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Upskilling Matters Now More Than Ever

Almost thirty percent of the Australian labour force view upskilling as imperative to success in the workplace, where success is defined as retaining a job, ie, remaining employable.

This is an interesting statistic for one reason: Almost a third of Australian workers feel they are under-qualified or not the best choice for a position they currently fill. When such a high percentage of people are so concerned for their long-term viability in the labour market, it’s important to speculate as to why this might be the case.

There is increasing pressure on people to expand their resumé. This can come from multiple sources, including directly from employers themselves, social pressure as co-workers and acquaintances upskill, a desire to further oneself and a need to find a place in the general societal trend.

The trend is obvious and not denied. More than ever, employees are seeking training in additional tasks related to their career, students are engaging in dual degrees, and employers are asking their workers to broaden their capabilities. So, we appear to be entering a future where everybody is geared towards multiple career paths, rather than specialising in a certain area.

Most people have around 12-15 jobs in their lifetime. The majority of these are short-lived, such as a university student’s employment during the Christmas break. However, most people will experience a couple of career shifts in their lifetime, between major jobs. This entails major unsettling: new skills are required, there is strong potential for a pay decrease, and it can take significant time to settle into that role. As such, many workers take it upon themselves to develop as broad a variety of skill sets as possible to take on new roles. It is arguable whether this “push” factor contributes to upskilling, or whether learning new skills is simply a requirement of constantly changing career paths.

Training and upskilling are directly related to improved employee performance and retention. For any employer, these are both fairly significant advantages benefits. If the ROI of expanding your employee’s skill base is high enough, there is no reason why an employer shouldn’t take the step of offering training.

At Brazilian Beauty, training and skill improvement are fundamental to growth and success. In the early days of the business, in order to expand the number of services we offered, we had to ensure that the infrastructure was in place. This required significant additional training for all team members. As a result, we were able to access new markets and ultimately speed the growth of the business overall.

Now, as the business has evolved, all therapists undertake standardised training at the beginning of their employment. This training is revisited weekly, and often supplemented by updates. Therapists also have the option of obtaining further training from head office, to broaden their skill set. This ensures that all Brazilian Beauty therapists are highly qualified and prepared for any situation. 

October 20 2013


Rohan Davidson

Rohan Davidson