Sheep Farming Course – Raise Sheep (& Prospects)

Sheep Farming Course – Raise Sheep (& Prospects)

Sheep farming is a diverse agricultural export enterprise for wool, meat and dairy production. This course is ideal for farmers, farmhands, farm supervisors, wool brokers or anyone who wants to raise sheep or improve their prospects on a sheep farm.

Our Certificate of Sheep Farming will give you insights into the sheep farming industry, including processes and techniques to market sheep and sheep products. In this sheep farming course, you will learn about terminology, nutrition, selection and breeding, wool production, sheep rearing and management systems, and disease management and prevention. You will also study feeding, the factors that affect wool yield, and sales and marketing techniques for sheep and related products.

Learning Outcomes

Outcomes achieved by undertaking a sheep farming course include:

  • Learning about terminology and breeds
  • Exploring sheep breeds and the factors that affect the choice of breed
  • Gaining an understanding of climate and vegetation, internal parasites, product and market and rearing and management systems
  • Studying UK breeds, including Dorset Horn, Suffolk and Romney
  • Examining Australian and New Zealand breeds, including the merino, Border Leicester, Southdown, Polwarth and Turkdale
  • Understanding South African breeds, including Damara, the Dormer, the Dorper and the South African mutton merino
  • Attaining knowledge of the Ile de France and Ronderib Afrikaner
  • Gaining insights into selection and breeding including oestrus, the gestation period, weaning, mouthing, selection, economically important traits, growth rate and reproductive efficiency
  • Learning about carcass quality, wool traits, culling old ewes, reproduction and physical factors, selecting replacement ewes and rams, culling for age, and culling for reproductive performance and physical abnormalities
  • Exploring how to buy a replacement ram, commercial sheep production, choosing a lambing time and the advantages and disadvantages of Autumn and Spring lambing
  • Gaining an understanding of accelerated lambing, managing the ewe prior to mating, using hormones to control reproduction and managing the ram prior to the breeding season
  • Studying joining (mating) methods, flock joining (group mating), and hand and individual mating
  • Examining the anatomy of the ewe and ram reproductive organs, ultrasonic scanning of ewes, mating records and the signs of lambing
  • Understanding the nutrition of sheep including sheep nutrition, condition scoring, loin transverse cross section and when to condition score
  • Attaining knowledge of the factors affecting feed requirements, the animal’s production and environmental influences
  • Gaining insights into feed requirements including feeding rams and ewes
  • Learning about the reproduction and lactation stages and feeding lambs and fatteners
  • Exploring nutrition and wool production, mineral needs and vitamins and waters
  • Gaining an understanding of the common sheep diseases and disease prevention
  • Studying viral and rickettsial diseases, contagious ecthyma (ORF, contagious pustular dermatitis, scabby mouth), contagious ophthalmia (ovine infectious keratoconjunctivitis), blue tongue (BTV), rift valley fever and Wesselbron disease, bacterial diseases, clostridial diseases and pulpy kidney (enterotoxaemia)
  • Exploring internal parasites
  • Gaining an understanding of the categories of drenches
  • Studying the general management of commercial flocks including handling and dipping facilities, shower or power spray dips and foot baths
  • Examining drenching, drenching practices and injecting
  • Understanding hoof trimming, shearing, castration, tail docking and weighing and recording
  • Attaining knowledge of the species of flies, blowfly strike and the factors affecting, types and control of fly strike
  • Gaining insights into tail docking and mulesing and crutching
  • Learning about the classes and unique characteristics of wool
  • Exploring wool classing and processing, the factors influencing the estimation of yield, piece picking, wool scouring and carding
  • Gaining an understanding of the marketing of sheep and sheep products
  • Attaining knowledge of private selling, wool buying, AWC appraisers, the wool exchange and wool auctions, transfers and false packing, delivery and dumping, lamb and mutton marketing and paddock sales and sale yard auctions
  • Gaining insights into over-the-hook sales, electronic marketing, live sheep exports and forward price contracts
  • Learning about the factors affecting the value of lamb or mutton, carcass weight and skin value and payment bases (hot or cold weight)

And more!

