio nalists, G o vern m e n ts,
ind u stry a nd th e o th er im p o rta n t
sta ke hold ers
T ra in in g o u tc o m e s
• In d u stry
– A p p rop ria te co urse s
• A sso cia tio n s (fo r p rin te rs, N P IT C ,
P IA A )
– A p p rop ria te co urse s
• P IA stru ctu re ap p ea rs in fle xible
• P o o r p ro m o tio n o f training s p a cka g e –
b elie ve s p ro m o tio n o f th e p a ckag e is
a jo in t A N T A , T A F E , in du stry
re spo n sibility
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– S tro n g co m m u n ica tio n pa th w a ys
fo r co op era tive d e velo p m e n t
• S ta te trainin g a u tho rity m a n a g e m e n t
– A p p rop ria te co urse s
– S tu d e n t/ ind u stry su pp o rt fo r
co u rse s
Page 70
Government/ Agencies Interview – G5
T ra in in g in p u ts
• P rin te rs ’ disin tere st in trainin g
– R e fe re n ce p rin te rs co m m e n ts
a n d the po o r a p pren tice / train ee
in-ta ke le vels
• In su fficien t fu ndin g to p ro vide
p ro m o tion o f the trainin g p a cka g e to
p rin te rs, scho ols an d stud en ts
T ra in in g g a p s
• L e vera ge th e n a tion al IT A B S
re stru ctu rin g to e sta blish re-alig n ed
o rga nisa tio n tha t is a ble to op era te
w ith cle ar trainin g o rie n ta te d
o b je ctive s
T ra in in g o u tc o m e s
• C o n sen su s ap p ro a ch b e tw e en :
P rin te rs
G o vts
U n io n s
• In su fficien t fo cu s up on training o r
p rin te r m a n a g e m e n t
• P a rt tim e se cre tarial/ n o n-alig n ed
trip a rtite o rg anisa tion
• S tu d e n ts pe rce p tion s th a t p rin tin g is
p a rt o f th e old e co n o m y. N o t
a ttra ctive in te rm s o f a ca ree r
• D isa g re e m e n t re N P IT C ’s pla ce m e n t
w ithin the n e w ‘skills co un cil’ stru ctu re
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F o cu sed on
T h e de velo p m e n t a n d p ro m o tion o f
stro n g tra de -fo cu sed training
p rog ra m s th a t
H elp fa cilita te a p ro fita ble a nd
su staina ble p rin tin g in du stry
Page 71
Government/ Agencies Interview – G6 - G7
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• A lo t o f g o od w o rk – ge ts “bo g ge d
d o w n .” N e ed to re m o d e l the cu rren t
p ro ce ss fo r trainin g ad vice
• P rin tin g in d u stry m u st b e se e n a s a
“w in ne r” – stu de n ts
• In d u stry m u st a lte r their m e n tality –
ign ore G o ve rn m e n t fu n din g
• Im a g e is a p ro ble m e sp e cially w ith a
m a n u fa ctu rin g e m p h a sis
• P ro m o te tra n sitio n fro m
m a n u fa ctu rin g to te chn olo g y . P IA A
h a s th e “ho rse p o w e r” to d o su ch
p ro m o tion
• N e e d to a n sw e r the q ue stion , “w h a t is
n e ed e d fo r the p rin ting in du stry?”
• S e co n da ry stud e n ts se e kin g ad vice re
d e sign
• F o ru m o f P IA A – m o vin g fro m
m a n u fa ctu rin g to solu tio n s
• P a p e r u tilisa tion is red u cin g , bu t
te ch nolo g y/ ele ctro nic p u blica tion is
in crea sin g
• G ra p hic p re p re ss h a s re du ced a t
tra d e le vel
• F a shio n ind u stry – C a rru m b a n g on e
fro m 4 0 to 2 0 0 e m p lo ye e s. “g -strin g”
o rde rs on in tern e t
• C a tch 22 situ a tio n a t p re se n t.
E ve ryb od y w a n ts to b a ck a w in ne r –
p rin tin g se cto r no t w e ll po sition ed
• L e ss likely fo r G o ve rn m e n t (b o th
n a tion al an d S ta te) to pro vid e fun d s.
In d u stry m u st p ick u p fun din g for
trainin g , e .g . C o n stru ction ind u stry in
Q u e en sla nd
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• P ro p o se a “N a tio nal P IA A T rainin g
S tra te g y ”
– O p p o rtu nitie s fo r th e fu tu re fo r
a n e xcitin g se cto r
• M o ve a w a y fro m u sin g term “tra inin g”
to “skills fo rm a tio n ”
• P rin tin g n e ed p eo ple
– R e b ad g ed training
• P u blicise in ‘T raining P a ckag e s @
W ork ’
• Q u e en sla nd p ro m o te e co n o m ical
ind u stry initia tive s/ se ctors
• P rin tin g in d u stry im a g e m u st b e
a lte re d
• S m a rte n u p w a ys o f co m m u n ica ting to
p rin te rs
• N e e d “co nglo m e ra te s/ stra te gic
a llia n ce s ” for su rvival o f prin te rs
• P IA A m u st se t a g e nd a an d fo cu s
• S e t u p a stra te g y fo r e co no m ic g ro w th
– D e p artm e n t o f S ta te
D e velop m e n t (Q u e en sla nd )
• C o m p e titive for ‘h ea rts an d m in d ’
– P ro m o tio n to sch o ols
• P ro m o te th e tra n sitio n to d e sign
Page 72
Government/ Agencies Interview – G8
T ra in in g in p u ts
• It is im p o rta n t to co n side r the
d e velo p m e n ts in skills a nd a nalysis o f
fu n d b y T ran spo rt T rainin g A u stralia –
IT A B
• (G e rard La ng e – E xe cu tive O fficer)
– V isit to en te rp rise th en a rra ng e
a p pro pria te trainin g , i.e . plan fo r
w o rkp la ce ne ed s, e .g . N S W rail,
e tc
– G ro u p T raining C o m p a n y
a rran ge m e n ts ca n b e very
h elp ful fo r re cruitm e n t a n d
su b sidie s a d vice
• A p p e ars p rin tin g m a y sit in B u sin e ss
a n d Inn o va tio n S kills C o u n cil –
co ve rin g :
– B u sin e ss
– F in an cial S e rvice s
– IT
– P rin tin g
– C re a te (visual a rts, m u sic –
m o vin g to a te ch nolo g y
d ire ctio n )
T ra in in g g a p s
• In d u stry A sso cia tion h a s th e
re spo n sibility to p ro m o te
• P IA A co u ld coo rdin a te a cro ss all
trainin g pro visio n a t a n a tio n al le vel
• S tro n g sup po rt b y n a tion al
G o ve rn m e n t fo r in d u stry to pro vide
th e fu ture dire ctio n s
• S h o uld a cce ss the ca re e r p a th w a y
ch a rts a s d e velo pe d b y N A C
in fo rm a tion se rvice (D a vid M cK a y)
• C o uld d e velo p sp e cialist lo calise d
trainin g , e .g . H E d elivery
T ra in in g o u tc o m e s
• S h o uld co n side r n e w p ro je ct title d
“U nlo ckin g O pp o rtu nitie s ” con du cte d
b y D E T Q u e en slan d / B D O K e n dall
– F o cu s on run nin g a sm a ll
b u sine ss
• E n h a n ce d ad van ta ge fo r b u sine ss
g ro w th b a se d on training n ee d s
p ro m o tion
• M a in fo cu s fo r p ro m o tio n ne ed to be
d ire cte d to “th e top ” o f th e
o rga nisa tio n s
• C o n cen tra te o n ca sh flo w / stra tegic
p la nnin g fo r co m p a n y
• C o uld in d u ct sch ool le a ve rs in to
se cto r, e .g . S e a W o rld – N ara re sort
• S h e ra to n u se C O T A R (B risba n e) fo r
n a tion al ho spitality training
• T rainin g d u ra tion s, e .g . 4 ye a rs to 2
ye a rs can o ccu r
• M o st o ve rsea s co un trie s co m in g to
vie w a nd a do p t T rainin g P a cka ge
fo rm a t e sp e cially co m p e te n cy b a sed
trainin g
• A N T A – stro n g q uality a ssure r, e .g .
W orld vision
• E xp la n a tio n o f IT A B / T P ro le
• F ro m A N T A p e rsp e ctive
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Government/ Agencies Interview – G9
T ra in in g in p u ts
• T h e cad e tship pro gra m w a s se e n a s a
p o sitive ste p b y in d u stry/ a pplican ts
– C a n ’t e xplain th e drop o ff in
in te re st o ver 3 yea rs
• Year 1 – 85
• Year 2 – 45
T ra in in g g a p s
• In itia tive s n e ed e d to p ro m o te th e
b e ne fits o f training fo r th e P rin tin g
In d u stry
• N e e d to re cruit suita ble a pplican ts to
th e P rin t Ind u stry
• W orkfo rce sh ould be g ro w ing
• C a n no t e xp lain the dro p o ff in
ca d e tship up ta ke
• Year 3 – 6
• C u rre n tly an o versu pply o f g rap hic
d e sign e rs
T ra in in g o u tc o m e s
• N e e d fu n din g an d re sou rce s to
p ro m o te trainin g for p rin te rs
• V e ry difficult to co n tin u e to o ffer
trainin g ad vice w ith fu ndin g red u ction s
to IT A B a n d bro ad en in du stry
co ve ra g e
• C lo sin g o f th e A G P S – A u stralia n
G o ve rn m e n t P rin ting S e rvice h a s
a ffe cte d th e pro sp e ct o f re cruitin g in
th e P rin t Ind u stry
• V e ry difficult to g e t ind u stry
re p re sen ta tion s in volve d in T P re vie w
• R e ce n t ‘G ra phic A rts A w a rd s fo r
E xce lle n ce ’ h elp p ro m o te th e P rin t
S e cto r
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Government/ Agencies Interview – G10
T ra in in g in p u ts
• S o m e ve ry e ffe ctive initia tive s fo r
‘V E T in S ch ools ’ are in pla ce .
C o n du cte d discu ssio n w ith B ob
S n e d do n – sch o ol b a se d ne w a p p s.
• O u tlin ed th e T 3 A u to P ro je ct
co n ven e d th rou gh N R M A –
p a rtne rship be tw e e n T A F E (N SW )/
T o yo ta / T raining P ro vide r – fo r P a nel
B e a tin g
• P a rticular fo rm s in “e n ga gin g go od
kid s”
– 6 0 sta rte d an d 5 9 co m p le te d
• C e rt II is d elive re d in sch o ol b y T A F E
a n d T o yo ta d eale rship
• A cce ss “U se r C h oice” fu nding a nd
A C T G o ve rn m e n t fo r ad m inistra tio n
w o rk
• S tre e tw ise P re se n ta tio n – vide o
NRMA
– C o n ta ct M a rg a re t C u m m in g s
(T o yo ta )
• S tu d e n ts very kee n can e arn $8 ,00 0
a t e n d o f p ro gra m
T ra in in g g a p s
T ra in in g o u tc o m e s
• O p p o rtu nity to b ro a de n trainin g
p ro visio n b y lin king w ith o th e r T raining
P a cka g e s a n d e xp a n din g in to scho olb a sed d elive ry. G ro u p T raining M o d el
co uld b e ap plie d
• U n d erta ke a m a rke ting ca m p a ig n –
b a sed o n ‘u se o f co m p u te rs/
d o w n lo a din g im a g e s.’ Lin k w ith o th e r
T rainin g P a cka g e s - co uld pilo t a
g rou p o f 1 5 -2 0 se co nd a ry stu d en ts
• A rticle in N EW S .co m .a u p rop o se s
th a t “P rin tin g Ind u stry d e sire to o ve rin ve st in e q uip m e n t (la te st
te ch nolo g y) le ad s to un de ru tilisa tion
o f ca pital” (S ou rce : P P G G ro up )
• P IA A co u ld “p ull thin g s th rou gh n o t
p u sh .”
• P IA A co u ld con side r o th e r in du stry
m o d e ls to pro m o te a n d fun d P rin t
initia tive s
• P IA A re q u ire a w a y fo rw a rd
• C o n ta ct F L A G a n d T o olb o x
d e velo p m e n t fo r re so u rce
d e velo p m e n t
• F o r P rin tin g co m p a n y o w n e rs – “the
p e rce p tion is o ur reality ”
• B e tte r u tilise th e T A F E syste m - co uld
u se scho ol ba se d d elive ry an d o b tain
find s fo r w a ge s
• C o n side r o th e r in du stry m o d e ls:
– T a rge ted Initia tive s P ro gra m
(T IP )
– B u ildin g C o n stru ction in A C T
le vy o n trainin g - $ 7 5 ,0 00
• C o uld u se T o olbo x ch a m p io n s a n d
fle xible d elive ry
– F le xible L ea rnin g A d viso ry
G ro u p (F L A G )
• A N T A L in k P ro je ct
• M C E T Y A co n tra ct w ith A C C I in volve s
P IA A
– M a ry N ich olson
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• U se sm a ll b u sine ss T .P .
Page 75
Government/ Agencies Interview – G11
T ra in in g in p u ts
• D e p artm e n t o f E m p lo ym e n t a n d
W orkpla ce R ela tio n s – p ro vid e a
ra ting o n lo ts o f jo b s
– R e fe r ‘Jo b O u tlo o k ’ p u blica tion
• A g ro w ing in du stry m a y in cre a se
o u tpu t, b u t ha ve n o gro w th in
e m p lo ym e n t
• T h e Jo b P ro s p e c ts M a trix is fo un d in
e a ch m o n thly p ublica tio n w ith va can cy
le vel an d fu tu re jo b ra ting s
• 5 p o sitio n s for P rin ting (re fe r p ag e 25
in A ug u st 2 0 03 )
• L o w ra tin g s d o n ’t m e a n tha t th e re
a ren ’t jo b o p po rtunitie s
T ra in in g g a p s
• N e e d to a cce ss th e de tails for th e n e w
S kill V a can cy R e po rt an d S kill
S h o rtag e da ta fro m D E W A w h e n
a vailable
• Jo b sea rch d a ta – ve ry in fo rm a tive
• F ollo w u p spe cific stu die s con d u cte d
b y M o n a sh U nive rsity
– D r G e rald M e a gh e r (T on y) an d
D r C h an d ra S h a h a t C en tre o f
P o licy S tudie s
• U p d a te a T rainin g R a te calcula tio n ,
e .g .
O p e ning S to ck o f prin te rs
+ In co m in g a pp ren tice s a n d m ig ra tion
• S kill V a can cy R e po rt an d D e tailed
In d u stry A nalysis for th e P rin tin g
se cto r
– A va ila ble in ea rly D e ce m b e r
2 0 03
– (S e rie s g o ba ck to 19 8 1 w ith
h ig he st ra tin g o f 1 0 0 in 19 9 7)
– W ell targe te d re po rt
– S ta tu s o f th e skills, follo w u p on
a d verts a nd fillin g o f jo b s
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- R e tiree s
- P ro m o te e s
- E xits
F in al sto ck o f p rin te rs (co m p a re d w ith
th e req uire d le vel)
T ra in in g o u tc o m e s
• A n ticip a te a ch an g e in A S C O
clarifica tio n s ba sed o n n e w jo b
re quire m e n ts o f th e P rin tin g in du stry
– T his m a y in volve o verlap o f
q u alifica tio n s in to o th er rela te d
se cto rs, e .g . IT , M u ltim e dia
– (C u rre n t C o d e s a re : 4 9 11 to
4 9 13 )
– C o n ta ct Joh n T u rn b all N SW –
D EW A
• A N e tt R e p la ce m e n t P ro je c t is
cu rren tly bein g co nd u cted b y D E W A
– C o n du cte d b y C h arle s T h o m a s
• D iscu sse d “F u tu re D e m a n d M o d els,”
e .g .:
– F u tu re D e m a n d = n e w jo b s a n d
re pla ce m e n t
– R e pla ce m e n t = ca n b e R e tire or
O th e r jo b s (le ss skille d o r
p ro m o te d )
• C o n sen su s in fo rm a tion a vaila ble fo r
n e w w o rke rs fro m tra inin g an d
m ig ra tio n
Page 76
Government/ Agencies Interview – G12
T ra in in g in p u ts
• C o m m itm e nt b y the Ind u stry p a rtie s to
h a ve cu ltu re of skills d eve lop m e nt in the
P rin tin g In du stry (pa ssio n )
• L a ck of p ea k b od y strateg ic po sitio n in
re la tio n to skills d e ve lo p m en t
• In sufficien t fu nd s fo r:
– P ro m otio n of the Ind u stry (un de rp ro m oted Ind u stry)
– T ra in in g p a cka ge d e ve lo p m e nt
• T ra in in g fo cu sed o n tra d ition a l m a rkets
T ra in in g g a p s
T ra in in g o u tc o m e s
• D ysfu n ctio na l N P IT C le a de rsh ip
(a p athe tic)
• M o ve fro m confro ntatio na l to w a rd s
co op e rative in du stry fo cu s in the inte re sts
of in d ustry de ve lop m en t issu e s
• N e e d to d e ve lo p a stra te g ic p o sition ,
a rticu lated , sup po rted
• N e w fo cu s of ed u ca tion fo r p re p re ss
fin ish in g
• L e ve ra g ing e xisting lea rn ing p la ce s to
co m p lim e nt R M IT
• W ho le of co m p an y tra in ing in clu d ing
fro ntlin e m a na ge m en t
• In d u stry ’s en ga ge m e nt of G o ve rn m en t
se llin g th e e co no m ic im p o rtan ce of the
in d u stry
• E m p lo ye rs (G ra ph ics In du stry – b ro ad
vie w ) [9]
– T ra in in g a d vice / a w a re n ess/ in sig ht
– P ro je cts/ co n su lta n cie s
• E m p lo yee s (m a na ge m en t to tra de s) [9]
– A s fo r e m p lo ye rs
• P o te ntia l e m p lo yee s [9]
– A d vo ca te fo r th e In du stry
– A d vice / intro du ctio n s/ refe rra ls
• S tate G o ve rn m en t (no t F e de ra l) [9]
– R e se a rch a d vice
– P ro m otio n of the ind u stry a nd its
tra in in g se rvice s a nd p rod u cts
– P o licy de ve lop m en t
• U n io n [9]
– A s fo r e m p lo ye rs/ e m p lo yee s
– A rb ite r of skills cla ssificatio n (ref
a w a rd re spo n sib ilitie s)
• In d u stry A sso ciatio n s [0 ]
– A s ab o ve
• R M IT [5 ]
– F a cilita te fu nd in g fo r existin g
w o rke rs (exe m ption g ra ntin g )
– C o n du te fo r the ir in vo lve m en t in
N a tio na l P rog ra m D e ve lop m en t
– A ccre d ita tion a g re e m e nts
• O th e r R TO s [5]
– A s ab o ve
• B o a rd [10 ]
– S tron g go ve rna nce
– F a ir re p re sen ta tion
Importance: [1] Not very important – [10] Critically important
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Government/ Agencies Interview – G12 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• P rin tin g in du stry - tu rn ed off th e tra in in g
a g en da (co m pa red w ith E le ctrica l secto r
– 90 % of co nta cto rs ha ve an a pp ren tice )
• M u st p ro vid e a ‘strate gy fo r the P rin t
in d u stry to go fo rw a rd ’
• E P IC (E le ctrote ch no lo gy, P rin ting ,
In fo rm atio n T e ch no lo g y an d
C o m m u n icatio n s (te le )) is fun de d b y
S tate G o ve rn m en t
• N e e d to m a ke an d confirm ind u stria l
a g ree m en ts to a ssist in fin a lisin g tra in in g ,
e .g. TP q ua lificatio n s
• It is an In co rpo ra te d A sso cia tion (n ot fo r
p rofit) – con tra cte d to S tate G o ve rn m en t
• C u rre n tly e stab lish in g a N e w C o un cil
S tru ctu re fo r E P IC IT B
– N e w m e m be rs
• S ta ke ho ld e r an a lysis o n p re vio u s slid e
• S till q u ite co nfro ntatio na l in ne g otiatio n of
tra in in g req u ire m e nts
• E stab lish 3 C ou n cils:
1 . E le ctrote ch no lo g y – x 4
2 . P rin tin g – x 4
3 . In fo rm atio n
T e ch no lo g y – x 4
B o a rd
m e m b e rs
(x1 2 )
• IT B co u ld be d e scribe d a s a “p yra m id
se lle r”
• P rin tin g C o un cil – te rm e d P rintskills V ic
1 . 6 x A M W A , A IG , P IA A , e tc
2 . H o p e to a dd C ou ntry V icto ria
• R o le of IT B is to rep re se nt the b e st
in te re sts of the P rint ind u stry
• F u n d ing = $ 25 0,00 0 S ta te G ove rn m e nt,
$ (7 50 ,0 00 – 1 m ) fro m othe r e a rn in g s
• N P IT C is d ysfun ction a l:
– P ro vid e a la ck of le ad e rsh ip .
– C o u ld h a ve h ad a n in crea se in
fu nd in g fo r T P re vie w
– G ot $ 2 60 ,0 00 (b ut IT - $ 40 0,00 0 )
• R e q u ire s:
– C o m m itm e nt of in du stry pa rtie s to
h a ve a “C u ltu re of S kills
D e ve lo p m e nt” in th e P rin ting
in d u stry
• IT B is ca sh rich
– A P e a k B od y to p ro vid e a stra te g ic
p o sition in re latio n to skills
d e ve lo p m e n t
• F u n d s fro m :
– N e e d to tu rn a ro un d
– E le ctrica l T rad e r L icen sin g - $ 1,40 0
pa
• D isp u tatio na l ap p ro a ch
• U n p ro m oted ind ustry
– S kills D e ve lo p m en t P ro je ct
– R e se a rch p ro je cts
Importance: [1] Not very important – [10] Critically important
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Government/ Agencies Interview – G13
T ra in in g in p u ts
• P o ssibility to lin k th e re so urce s
o ffe red th ro ug h Ind u stry A sso cia tion s
w ith th e T rainin g A d viso ry S e rvice s
o ffe red b y S ta te / F e de ral
G o ve rn m e n ts
• O ve rall stru ctu re o f the N P IT C w ith
d iffe ren t S ta te re p re sen ta tive s
(n o rm a lly S ta te C h airpe rson ) can
re strict the co n solida tio n o f a na tion al
fo cu s
– V a ryin g le vels o f co m m u n ica tio n
b e tw e e n IT A B s/ T raining
p ro vid e rs
• S tru ctu re s w ithin T A F E In stitu te s can
im p a ct o n spe cific training
im p le m e n ta tio n
• N P IT C a n d U nio n – little in te ra ctio n
o ve r the pa st 1 0 ye a rs
• A su b sta n tial kn o w le dg e ga p
re ga rdin g trainin g pro visio n for
p rin tin g e xists fo r e m p lo ye rs
• P rin t se cto r h a s be en co n sid ere d fo r
G ro u p T raining
• ‘V E T in S ch ools’ for p rin tin g h a s n o t
ta ke n o ff in N SW , de spite e xte n sive
e ffo rts b y B ob S n e dd on
• P IA A h a s n o t m a p p e d o w n co u rse s
a g ain st th e T rainin g P a cka ge
