Managing turnover

Recognising previously unrecognised and or underutilised skills can reduce job dissatisfaction and associated turnover.

Anna, who migrated to Australia from the UK, had ten years’ successful management and training experience working in service industries. She applied for a customer service position in rail and gained employment as a customer service attendant. Anna was offered and applied for RPL but was disappointed to find that much of her previous experience was not recognised and therefore she was only awarded a diploma level qualification rather than the advanced diploma she felt she deserved. Anna felt that the assessment interview did not allow her enough time to discuss all relevant experience. She was also disappointed that some valuable experience, such as running a training programme for the aviation industry (also a safety critical transport industry) was not counted as it occurred overseas and did not meet the two year currency requirement.

Despite the inadequacies of the formal RPL processes, Anna’s colleagues and managers valued her skills and talent. She has undergone several promotions in a short period of time. Higher level management responsibilities which utilise Anna’s skills, and the remuneration that comes with her position, has given Anna the job satisfaction she needed to stay.

 

Where employees face redundancy or workplace closure, Skills Recognition can support workers to gain other employment. Skills Recognition can identify employees existing skills and show how these skills can be transferred to other industries and employment options. Such actions improve the morale of exiting and remaining workers. Capturing skills of employees who are leaving (e.g. through retirement) enables the organisation to share and pass on the knowledge before it is lost. Giving the employee who is leaving a copy of this material will also assist with their morale, especially in the case of redundancy.

One rail operator undergoing restructuring is taking exit videos in the workplace to capture knowledge and skills that may be otherwise lost in the restructure.

 

Employer supports may be available if an employee is experiencing difficulties in their job, if an employee has changed roles in their job and requires additional on the job training or if the employee’s disability has deteriorated.