Systematiq is calling on its wealth of experience in other sectors to better support training practices across the rail industry.
Workplace training and training management presents challenges to all industries, and the rail sector is not immune.
With a geographically dispersed workforce and a heavy compliance-backed training requirement, the rail sector in particular, needs flexible and innovative ways to conduct induction, operational, safety, and developmental training to support both the business and its staff.
Systematiq understands some of the key challenges in the Australian rail sector, which begins with a skills shortage. An estimated 70,000 additional workers are required in the sector over the next decade. This is exacerbated by an ageing workforce nearing retirement. and will pressure the industry to recruit, train and maintain staff in the future.
Competition from other sectors such as mining and defence is also continuing to drag skilled labour away, making it difficult to attract and retain talent.
Training programs and skills recognition vary across regions and networks, limiting worker mobility and career progression. Attracting a diverse workforce and creating an inclusive culture is essential for retaining talent from various backgrounds. Training programs must align with the company policies, procedures and skills alignment to ensure the best outcomes for the time spent training staff.
Addressing these challenges requires a co-ordinated effort between governments, industry, and educational providers, along with workplace training and assessment programs to ensure skills training and workforce development continues. Systematiq addresses some of these challenges by providing industry best-practice solutions using the ADDIE model, which offers several advantages:
Structured process: the ADDIE model provides a clear, step-by-step framework for comprehensive and cohesive training programs.
Flexibility and adaptability: the model allows for iteration and adjustments at any stage, making it suitable for various industries and training contexts.
Focus on learner needs: by starting with a thorough analysis of training needs, the ADDIE model tailors the program to specific learner requirements, enhancing engagement and effectiveness.
Continuous improvement: the evaluation phase emphasises ongoing assessment and feedback, refining the program to better meet learning objectives and adapt to changing needs.
Alignment with objectives: ensures all training activities are aligned with clearly defined learning objectives, achieving specific, measurable outcomes.
Data-driven decisions: encourages the use of data and feedback to inform decisions at each stage, creating more effective and efficient training programs.
Cross-functional collaboration: promotes collaboration among instructional designers, subject matter experts, and trainers, benefiting from diverse perspectives and expertise.
By leveraging these advantages, the ADDIE model helps in developing high-quality training programs that effectively meet the needs of learners and achieve desired training outcomes. They also ensure large projects are delivered by a highly skilled and enduring workforce.
Systematiq’s training systems capability manager, Steve Mackey, comments on the importance of getting training systems and programs right. “Training packages are more than just the provision of instructional sessions – they are strategic tools designed to enhance your operational capabilities and ensure your workforce is equipped to deliver to your requirements,” he said.
The ADDIE model is a robust framework that can be effectively applied to develop training programs in the rail industry.
The model has distinct phases:
Analyse:
Identify training needs and define objectives: clearly outline learning objectives, such as improving safety protocols or enhancing technical skills.
Design:
Curriculum planning: develop a detailed curriculum and select appropriate instructional methods and course materials.
Assessment strategies: development of quizzes, practical assessments, and feedback mechanisms.
Develop:
Create training materials: develop and test engaging and accessible training content, including manuals, videos, and interactive modules.
Implement:
Deliver training: Roll out the training program through workshops, online courses, on-the-job training, or a combination of methods. Develop ongoing support mechanisms as needed.
Evaluate:
Assess outcomes: Evaluate the training program’s effectiveness by measuring learners’ performance and feedback and analysing data.
Continue to refine and enhance the training program, ensuring it remains relevant and effective over time.
For Systematiq, it is about working quickly and efficiently when partnering on a project.
Steve Mackey explained that quick mobilisation and then building a close working relationship is key to a project’s success.
“Our team are able to integrate well with our clients,” he said.
“We work to understand their culture and values, and aim to immediately provide value in a short time frame.
“By doing this we make great initial strides in ensuring the success of our partnerships.”
This approach is crucial in addressing the skills shortage and workforce challenges in the rail sector, ensuring large projects are delivered by a highly skilled and enduring workforce.
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