q u alifica tio n s/ co m p e te n cie s
• E xte n sive prin ting ind u stry m a il ou ts
h a ve o ccu rre d
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T ra in in g g a p s
• N e e d to m o re e ffe ctively lin k th e
co m p le x in du stry in te rfa ce s w ith the
e d u ca tio nal/ training syste m
• R e d u ce th e kn o w le d ge g ap fo r
e m p lo ye rs o n po ssible training
p ro visio n for th e p rin tin g in d u stry
• P IA A sh o u ld e xp a n d its co m m itm e n t/
in volve m e n t in training , e .g .:
– W ork w ith th e T raining P a cka ge
R e vie w s
– L in k w ith e d u ca tion al syste m s
– A d vise o n d elivery issue s a nd
trainin g pla n s
– C o n side r the a vaila bility o f C e rt
IV (sa le s/ m a n a g e m e n t) a s a
n e w a p p re n tice ship
• A ssist th e d e velo p m e n t o f S tra tegic
B u sin e ss Pla nning fo r S M E s fo r
trainin g pro visio n
– In clu din g sup e rviso ry/
m a n a g e m e n t co m p o n e n ts
• R a tio nalise an d co n solid a te th e n e w
a p pre n tice ship q ualifica tio n s a s p a rt o f
th e T rainin g P a ckag e R e vie w
T ra in in g o u tc o m e s
• N P IT C h a s p ro du ce d a n u m b e r o f
re sou rce s/ b o o kle ts – to im p ro ve
co m m u n ica tio n an d u n de rstan din g
b e tw e e n se cto rs o f th e prin ting
ind u stry a nd to clarify th e
re quire m e n ts o f ce rtain co m p e te n cy
sta n da rd s
– B o o kle ts 1 to 7 – de velo p ed w ith
su p po rt o f G A M A A (co p ie s
su p plie d )
– P rin tin g a n d Allie d Ind u strie s
In d u ctio n O H & S H a n db o o k
(co p y sup plie d )
• C D h a s be e n co m p le ted fo r ca ree r
a d vice a n d w ritte n a n u m b e r o f
d iscu ssion p ap ers in rela tion to the
n e w a p p re n tice ship syste m a n d
im p a ct w ith th e T rainin g P a cka ge
R e vie w h a s b ee n w ritte n
• T rainin g co m p o n e n t sho uld b e se e n
a s a ke y pa rt o f p rin tin g co m p a n y’s
B u sin e ss Pla n
• A n alyse the p olicie s an d pro ced ure s
fo r e xisting w o rke r a cce ss to trainin g
a cro ss the p rin ting se ctor
Page 79
Government/ Agencies Interview – G14
T ra in in g in p u ts
• A d e volved P la n nin g M o del fo r T A F E
d elivery h a s b e en in stig a ted in N SW
• E a ch T A F E In stitu te d e velo p s its o w n
S e rvice D elive ry S tra te g y – in
p a rticula r a g ain st “In te nd e d S ervice
O u tco m e s ” w ith e stim a te s fo r an nu al
stu d en t co n ta ct h ou rs (A S H ) for
se m e ste r 1 a n d 2 fo r the 3 ye a rs
(cu rre n t 20 03 , 2 00 4 an d 2 0 05 )
• T his also co n sid e rs in valid e nrolm e n t
ra te s
• 5 ke y stra te gic su cce ss m e a su re s are
p rop o sed a s K R A s in e a ch S tra teg y
P lan
• P rin tin g is still ca te go rise d a s o n e o f
1 7 m a in R A M a re a s (R e sou rce
A llo ca tio n M o dels)
• IT A M D ivisio n in N SW ha ve
d e velo p ed an e xte n sive ra ng e o f
re sou rce s fo r the T P – a vaila ble fro m
h ttp ://e sd .ta fe .n sw .e d u .a u
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T ra in in g g a p s
• T A F E D ivision Pla nning A d vice ha s
b e en p re p ared in tern ally fo r T A F E
In stitu te pla nnin g p ro ce sse s
T ra in in g o u tc o m e s
• P ro je ction s p ro vide d thro ug h ea ch
T A F E In stitu te D elive ry S tra te g y –
b a sis or fu tu re delive ry le vels a cro ss
ind u stry se ctors
• T his co n sid ers a re a s su ch a s:
– E m e rg in g ind u strie s/ g ro w th
m a jo r ch a n g e s/ likely ind u stry
tre n d s a nd p ra ctice s
• P rin tin g is cu rre n tly listed a s a ke y
d elivery ca teg o ry fo r in co rp o ra tio n in
T A F E In stitu te s ’ fo re ca sts
– D elive ry issu e s
– C o u rse d e velop m e n t p rio ritie s
a n d im p lica tio n s
• K e y p rioritie s:
– A ssist e m p lo ye rs in
im p le m e n tin g ne w te ch n olo gie s
– S h ift trainin g arran g e m e n ts to
a ssist w o rkpla ce d elive ry an d
a sse ssm e n t
– In d u stry visits im p o rtan t fo r
p a rtne rship s to b e tter m e e t
ind u stry n ee d s
• P lan s fo r 20 04 /2 00 5 – ca n p ro vid e a
b a sis fo r co n solid a tio n a cro ss th e
S ta te
• T h e re a re 75 su b-ca teg o rie s listed fo r
P lan n ed S hifts a cro ss d elive ry le vels
• F u n din g P ro je ction s are also
in co rp o ra te d fo r D elive ry S ervice
O u tp u ts
– N SW C o m m u n ica tio n s IT A B h a s
d istribu te d in fo rm a tion to
e n ha n ce p a th w a ys to scho ol
stu d en ts
Page 80
Government/ Agencies Interview – G15
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• C u rre n t an alysis o f a p p re n tice s h ip
a p p lica tio n s ap p ro ve d fo r N o ve m b e r
a n d a g ain st la st yea r’s le vels sho w
co m p a ra ble figu re s
• N e e d to re stru cture the cu rre n t
trainin g arran ge m e n ts to b e tte r suit
ind u stry a nd n e w e n tra n ts in to prin ting
trainin g qu alifica tio n s
• In N SW , m a y b e p o ssible to ap ply for
C o n tra cte d T rainin g P ro vision (C T P )
fu n d s – sp e cifically a gain st sm a ll
b u sine ss criteria
– L o w e r in prin t m a ch inin g (6 6 cf
7 6 ) bu t hig h er in prep re ss (2 8 cf
21)
• M inim a l ch an ge s in the train e e ship
re cruitm e n t o r a p plica tion s fo r n e w
e n tran ts/ e xistin g w o rke rs fo r
N o ve m b e r/ cale nd ar ye ar fig ure s
– In cre a se in n u m b e rs in S cree n
P rin tin g C e rtifica te II – (9 in 20 0 6
cf 3 in 2 00 2)
– 3 G ro up T rainin g ap p re n tice s
h a ve re cruite d in 2 00 3 (cf 4 in
2 0 03 )
– D ifferen t d elive ry m o d els m a y b e
re quired
• P ro p o se d e velopin g so m e p ilo t
p rog ra m s, e ithe r in co n ju n ction w ith
G ro u p T raining co m p a n y o r w ith ‘V E T
in S cho ols ’ fo rm a t
• C o uld d e velo p a p artn ership
a rran ge m e n t w ith a G ro up T rainin g
co m p a n y a n d lin k with a N e w
A p p ren tice ship C en tre (N A C )
• T h e re a re no issu e s a sso cia te d w ith
in crea sin g a pp ren tice ship nu m b e rs in
N SW
• P ro g ra m w ith e xistin g w o rke rs
• O rg a nise sub m ission fo r T IP fu n din g
– F u n din g is a vaila ble fo r
e m p lo ye r in ce n tive s/ training
d elivery. E xistin g w o rke rs ca n
b e re cruite d
• M a y b e a ble to a cce ss sp e cific
su p po rt fro m D E S T fo r g ro up training
– via T rainin g Initia tive s P rog ra m
(T IP )
• H a ve re ceived a re cen t e nq uiry fo r
trainin g via F airfa x P u b lica tio n s – P a ul
P e te rs
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Government/ Agencies Interview – G16
T ra in in g in p u ts
• A ll S tate s/ Te rrito rie s a re cap p ing the
d ra in in g fu nd s fo r ap p re ntice s a nd
tra in ee s
T ra in in g g a p s
T ra in in g o u tc o m e s
• N e e d to h a ve co n siste nt a nd a dd itio na l
m a rke ting m a te ria l to p ro m o te the p rin ting
in d u stry
• A da ta ba se is be in g con stru cte d
– C o n ta in s p ro m o tion a l a nd
m a rke ting d ata fo r u se b y jo b
e n tra nts, e m p lo ye rs an d N A C fie ld
office rs
• D e ve lo p a B rief fo r N A C fie ld office rs to
a cce ss ke y info rm atio n to a ssist
e m p lo ye rs/ tra ine rs. Th is to inclu de :
– M a jo r o ccup a tio n s
– S a m p le p ro g ra m s
– G en e ra l q ua lifica tion info rm a tion
a n d lin ks (co p y fo r R eta il secto r
su pp lie d )
• D a tab a se a va ila b le on lin e
– B o th h tm l a nd P D F fo rm a t
• S ch oo l ba sed N SW ap p ren tice sh ip s
– A t p re se nt S TA s m u st ‘d ou b le fu nd ’
to m e et the off-th e -job
• N A C Info rm atio n ro le to p ro m o te T ra in in g
P a ckag e s to N A C s, R T O s, e m p lo ye rs
a n d jo b se e ke rs
• N A C s [10 ]
– p ro m ote th e T ra in ing P a ckag es to
e m p lo ye rs
– P ro vid e a listin g of m a jo r N A C s
• S h ou ld b e a va ila b le ‘ju st-in -tim e ’ a nd
cu sto m ise d fo r N A C s a nd R T O s
• RTO s
– P ro vid e info rm atio n on T ra in in g
P a ckag e s an d qu a lificatio n s
• N e w a pp ren tice s/ e xisting e m p lo ye e
• P ro m otio n of tra in ing th rou gh o ne
co n so lid a te d sou rce – cou ld b e P IA A
– A va ila b ility of su itab le tra in ing
(u tilisin g C o m m on w e a lth fun ds)
• ANTA
– D e m a nd le ve ls
– T ra in in g P a cka ge o ve rvie w
S ta ke ho ld e rs
• D e ve lo p so m e “B e st P ra ctice ” M o d e ls fo r
th e p rintin g in du stry (sim ila r to o th e r
in d u stry se cto rs)
– W ebsite to p ro m o te the b en efits of
tra in in g
• S tud en ts/ p a re nts [4]
– N e w a pp ren tice sh ip s ca ree r site o n
N A C Info rm atio n ho m ep ag e fo r
p ro m otio n an d to a le rt tra in in g
o p tio n s
• C a re e r tea che rs
– In fo rm atio n to stud en ts
• IT A B S / U n ion s a nd e m p lo ye rs [3]
– P re sen t ne w an d re vised T ra in in g
P a ckag e s
• G o ve rn m en ts [4 ]
– S tate – F ed e ra l
– Issu e s affe ctin g ne w
a p p re ntice sh ip s
Importance: [1] Not very important – [10] Critically important
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Government/ Agencies Interview – G17
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• C olle ction o f e xistin g trainin g da ta a n d
a n alysis is co o rdina te d th rou gh
NCVER
• F a cto rs th a t en h an ce re turn s to
trainin g are listed in ‘P ro je ct S u m m a ry
R e p ort’ (cop y o b taine d )
• T h e D ep artm e n t o f E m p lo ym e n t a n d
W orkpla ce R ela tio n s (D EW R ) co uld
b e o f a ssista n ce p articularly in rela tio n
to fu tu re e m p lo ym e n t a n d jo b an alysis
p ro je ctio n s
• R e q ue sts fo r sp e cific in fo rm a tion ca n
b e fo rw a rd e d to th e C olle ctio n an d
A n alysis S e ctio n – also lin k w ith A B S
C e n su s D a ta
• Im p o rta n t to follo w u p tre n d a n alysis
a n d V a ca n cy R ep o rts d e velo pe d
th ro ug h D EW R
• A n alysis o f fu ture skill re quire m e n ts
a re also de velop ed th ro u gh D EW R
• S u b sta n tial ‘trad e le vel’ pro je ct w o rk
h a s be e n co n du cted
• A co p y o f th e N C V E R re se arch
d o cu m e n t – ‘R e turn s on In ve stm e n t in
T rainin g ’ w a s p ro vide d to a ssist this
p ro je ct
• D E S T in con ju n ctio n w ith ‘N a tio n al
In d u strie s S kill Initia tive s’ ha ve also
e sta blish e d ‘E stim a tion M o d els’
a cro ss variou s se ctors
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Appendix A1.2.4
Training/ Education Providers
Interviews (TP)
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Training/ Education Providers Interview – TP1
T ra in in g in p u ts
T ra in in g g a p s
• In su fficien t stu de n t nu m b e rs to
p ro vid e critical m a ss to fa cilita te
trainin g ne e d s
• D e velop m e n t o f p ro m o tion al prog ra m
fo cu sing u po n scho ols/ stud en ts/
p rin te rs
• P rin tin g in d u stry a pa th y to b a se
trainin g an d up skilling / un p ro fe ssion al
p rin te r m a n a g e m e n t
• P ro m o tio n al p rog ra m th a t
d e m o n stra te s stro n g re turn s to
su p po rting co m p a nie s
• P o o r p ro m o tio n o f training p a cka g e
• D e velop m e n t o f sh o rter, m o re fle xible
tra d e s p ro g ra m s th a t fe a tu re :
T ra in in g o u tc o m e s
• A p p ren tice s/ train ee s/ a w a rd s
stu d en ts
– E m p lo ym e n t
– W orth w h ile ca re e rs
• P a cka g e th a t do e sn ’t a d dre ss all o f
th e n ee d s o f th e p rin tin g ind u stry in
th e fu ture
– C e n tral trainin g fo r the o ry
– S p e cialist training in :
• In d u stry w ith te chn olo g y
• IT A B ’s
– D elive ry o f p ro g ra m s
• P rin te rs/ ind u stry
– In cre a se d p ro fita bility
– M a n a g e m e n t u p skillin g
– T ra de s ap p re cia tion training
• A ccre dita tio n
• S u p pliers to prin ters
• In co m p le te trainin g fa cilitie s
• C o u rse stru ctu re th a t are too lo ng fo r
m o d e rn stu d en ts
• D e velop m e n t o f te ch n olo g y ce n tre
h u b co m b ining trainin g fo r:
– C re a to rs/ g ra phical de sign
– T ra de s
– M a n a g e m e n t (b rid gin g cou rse s
a n d m a n a g e m e n t u p skillin g)
– B ra n din g a w a re n e ss
• S ch o ols/ V C E stu d en ts
– C a ree r op p ortu nitie s
• U nio n s
– Q u ality training
• G o ve rn m e n t
– C o st e ffe ctive trainin g
– In cre a se in a p pre n tice ship s/
trainin g nu m b e rs
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Training/ Education Providers Interview – TP2, TP13
T ra in in g in p u ts
• U n d er train e d p rin te r m a n a g e m e n t
• U n su stain a ble fo cu s o n a p pren tice s/
traine e in ta ke s
• D ysfu n ction al N P IT C stru ctu re
• L o ng ra th e r th a n fo cu sed sho rt cou rse
trainin g
– F o cu s up on tim e b a se d ra th e r
th a n co m p e te n cy le vels
T ra in in g g a p s
• D e velop m e n t o f m o d el th a t is fo cu sed
u p on re-training olde r pe ople ra th er
th a n trainin g you ng p eo ple
T ra in in g o u tc o m e s
• E m p lo yers (pre do m in a n tly p rin te rs)
[1 0 ]
– In cre a se d p ro fita bility
– M a n a g e m e n t u p skillin g
• P IA A to ch a m p ion tailore d sh o rt te rm
fro n tlin e m a n a g e m e n t trainin g an d
p ro fe ssio nal d e velop m e n t p ro gra m s
• G o ve rn m e n t (sells se rvice s to
G o ve rn m e n t) [6 ]
– M a n a g e m e n t u p skillin g
• P IA A to le a d in du stry w ide cultural
ch a ng e pro ce ss th a t cha ng e s fo cu s
fro m h a n d o u t to self-h elp
• In d u stry a sso cia tio n s (P IA A , G A M A A ,
e tc) [6 ]
– A d vice
– W orth w h ile training fo r in d u stry
• In d u stry cultu re tha t h a s g o tten to o
m u ch , fo r to o lo ng , fo r fre e
• T A F E s (n e tw o rking ) [7 ]
– A d vice
• S h o rtag e o f skille d pe ople in th e
ind u stry
– S u b -con tra cto r rela tion ship s
• U nio n s (n e tw o rkin g , cre dibility) [5 ]
• L a rg e co m p a nie s su p po rt no t m irro re d
a cro ss S M E s w h ich a ccou n t for th e
b ulk o f the ind u stry
– A d vice
• A N T A (fu n din g ) [5 ]
– A d vice
– G o o d trainin g cou rse s
• N P IT C (n e tw o rking ) [5 ]
– A d vice
* Compiled over two interviews
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Training/ Education Providers Interview – TP3
T h e c u rre n t tra in in g s ys te m
T A F E T ra d e E d u c atio n
• M a jo r a ttitudin al p roble m b y ind u stry
w h ich pe rm e a te s alm o st a ll o f
m a n u fa ctu rin g d riven b y a n
in crea sin gly difficult b u sine ss
e n viro n m e n t
• N e w ly in tro d u ce d trainin g pa ckag e
w h ich is co m p e te n cy ba sed is th e
b e st E & T d o cu m e n t e ve r fo r the
ind u stry. Its fle xibility o f d elive ry
m e a n s e ve ry w o rke r can h oo k in to
trainin g
T ra in in g d e live ry g a p s
W h a t tra in e rs n e e d
• In d u stry to re-in vig o ra te their in te re st
in trainin g
• A n ind u stry th a t ap pre cia te s th e value
of E & T
• D e velop m e n t o f a m a n a g e m e n t
p ro ce ss a t T A F E th a t allo w s q uick
re spo n se to th e ch a nging clie n t
e n viro n m e n t
• F o cu sed co m m e rcial de velo p m e n t
lea de rship fo r th e prin t an d G ra phics
A rt sch o ol w ith o u t b u re a u cra tic
o b sta cle s
• In tro du ction o f pre -vo ca tion al trainin g
sa y fo r 6 m o n th s fu nd ed b y the
G o ve rn m e n t a nd th en fe ed stu de n ts
sim u ltan e ou sly in to in du stry an d
C e rtifica te III (trad e s) co u rse s
• T h e shift in dire ction is to tailo r
trainin g to a n en te rp rise
• F u n din g is fo r stud e n t co n ta ct h o urs
• T h e T A F E fo re ca sts a n nu ally th e
co n ta ct ho urs fo r the follo w in g ye ar
a n d is the ba sis fo r fu n d s allo ca tio n
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Training/ Education Providers Interview – TP4
T ra in in g p ro vid e d
• T A F E co lle g e is com p etito r
• C II train e e s p re se n tly e n rolle d a re h a lf of th e
m axim um e n rolm e n t p rev io u sly a ch iev e d
• N o t inv olv e d w ith N P IT C
• C o n su lt w ith B o b W a rd (lo ca l IT A B ) fo r
su p p o rt a n d p rov isio n of ex p e rt h elp
• D e liv e r a n d p refe r stro n g fa ce to face co n ta ct
fo r:
– T h e o ry
– P ra ctice
• C o n tra ct b e tw e e n R T O a n d D E T re q u ire s at
le a st 3 h o u rs/w e e k offsite train in g u nle ss
th e re is a blo ck off-site com p on e n t
• L o w a w a re n e ss o f p a cka g e
• T ra in e e s/ a p p re ntice s a re n o t tre a te d w e ll b y
e m plo ye rs
T ra in in g g a p s
• T ra inin g p a cka g e tha t is relev a nt to cu rre n t
in d u stry p ra ctice s
• F o r th e le a d in du stry b o d y to fa cilitate:
T ra in in g re q u ire d
• T ra inin g co u rse s th a t a re u p to d ate
• A p rin tin g in d u stry com m u nity th at
u n d e rsta n d s th e v alu e of trainin g
–
P rom o tio n of trainin g p acka g e
–
R e d u ce C III p re p re ss p a cka g e to n o
m o re th an tw o ye a rs
• P rom o tio n of th e trainin g p a cka g e to p rin te rs
–
P rom o tio n of th e v alu e of p rintin g to
p rin te rs
• S h o rte nin g of C III p re p re ss co u rse to
m axim um of tw o ye a rs
–
F lexible co u rse d e liv e ry
• F lexible co u rse d e liv e ry o p tio n s
• U n io n to reco g n ise th e w h o le n e w d igital sid e
of th e in d u stry
• S e ll se rv ice s v ia:
– T e lem a rke tin g
– M a il o uts
– R e p e a t b u sin e ss/ w o rd of m o u th
• P rinte rs re sista n t rele a se of staff fo r train in g
• P re p re ss co u rse is o u t of d ate
• C II is v e ry inflex ible
• P rinte rs d o n ’t like th e 4 yea r tra inin g p e rio d fo r
a p p re n tice s
• C o n tra ct a p p re ntice sh ip s a p p e a r to b e
w o rkin g
• G ro u p train in g a p p ro ach is w o rkin g w e ll
• P re p re ss C III is “o ld h at,” e .g. n o b o d y d o e s
ch e m ical p ro ofin g a n ym o re
• D E T lice n se s tra in e rs
• C II run s ov e r 1 2 m o nth s. D E T p a ys R T O o n
co m plete d un its. T h e em plo ye r rece iv e s
G ov e rnm e nt su b sid y of $ 1 ,3 7 5
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Training/ Education Providers Interview – TP5
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• C u rre n tly pro vide sho rt cou rse s in
so ftw a re a pplica tion s
• A d e q ua te pro m o tion to se co n da ry
stu d en ts a nd in du stry for training
• M a jo r th ru st to W eb ba sed skills
(re pla cing p re pre ss)
• N o n -G o ve rn m e n t fu n d ed sh ort
co u rse s
• M o re e ffe ctive / sh o rte r skills a n d
kn o w led g e trainin g d elive red to ne w
e n tran ts an d prin ting ind u stry
• B e tte r im a g e o f trainin g fo r the
p rin tin g ind u stry
• C a n ’t co m p e te w ith T A F E (d eliver fe e
fo r se rvice )
• C a n pro vide m o re e fficie n t (sh orte r
a ttain m e n t o f co m p e te n cie s)
• M a jo r fo cu s o n :
– C o m p u te r a p plica tion s e spe cially
d igital g rap hics a n d d o cu m e n t
