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Understanding training
Training is fundamental to workforce capability. It ensures employees can perform their roles effectively, comply with legal requirements, and develop careers within the organisation. The Cambridge Dictionary defines training as "the process of learning the skills you need to do a particular job or activity" - in the workplace, that learning is planned, measured, and tied to business outcomes. Effective training improves productivity, safety, and employee engagement, and training management software makes it easier to schedule and track.
While the word "training" also applies to athletics, animals, and even machine learning, this article focuses on training in the workplace - the practical instruction that equips Australian employees with the capabilities their jobs demand.
Training purposes
- Skills development
- Compliance requirements
- Safety and WHS
- Career progression
Business benefits
- Improved performance
- Reduced errors
- Better retention
- Legal compliance
Training vs development vs education
These three terms are closely related but serve different purposes. Understanding the distinction helps you invest in the right learning activity for the right goal.
Training
Builds practical, applicable skills for performing a concrete task in the current role - the focus is "how to do this job now".
Development
Broader, long-term growth - leadership, strategic thinking, and preparing for future roles through performance management.
Education
Acquires broad theoretical knowledge and understanding of concepts, usually through formal institutions rather than the workplace.
Types of training
- Onboarding: Initial training for new employees covering role basics, systems, and company orientation
- Compliance: Mandatory training for legal and regulatory requirements (WHS, anti-discrimination, industry-specific)
- Technical/skills: Job-specific skills and knowledge development, delivered through individual coaching or group training sessions
- Soft skills: Communication, teamwork, customer service, leadership
- Product: Training on company products and services
- Safety: WHS training, emergency procedures, hazard awareness
- Professional development: Career growth, management, specialised certifications
Training must be accessible
Employers must ensure training is accessible to all employees, including those with disabilities, non-English speakers, and different learning styles. Inaccessible training may constitute indirect discrimination under Australian law.
On-the-job vs off-the-job training
Beyond what is taught, training is also classified by where and how it is delivered. Most effective programs blend both approaches.
On-the-job training
Takes place in the normal working situation, using the actual tools, equipment, and materials the employee will use once fully trained. It is highly effective for vocational and hands-on roles.
- Job shadowing and mentoring
- Coaching from a supervisor
- Learning by doing real tasks
- Lower cost, immediate application
Off-the-job training
Delivered away from the immediate work setting, letting employees concentrate fully on learning. It tends to suit concepts, theory, and compliance content.
- Workshops, seminars, and courses
- E-learning and online modules
- Case studies and role-play
- Externally accredited programs
The four stages of workplace training
A useful way to plan training is to map it across the employee lifecycle. Each stage has a different purpose and audience.
Pre-employment training
Qualifications and skills gained before hiring. These signal a candidate's starting capability and are verified during recruitment.
Induction and onboarding
Orientation when a new employee starts. One of the most important stages - first impressions shape retention. See our guides on onboarding a new employee and running an effective induction.
In-service training
Ongoing instruction throughout employment, especially when processes, systems, or products change. Keeps skills current and consistent.
Career development training
Advanced training for employees seeking promotion or broader responsibility - the bridge between training and longer-term development.
Legal requirements
Australian training obligations
Training best practices
Planning
- Conduct needs assessments
- Set clear learning objectives
- Choose appropriate methods
- Allocate adequate time
Delivery
- Mix methods (classroom, online, on-the-job)
- Include practical application
- Evaluate effectiveness
- Gather and act on feedback
Common training mistakes
Training without objectives
Training for its own sake without clear goals wastes time and money. Define what employees should be able to do differently after training and measure whether that's achieved.
One-size-fits-all approach
Different roles, experience levels, and learning styles require different approaches. Customise training to audience needs rather than delivering generic programs to everyone.
Training then forgetting
Without reinforcement, training is quickly forgotten. Follow up with practice opportunities, coaching, and refreshers. Knowledge retention requires ongoing support.
Key takeaways
Training develops practical employee skills and supports compliance with legal requirements. It differs from development (long-term career growth) and education (broad theoretical knowledge). Effective training spans the whole employee lifecycle - from onboarding through in-service and career development - and blends on-the-job and off-the-job methods with clear objectives and ongoing reinforcement. In Australia, employer-required training must be paid as work time.
RosterElf's staff management helps Australian businesses schedule training sessions alongside regular shifts and track employee development.
Managing employee training schedules? RosterElf helps Australian businesses coordinate training sessions alongside regular shifts.
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