Training Solutions ....


While there are certain training obligations placed on all employers by law, many organisations have different approaches when it comes to their philosophy on training. Despite whether there has been a deliberate decision taken not to train employees, or to train employees only to the minimal level required to keep the business functioning and legally compliant, it is essential that at the very least all businesses have a clear and orderly approach to training. All businesses need to consider what the training needs of the organisation are, what skills are needed, what plans they have in place to acquire the new skills or changing skills needed to keep the business competitive, and whether decisions about training have been made in the context of the strategic direction of the business.

"Most people do not listen with the intent to understand; they listen with the intent to reply." Stephen R. Covey

Human Resource Training

In general, the training and development of knowledge, attitude and skills of employees are fundamental to the continued efficient and profitable performance of organisations. This is certainly true in training employees, especially supervisors and front line managers, in human resource skills which can have a significant impact on reducing costs, and increasing staff retention and productivity.

  • Induction Programs
  • Recruitment & Selection
  • Performance Management
  • Performance Counselling
  • Conflict Resolution

Industrial Relations Training

Discrimination and Workplace Harassment are both a human resource and a legal risk, which have health and safety, discrimination, employment termination and, possibly, criminal law implications for business. The cost of bullying in Australia has been estimated to be as much as $3 billion annually.

  • Discrimination
  • Sexual Harassment
  • Workplace Harassment
  • Cultural Diversity

Work Health & Safety Training

Work health and safety training not only benefits your business by having well trained and safe employees and thereby reducing the costs of incidents but also enables your business to meet its legal obligations to provide training in work health and safety. It is important to understand that in addition to any prescribed training requirements, there will also be other aspects that will require training and these will depend on your specific operating requirements and how the legislation applies to your business.

  • Safety Inductions
  • Safety Toolboxes
  • WHS Legal Obligations
  • Risk Assessments
  • Incident Investigation
  • Safety Leadership

DiSC Training

The DiSC Behavioural Model is one of the most widely used measures of behaviour used in the workplace. It measures behaviour not personality, and is therefore ideally suited to workplace applications. As DiSC measures behaviour it is particularly useful in situations where you want people to have a better understanding of their own behaviour and how it impacts on their relationships with others. Only when people are aware of their own behaviour and its impact can they choose other behaviours that are more effective or appropriate.

  • Team Building
  • Management Development
  • Sales & Customer Service
  • Conflict Resolution
  • Negotiating Skills

Compliance Programs & Presentations

The communication of information and instruction of employees is critical for effective business operation as well as legislative compliance, but often it is difficult to release employees from work for extended periods so we are able to provide instruction using short presentation style sessions. These shorter sessions are available covering a variety of subjects or the more formal and extended training course could be delivered in modules where this is required.

  • Performance Counselling
  • Managing Poor Performance
  • Avoiding Dismissal Problems
  • Providing the Cure for Micromanagement
  • WHS Obligations
  • Undertaking Hazard Inspections