co n stru ctio n
• T rainin g p a ckag e re quire s u pd a ting
• S tro n ge r de sig n fo cu s co m p a red w ith
m a n u fa ctu rin g
• E sta b lish an “e ve n pla ying field ” fo r
p ro vid e rs o f trainin g (G o vern m e n t
fu n din g )
• M a in o p po rtunitie s:
– C o rpo ra te d e skto p pu blishing
– O ffe r sp e cialist training
– E xp a n sion o f G o ve rn m e n t
fu n din g to p riva te training se ctor
– S p e cialist skills for U nive rsity
g rap hic de sign g ra d ua te s
– T h e ory fo r co m p e te n cie s
• P re p re ss skills - no w q u ite differen t to
tra ditio n al tra de
• T P still con tain s o u td a ted p ro ce sse s
a n d b e n ch w o rk
• T A F E n o t se en rele van t to ne w skill
re quire m e n ts
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Training/ Education Providers Interview – TP6
T ra in in g in p u ts
• M a jo r fo cus o n tw o sep a ra te op e ra tion s
1 . In vo lve d in :
• S oftw a re de ve lop m en t
– P ro visio n of on -lin e d e ve lo p m e nt
a n d e -L ea rn ing
• E stab lish e d ‘Le a rn ing Fe de ratio n (pa rt of
C u rricu lu m C o -op ) fo r scho o ls
– S e t up e -B u sine ss site s, e .g .
S u n co rp, e tc
– L a ng ua ge lea rn ing softw a re E S L
le a vin g E ng lish e xa m in H on g K o ng
• D e sig n is ce ntra l fo cu s of m od e l
su pp o rting – C D / ph on e/ w eb / sig n
w ritin g / scre en -p rint/ d ig ita l/ sh ee t offse t =
w e b offset (refe r d iag ra m )
T ra in in g g a p s
• P rin tin g in du stry m u st d e ve lo p a p lan n ing
stra te g y fo r tra in ing p ro m o tion
– V isio n a ry w ith a stron g m a rketing
a n d en tre p re ne u ria l fo cu s
T ra in in g o u tc o m e s
• N e e d to red u ce d up lica tion of effort
a cro ss se cto rs – pa rticu la rly p rep re ss
tra de a nd g rap h ic d e sign g rad ua te s
– N e e d to revie w ‘L ea rn ing
F e d e ra tion ’ m ate ria l fo r scho o ls
• P rin t ind u stry m u st re sp on d m o re /
q u icke r to n e w tren d s
– R e d u ce d up lica tio n of effo rt fo r
G o ve rn m en t fu nd ed tra in ing , e.g.
p re p re ss
• B e nefits of g rap h ic p rep re ss m u st b e so ld
b y h ig h ly re pu ta b le ag en ts
• In d u stry m ust attra ct:
– B e st an d b righ te st you ng p eo p le.
R e q u ire s a na tion a l m a rketin g
ca m p a ig n, e .g. S cho la rsh ip s into
sp on so red B a ch e lo r D e g re e s
• S trateg y fo r p ro m o ting p rin ting tra in ing is
w ro n g
• In d u stry m ust lo o se n up its o ccu pa tion a l
p ro spe cts
2 . T ra in in g D e live ry:
• O ffe r C e rtificate s, D ip lo m a s, 2 B a ch e lo r
d e g re e s – 4 stre a m s in A pp lie d
M u ltim e d ia , 2 strea m s in In te ra ctive
E n te rta in m en t
• U se r cho ice in Q u ee n sla n d ha s re du ced
p la ce s - 1 00 in 20 0 2 to 1 0 in 2 00 3
• 5 0 scho o ls (x4 0 stu de nts) d o ing
C e rtifica te III in M u ltim e d ia . $ 1,70 0 fo r
sch oo l lice n se (co st of $3 50 p e r stu de nt)
• 6 5 fu ll-tim e staff w ith 45 0 fu lltim e
stud e nts – 1/3 D e g re e , 1 1/3 C e rtifica te ,
IT /M u ltim e d ia /C D , 1/3 D ip lo m a
• 2 0 00 stud en ts on lin e
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• P IA A a im a t e ve ry “Fe llo w ” h a s 1 D e g re e
tra in ed p e rso n (o r un d e rta ke a n M B A )
• N e e d to co ntra ct a m a rke tin g/
e n tre p re ne u ria l ze a lot
–
• S trateg ic re co gn itio n th at it is no lo n ge r
sim p ly p rin ting
– C re a tive de sig n/ te ch no lo g y
N e e d to b ro ad en tra in ing offe ring
• E xp an sio n in to se co nd a ry scho o l
p ro visio n
– m a n ufa ctu ring
• In d u stry req u ire s pe op le w ith a visio n/
stra te g y
• C o u ld g ro w IT tra in ing (C e rt IV )
e xpo n en tia lly
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Training/ Education Providers Interview – TP7
T ra in in g in p u ts
• T w o re p orts p ublish ed on training fo r
p rin tin g ind u stry in Q u ee n sla nd
1 . Jo h n P rice rep o rt – clo se th e
D e p artm e n t
2 . V icto r C allu m – q u a n tita tive
a n alysis
T ra in in g g a p s
T ra in in g o u tc o m e s
• C u rre n tly ha ve in su fficien t n u m b e rs o f
a p pre n tice s in trainin g
• H a ve n ’t p ro m o te d th e p rin tin g in du stry
su fficie n tly
• F a r m o re p ro m o tio n ne ce ssary to
ind u stry a nd se con da ry scho ols
• Q S P G A is p ro m o tin g th e D iplo m a
co u rse . T w o o p tion s:
1 . C a ree r in in d u stry
• B a sics are p ro vid e d
– A V C co u rse
– C e rtifica te II – 2 to 3 w e e ks
co u rse
– S ch o ol pro gra m m e o ffe re d o ve r
1 0 da ys o f 2 to 3 d a y
w o rksh o p s. F ee o f $2 62 .2 0
(full ra te ) or $1 0 3 .5 0 (co n c.)
(re fer b ro chu re)
• M a rke tin g is b eing con d u cte d b y
S o u th ba n k/ Q S P G A
– H a ve in te rna tio nal stud e n ts
• M o re re so u rce s/ m a te rials a vaila ble
o nline – e sp e cially ‘on F X ’ m o d u le s
• R e q uire ne w e q uip m e n t
• M a jo r g a p s fo r p rep re ss, finishin g ,
b in din g , scre e n p rin tin g a nd sig n
w ritin g
2 . L in k to university d eg ree
• M u ltim e d ia a n d w e b p a ge de sig n
a vailable for th e p rin tin g in du stry
• D o w o rk in p artn ership s w ith ind u stry
– 1 s t blo ck a t Q S P G A th e n 2 , 3
a n d 4 blo cks in co m p a n y
• N e e d to u tilise g o od fa cilitie s a t the
in stitu te
• G ra p hic d e sig n ers can a cce ss
sp e cialist skills (fe e fo r service )
– W eb p ag e de sig n , e tc
• L in k w ith R M IT (V ic) for fle xo co urse
• H a ve fun ding lin ks, e .g . su pplier o f
p a pe r an d m a ch in e ry d o na tion s
– C h a rg e so ftw a re fe e o f 2 0 c/ $1
to su p po rt pa ckag e up g ra de
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Training/ Education Providers Interview – TP8
T ra in in g in p u ts
• V e ry fe w a p p re n tice s cu rre n tly in
trainin g
– 1 3 in S tag e 3 (1 2 G ra phic re
p rod , 1 B in de ry)
– 1 in S ta ge 2 (1 B in d ery)
– 2 in S ta ge 1 (1 B in d ery)
• T a ke n to H eid elbe rg in S yd ne y fo r fe w
d a ys (a s p art o f p ro gra m )
• N e w m o d e l a t C IT fo r 3 d a ys in 4
b lo cks = 1 2 d a ys
• M a jo rity in training no w d e live re d
o n site
• M o st e m p lo ye rs do n ’t w a n t to train
• C IT relie s o n the N A C s to pro m o te
trainin g to e m p lo ye rs a nd this lea d s to
a b rea kdo w n
• A p p ren tice s are no lon g er se en a s
a d ditio n al to p ro du ctio n p ro ce ss – ke y
co m p o n e n t
T ra in in g g a p s
• R e q uire ap p ro pria te fu n din g to
p ro m o te a n d d elive r training fo r th e
P rin t In d u stry
• In d u stry stro ngly pre ferring ‘on -the jo b ’ training an d tryin g to m a xim ise
th e a pp re n tice sta yin g a t w o rk
• S im u la tion a nd onlin e d elive ry can be
u se d e ffe ctively
• D ifficult to u nd ersta nd th e d rop -o ff in
su p po rt fo r th e C e rt IV in P & G A
(M a n a ge m e n t/ S a le s) o ve r th e pa st 3
ye a rs
– B ro ch ure w a s su p plie d b y C IT
T ra in in g o u tc o m e s
• N e e d to co n trol an d pro m o te th e
trainin g for th e P rin tin g in du stry
– M u st n e g o tia te w ith T raining a nd
A d ult E d u ca tio n (A C T – S ta te
G o ve rn m e n t A u th ority) to
m a in tain curren t le vel o f pu blic
fu n de d pla ce s
• N e w Z e ala nd m o d e l h a s clo se d d o w n
th e m a in training p ro vide r
• N e e d to h a ve a fun d to p ro m o te a nd
cre a te a n a w a re n e ss o f P rin t trainin g
a vailability
• S im u la tion ca n b e u se d e ffe ctively
w ithin the p ro g ra m
• T his ca n g en e ra te pro ble m so lving
sce n ario s
• ‘O n f-x’ m a te rial h a s n o t be e n w id ely
u tilise d
• V e ry co m p e titive in d u stry
• M a cro m e d ia re so urce s w o uld b e
u se ful
• U n a ble to e xplain th e ‘d rop -o ff’ in
sta rte rs fo r the C a de tship p ro g ra m
• In d u stry lo o kin g for ‘Ju st-In -T im e ’
trainin g
• R e fe re n ce R o ch e ste r In stitu te o f
T e ch nolog y a nd C alifo rnia P oly
T e ch nic
• P ro m o tio n al a sp e cts to b e
stre n g th en e d
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Training/ Education Providers Interview – TP9
W h a t tra in in g is p ro vid e d
E n try L e ve l T ra in in g
• C IT p ro vid e s vo ca tion a l ca de tsh ip
• C a d etsh ip stu de nts lea rn skills to th e
stag e w h e re th ey a re p ra ctica lly rea d y fo r
e m p lo ym e nt th rou gh the u se of tea che r
re ce ntly fro m a p rin t p ro du ction
b a ckg ro un d
• C o u rse is m a rke te d a s G ra ph ic A rts
C a d etsh ip to a ttra ct stud en ts
• T h e ca de tsh ip con sid e re d a n exce lle nt
m o d e l b ut in 3 rd ye a r of its life n u m b e rs
a re d o w n to 6 fro m an in itia l 8 5
• C a d etsh ip e xten sive ly m a rketed to
vo catio na l ad viso rs a t sch o o l, a d s in
n e w spa pe rs, etc
A p p re n tic e sh ip M o d e l
• C IT m ix a n d m atch de live ry to su it
in d ivid u a l co m pa n ie s
• In d ivid u a l e m p lo ye r/ tra in e r strateg y fo r
d e live ry sign ed off u nd e r a n ag ree d
ta ilo re d p la n
• M ix o f de live ry m ed ia is u sed :
– C o rre sp on de n ce
– O n -lin e
– B rin g into cla ss
– T a ke to H e ide lb e rg
• K e y issu e s a re:
– T ra in e e s an d ap p re ntice s a re
co n side red pa rt of p rod u ctio n
– T ra in in g ta ke s se co nd p la ce to
g e ttin g th e jo b do ne , e ve n w ith
e m p lo ye rs w ho b e lie ve in tra in ing
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T ra in in g g a p s
W h a t tra in in g is re q u ire d
• Id e n tifyin g re ason s fo r d ra m a tic d eclin e in
n e w ca de t en ro lm e nts de sp ite h ig h
e m p lo ym e nt rate s of ca de ts co m p letin g
th e co u rse
• F u rthe r p en etra tion of ne w ca de tsh ip
tra in in g sch e m e
• D e ve lo p m e nt of V E T stra te g ie s th at
refle ct th e ne ed of in du stry an d
G o ve rn m en t p rio ritie s
• V E T stra te g ie s ne ed to ad d re ss the
fo llo w in g ke y a rea s:
– B e in synch w ith ind u stry n ee d s
– B e co st an d re so u rce effe ctive
– P ro du ce qu a lity o utco m e s
– H a ve the righ t de live ry m ix
– R e co gn ise G o ve rn m e nt in itiative s
a n d p rio ritie s bo th S ta te a nd
F e d e ra l
Page 93
Training/ Education Providers Interview – TP9 (continued)
W h a t tra in in g is p ro vid e d
P re p re ss Ap p re n tic e s
• D iffic u lt to a ttra ct n u m b e rs
T ra in in g g a p s
• D e v e lo p m e nt of 3 to 6 m o nth s fu ll tim e
c o u rs e su itab le fo r b rid g in g n e w ly
q u a lified g ra ph ic d e s ign e rs in to the
p rin tin g ind u stry .
W h a t tra in in g is re q u ire d
• T ra in e d p re p res s o pe ra tive s
• O ffe r a g rad ua te ce rtific ate qu a lific atio n at
th e en d of the co u rse a s a n in c en tive to
a ttra c t sta rte rs
T ra in in g P a c ka g e s
• It is c u rren tly to o b roa d
A s se s s m e n t
• C IT h a v e tra ine d 10 p e rso n s fro m
in d u stry to be bo th m e nto rs an d qu a lifie d
w o rk p la ce a s s e ss o rs , lea v in g C IT to th e
th eo ry
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•
C h a ng e th e tra in in g p ac k ag e s o th at it
h a s o n ly 3 c o re u n its an d no t 7
• T ra in in g p a c ka ge stru ctu re tha t p ro v id e s
fo r h ig he r le ve l of s p ec ia lis a tio n
•
T ra in in g of in du s try to ta ke o n w o rk
p la c e a s se s s o r ro le s
• M a k e g rea te r u s e of ind u stry to do the
w o rk p la ce a s s e ss m e nt
Page 94
Training/ Education Providers Interview – TP10
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• S kills sh o rta g e s a cro ss th e in d u stry
• C re a te stu d e nt su p p o rt in se cto rs of ‘L ’ p rofile
– M o re p rintin g ap p re n tice s/ com m e rcia l
se cto rs o f sh e e t fe d offset p rin te rs
– G re a te r su p p o rt fo r a p p re n tice sh ip
sy ste m
• S tro n g T rain in g P a cka g e to su p p o rt th e ‘P ’
p rofile
• S tro n g a llia n ce s w ith th e co n su m a ble/
e q u ipm e nt in d u stry (critica l m a ss to m ain ta in
th is)
• A p a th etic attitu d e s from p rinte rs/ em plo ye rs to
tra inin g
– E n co u ra g em e nt of kid s fo r tra inin g
– C o m m itm en t to th e p ro g ram s – o n th e
jo b train in g com m itm e n ts
• E n co u ra g em e nt by in d u stry fo r R M IT to offe r
in te rstate tra inin g
• G o o d su p p o rt b y S ta te G ov ernm e n t fo r
R M IT ’s S p e cia list C e ntre
• F e d e ra l G ov e rnm e nt S u p p o rt fo r tra inin g
fu n d s, e.g . A d ditio n al H E C S fu n d s
• B e tte r A N T A / N P IT C su p p o rt fo r R M IT (tru e
re p re se n ta tio n )
• In te g rate d su p p o rt fo r tra inin g co u rse s a n d
p ro m otio n w ith P IA A / G A M P inclu din g E P IC S
inv olv em e nt
• G ov e rnm e nt fu n d e d fu lltim e trainin g straig h t
from sch o o l th e n to in d u stry a s train e d p e o p le
– com ple tely n e w fo cu s
• S tu d e nts [1 0]
– G o o d co u rse s
– V o ca tio n al o utcom e s – b ro a d b a se d
• In d u stry[1 0]
• S tro n g e r trainin g p rom o tio n to stu d e n ts/
in d u stry (sh o w th a t in d u stry is in te re ste d )
 N e w sp a p e rs
 P a cka gin g flexible , b ox
 S a ck an d b a g
 C o m m e rcial p rin t
• R e -a lig n p ro g ram s/ co u rse s to in d u stry
se cto rs, e .g . p a cka g in g in d u stry
• R e fin e trainin g pa cka g e to facilitate L a n d P
p rofile s (in clu siv e p ro ce ss). S tate
G ov e rnm e nt to rem ov e re strictiv e crite ria fo r
‘L’ p rofile / fu n d ing
• (L e t ‘L ’ p rofile in clu d e existin g w o rke rs)
–
•
•
• T e ch n olo g y
–
 G ra p hic tra d e
h o u se s
 S cre e n p rinte rs
 M a il h o u se
 P aper
 In k
 D ig ita l p rin t
R o ll o u t m o re b ro a dly acro ss a ll se cto rs
•
• C a p tu re n atio n a l stu d e n ts fo r ‘C e n tre of
E x ce lle n ce ’
•
• M a rke t th e in du stry
•
• R e d re ss th e a gin g tra d e s m a n a gem e n t p rofile
•
• N a tio n al im plem e nta tio n p la n
•
S a tisfy th e ir sp e cific trainin g n e e d s,
e d u ca te in du stry a n d train e n te rp rise s
S tate G ov e rnm en t [9]
– N u m b e rs of p e o ple in trainin g an d
p e rfo rm a n ce ta rg et
U n io n (A M W U ) [8 ]
– A s a ll stu d e nts/ fou n d a tio n skills
– H ig h a p p re ntice n um b e rs/ b ro a d b a se d
skills
F e d e ra l G ov e rnm e nt [5 ]
– D e liv e r n atio n al a g e n d a co u rse
A N T A / N P IT C [6]
– A ccom m o d ate th eir n atio n a l a g e n d a (fit
w ith )
A sso cia tio n s (P IA A , G am m a , G ain, LIA ) [7]
– G o o d co u rse s fo r the ir n e e d s
– R e p . th e ir diffe re n t v ie w s
E P IC [8]
– M e e t ta rg et n um b e rs/ o bje ctiv e s
– D e liv e r o n p o litical a g e n d a
U n iv e rsity [1 0]
– M oney
– p rofile
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP11
T ra in in g in p u ts
• IIG F su b m issio n w a s a va ila b le fo r:
“F e a sib ility an d S cop in g of a n
U n d e rg ra du ate D e g re e P rog ra m ”
– E xten sive re sea rch of the W este rn
w o rld (m o stly E u ro pe an a nd U S ) –
d e ve lo pe d a s a D IT R R e p o rt
• A ll P e a k B od ie s an d E nte rp rise s a re no t
co ve red b y P IA A , e.g. in k, p ap e r
• S tep s to de ve lop a D eg ree w ith in R M IT
a re ve ry rig id an d de ta ile d (P ro g ra m s
C o m m ittee to R M IT B o a rd )
• U n a b le to o bta in H E C S ap p ro va l
– U se of C o m m o n w ea lth O p e ra tion s
G ra nt
– N o t a pp ro ve d th ro ug h th e
U n ive rsity
• O n ly fu ll-fee p a ym e nt e nd o rse d
• F o r ap p ro va l a s U nd e rg rad ua te D eg ree
re q u ire s a m a xim u m of 2 5% fee p a ying
• P ro vid e s a le ga l ba rrie r to de ve lop in g a
fu ll-fe e pa ying d eg re e
B a che lo r of B usin e ss (G ra ph ic
T e ch no lo g y)
• P ro po sa l n o w is a “n e sted ”
U n d e rg ra du ate D e g re e - 3 ye a r fu lltim e
• A sso ciate D e g re e – 2 yea r fu lltim e
• C o u rse sub je cts of D ip lo m a of B u sine ss
• N e e d 35 stud en ts in ta ke – 25 g rad u ates
• F u lltim e fe e = $ 14 ,0 00
• A b le to lo cate e xce lle nt staff fo r D e g re e
– th e ‘rig h t pe op le ,’ e .g . M B A , e tc
T ra in in g g a p s
T ra in in g o u tc o m e s
• N o tio na l le ve l of e m p lo yab ility ha s
in cre a se d
– N o t ch an ge d th e ed u ca tion a l
m o d e l to fit th is
• P rinting ind u s try b e lie v e the y k no w
w ha t is b e s t fo r th e m
– Id e n tify w ha t is deficien t in the ir
m id d le m a n ag e rs. T he ind u stry is
a ‘life style m an ag e m e nt stru ctu re ’
w ith no re a l inte lle ctu a l
co m m itm en t to ed ucatio n/ tra in ing
• N e e d a R e sea rch C u ltu re fo r so lutio n s
– L in k w ith N P L at M o na sh
• M o st S ta te s in d isa rra y. M a jo r
E q u ip m e nt S u pp lie rs ca n no lon ge r
p ro vid e m a jo r eq u ip m e nt ca p ita l
• N e e d to u se ed u ca tion to cha ng e
a ttitud e s – fo cu s on the b u sine ss of th e
e n te rp rise s
• S ta ke ho ld e r an a lysis:
1 . E n te rp rise s (P rin ting ind u stry) [10 ]:
• E d u ca tion a l lea de rsh ip s
th rou gh p a rtne rsh ip s
2 . S tud en ts [1 0]
• A p p re ntice s a lre ad y e m p lo ye d
• D e ve lo p a co m m itm e nt to
life lon g le a rn in g
3 . U n ive rsity [8 ]
• S u sta in ab ility
• R e cu rrin g p roof of ind u stry
p a rtn e rsh ip s
4 . O T T E [6]
• In d u stry tra n sp a re n cy
• Q ua lity ed u ca tion a l d e live ry
• In n o vation a ro un d ed u ca tion a l
d e live ry
• C o nfide n ce of in du stry cen tre
5 . U n io n [6]
• A d viso ry
• P a rtia l tran spa ren cy
• N e e d fo r m e m b e rs
6 . P e a k B o d ie s (“n ot stakeh o lde r”) [4 ]
• C h a m p ion a nd sp on so r (n ot
p a ying fun d s)
• (IT A B – p a st u sed b y d ate )
7 . D IT R / D E S T
• ANTA
– A d vise o n in du stry
tra in in g
– A d vise o n T P
8 . O th e r R TO s
• G u ide d op p o rtun ity
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP11 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• T h e D eg ree – d e ve lo pe d via Ind u stry
Id e n tifie d C a pa b ilitie s
– E xit g ra du ate s m u st h a ve the skill
n e ed s/ ca pa b ilitie s
• B a ckg ro un d to D eg ree title s u sed ::
– P ro g ra m = D eg re e
– S u b je ct = C ou rse
– C o n te nt of 3 yea r de g re e is 24
co u rses (28 8 po in ts)
• A P rog ra m A dviso ry C o m m ittee (P A C )
h a s b ee n estab lish ed – ch a ired b y D r B ill
C o p e – 24 P e op le – p ea k b od ie s
e n te rp rise s e.g. P IA A , G A M M A , A g e,
B u sin e ss S tud io s, S h ep pa rton
N e w sp a pe rs, sm a ll p rinte rs, e tc.
• M e m b e rs in clud e: D on W oo lm a n, C ra ig
G ra ce , A la n W ethe re ll, R ich a rd V in e s
• In itia lly e stab lish ed a S tru ctu re fo r the
D e g re e on a p ed ag og ica l F ra m e w o rk
• S e t U p W eb a cce ss - in te rne t ba sed
m e e ting s
• D e g re e is:
– 3 3 % ba sed a rou nd te ch no lo g y
• S u pp ly cha in
• F u tu re sce na rio s
(4 p lau sib le scen a rio s de ve lop ed –
4 qu ad ran ts)
– 6 5 % co re p rofe ssion a l/
m a n ag e m e nt, le ad e rsh ip , pe rson a l
d e ve lo p m e n t skills)
• H a lf bu sin e ss/ h a lf p rintin g
(co n te xtu a l)
– 2 4 su b je cts – can d o 2 e le ctive s
a va ila b le
K e y issu e s:
1 . F a ilu re of m a jo r e nte rp rise s to
u n de rsta nd the b en efits of fra m in g fo r
th e bu sine ss. In ve stm e nt in ed u ca tion –
n o t a cost (e du cation is C E O
re sp on sib ility)
2 . R e q u ire a S up p ly V a lue C ha in fo cu s.
P e a k bo d ie s – sho u ld be p ro vid ing
co he sive a d vice (no n -co m pe titive
co lla b o ra tion to ed u ca tion ). N ee d to
e sta b lish effe ctive lin ks be tw ee n like
in d u strie s. A na tion a l co lle ction of
in d u stry a ro un d a cen tra l th e m e
3 . P o te ntia l to o ve rloo k the P rin ting
In d u stry as p a rt of the C o m m u n ica tion s
In d u stry (g re ate r th an b o oks)
4 . D e live r in ‘in d ustry focu se d ed u ca tion ’
n e ed to be a b le to a ttra ct q ua lity pe op le
fro m ind u stry in ed uca tio n syste m
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP11 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
– M a in fo cu s is fo r A ustra lia
– P o ssib le to exit w ith 2 yea r
A sso ciate D e g re e
– C o u ld b e do ne b y S IT (in N S W ) o r
in C h in a (W esha rn )
– M a y b e d e live re d p a rt tim e in itia lly
– E xten sive o ve rsea s a na lysis:
• L o nd on C o lle g e of P rintin g w ill
b e p a rt of ne w U n ive rsity –
L o nd on U n ive rsity of A rts
• R IT / C a lifo rn ia P o ly, etc
• G e rm an y (U n ive rsity of
S tuttg a rt) is the m o st
co m p reh en sive, stru ctu red
p ro g ra m
• R M IT in ke y lea de rsh ip
p o sition
– In te rna tion a l C o nfe de ratio n of
D e g re e co nfe rrin g ‘C 2 C ’ p rog ra m is
‘w o rld le a d ing ’
– A lso p ro po sin g an integ rated
p ro g ra m fro m C e rtificate s to
M a ste rs
– C u rre n tly M a ste rs stu de nt b y
re se a rch a s p a rt of th e C o llie T ru st
• A n ‘M B A S h e ll’ is a va ila b le a t R M IT
– T h is cou ld b e stru ctu re d fo r p rin ting
– H a d o rig in a lly re co m m en de d 2 x5
d a y re side ntia l p ro g ra m w ith p ro ject
in be tw ee n (1 cre d it/ 1 2 of M B A ) –
n o t su p po rte d
• F o r 20 04 , p ro p osin g a ‘5 d a y re side ntia l’
– P rin tin g C E O offered b y B o b R o se n
fo r sm a ll/ m e d iu m en te rp rise s
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP11 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• D ire cto r’s po sitio n is a n:
– E n do w e d po sitio n – R M C o llie
G ra nt (‘C o llie D e ed ’ – no t a lte red )
• “R o a d m a p ” d ra w n u p in 2 00 1 – ca lle d
H o w a rd 's T rian g le
• K o sky ’s M in iste ria l R ep o rt – ‘B u ild in g of
K n o w le dg e S kills – S pe cia list C en tre ’
• S tron g sup po rt fro m O T T E se e n as
“Je w e l in the C ro w n ’
• S e t up a n In du stry P re cinct
• V icto ria U se r C ho ice h a s be en a lte re d b y
O T T E . T asm a n ia / S .A . pa yin g fo r
a p p re ntice sh ip / fle xi g rap h ic tra in ing
• R e n e w a l:
– C o lla p sin g of th e m id d le
– O utpu ts ha ve in crea sed
– C a n n iba lise d
– C o n traction
• R e skillin g
– A ve rag e ag e of 5 3 fo r in du stry
• G o ve rn m en ts w an t in du stry to p a y m o re
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP12
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
• In su fficien t stu de n t nu m b e rs to
p ro vid e critical m a ss to fa cilita te
trainin g
• D e velop m e n t o f p ro m o tion al prog ra m
fo cu sing u po n scho ols, stud en ts a nd
p rin te rs
• P o o r p ro m o tio n o f training p a cka g e to
stu d en ts, in du stry an d scho ols
(co n sid e re d to b e P IA A re sp on sibility)
• P ro m o tio n al p rog ra m th a t
d e m o n stra te s im p o rta n ce o f trad e
q u alifica tio n s
• H a rd to rea d training pa cka ge
• D e velop m e n t o f sh o rter, m o re fle xible
tra d e s p ro g ra m s th a t fe a tu re :
• E m p lo yers/ in du stry [10 ]
(p rin tin g , de sign , visu al
co m m u n ica tio n s, ph o tog ra p h y, e tc):
– In cre a se d p ro fita bility
– T ra de s a ccre dite d pe ople
– D elive ry o f co re e m p lo ya bility
skills
• IT A B S [1 0 ]
• L ikely lo ss o f in du stry ide n tity in n e w
skills co u n cil stru cture . Likeliho o d o f
b eing lin ked in to m a n u fa ctu rin g w h ich
is see n a s u na ttra ctive to stud e n ts
• P o o r sup p ort o f prin ting ind u stry to
trainin g
• C o u rse stru ctu re s th a t are too lo ng fo r
m o d e rn stu d en ts
– C e n tral trainin g fo r the o ry
– S p e cialist training in :
– S o m e a d vise re d e sig n o f
p rog ra m s
• A sso cia tio n s [8 ]
• U p skillin g te chn ologie s
• A ccre dita tio n
– D elive ry o f p ro g ra m s
– A s fo r e m p lo yers/ in du stry
• U nio n s [5 ]
– A d vice a nd q uality training
• M a n a g e m e n t u p skillin g pla n
• A p p ren tice s/ T raine e s/ D a y co u rse
stu d en ts [1 0 ]
– T rainin g (co re e m p lo ya bility
skills)
– C a ree r op p ortu nitie s
– P ro ble m so lving skills
• G o ve rn m e n t [1 0 ]
– S tu d e n t trainin g sa tisfa ctio n
– S tu d e n t sup po rt nu m b e rs
• T rainin g p ro vid ers [1 ]
Importance: [1] Not very important – [10] Critically important
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Training/ Education Providers Interview – TP12 (continued)
T ra in in g in p u ts
• M a jo r V E T tra inin g pro vide r co ve rin g :
– P rin tin g tra de co urse s, gra phic
d e sign , visu al m e rch an disin g
– D ifferen t p ro d u cts fo r diffe ren t
clie n ts fo r m u ltim e d ia , w e b ,
p rin tin g skills
• P re -vo ca tio nal co urse is cu rre n tly
o ffe red
• S e co n da ry scho ols do no t ch an n el
stu d en ts in to tra de s
• C o re o f C e rtifica te III co n tain s m o re
co m p e te n cie s
• C e rtifica te IV in p re p re ss is o ffere d
• P IA A ve ry stro n g in S A u p to 5 yea rs
a g o . N o w m e m b e rsh ip n o t sup po rtive
o f trainin g
• L e tte r co ve rin g p rep re ss – 2 tea che rs
u n de ru tilise d
T ra in in g g a p s
T ra in in g o u tc o m e s
• In d u stry m u st d e velo p a stro ng e r
“trainin g fo cu s ”
• D e m ise o f IT A B s is an issue fo r
trainin g ad vice
• H u m a n re la tio n s plan nin g sho uld b e
im p o rta n t for ap p ro p ria te op era tion in
p rin tin g co m p a nie s
• C o uld co n side r so m e p ro ce ss fo r
e xtra cting ind u stry co n trib u tio n
• F ra g m e n ta tion o f the syste m h a s
re sulte d fro m in tro du ctio n o f ‘U ser
C h oice ’ p ro visio n in S ta te , in tro du ction
o f th e trainin g pa cka ge an d priva te
p ro vid e rs
• N e e d to m o ve to p ro vision o f “m e sh e d
trainin g ” – co m b ina tio n o f skills o f
trainin g pro vide rs
• A critical m a ss is re quired to m a in tain
a p pro pria te fa cilitie s fo r V E T trainin g
• C a n en visa ge a critical role for H u m a n
R ela tion s/ stra te gic pla nnin g in
p rin te rs
• M u st re ceive a ‘co ordina ted ’ a nd
co n solid a ted voice fo r p rin tin g in d u stry
n e ed s – elim ina te frag m e n ta tio n
• In d u stry m u st h a ve a stro ng training
fo cu s
• P IA A m u st in cre a se its m e m b e rship
a n d im p a ct a cro ss p rin te rs
• C u rre n t le vel:
– 1 5 – prep re ss
– 1 5 0 – p rin t m a ch inin g
– 1 0 – scre en p rin te rs
– 2 5 – bin de rs
• T rainin g p a ckag e ca n be a bu sed
Importance: [1] Not very important – [10] Critically important
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Appendix A1.2.5
Association Interviews (A)
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Association Interview – A1
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
T ra in e e sh ip s/ Ap p re n tic e s
• S ig n ifican tly re du ced re levan ce
• P ro m otio n of va lu e fo r tra in ing to o w ne rs
• O w n e rs be lie ve ca n re cru it u n skille d
p e rson s a nd tra in th e m
• D e ve lo p m e nt of in du stry cred ib le co u rse s
b o th in:
• S cre en p rin ting ind u stry is m a tu re an d
la rg e ly still a cotta ge ind u stry
• N e e d influ x of tra ine e s/ a pp ren tice s
b e ca u se :
–
In a fe w yea rs the re w ill b e a m a jo r
sh o rta ge of skille d p e rso n s
–
T h e skille d pe op le in th e syste m
w ill b e m o re e xp en sive a s a
co n se qu en ce
– C o n te nt
– D e live ry
• M o stly sm a ll o pe rato rs an d th e refo re
d ifficu lt to a cco m m o da te a pp ren tice s
• L a ck of co nfid en ce w ith tra in ing p ro vide rs
• In stab ility in tra in in g in stitutio n s
• T h e re a re a p p re ntice s of the ye a r a w a rds
in th e in du stry
• T ra in in g a t th e se le ve ls a re d im in ish in g
• T h e re w a s ta lk of m u ltiskillin g – b ut rea l
tre nd is to sp e cia lisa tion / “p ige on h o lin g ”
• P ro vid e r of tra in ing is T A FE
M id d le M a n a g e rs
• N o stru ctu red tra in in g
• L a ck of inte re st b y o w ne rs
• M a in so u rce s of tra in in g a re:
– P IA A
• P IA A to fa cilitate stru ctu re d m id d le
m a n ag e m e nt co u rse s a nd p ro m o te to
in d u stry
• S tru ctu re d m id d le m an ag e m en t co u rses
• M a jo r T re n d s in the Ind u stry:
• A t the To p E nd
–
S h ee t an d ro ll fe d w id e fo rm a t
d ig ita l p rin ting w ith pe rson a lisa tio n
–
W ith th e ab o ve tren d in 1 0 yea rs
tim e , n e w ge ne ra tio n p re sse s w ill
n o t req u ire scree n p rintin g tra de
skills
– TAFE
• A t the S m a ll E nd
–
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S m a ll b u sine sse s a re no t p uttin g o n
a p p re ntice s a nd w ill b e sho rt of
skills
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Association Interview – A2
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
A p p re n tic e s h ip s
• U se o f a pp re n tice s is falling
• L o w sa tisfa ctio n w ith T A F E
• R e a son fo r fallin g n u m b e rs is:
– D o w n tu rn in tra de
– S ta n d alo n e p rep re ss h ou se s
h a ve falle n d u e to C T P
– P rin te rs doing m o re p rep re ss
th e m se lve s
• G A S A A a n d P IA A to g e th er to e xplore
th e fe a sibility o f a b rid gin g E & T
initia tive fo r gra du a te g ra p hic
d e sign e rs
• A p o te n tial solu tio n is to ta p in to th e
g rap hic de sign sch ool g ra du a te s a n d
o ffe r the m a “6 m o n th s ” full tim e
b ridgin g co u rse in to p rin t p re p re ss.
T o pics to b e co ve re d w o uld b e :
– U n d ersta nding o f th e p rin t
p ro ce ss
– F ile / im a g e m a n ip ula tio n
– G ro w th in digital p rin t
– C olo ur m a n a g e m e n t
– In cre a se d u se o f co m p u tin g is
d oing a w a y w ith pe o ple
– P rin t te ch nolog y
– E tc.
– In -h ou se d e sign ers in corp ora te s
• L a ck o f traine d pe o ple w ith p rep re ss
p rod u ction skills
• W ith this a p proa ch w o uldn ’t n ee d
a p pre n tice ship s.
• T h e re a re m a n y g ra phic de sig ne rs
w h o ca n d e sig n , bu t d on ’t kno w th e
p rin t pro ce ss. T h e y w o uld n ’t be
re cep tive to a 4 yea r ap p re n tice ship
a n d the re fo re little o th e r o p tio n for
trainin g e xists to d a y
• F u n din g is a n issue th a t w o uld n ee d
to b e cre a tively a dd re sse d
• T his w o uld ne e d a stron g co o rdina te d
e ffo rt w h ich can b e b e st pro vide d b y a
n a tion al pe a k orga nisa tio n
• T rainin g p a ckag e is too co m p le x to
u n de rstan d
• C II train ee ship s n e ve r too k o ff in th e
ind u stry b e ca u se n o t en ou g h
u n de rstan ding o f w h a t it o ffers
• U nio n is in te re ste d to re tain C III an d
C IV a n d th ere fo re a re n o t sup p ortive
o f a C II in pre pre ss
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Association Interview – A2 (continued)
T ra in in g re c e ive d
T ra in in g g a p s
T ra in in g re q u ire d
• A cce ss to yo u ng pe rson s b e tw e en 1 82 1 yea rs o f ag e is n o t ea sy u nle ss
b ring th e m in a s a p pren tice so th a t
d o n ’t h a ve to p a y th e m a d u lt ra te s
• A n e cd o tally T A F E is n o t p ro viding
co n te m p o ra ry p rep re ss trainin g
• F o r pre pre ss p o ssible fo r T A F E to
co ve r the ory a nd p ra ctice
S u p e rvis o rs / M a n a g e rs
• In th e m a in , little is a vaila ble a s an
ind u stry initia tive , e .g . n o pre pre ss
sa le s cou rse
• T h e re is on e pe rson d oin g a G A M A A
fu n de d M B A co u rse
N P IT C
• C o n sen su s ba sed
• S h o rtag e o f fun d s a n d h e a vy relia n ce
o n fu nd ed p ro je cts
• D ifficult fo r it to e n ga ge in du stry
a p pro pria tely a nd th ere fore
m e a n in g ful d elive ra ble s to the
ind u stry is a challe ng e
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• G A S A A to g e th er w ith the P IA A to
d e velo p ind u stry sp e cific trainin g
a g en d a to g e th e r with the d elive ry
m e ch a n ism
• S u p e rviso ry/ m a n a g e m e n t co u rse s
a re re quired b a se d a rou nd a delive ry
co n cep t o f 1 e ve nin g pe r w e e k for a
g ive n a rea . T he a re a s tha t a re
n e ed e d a re typically:
– B a sic ge ne ral m a n a ge m e n t
skills
– B a sic sup erviso ry skills
– S a le s a nd sale s m a n a ge m e n t
– P ro p o sal d e velop m e n t
– P e o ple skills
– S tra te gic pla nning
• A s im m e d ia tely ab o ve
• S tro n g E & T d e velop m e n t le ad e rship
fro m th e p e a k ind u stry b o d y
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Association Interview – A3
W h a t tra in in g is p ro vid e d
• In d u stry trainin g is e sse n tially V E T
fo cu sed
G aps
• D e velop stra te g y to in crea se the
• H igh er e du ca tion o f m a n a g e m e n t
a w a re n e ss a m o n g st p rin te rs for
p a rticula rly a t th e M B A le vel to a ssist
lea de rship training
m a n a g e rs in co m p a nie s to re co g nise
a n d dim e n sion in du stry cha ng e s an d
• In su fficien t in du stry sup p ort fo r hig he r
e d u ca tio n
W h a t tra in in g is n e e d e d
• D e velop p ro ce ss for ide n tifying
o rga nisa tio n s tha t a re p re pa red to
d e velo p ad ap tive stra te gie s fo r th eir
o rga nisa tio n s
m a ke th e co m m itm e n t to hig he r
e d u ca tio n fo r their pe ople , an d senior
e xe cu tive s/ o w n e rs w h o a re pre pa red
to a ct a s cha m p io n s
• D e velop stra te g y to re ceive
G o ve rn m e n t fu nd s a ssistan ce for
h ig he r ed u ca tio n p rog ra m
d e velo p m e n t
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Association Interview – A4
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
A p p re n tic e s
• T A F E is a p rim a ry so u rce
• C o m p e te n cy -b a se d trainin g is an
im p ro ve m e n t
• T A F E a n d o th e r p ro vid ers to find a
w a y to p ro vide b a sic th e ory an d
e n cou rag e the righ t ap titu de b y
w o rking w ith co m p a nie s in th e
ind u stry to co m p le m e n t th e ory a nd
p ra ctice
• B a sic trainin g in th e ory an d pra ctice to
e n sure tha t a pp ren tice s/ traine e s
h a ve skills to allo w th e m to a d a p t a n d
ch a ng e
• T ailore d m a n a ge m e n t/ su p e rvisory
co u rse s, eithe r thro ug h the T A F E
syste m o f a s sta n d -alo n e co u rse s
• A n a p pre cia tio n o f p rin t b u sin e sse s
fro m a p e rsp e ctive w id er th an ju st
tra d e trainin g
• S e e a bo ve
• A n a p pre cia tio n o f p rin t b u sin e sse s
fro m a p e rsp e ctive w id er th an ju st
tra d e trainin g – fo r su p ervisors,
in clu din g fina n cial, b a sic plan nin g /
sch e dulin g , w a ste m a n a g e m e n t a nd
p e ople skills
• C o n cern s ab o u t T A F E a sse ssm e n t
p ro ce ss
• T A F E h a s trou ble ke epin g u p w ith
te ch nolo g y trainin g , d u e to th e hig h
le vel o f in ve stm e n t re q uired
O p e ra to rs
• M o stly co m e o u t o f trad e trainin g
• C o n cern s ab o u t sp e cific trainin g
p ro vid e d , d u e to n arro w b ra n d fo cu s
S u p e rvis o ry
• N o sp e cific trainin g sup plie d b y
TAFEs
• S o m e d o n e th rou g h e xte rn al su p plie rs
(e .g . P IA A )
• N o t se en a s a p riority b y T A F E s o r
so m e p a rts o f in du stry
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Association Interview – A4 (continued)
T ra in in g in p u ts
T ra in in g g a p s
T ra in in g o u tc o m e s
M a n a g e ria l
• M a n y co m e th ro u g h tra de training ,
p a rticula rly S M E o w n e rs/ p rop rie to rs
• G e n e ralised co urse s o n hu m a n
re sou rce m a n a g e m e n t ca n b e
su p plie d in so m e S ta te s – n o spe cific
co u rse s d e velo pe d a t this stag e , o th e r
th a n R M IT P rin t D eg re e
• C o u rse s in sup e rviso ry o r line
m a n a g e m e n t w h ich ca n be tailored to
th e n ee d s o f sm a lle r en te rp rise s, b o th
in te rm s o f co n te n t an d d elivery
• G e n e ral m a n a g e rial trainin g tha t ca n
d e al w ith in du stry spe cific issue s
• O H & S , h u m a n re sou rce a n d fin an cial
m a n a g e m e n t co u rse s lin ke d to
m a n a g e rial trainin g
E x e c u tive
• H ig h er le vels o f m a n a g e m e n t a re
p rim a rily the d o m a in o f larg er
co m p a n ie s. M ain so u rce is M B A o r
rela te d cou rse s th rou gh U nis or
G S M s, a s w e ll a s sho rt cou rse s o n
sp e cific sub je ct a re a s
• S h o rt g en eral m a n a g e m e n t co u rse s
ta ilo re d to th e ne e d s o f S M E p rin te rs
w ith full delive ry fle xibility
• G e n e ral m a n a g e m e n t trainin g w ith a
fo cu s o n le ad e rship
• S M E e n te rp rise s e xe cu tive s a re
p red o m in a n tly tra de train ed w ith fe w
h a ving n arro w p ro fe ssion al
b a ckgro un d s (e .g . a cco un tin g)
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Appendix A2
Key Industry Reports Learnings
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Contents for Appendix A2
A2.1 Print21 – Print Industries Action Agenda, March 2001
A2.2 Ad Rem Report – The Australian Book Industry, Challenges and
Opportunities, by Accenture, 2001
A2.3 NPITC – National VET Plan 2003-2005
A2.4 C-2-C Project – Book4, Developing Knowledge Workers in the Printing
and Publishing Industries
A2.5 The WA Information, Electrotechnology and Utilities Industry Training
Council – Industry Training Plan 2002-2004
A2.6 Review of the Printing and Graphic Arts Industry and Training Provisions,
prepared by Callan Consulting Group, 28 October 2002
A2.7 Report for the PIAA on a Performance Benchmarking Study, April 2003
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Appendix A2.1
Print21 – Print Industries Action
Agenda, March 2001
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PRINT21 – Print Industries Action Agenda, March 2001
Key Observations:

The industry comprises some 6000 firms

The industry undertakes a wide range of activities

Less than 1% of the firms are large employing more than 200 people

Predominantly, the industry is comprised of SMEs employing in excess of 60,000 people

The firms have an important regional presence, with 35% being located outside of capital cities

The long term performance of the industry, with respect to profit margin and return on
investment, is cause for concern

The situation will not improve without a major re-think about the way business is done

The future is uncertain and the industry must ready itself to navigate through unchartered
waters

The challenge for printers lies in developing innovative strategies
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PRINT21 – Print Industries Action Agenda, March 2001
Study Recommendations
Implications for VET
Implications for
Higher Education
1. Collect industry information
Minimal
Minimal
2. Develop international markets
Minimal
Major
3. Respond to future trends
Major
Major
4. Identify regional opportunities
Minimal
Minimal
5. Provide business tools
Limited
Major
6. Provide people solutions
Major
Major
7. Encourage innovation
Significant
Major
8. Assess low capacity utilisation
Minimal
Major
9. Improving capacity utilisation
Significant
Major
10. Leverage technology & IT
Significant
Major
11. Promote industry capabilities
Minimal
Major
12. Establish implementation group
Minimal
Minimal
Indicates where VET and higher education is important to delivering the PRINT21 study recommendations
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PRINT21 – Print Industries Action Agenda, March 2001
Key Industry Drivers Identified:
 The firms need to re-focus to develop and sell “total
business solutions”
 To improve the capability of the firms people by
investing in its people
 The industry needs to improve its capacity utilisation
by better managing their technology
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Appendix A2.2
Ad Rem Report – The Australian
Book Industry, Challenges and
Opportunities, by Accenture, 2001
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Ad Rem Report – The Australian Book Industry, Challenges and Opportunities,
by Accenture, 2001
Key Observations:

Whilst book sales are increasing, the value chain participants
are experiencing declining profitability

The share of the value captured by printers is steadily declining

With half of that sectors supply being satisfied by imported
books, it is the area of the printing industry most impacted by
import competition

Like all areas of the printing industries, this segment is
increasingly being impacted by changing technology
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Ad Rem Report – The Australian Book Industry, Challenges and
Opportunities, by Accenture, 2001
Implications of the key industry drivers identified by the study as they relate
to education and training are indicated in the table below;
Key areas of change identified
Impact on VET
required
Impact on higher
education required
1. Production technology
Significant
Major
2. Value chain (emergence of digital
publishing)
Significant
Major
3. e-Commerce
Minimal
Minimal
4. Growing competition from other
media – changing consumerism
Minor
Major
5. Growing overseas competition
Minor
Major
Indicates where VET and higher education is important to delivering the Ad Rem study recommendations
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Ad Rem Report – The Australian Book Industry, Challenges and
Opportunities, by Accenture, 2001
The study identified the key drivers for change being:

Emergence of digital production

Emergence of new publishing media formats

Emergence of on-line book sellers

Blurring of traditional boundaries along the value chain

Value shifting to intangible assets

Globalisation and consolidation

Inability to absorb cost increases

Growth in print on demand

Changing media consumption habits

Demand for flexible books

Demand for intelligent products

Increasing demand for environmentally friendly printing methods
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Appendix A2.3
NPITC – National VET Plan
2003-2005
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NPITC – National VET Plan 2003-2005
Key Industry Observations:

The industry is experiencing a shift away from a reliance on core traditional occupations

The Prepress trade is one area particularly affected with the proliferation of electronic processes

New technology is emerging rapidly, with advances tied closely to developments in digital
technology

New technology is changing job roles within the industry, as the computerisation of new presses
requires less staff with different skills

A number of the larger printing firms are recruiting workers trained in digital and IT technology,
rather than in traditional print trades

The developments of new products and services is establishing the form of the new skills
required. For example, the take up of variable digital printing is growing the demand for skills in
database management and mark-up languages such as XML

The age profile of workers is critical to VET planning. With over 30% of the work force exceeding
45 years of age, re-training and upskilling is a major requirement and must be funded accordingly

Print operators of the future will need to be fluent in IT. The traditional skills eg maintenance of ink
– water balance, will decrease in importance
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NPITC – National VET Plan 2003-2005
Age and Qualifications Profile of the Industry
16
14
12
10
Printing Industry
8
Aii Industries
6
4
2
0
15-19
20-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70+
A clear difference is the comparative lack of 15-19 year old persons in the industry.
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NPITC – National VET Plan 2003-2005
Industry Qualifications Profile
Level of Education and Training Achieved
Share
Higher Degree
1.6
Post Graduate
1.7
Bachelor
11.7
UG Diploma
5.2
Ass. Diploma
4.1
Skilled vocational
16.8
Basic vocational
9.2
No post school qualification
49.6
( Source: Monash Employment Forecasts, 2002)
The chart shows a disturbing high percentage without post school qualifications. This is
particularly so, given the strategic challenges facing the industry
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NPITC – National VET Plan 2003-2005
Priority One: Focus on business skills – Thriving with change
Action Agent: State and Federal Depts of Economic Development, NPITC, Peak
Bodies, ANTA, DEST, STAs and RTOs
A major priority for industry is coping with change, which in turn is a recommended VET priority to focus
on business skills for managers and owners to assist them to thrive with change.

The plan recommends that this occurs through:
 Industry bodies and their membership bringing skills issues to the fore
 Continued Government support through industry development initiatives
 Government and training provider focus on upskilling the industry in business related
skills. This should cover all elements of the managerial suite of skills
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NPITC – National VET Plan 2003-2005
Priority Two: Existing Employees
Action Agent: ANTA, STAs, NACs, DEST, Peak Bodies
Changes to the way printing firms create their output is leading to fewer numbers of operators on the
shop floor but larger numbers of ancillary functions surrounding the media creation process.

The range of new needs are:
 Information technology skills tailored to printing
 Data management, CRM, XML etc.
 Skills updates for new equipment
 Multiskilling of sales, core skills and IT
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NPITC – National VET Plan 2003-2005
Priority Three: Modernise the Training Package
Action Agent: ANTA, NPITC, Peak Bodies, State ITABs and RTOs
Reference is made to the extensive literature review of printing industry reports.
For example: the “Review of the Printing and the Printing Graphic Arts Industry”, by Prof. Callan
outlines one of the key issues for VET in the printing industry – where he says “that there is a need for
training to keep pace with the changes in the industry particularly with regard to flexible delivery.”
The Training Package needs to be reflective of current needs and steer training towards the industry’s
future.
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NPITC – National VET Plan 2003-2005
Priority Four: Support the Supply System
Action Agent: ANTA, RTOs, STAs
Training organisations to be supported to be able to respond to the training needs of the industry
particularly in two aspects:

Physical capital – equipment and resources

Human capital – knowledge and skills of trainers
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NPITC – National VET Plan 2003-2005
Priority Five: New Entrants – Integrated Pathways
Action Agent: Schools, Colleges, Careers Advisors, National ITABs, ANTA, RTOs,
Recognised Bodies
Commonly cited reasons why the industry has problems attracting new entrants:

Career stability is uncertain

The industry is facing many challenges

Failure of large established companies and the future of others uncertain

Shift work particularly for large firms is not attractive

Skill set learnt today has a 70-100% likelihood of being redundant in three years

Number of apprentices have declined

VET institutions don’t have the funds to adequately equip to train for the industry
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NPITC – National VET Plan 2003-2005
Socio – cultural forces


Ageing Workforce/Demographic Old Versus New

Application of new technology means that re-training and up-skilling of the existing
workforce is critical and therefore a significant role for VET and associated funding

Many managers and owners grew up and received their training where technologically
looked entirely different to today
Technology Forces
Technology impacts the industry significantly:

Process Technology
Examples here include electronic publishing and computer to plate, auto plate loading,
electronic file transfer, ERP systems etc. The industry continues to invest in process
improvement technologies as imperatives.
Investment in technology to support new value added services is better than purchasing
new presses when the printer/industry has already major over capacity.
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NPITC – National VET Plan 2003-2005
Strategic Issues and Directions for Industry Skill Development and Formation
The industry is a mixture of emerging and traditional roles, some of which are becoming
obsolete and others whose functions in the industry are not yet fully defined.
Highest forecast growth occupations in the industry (Monash Forecasts 2002):

Business, information technology and managers occupations show strong growth,
demonstrating the increasing importance of IT skills, business analysis, customer
relations and management in these areas

The majority of traditional occupations are forecast at negative growth and are
driving the decline in overall industry employment numbers

Significant employment declines are forecast for graphic prepress trades, print
machinists and small offset printers who are heavily exposed to increases in
machine and process efficiency improvements
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NPITC – National VET Plan 2003-2005
Jobs to Training Match
The input/output modelling sourced from Monash Forecast data, together with ABS and
NCVER training data predicts negative demands for new industry entrants. Accordingly:

The number of people currently in training will be looking for employment in a
declining industry

This scenario is bleakest for the principal trade occupations of printers, prepress
and binders and finishers

A situation of extreme oversupply is usually driven by training that is delivered on
the basis of availability of teaching resources rather than industry demand

There is a case for directing training for areas of real demand
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NPITC – National VET Plan 2003-2005
Capital Infrastructure to Support Training
The availability of up-to-date equipment is a critical issue for both printing enterprises and training
providers. Factors that are affecting the capacity to deliver the required training include:
 Rapid adoption of new technology equipment and processes
 Short lifecycle of new equipment (2-4) years
 Lack of funds for RTOs to keep pace
 Difficulty in providing flexible training solutions for individual technologies used by different firms
These factors are driving the need for training providers to respond with more flexible solutions, though
the current funding system is still heavily weighted towards traditional institution-based training.
Enterprises are demanding on the job training, delivered at the enterprises.
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Appendix A2.4
C-2-C Project – Book4, Developing
Knowledge Workers in the Printing
and Publishing Industries
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C-2-C Project – Book 4, Developing Knowledge Workers in the Printing and
Publishing Industries
Key issues for the book production industry:

High cost labour intensive processes

Capital intensive print production

Value chain inefficiencies

Working capital intensive

Business/organisational culture not in step with available technologies
for efficiency improvements

Gap between available technologies and book printing industry practice

Ability to culturally shift to a knowledge management culture to
optimise supply chain efficiencies and new technologies
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C-2-C Project – Book 4, Developing Knowledge Workers in the Printing and
Publishing Industries
Key statistics about qualifications in the printing industry:
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40% of managers and administrators have no post secondary
education qualifications

40% of managers and administrators have vocational qualifications

20% have higher education qualifications

The proportion with higher education qualifications has nearly
doubled in the 10 years between 1986 and 1996
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C-2-C Project – Book 4, Developing Knowledge Workers in the Printing and
Publishing Industries
The impact of the introduction of new technologies in the printing industry has:



Changed the occupation structure of the industry’s workforce
Seen a decline in the proportion of the workforce in the unskilled and
semi-skilled positions
Seen a corresponding increase in the proportion of professional,
management and administrative positions
This trend suggests a need for higher levels of education within the industry.
However, there are currently no clear educational options for those working in the
printing industry.
This lack of clear career path appears to be one factor limiting the appeal in the
printing industry. There is a wide gap between the qualifications of those in the
industry and the entry level to higher education programs.
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C-2-C Project – Book 4, Developing Knowledge Workers in the Printing and
Publishing Industries
Overseas E&T experience:
United States
 Available are a comprehensive range of courses geared to the needs of printing
covering both production and management and provide a pathway from
traditional skills training to higher education
Germany
 There is a continuous stream of printing and graphic arts education and training
all the way from lower secondary school to post-graduate degrees
Netherlands
 Have on offer lower and middle technical schools for graphic techniques and
some universities with a graphic arts program
United Kingdom
 Offer a range of graduate and post graduate diplomas, national certificates and
short courses geared to the printing industry
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C-2-C Project – Book 4, Developing Knowledge Workers in the Printing and
Publishing Industries
Conclusions in relation to education:

There is a clear need in Australia for post apprenticeship
education that integrates studies in business management,
finance, marketing, printing HR etc.

There is a need for generic management education, based on the
recognition that the changing industry requires people with a
broad range of skills that will enable them to adapt to the rapidly
changing environment
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Appendix A2.5
The WA Information,
Electrotechnology and Utilities
Industry Training Council - Industry
Training Plan 2002 - 2004
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The WA Information, Electrotechnology and Utilities Industry Training
Council - Industry Training Plan 2002 - 2004
Factors Influencing Current and Future Training:
 Overseas, technology is becoming more focused on the use of
digital data, shorter turnaround times and greater integration
with other media
 The above trend is expected to become more visible in the
near term with the upgrading of equipment and the integration
of digital press and traditional offset technologies
 The move is to digitally based equipment and the need for all
printing and graphic arts personnel to become familiar with
information technology
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The WA Information, Electrotechnology and Utilities Industry Training
Council - Industry Training Plan 2002 - 2004
Industry Developments
Short term factors

Printers will need to become more familiar in the use of computerised
printing equipment
Medium to long term factors

There will be continuing development of “smarter” printing and finishing
equipment

There will be more focus on the management of process operations and
less on the craft based activities

There will be an increase of lower skilled positions for “machine – minding”
at the expense of trade qualified higher technical skilled operatives

Two types of worker groups will emerge:
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
A highly skilled, computer literate printing professional, with a
thorough understanding of the complex processes

A limited technically skilled worker for the role of “machine – minder”
Page 140
The WA Information, Electrotechnology and Utilities Industry Training
Council - Industry Training Plan 2002 - 2004
Issues For Training Decline
 The issues are both financial and attitudinal
 Many small printers see employing apprentices as not cost effective and
prefer buying skills to training
 Ambivalence about the performance of TAFE
 Perceived bureaucracy involved with employing apprentices
Suggested Solutions

Retrain existing personnel for higher computer literacy

Apprenticeship training to incorporate greater emphasis on information
technology utilising the related competencies offered by the training package
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Appendix A2.6
Review of the Printing and Graphic Arts
Industry and Training Provisions,
Prepared by Callan Consulting Group,
28 October 2002
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Review of the Printing and Graphic Arts Industry and Training Provisions,
Prepared by Callan Consulting Group, 28 October 2002
Special challenges for Queensland TAFE
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
Higher responsiveness to industry with a commercial focus

Stronger links with industry for greater cooperative training
arrangements

More effective and strategic human resource management of
TAFE staff

Redress decline in numbers and quality of student applicants,
by better marketing to high school students

Development of flexible learning materials for some
components of teaching to reduce block release time

Introduction of day release especially to meet needs of small
printers

Proactive interface with industry
Page 143
Review of the Printing and Graphic Arts Industry and Training Provisions,
Prepared by Callan Consulting Group, 28 October 2002
General concerns among employers
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
Relevance of Training Package and areas covered

The value of some of the skills being learned

The length and number of block release

The need to introduce flexible learning modules to cover a number
of areas (e.g. occupational health and safety), prior to the first
block release

Reduce the impact on small printers of the current requirement for
block release

Address in the training the printer need to respond to customers
wanting total solutions

Move from a teaching perspective of how business was done to
the competencies that will be required in the future
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Appendix A2.7
Report for the PIAA on a
Performance Benchmarking Study,
April 2003
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Report for the PIAA on a Performance Benchmarking Study, April 2003
Study Objectives:

To provide enterprises their relative performance to other
like enterprises

Describe options available for performance improvement

Provide guidance as to the relative attractiveness of the
available options
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Report for the PIAA on a Performance Benchmarking Study, April 2003
Some of the Conclusions Drawn

Superior performance is possible for any type of printing industry
enterprise

The gaps in financial terms between the superior performers and the
rest are large, so the rewards for improvement can be significant

Superior performers show that they manage people with greater
effectiveness as evidenced by higher training days per employee

Superior performers manage their productive capacity more effectively
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Appendix A3
Overseas Training Review
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Contents for Appendix A3
A3.1 New Zealand industry education and training
A3.2 United Kingdom industry education and training
A3.3 United States industry education and training
A3.4 Summaries of education and training provided
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Challenges Faced by Overseas Based Printing and Graphic Arts Industries
A preliminary survey and analysis of overseas material has revealed that the challenges faced
by overseas based printing and graphic arts industries are very similar to the challenges facing
the local industry. This clearly has implications for education and training needs which need to
constantly evolve in line with changes in technology and processes.
Companies operating in the contemporary printing and graphics arts industry are facing the
following changes to their business climate:

Subdued domestic markets

Customers requesting total business solution packages and not simply printed matter

Emphasis on improved quality

Shortened production times

More services for the same price with the danger that some value added activity is
given away instead of charged in the form of higher prices

Printing companies pressured to constantly upgrade technology
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The Global Challenges Faced By the Industry in the Human Capital and
Training Area Encompass
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
Difficulty of employers attracting school leavers to
the industry

Reskilling is an inevitable process due to new
technologies and processes and their further
development

Multi-skilling of the workforce to permit the conduct
of more than one facet of the printing process

Up-skilling involving a level of skills beyond
apprenticeship skills
Page 151
There is a Thrust in Overseas Education & Training to Address Basic and
Generic Skills of People Entering the Workforce in the Industry

Communication skills – written, visual and oral

IT skills

Social skills

Numeracy skills

Life skills – work ethic, time management, laws of land, self discipline

Health and safety – basic OHS understanding and safe working practices

Industry wide skills – mechanical aptitude, design flair, problem solving skills,
business skills, customer services skills, technical details, colour theory,
impositions, trade calculations, trade terms, QA, production planning, written
instructions (job bags and customer requirements) and substrates
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Appendix A3.1
New Zealand Industry Education
& Training
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In New Zealand the Government’s Tertiary Education Strategy (TES)
Comprises of the Following Key Strategies

Raise foundation skills so that all people
can participate in the knowledge society

Develop the necessary skills needed for
the knowledge society

Strengthen research, knowledge, creation
and uptake for the knowledge society
A Tertiary Education Commission has been established to oversee
the implementation of TES.
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The Printing and Allied Industries Training Council of New Zealand (PAITC)
is Being Encouraged to:
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
Review its promotional material to young people with the view of
promoting career and training opportunities through to the
Diploma in Print Management

Conduct an analysis of labour trends to assist in predicting the
number of qualified workers the industry will require annually

Consider multi skilling, reskilling, upskilling and computing skills
in the review of its training programmes

Investigate the possibility of short reskilling courses

Examine the feasibility of establishing a Group Training Scheme
Page 155
A Diagrammatic Representation of Skills Required By the Industry in New
Zealand is Shown Below
Firm
Specific
Branch
Specific
Industry Wide Skills
General Skills/ Key Skills
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Vocational Training Arrangements
The training is delivered through the following channels:
 Correspondence
 Workshops – base, intermediate and advanced
 On the job training
 Assessment
Industry participants have recommended the following changes to the current training programmes:
 Making advanced workshops compulsory
 Making widely available train the trainer training
 The re-introduction of a Trainer Handbook
 The monitoring of in-house assessors and supervisors of competency tests
As a means of attracting young people to the industry preference is given to promotional videos which
show the printing and graphic arts industry as being a good career choice.
PAITC’s on the job training programmes minimise disruption to the workplace due to the very small
amount of time required away from work and the strong network of highly skilled industry trainers who
are prepared to pass on their skills.
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Diploma in Print Management

The diploma is an advanced qualification designed to help people take on management
responsibilities wherever they are required in the industry

The diploma is designed for people who want to develop or improve their management
skills. It is suitable for line managers, supervisors, people who have completed an
apprenticeship or other training, and people involved in areas such as sales and marketing

The diploma is also ideal way for experienced people who have been out of training to kickstart their careers by keeping up with contemporary business trends and best practice

The diploma is based on standards established by representatives from all sectors of the
industry with future industry needs taken into account

It covers best practice in print management from quality control to production planning,
costing and estimating. It also encompasses the latest thinking and expertise from the
world of business management
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PAITC Training Programmes
Lengthy off-job block courses have been replaced by convenient two to five day workshops.
The training programmes are:
 Linked to the National Qualifications Framework
 Delivered in the workplace
 Supported by short two to five days workshops and correspondence
Apprenticeship programmes are available for all sectors and are constantly updated to meet
the contemporary needs of modern businesses.
PAITC also offers company specific training programmes which help businesses to access
the skills they need to achieve competitive advantage. With the assistance of PAITC,
businesses identify the relevant skills needing attention then training is arranged for staff to
gain competence in the identified areas of skills.
A range of training programmes are also based on the achievement of a specific National
Certificate, normally at level 2 or 3 on the National Qualifications Framework.
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Appendix A3.2
United Kingdom Industry
Education & Training
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United Kingdom Industry Education & Training
The training arrangements for people either entering the printing and graphic arts industry
or currently employed but requiring further skills and development comprise of the
following:

The apprenticeship training of all 16 to 18 year olds is fully funded by
Learning and Skills Councils (LSCs)

Open Learning Programmes feature courses and textbooks give basis
knowledge to employees of the printing industry, its working methods,
equipment and techniques

Various up-skilling courses for existing staff are also provided

One to four days short courses delivered by people from the printing
industry. The courses can be customised to deliver in-house if demand exists

In partnership with Loughborough University the BPIF is helping businesses
develop the industry leaders of the future with the Professional Certificate in
Print Management
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Operation of National Vocational Qualifications (NVQs)

National Vocational Qualifications (NVQs) are the modern way to provide practical,
vocational training focussed on meeting business needs. They build up the skills actually
required in the workplace and provide a recognised industry qualification

The NVQs are achieved via on the job training that can be built up over a period of time.
Certain core skills are supplemented with specialist options that can be added to the course
to ensure it meets the needs of a business

Since training is done in the workplace, employers also oversee the development of their
trainees and often conduct part of the supervisory work themselves

The NVQs currently available include:

Print production covering pre press, desktop publishing, digital and mechanical
printing, print finishing and mechanised binding, carton manufacture, envelope
manufacture, and hand binding

Print administration covering customer services, costing, estimating and
production, planning and control
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The UK’s Government’s National Skills Strategy

The British Government has confirmed that the skills of the people are a
vital national asset, underpinning labour market flexibility. This in turn is
seen as a vital prerequisite in ensuring that the economy responds
quickly and efficiently to changes in economic conditions

The Skills Strategy focuses on placing the employers’ needs for skills
centre stage by managing the supply of training, skills and qualifications
so that it responds directly to those identified needs

The intention of the strategy is to make training providers more
responsive to the needs of employers and learners
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The National Skills Strategy Aims to Make the Following Changes:

Strengthening and extending modern apprenticeships as a top quality
vocational route designed to meet the needs of employers. Lift the current age
cap to enable adults to benefit

Making it easier for people to gain skills they need by reviewing in each sector
the need for new adult learning programmes to develop generic skills for
employment

Broadening the range of training providers by bringing within the scope of
public funding those private providers who have something distinctive and high
quality to offer

Give businesses greater choice and control over the content and delivery of the
training they receive

Improve training and development for leadership and management

The Skills for Business Network will become the main voice for employers and
employees in each sector, identifying sector needs and how best to meet them
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Employers Have the Right to Expect that:
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
Training will be responsive to their needs by providing skills to
meet current and future demands

Training, skills and qualifications will be provided within a
context that supports productivity, innovation and wider
business performance

Education must equip young people with the skills, knowledge
and competence employers need.
Page 165
Appendix A3.3
United States Industry Education
& Training
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Page 166
Vocational Training
In the United States the Graphic Arts Technical
Foundation (GATF) offers a range of workshops
ranging from:
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
Introductory workshops targeting new
entrants to the industry

Prepress

offset press

production operations
Page 167
Introductory Workshops Being Offered Cover:
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
Estimating, scheduling and production planning
spanning over 3 days

Introduction to desktop and digital pre press
spanning over 3 days

Introduction to the graphic arts spanning over 5 days
Page 168
Prepress Workshops Cover:
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
Computer to plate and digital proofing spanning over 3 days

Colour management spanning over 5 days

PDF/digital pre press workflows spanning over 3 days

Colour separation and colour reproduction spanning over 4 days

Digital photography for print spanning over 3 days
Page 169
Offset Press Training Workshops Cover:
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
Sheet fed press operations spanning over 4 days

Web offset press operations spanning over 3 days

Sheet fed offset press operating spanning over 5 days

Web offset press operating spanning over 5 days
Page 170
Production Operations Workshops Cover:

Benchmarking sheet fed pressroom operations spanning over 2 days

Colour management for the pressroom spanning over 5 days

Process controls spanning over 2 days

Slashing make-ready spanning over 3 days

The paper and ink experience – how substrates and ink interrelate spanning over 3 days

Train the trainer – for schools and companies adopting GATF print training curriculum spanning
over 2 days

Troubleshooting bindery, finishing and mailing spanning over 2 days

Supervising the lithographic pressroom spanning over 3 days

Sheet fed Offset Press Training Simulator (SHOTS) – an integrated interactive software program
used as training systems for press operators spanning over 2 days
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GATF Also Offers Comprehensive Technical Training Curriculum Programs
in the Following Areas:

Imaging skills – covering the fundamentals of digital imaging

Sheet fed offset press – covers the in-depth study of tasks associated with
sheet fed offset press operations

Web offset press - covers the in-depth study of tasks essential to web offset
press operations

GATF bindery – covers principles, terminology and operating procedures
essential to new bindery operators

PrintScape – the program providing an overview of products, processes,
workflow, job roles, safety

Ergonomics – the package covers all the information required to understand,
evaluate and educate employees on ergonomics in the printing workplace. Can
be instrumental in reducing injuries, lower workers’ compensation costs and lift
productivity
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Training Delivery Modes

The GATF training curriculum packages outlined above come in the form of
manuals and CD-ROMs

The GATF training simulator software cover sheet fed offset and web offset
operations

The simulators are said to be ideal for training pressroom staff in realistic
situations without losing machinery production time and materials or
jeopardising safety

The simulators also enable educational institutions that have only small
format presses to offer “hands-on” press training on larger format presses

GATF distributes training simulator software to printing companies and
schools and conducts a two day training program on how to use the software
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Companies Using the Simulators Have Reported the Following Benefits:

Increased confidence and skill levels of current personnel

Decreased average make ready times

Increased percentage of good copies in the pressruns

Apprentices can experiment with the variables such as paper formats, weights
and thickness to see how these changes impact on the end product

Experienced press operators can sharpen their skills and extend their existing
knowledge by choosing the problem solving mode
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Advanced Education & Training

There is an extensive network of formal or tertiary courses in graphic communications being offered
by technical schools, colleges and universities

The following provide an example of a few of the courses being offered in the United States:

Advertising

Multi-media

Digital imaging

Print management

New media printing and publishing

Printing marketing

Graphic Arts technology management

Graphic communications sales and marketing

Electronic publishing

There is also an extensive network of formal and short management courses covering:

Leadership

General Management

Marketing for Managers

Finance for Managers

Strategic Management

Etc.
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Page 175
Appendix A3.4
Summaries of Education &
Training Provided
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New Zealand – Summary of Education & Training Provided
Pre-press
Formal VET Apprenticeships
Yes
Press
Yes
Postpress
Management
General comments
• Employed by firms first then engage in apprenticeships
Yes
• Digital printing apprenticeship introduced recently
Other
Yes
Management
Short courses
Yes
Yes
Done on the job
Yes – print diploma
involving print and
management units
Higher uptake than expected
• Yes covering areas such as screen printing, media with
emphasis on design and art
• Workshops ranging from two to five days have replaced
lengthy off-job block courses
• Suppliers offer training and advice on estimating
Equipment suppliers offer limited training
• Ink suppliers provide informal courses
• NZ system of training is workplace based with trainees not
going to nay schools or institutions. Theoretical classes are
limited to several days
• Printing school (equivalent of TAFE) closed down 18 months
ago. Some of the polytechnic schools do offer printing related
courses
• Industry promotion is confined to promotional materials which
are distributed to secondary schools. Regular contacts with
career teachers take the form of breakfast meetings and visits
to the workplace
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United Kingdom – Summary of Education & Training Provided
Pre-press
Press
Postpress
Management
General comments
Formal VET Apprenticeships
Yes
Yes
Yes
Mix of on and off the ob training
Other
Yes
Yes
Yes
• National Vocational Qualifications are the modern way of
providing practical, vocational training focussed on satisfying
business needs
• Public and private training providers offering programs from
short courses through trades to higher level
• Investors in People program centres on training and
development to achieve real business outcomes
• Courses also cover up skilling
Yes – Loughborough
university offers the
Professional
Certificate in Print
Management
Other educational
institutions offer
degree and higher
programs in printing
with many offering
graphic design
Management
Short courses
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Yes
Yes
Yes
One to four days courses
Page 178
United States – Summary of Education & Training Provided
Pre-press
Press
Postpress
Management
General comments
Formal VET Apprenticeships
No
No
No
Use the term apprenticeship in more general terms for a
workplace mentoring relationship
Other
Yes Courses
covering
pre press
and
multimedia
Yes Press room
simulators
covering
sheet-fed
and web
applications
on CDROMs
distributed
widely for
training
purposes
Yes
• Competency of trainees evaluated by tests rather the
existence of proper competency standards which detail
expected levels of performance
• Well accepted by the industry
• Industry bodies/ associations supply good quality training
resources
Yes – dozens of
higher education
institutions offering
industry specific
qualifications
ranging from graphic
design and multimedia to print
management, and
electronic imaging
and printing
Management
Short courses
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Yes
Yes
Yes
Courses range from two to five days
Page 179
Netherlands – Summary of Education & Training Provided
Pre-press
Formal VET Apprenticeships
Yes
Press
Yes
Postpress
Management
General comments
• Middle technical school for four years following Lover Technical
School (13 – 17years of age)
Yes
• Incorporates about six months practical training in a production
company. Program covers both technical and administrative
directions
Other
Management
One university offers
a graphic arts
program. Focus is
on business
administration and
general
management skills
with some link to
graphics processes.
Short courses
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Page 180
Germany – Summary of Education & Training Provided
Pre-press
Formal VET Apprenticeships
Yes
Press
Yes
Postpress
Management
General comments
• Apprenticeships and part time education in vocational schools
Yes
• Education system provides education and training for the
printing and graphic arts from lower secondary school to post
graduate degrees.
• Students choose a career path and progress from one level to
the next
Other
A number of tertiary
institutions prepare
students for work in
particular
professions via
courses of study
lasting three years
with a view toward
applying what they
have learned in a
work setting.
Courses cover every
aspect of the printing
industry
Management
Printing
management
courses are offered
by tertiary
institutions
Short courses
APIS Business Services
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Heidelberg Print Media Academics
APIS Business Services
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
The Print Media Academy in Heidelberg is the centre of a Global
network. There are academies in Atlanta, United States; Sydney,
Australia; Kuala Lumpur, Malaysia; Sao Paulo, Brazil; Cairo,
Egypt; Shenzhen, Republic of China and Moscow, Russia

The Print Media Academy offers product training, seminars and
workshops covering issues such as emerging technologies and
managerial strategy, and offer a week long course covering
technology and management trends in the print media industry

The courses offered by the network of academies vary from region
to region taking into consideration regional differences and
learning needs and priorities
Page 182
Key Observation and Learnings from Overseas Education & Training
Arrangements

The emphasis of both education and training is on the practical aspects and less
on theoretical considerations

The training is structured in such a way that it mostly takes place in the workplace

Off the job training is limited and confined to between two to five days

Training and education systems are responsive reflecting the current and evolving
needs of the industry

Widespread industry input towards the development of the curriculum

Courses such as digital printing and multi-media are being offered to reflect
changing industry skill requirements
APIS Business Services
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Page 183
Key Observation and Learnings from Overseas Education & Training
Arrangements

Training simulators are used to replicate pressroom conditions. They are a
practical and inexpensive form of training people in sheet fed and web fed
processes. They also help overcome the need for educational institutions to
invest in new technology and keep up with changes in technology which for
most has proven to be costly

Management area growing in importance and priority and is seen as being a key
prerequisite in preparing the industry leaders of the future

The new thinking is that education and training should be considered to be an
ongoing thing

Training emphasis seems to be on equipping people with appropriate skills that
are required by industry. Upskilling and re-skilling of existing workforce are
viewed as priority areas
APIS Business Services
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Page 184
Key Observation and Learnings from Overseas Education & Training
Arrangements

It is increasingly being acknowledged that vocational education and training
should not be the exclusive domains of public educations providers and that
private sector education providers also have an important role to play in
delivering programs

To attract new people to the industry the common approaches adopted by
industry counterparts overseas include the production and distribution to schools
of short educational videos about careers and career paths in the industry

Career teachers get also invited to attend industry workshops and briefing
sessions to familiarise themselves with the industry and its changing dynamics.
Career teachers are also taken to workplaces to observe the application of the
latest technology and processes
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Page 185
Appendix A4
Listing of Registered Training
Providers for the Printing and
Graphic Arts Training Package
(consistent with the National Training Information Service)
APIS Business Services
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Page 186
Listing of Registered Training Providers for the Printing and Graphic Arts
Training Package
R e g is te rin g
O rg a n is a tio n N a m e
S ta te /T e rrito ry
ACT
A u stra lia n A rm y (P a d d in g to n , N S W )
ACT
A u stra lia n L a b o u r M a rke t S e rv ice s P ty L td (A m a ro o , A C T )
ACT
C a n b e rra In stitu te o f T e ch n o lo g y (C a n b e rra , A C T )
NSW
T h e C o m p u te r G ra p h ics C o lle g e (E a st S yd n e y, N S W )
NSW
D e liv e rs In
N a tio n a l
Code
A C T , N S W , N T , Q L D , S A , T A S , V IC , W A
0050
A C T , N S W , N T , Q L D , S A , T A S ,V IC
6617
ACT
0101
N S W , V IC
3997
T A F E N S W - H u n te r In stitu te (T ig h e s H ill, N S W )
NSW
90002
NSW
T A F E N S W - N e w E n g la n d In stitu te (T a m w o rth , N S W )
NSW
90001
NSW
T A F E N S W - N o rth C o a st In stitu te (P o rt M a cq u a rie , N S W )
NSW
90010
NSW
T A F E N S W - R iv e rin a In stitu te (W a g g a W a g g a , N S W )
NSW
90005
NSW
T A F E N S W - S o u th W e ste rn S yd n e y In stitu te (G ra n v ille , N S W )
NSW
90008
NSW
T A F E N S W - S yd n e y In stitu te (U ltim o , N S W )
NSW
90003
NSW
T A F E N S W - W e ste rn In stitu te (O ra n g e , N S W )
NSW
90009
NSW
T A F E N S W - W e ste rn S yd n e y In stitu te (K in g sw o o d , N S W )
NSW
90000
NSW
3 1 3 E n te rta in m e n t M e d ia & A rts D e v e lo p m e n t C e n tre (W o llo n g o n g , N S W )
NSW
90308
NSW
2 m in o r p ro v id e rs d e liv e rin g co m p e te n cie s o n ly
NT
0373
NT
C h a rle s D a rw in U n iv e rsity (C a su a rin a , N T )
Q LD
M a n u fa ctu rin g In d u stry S kills T ra in in g a n d A sse ssm e n t S e rv ice s (B risb a n e ,
Q LD )
Q LD
30941
Q LD
A x io m C o lle g e P ty L td , C o m p u te r L e a rn in g C e n tre (M ilto n , Q L D )
Q LD
1816
Q LD
S o u th b a n k In stitu te o f T A F E (S o u th B risb a n e , Q L D )
Q LD
0275
Q LD
In te ch A u stra lia P ty L td (B o o n d a ll, Q L D )
Q LD
2881
Q LD
M a rtin C o lle g e P ty L td , E m b a ssy C E S L a n g u a g e T ra in in g P ty L td , T a ylo rs
C o lle g e (B risb a n e , Q L D )
N SW , Q LD , W A
5806
Q LD
1 1 7 m in o r p ro v id e rs d e liv e rin g co m p e te n cie s o n ly
(Source: National Training Information System – www.ntis.gov.au)
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Continued…
Page 187
Listing of Registered Training Providers for the Printing and Graphic Arts
Training Package
R e g is te rin g
O rg a n is a tio n N a m e
S ta te /T e rrito ry
SA
H u m a n a g e m e n t/P rin t T ra in in g A u stra lia /H u m a n a g e rs (U n le y , S A )
SA
D e liv e rs In
N a tio n a l
Code
A C T , N S W , Q L D , S A ,V IC
40122
In te ra c t T ra in in g (A d e la id e , S A )
SA
6174
TAS
E liz a b e th C o lle g e (H o b a rt, T A S )
TAS
0521
TAS
In stitu te o f T A F E T a sm a n ia (H o b a rt, T A S )
TAS
4819
TAS
3 m in o r p ro v id e rs d e liv e rin g c o m p e te n c ie s o n ly
V IC
E a st G ip p sla n d In stitu te o f T A F E (B a irn sd a le , V IC )
V IC
3070
V IC
G o rd o n In stitu te o f T A F E (G e e lo n g , V IC )
V IC
3044
V IC
G o u lb u rn O v e n s In stitu te o f T A F E (S h e p p a rto n , V IC )
V IC
3094
V IC
T h e C o m p u te r G ra p h ic s S c h o o l (M e lb o u rn e , V IC )
V IC
20814
V IC
H o lm e sg le n In stitu te o f T A F E (H o lm e sg le n , V IC )
V IC
0416
V IC
Im p a c t C re a tiv ity C e n tre (G le n fo rb e s, V IC )
V IC
20650
V IC
R o y a l M e lb o u rn e In stitu te o f T e c h n o lo g y (R M IT ) (T A F E D iv isio n )
(M e lb o u rn e , V IC )
V IC
3046
V IC
S o u th W e st In stitu te o f T A F E (W a rrn a m b o o l, V IC )
V IC
3120
V IC
S u n ra y sia In stitu te o f T A F E (M ild u ra , V IC )
V IC
4693
V IC
3 m in o r p ro v id e rs d e liv e rin g c o m p e te n c ie s o n ly
WA
A le x a n d e r E d u c a tio n G ro u p (P e rth , W A )
WA
0057
WA
C e n tra l T A F E (L e e d e rv ille , W A )
WA
1988
WA
C u rtin U n iv e rsity - V o c a tio n a l T ra in in g a n d E d u c a tio n C e n tre (K a lg o o rlie ,
W A)
WA
2465
WA
In d u stry P ty L td (M id la n d , W A )
WA
50694
WA
S w a n T A F E (B e n tle y , W A )
WA
1979
WA
T h o rn lie S e n io r H ig h S c h o o l (D e p a rtm e n t o f E d u c a tio n a n d T ra in in g )
(T h o rn lie , N S W )
WA
50555
WA
8 m in o r p ro v id e rs d e liv e rin g c o m p e te n c ie s o n ly
(Source: National Training Information System – www.ntis.gov.au)
APIS Business Services
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Page 188
Appendix A5
Input/ Output Trade Employment
Needs Analysis
APIS Business Services
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Page 189
Input/ Output Model – Most Likely
P rin tin g M a c h in is ts & S m a ll O ffs e t P rin te rs
ye Ju n e
T ra d e s p e o p le
N o.
G ro w th in tra d e s p e o p le
% pa
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2001
1 0 ,2 7 8
-0 .9 8 %
P rin tin g M a c h in is ts (e x c lu d e s s m a ll o ffs e t p rin te rs )
ye Ju n e
2001
T ra d e s p e o p le
N o.
9 ,2 3 0
G ro w th in tra d e s p e o p le
% pa
-1 .6 1 %
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2002
1 0 ,1 3 5
-1 .3 9 %
-1 4 3
3 .7 5 %
385
243
384
35%
249
-6
-6
2003
9 ,9 9 8
-1 .3 5 %
-1 3 7
3 .7 5 %
380
243
369
35%
239
3
-3
2004
9 ,8 6 6
-1 .3 2 %
-1 3 2
3 .7 5 %
375
243
356
35%
231
12
9
2005
9 ,7 3 9
-1 .2 8 %
-1 2 7
3 .7 5 %
370
243
329
35%
213
30
39
2006
9 ,6 1 8
-1 .2 4 %
-1 2 1
3 .7 5 %
365
244
382
35%
248
-4
35
2007
9 ,3 1 0
-3 .2 0 %
-3 0 8
3 .7 5 %
361
52
356
35%
231
-1 7 8
-1 4 3
2008
9 ,0 1 6
-3 .1 6 %
-2 9 4
3 .7 5 %
349
55
356
35%
231
-1 7 6
-3 1 9
2009
8 ,7 3 5
-3 .1 2 %
-2 8 1
3 .7 5 %
338
57
356
35%
231
-1 7 4
-4 9 3
2010
8 ,4 6 6
-3 .0 7 %
-2 6 8
3 .7 5 %
328
59
356
35%
231
-1 7 1
-6 6 5
2011
8 ,2 1 1
-3 .0 2 %
-2 5 6
3 .7 5 %
317
62
356
35%
231
-1 6 9
-8 3 4
2012
7 ,9 6 7
-2 .9 7 %
-2 4 4
3 .7 5 %
308
64
356
35%
231
-1 6 7
-1 0 0 1
2013
7 ,7 3 4
-2 .9 2 %
-2 3 3
3 .7 5 %
299
66
356
35%
231
-1 6 5
-1 1 6 5
2014
7 ,5 1 3
-2 .8 6 %
-2 2 1
3 .7 5 %
290
69
356
35%
231
-1 6 2
-1 3 2 7
2002
9 ,0 4 5
-2 .0 0 %
-1 8 5
3 .7 5 %
346
162
382
35%
248
-8 7
-8 7
2003
8 ,8 6 4
-2 .0 0 %
-1 8 1
3 .7 5 %
339
158
367
35%
239
-8 0
-1 6 7
2004
8 ,6 8 7
-2 .0 0 %
-1 7 7
3 .7 5 %
332
155
354
35%
230
-7 5
-2 4 2
2005
8 ,5 1 3
-2 .0 0 %
-1 7 4
3 .7 5 %
326
152
327
35%
213
-6 1
-3 0 3
2006
8 ,3 4 3
-2 .0 0 %
-1 7 0
3 .7 5 %
319
149
380
35%
247
-9 8
-4 0 1
2007
8 ,0 0 9
-4 .0 0 %
-3 3 4
3 .7 5 %
313
-2 1
354
35%
230
-2 5 1
-6 5 1
2008
7 ,6 8 9
-4 .0 0 %
-3 2 0
3 .7 5 %
300
-2 0
354
35%
230
-2 5 0
-9 0 1
2009
7 ,3 8 1
-4 .0 0 %
-3 0 8
3 .7 5 %
288
-1 9
354
35%
230
-2 4 9
-1 1 5 0
2010
7 ,0 8 6
-4 .0 0 %
-2 9 5
3 .7 5 %
277
-1 8
354
35%
230
-2 4 8
-1 3 9 9
2011
6 ,8 0 3
-4 .0 0 %
-2 8 3
3 .7 5 %
266
-1 8
354
35%
230
-2 4 8
-1 6 4 6
2012
6 ,5 3 1
-4 .0 0 %
-2 7 2
3 .7 5 %
255
-1 7
354
35%
230
-2 4 7
-1 8 9 3
2013
6 ,2 6 9
-4 .0 0 %
-2 6 1
3 .7 5 %
245
-1 6
354
35%
230
-2 4 6
-2 1 3 9
2014
6 ,0 1 9
-4 .0 0 %
-2 5 1
3 .7 5 %
235
-1 6
354
35%
230
-2 4 6
-2 3 8 5
2002
1 ,0 9 0
4 .0 0 %
42
3 .7 5 %
39
81
3
35%
2
79
79
2003
1 ,1 3 4
4 .0 0 %
44
3 .7 5 %
41
84
3
35%
2
83
162
2004
1 ,1 7 9
4 .0 0 %
45
3 .7 5 %
43
88
3
35%
2
86
248
2005
1 ,2 2 6
4 .0 0 %
47
3 .7 5 %
44
91
3
35%
2
89
337
2006
1 ,2 7 5
4 .0 0 %
49
3 .7 5 %
46
95
3
35%
2
93
430
2007
1 ,3 0 1
2 .0 0 %
26
3 .7 5 %
48
73
3
35%
2
71
502
2008
1 ,3 2 7
2 .0 0 %
26
3 .7 5 %
49
75
3
35%
2
73
574
2009
1 ,3 5 3
2 .0 0 %
27
3 .7 5 %
50
76
3
35%
2
74
649
2010
1 ,3 8 0
2 .0 0 %
27
3 .7 5 %
51
78
3
35%
2
76
725
2011
1 ,4 0 8
2 .0 0 %
28
3 .7 5 %
52
79
3
35%
2
77
802
2012
1 ,4 3 6
2 .0 0 %
28
3 .7 5 %
53
81
3
35%
2
79
881
2013
1 ,4 6 5
2 .0 0 %
29
3 .7 5 %
54
83
3
35%
2
81
962
2014
1 ,4 9 4
2 .0 0 %
29
3 .7 5 %
55
84
3
35%
2
82
1044
S m a ll o ffs e t p rin te rs
T ra d e s p e o p le
G ro w th in tra d e s p e o p le
A ttritio n fro m tra d e
R e p la c e m e n ts re q u ire d
A p p re n tic e in ta k e 4 y rs p rio r
A p p re n tic e A ttritio n
R e p la c e m e n ts a v a ila b le
S h o rtfa ll
C u m u la tiv e s h o rtfa ll
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
ye Ju n e
N o.
% pa
N o. pa
% pa
N o. pa
N o. pa
N o.
% o v e r 4 yrs
N o.
N o.
N o.
2001
1 ,0 4 8
6 .1 9 %
Page 190
Input/ Output Model – Optimistic
P rin tin g M a c h in is ts & S m a ll O ffs e t P rin te rs
ye Ju n e
T ra d e s p e o p le
N o.
G ro w th in tra d e s p e o p le
% pa
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2001
1 0 ,2 7 8
-0 .9 8 %
P rin tin g M a c h in is ts (e x c lu d e s s m a ll o ffs e t p rin te rs )
ye Ju n e
2001
T ra d e s p e o p le
N o.
9 ,2 3 0
G ro w th in tra d e s p e o p le
% pa
-1 .6 1 %
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2002
1 0 ,3 3 0
0 .5 1 %
52
3 .7 5 %
385
438
384
35%
249
189
189
2003
1 0 ,3 8 5
0 .5 3 %
55
3 .7 5 %
387
442
369
35%
239
203
392
2004
1 0 ,4 4 3
0 .5 6 %
58
3 .7 5 %
389
447
356
35%
231
216
608
2005
1 0 ,5 0 4
0 .5 8 %
61
3 .7 5 %
392
452
329
35%
213
239
847
2006
1 0 ,5 6 7
0 .6 1 %
64
3 .7 5 %
394
458
382
35%
248
210
1056
2007
1 0 ,4 3 6
-1 .2 4 %
-1 3 1
3 .7 5 %
396
265
356
35%
231
34
1091
2008
1 0 ,3 1 1
-1 .2 0 %
-1 2 5
3 .7 5 %
391
266
356
35%
231
35
1126
2009
1 0 ,1 9 2
-1 .1 6 %
-1 1 9
3 .7 5 %
387
267
356
35%
231
36
1163
2010
1 0 ,0 7 8
-1 .1 1 %
-1 1 4
3 .7 5 %
382
269
356
35%
231
38
1200
2011
9 ,9 7 0
-1 .0 7 %
-1 0 8
3 .7 5 %
378
270
356
35%
231
39
1240
2012
9 ,8 6 9
-1 .0 2 %
-1 0 2
3 .7 5 %
374
272
356
35%
231
41
1281
2013
9 ,7 7 3
-0 .9 7 %
-9 6
3 .7 5 %
370
274
356
35%
231
43
1325
2014
9 ,6 8 3
-0 .9 2 %
-9 0
3 .7 5 %
366
277
356
35%
231
46
1370
2002
9 ,2 3 0
0 .0 0 %
0
3 .7 5 %
346
346
382
35%
248
98
98
2003
9 ,2 3 0
0 .0 0 %
0
3 .7 5 %
346
346
367
35%
239
108
205
2004
9 ,2 3 0
0 .0 0 %
0
3 .7 5 %
346
346
354
35%
230
116
321
2005
9 ,2 3 0
0 .0 0 %
0
3 .7 5 %
346
346
327
35%
213
134
455
2006
9 ,2 3 0
0 .0 0 %
0
3 .7 5 %
346
346
380
35%
247
99
554
2007
9 ,0 4 5
-2 .0 0 %
-1 8 5
3 .7 5 %
346
162
354
35%
230
-6 8
486
2008
8 ,8 6 4
-2 .0 0 %
-1 8 1
3 .7 5 %
339
158
354
35%
230
-7 2
414
2009
8 ,6 8 7
-2 .0 0 %
-1 7 7
3 .7 5 %
332
155
354
35%
230
-7 5
339
2010
8 ,5 1 3
-2 .0 0 %
-1 7 4
3 .7 5 %
326
152
354
35%
230
-7 8
262
2011
8 ,3 4 3
-2 .0 0 %
-1 7 0
3 .7 5 %
319
149
354
35%
230
-8 1
181
2012
8 ,1 7 6
-2 .0 0 %
-1 6 7
3 .7 5 %
313
146
354
35%
230
-8 4
97
2013
8 ,0 1 3
-2 .0 0 %
-1 6 4
3 .7 5 %
307
143
354
35%
230
-8 7
10
2014
7 ,8 5 2
-2 .0 0 %
-1 6 0
3 .7 5 %
300
140
354
35%
230
-9 0
-8 0
2002
1 ,1 0 0
5 .0 0 %
52
3 .7 5 %
39
92
3
35%
2
90
90
2003
1 ,1 5 5
5 .0 0 %
55
3 .7 5 %
41
96
3
35%
2
94
184
2004
1 ,2 1 3
5 .0 0 %
58
3 .7 5 %
43
101
3
35%
2
99
283
2005
1 ,2 7 4
5 .0 0 %
61
3 .7 5 %
45
106
3
35%
2
104
387
2006
1 ,3 3 8
5 .0 0 %
64
3 .7 5 %
48
111
3
35%
2
110
497
2007
1 ,3 9 1
4 .0 0 %
54
3 .7 5 %
50
104
3
35%
2
102
599
2008
1 ,4 4 7
4 .0 0 %
56
3 .7 5 %
52
108
3
35%
2
106
705
2009
1 ,5 0 5
4 .0 0 %
58
3 .7 5 %
54
112
3
35%
2
110
815
2010
1 ,5 6 5
4 .0 0 %
60
3 .7 5 %
56
117
3
35%
2
115
929
2011
1 ,6 2 7
4 .0 0 %
63
3 .7 5 %
59
121
3
35%
2
119
1049
2012
1 ,6 9 3
4 .0 0 %
65
3 .7 5 %
61
126
3
35%
2
124
1173
2013
1 ,7 6 0
4 .0 0 %
68
3 .7 5 %
63
131
3
35%
2
129
1302
2014
1 ,8 3 1
4 .0 0 %
70
3 .7 5 %
66
136
3
35%
2
134
1437
S m a ll o ffs e t p rin te rs
T ra d e s p e o p le
G ro w th in tra d e s p e o p le
A ttritio n fro m tra d e
R e p la c e m e n ts re q u ire d
A p p re n tic e in ta k e 4 y rs p rio r
A p p re n tic e A ttritio n
R e p la c e m e n ts a v a ila b le
S h o rtfa ll
C u m u la tiv e s h o rtfa ll
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
ye Ju n e
N o.
% pa
N o. pa
% pa
N o. pa
N o. pa
N o.
% o v e r 4 yrs
N o.
N o.
N o.
2001
1 ,0 4 8
6 .1 9 %
Page 191
Input/ Output Model – Pessimistic
P rin tin g M a c h in is ts & S m a ll O ffs e t P rin te rs
ye Ju n e
T ra d e s p e o p le
N o.
G ro w th in tra d e s p e o p le
% pa
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2001
1 0 ,2 7 8
-0 .9 8 %
P rin tin g M a c h in is ts (e x c lu d e s s m a ll o ffs e t p rin te rs )
ye Ju n e
2001
T ra d e s p e o p le
N o.
9 ,2 3 0
G ro w th in tra d e s p e o p le
% pa
-1 .6 1 %
N o. pa
A ttritio n fro m tra d e
% pa
N o. pa
R e p la c e m e n ts re q u ire d
N o. pa
A p p re n tic e in ta k e 4 y rs p rio r
N o.
A p p re n tic e A ttritio n
% o v e r 4 yrs
R e p la c e m e n ts a v a ila b le
N o.
S h o rtfa ll
N o.
C u m u la tiv e s h o rtfa ll
N o.
2002
1 0 ,0 2 2
-2 .4 9 %
-2 5 6
3 .7 5 %
385
129
384
35%
249
-1 2 0
-1 2 0
2003
9 ,7 7 5
-2 .4 7 %
-2 4 7
3 .7 5 %
376
129
369
35%
239
-1 1 1
-2 3 1
2004
9 ,5 3 6
-2 .4 4 %
-2 3 9
3 .7 5 %
367
128
356
35%
231
-1 0 3
-3 3 4
2005
9 ,3 0 6
-2 .4 2 %
-2 3 0
3 .7 5 %
358
127
329
35%
213
-8 6
-4 2 0
2006
9 ,0 8 3
-2 .3 9 %
-2 2 2
3 .7 5 %
349
127
382
35%
248
-1 2 1
-5 4 1
2007
8 ,6 0 8
-5 .2 4 %
-4 7 6
3 .7 5 %
341
-1 3 5
356
35%
231
-3 6 6
-9 0 7
2008
8 ,1 6 1
-5 .1 9 %
-4 4 7
3 .7 5 %
323
-1 2 4
356
35%
231
-3 5 5
-1 2 6 2
2009
7 ,7 4 0
-5 .1 5 %
-4 2 0
3 .7 5 %
306
-1 1 4
356
35%
231
-3 4 5
-1 6 0 7
2010
7 ,3 4 5
-5 .1 0 %
-3 9 5
3 .7 5 %
290
-1 0 5
356
35%
231
-3 3 6
-1 9 4 3
2011
6 ,9 7 4
-5 .0 5 %
-3 7 1
3 .7 5 %
275
-9 6
356
35%
231
-3 2 7
-2 2 6 9
2012
6 ,6 2 5
-5 .0 0 %
-3 4 9
3 .7 5 %
262
-8 7
356
35%
231
-3 1 8
-2 5 8 8
2013
6 ,2 9 7
-4 .9 5 %
-3 2 8
3 .7 5 %
248
-8 0
356
35%
231
-3 1 0
-2 8 9 8
2014
5 ,9 8 9
-4 .9 0 %
-3 0 8
3 .7 5 %
236
-7 2
356
35%
231
-3 0 3
-3 2 0 1
2002
8 ,9 5 3
-3 .0 0 %
-2 7 7
3 .7 5 %
346
69
382
35%
248
-1 7 9
-1 7 9
2003
8 ,6 8 4
-3 .0 0 %
-2 6 9
3 .7 5 %
336
67
367
35%
239
-1 7 1
-3 5 0
2004
8 ,4 2 4
-3 .0 0 %
-2 6 1
3 .7 5 %
326
65
354
35%
230
-1 6 5
-5 1 5
2005
8 ,1 7 1
-3 .0 0 %
-2 5 3
3 .7 5 %
316
63
327
35%
213
-1 4 9
-6 6 5
2006
7 ,9 2 6
-3 .0 0 %
-2 4 5
3 .7 5 %
306
61
380
35%
247
-1 8 6
-8 5 1
2007
7 ,4 5 0
-6 .0 0 %
-4 7 6
3 .7 5 %
297
-1 7 8
354
35%
230
-4 0 8
-1 2 5 9
2008
7 ,0 0 3
-6 .0 0 %
-4 4 7
3 .7 5 %
279
-1 6 8
354
35%
230
-3 9 8
-1 6 5 6
2009
6 ,5 8 3
-6 .0 0 %
-4 2 0
3 .7 5 %
263
-1 5 8
354
35%
230
-3 8 7
-2 0 4 4
2010
6 ,1 8 8
-6 .0 0 %
-3 9 5
3 .7 5 %
247
-1 4 8
354
35%
230
-3 7 8
-2 4 2 2
2011
5 ,8 1 7
-6 .0 0 %
-3 7 1
3 .7 5 %
232
-1 3 9
354
35%
230
-3 6 9
-2 7 9 1
2012
5 ,4 6 8
-6 .0 0 %
-3 4 9
3 .7 5 %
218
-1 3 1
354
35%
230
-3 6 1
-3 1 5 2
2013
5 ,1 4 0
-6 .0 0 %
-3 2 8
3 .7 5 %
205
-1 2 3
354
35%
230
-3 5 3
-3 5 0 5
2014
4 ,8 3 1
-6 .0 0 %
-3 0 8
3 .7 5 %
193
-1 1 6
354
35%
230
-3 4 6
-3 8 5 0
2002
1 ,0 6 9
2 .0 0 %
21
3 .7 5 %
39
60
3
35%
2
58
58
2003
1 ,0 9 0
2 .0 0 %
21
3 .7 5 %
40
61
3
35%
2
60
118
2004
1 ,1 1 2
2 .0 0 %
22
3 .7 5 %
41
63
3
35%
2
61
179
2005
1 ,1 3 4
2 .0 0 %
22
3 .7 5 %
42
64
3
35%
2
62
241
2006
1 ,1 5 7
2 .0 0 %
23
3 .7 5 %
43
65
3
35%
2
63
304
2007
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
345
2008
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
387
2009
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
428
2010
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
470
2011
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
511
2012
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
553
2013
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
594
2014
1 ,1 5 7
0 .0 0 %
3 .7 5 %
43
43
3
35%
2
41
635
S m a ll o ffs e t p rin te rs
T ra d e s p e o p le
G ro w th in tra d e s p e o p le
A ttritio n fro m tra d e
R e p la c e m e n ts re q u ire d
A p p re n tic e in ta k e 4 y rs p rio r
A p p re n tic e A ttritio n
R e p la c e m e n ts a v a ila b le
S h o rtfa ll
C u m u la tiv e s h o rtfa ll
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
ye Ju n e
N o.
% pa
N o. pa
% pa
N o. pa
N o. pa
N o.
% o v e r 4 yrs
N o.
N o.
N o.
2001
1 ,0 4 8
6 .1 9 %
Page 192
Age Profile Model
A g e P ro file M o d e l - P rin tin g M a c h in is ts
In p u t D a ta :
P re se n t A g e P ro file o f P rin tin g M a c h in ists & S m a ll O ffse t P rin te rs (R e f: N P IT C V E T P la n 2 0 0 2 -0 5 p g 4 9 )
P ro file E x c .
A g e G ro u p s
1 5 -1 9
2 0 -2 4
2 5 -2 9
3 0 -3 4
3 5 -3 9
4 0 -4 4
4 5 -4 9
5 0 -5 4
5 5 -5 9
6 0 -6 4
6 5 -6 9
T o ta l
A v e ra g e A g e
A g e P ro file A p p re n tic e s
2001
2001
2 .7 %
A ssu m e d to b e a p p re n ticce s
8 .5 %
A ssu m e d to b e a p p re n ticce s
1 4 .5 %
1 6 .3 %
1 8 .5 %
2 0 .8 %
1 4 .5 %
1 6 .3 %
1 0 .0 %
1 1 .3 %
4 .7 %
5 .3 %
1 2 .1 %
1 3 .6 %
7 .8 %
8 .8 %
4 .7 %
5 .3 %
2 .0 %
2 .3 %
1 0 0 .0 %
1 0 0 .0 %
39
41
A ssu m p tio n s: th is a g e p ro file a p p lie s to P rin tin g M a c h in ists
A g e G ro u p s 1 5 -2 4 a re a p p re n tic e s
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
Page 193
Age Profile Model
P rin tin g M a c h in is ts - A g e D is trib u tio n & A ve ra g e A g e
P ro file
Age
2 5 -2 9
3 0 -3 4
3 5 -3 9
4 0 -4 4
4 5 -4 9
5 0 -5 4
5 5 -5 9
6 0 -6 4
6 5 -6 9
T o ta l
A v e ra g e A g e
2001
1 6 .3 %
2 0 .8 %
1 6 .3 %
1 1 .3 %
5 .3 %
1 3 .6 %
8 .8 %
5 .3 %
2 .3 %
1 0 0 .0 %
41
N u m b e rs
Age
2 5 -2 9
3 0 -3 4
3 5 -3 9
4 0 -4 4
4 5 -4 9
5 0 -5 4
5 5 -5 9
6 0 -6 4
6 5 -5 9
T o ta l
2001
1 ,5 0 7
1 ,9 2 3
1 ,5 0 7
1 ,0 3 9
489
1 ,2 5 8
811
489
208
9 ,2 3 0
R e d u c tio n in p r m a c h
N o rm a l A ttritio n
E x its
R e tire m e n t
O th e r
E n trie s
A ssu m p tio n s
2002
1 4 .9 %
2 0 .1 %
1 7 .3 %
1 2 .3 %
6 .4 %
1 1 .9 %
9 .4 %
5 .5 %
2 .1 %
1 0 0 .0 %
41
2003
1 3 .8 %
1 9 .2 %
1 8 .0 %
1 3 .3 %
7 .4 %
1 0 .8 %
9 .6 %
5 .8 %
2 .1 %
1 0 0 .0 %
42
2004
1 2 .8 %
1 8 .2 %
1 8 .3 %
1 4 .3 %
8 .5 %
1 0 .1 %
9 .5 %
6 .1 %
2 .1 %
1 0 0 .0 %
42
2005
1 2 .0 %
1 7 .2 %
1 8 .4 %
1 5 .1 %
9 .6 %
9 .7 %
9 .3 %
6 .3 %
2 .2 %
1 0 0 .0 %
42
2006
1 1 .4 %
1 6 .3 %
1 8 .3 %
1 5 .9 %
1 0 .7 %
9 .6 %
9 .0 %
6 .5 %
2 .3 %
1 0 0 .0 %
42
2007
9 .3 %
1 5 .7 %
1 8 .4 %
1 6 .8 %
1 1 .9 %
1 0 .0 %
9 .0 %
6 .6 %
2 .4 %
1 0 0 .0 %
43
2008
7 .5 %
1 4 .7 %
1 8 .3 %
1 7 .5 %
1 3 .2 %
1 0 .5 %
9 .0 %
6 .8 %
2 .5 %
1 0 0 .0 %
44
2009
6 .0 %
1 3 .5 %
1 8 .0 %
1 8 .1 %
1 4 .3 %
1 1 .2 %
9 .2 %
6 .9 %
2 .6 %
1 0 0 .0 %
44
2010
4 .8 %
1 2 .3 %
1 7 .6 %
1 8 .6 %
1 5 .4 %
1 2 .1 %
9 .5 %
7 .1 %
2 .7 %
1 0 0 .0 %
45
2011
3 .8 %
1 0 .9 %
1 6 .9 %
1 8 .9 %
1 6 .5 %
1 3 .0 %
9 .9 %
7 .3 %
2 .8 %
1 0 0 .0 %
45
2012
2 .9 %
9 .6 %
1 6 .1 %
1 9 .0 %
1 7 .4 %
1 4 .0 %
1 0 .5 %
7 .7 %
2 .9 %
1 0 0 .0 %
46
2013
2 .2 %
8 .4 %
1 5 .1 %
1 8 .9 %
1 8 .2 %
1 5 .0 %
1 1 .2 %
8 .1 %
3 .0 %
1 0 0 .0 %
47
2002
1 ,3 4 9
1 ,8 1 7
1 ,5 6 7
1 ,1 1 0
576
1 ,0 8 1
854
501
191
9 ,0 4 5
2003
1 ,2 1 9
1 ,7 0 0
1 ,5 9 4
1 ,1 7 9
660
957
852
518
185
8 ,8 6 4
2004
1 ,1 1 3
1 ,5 8 2
1 ,5 9 4
1 ,2 4 0
741
876
826
531
185
8 ,6 8 7
2005
1 ,0 2 5
1 ,4 6 6
1 ,5 7 0
1 ,2 8 9
819
827
790
539
189
8 ,5 1 3
2006
952
1 ,3 5 7
1 ,5 2 8
1 ,3 2 4
892
804
754
540
192
8 ,3 4 3
2007
744
1 ,2 5 4
1 ,4 7 1
1 ,3 4 2
956
799
718
531
194
8 ,0 0 9
2008
578
1 ,1 3 0
1 ,4 0 6
1 ,3 4 7
1 ,0 1 2
809
692
521
194
7 ,6 8 9
2009
446
999
1 ,3 3 1
1 ,3 3 8
1 ,0 5 8
829
676
511
192
7 ,3 8 1
2010
341
869
1 ,2 4 5
1 ,3 1 7
1 ,0 9 5
856
671
504
190
7 ,0 8 6
2011
258
744
1 ,1 5 1
1 ,2 8 4
1 ,1 2 0
884
674
500
188
6 ,8 0 3
2012
192
629
1 ,0 5 1
1 ,2 3 9
1 ,1 3 5
913
685
500
187
6 ,5 3 1
2013
139
524
949
1 ,1 8 4
1 ,1 3 8
940
702
505
187
6 ,2 6 9
185
346
346
208
138
162
181
339
339
204
136
158
177
332
332
199
133
155
174
326
326
195
130
152
170
319
319
192
128
149
334
313
334
200
133
-
320
300
320
192
128
-
308
288
308
185
123
-
295
277
295
177
118
-
283
266
283
170
113
-
272
255
272
163
109
-
261
245
261
157
104
-
6 0 % o f e xits e ve n ly fro m a g e g ro u p s 2 5 - 5 4
4 0 % o f e xits b y re tire m e n t fro m a g e g ro u p s 5 5 -6 9
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
E q u a l % fro m e a ch g ro u p
5 0 % o f 6 5 -6 9
+ e q u a l q u a n tity fro m 5 5 -5 9 a n d 6 0 -6 5
Page 194
Age Profile Chart
Printing Machinists - Age Profile
25%
2003
2013
20%
19.2%
18.9%
18.2%
18.0%
% of Trade
15.1%
15%
13.8%
15.0%
13.3%
10.8%
11.2%
9.6%
10%
8.4%
8.1%
7.4%
5.8%
5%
3.0%
2.1%
2.2%
0%
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65-69
Age Group
APIS Business Services
L:// IIGF Project/ 031216 IIGF E&T Needs Project
Page 195
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Slide 1