Top Australian and New Zealand sheep breeds

Merio

This is the predominant breed of sheep in Australia. It was first introduced into the country in 1797 and over the years it was developed for wool production. It has also been used for cross-breeding with British Short Wool and Long Wool breeds for mutton and prime lamb production.

British Long Wool Breeds

These were originally bought to Australia for experimental purposes, and include:

  • This sheep is hornless with a large frame.
  • English Leicester. This is a hornless sheep with a large frame and black feet.
  • Border Leicester. A large-framed, hornless sheep, it is a popular breed for producing first cross (Merino ewe x Border Leicester ram) ewes.
  • This is a large-framed sheep with a white, hornless head that is free from wool. It produces prime lamb sires.
  • Romney Marsh. This is a large-framed hornless sheep with has a white face and kemp fibres on its legs and face. When crossed with British Short Wool breeds, they produce high quality lamb.

British Short Wool Breeds

These are commonly known as Downs breeds. They have fine grain meat and are commonly used as prime lamb sires. They include:

  • This sheep has a wide back and a small, chunky frame. Its head is well-covered with wool and it has no horns.
  • Dorset Horn and Poll Dorset. These are renowned as prime lamb sires and are usually mated to Merino, British Long Wool or Merino cross ewes.
  • This is hornless sheep with a wide back, a medium blocky frame and black legs, hooves and head. The White Suffolk is an Australian breed that has been developed for Australian conditions. It is predominately a meat sheep breed.
  • This is a well-developed, lean and heavily-muscled sheep. It is predominately a meat breed.

Australasian Breeds

These include:

  • This is a dual-purpose sheep and was developed by mating purebred Merino ewes with English Long Wool Lincoln rams. They have a large framed body and a polled head, dark hooves and wooled legs.
  • This is a dual-purpose sheep bred from a Lincoln-Merino Cross. It has a large framed body and is well wooled. Equal emphasis is placed on meat and wool production.
  • This sheep is a result of combining Border Leicester and Romney Marsh bloodlines and was developed in New Zealand. It has excellent mothering and milking ability.

Snapshot of the Sheep Meat and Wool Industry

As you’ll learn in our sheep farming course, Australia is a major producer and exporter of sheep products. In fact, according to the Wool Producers Australia and Meat & Livestock Australia (MLA), the country is the largest exporter of sheep meat and prime quality fine wool. It encompasses:

A diverse landscape

Australia’s sheep industry is an extensive pasture-based industry, with an average flock size of around 2000 sheep. Sheep are produced in a wide range of climates — from the arid and semi-arid parts of the inland regions to the medium to high rainfall areas of Queensland, New South Wales, Victoria, South Australia, southern Western Australia and Tasmania. Sheep are grazed on pastures year-round, with supplementary feeding occurring when there are pasture shortages.

Commitment to the industry

The nature of Australia’s unique landscape brings numerous challenges to farming, which have led to innovative methods of production. Investment in research, innovation and development through the levy scheme also ensures that farming practices remain competitive.

The sheep industry has two Research and Development Corporations (RDCs) — Australian Wool Innovation (AWI) and Meat & Livestock Australia (MLA). Both RDCs invest in producer levies and matched funds from the Australian Government in research, information, development and marketing.

Sustainable sheep production

Sheep play an integral role in the ability of Australian farmers to sustainably manage the land. Sheep producers work to protect, preserve and improve the natural resources and biodiversity on their farms and manage an estimated 65.8 million hectares of land.

When managed well, sheep can regenerate the land on which they graze by initiating the regeneration of pastures, controlling and managing weed infestation, and encouraging an increase in soil biota diversity. By supporting, protecting and encouraging biodiversity in the soil, insect life, vegetation and fauna, sheep producers can ensure farm ecosystems thrive.

Wool is a natural, biodegradable and renewable fibre. Wool-producing sheep are shorn at least once a year, and sheep are often retained by the same producer over their lifetime. This maintains bloodlines and genetics over many generations.

Integrity and quality systems

The sheep industry takes quality standards seriously — from the demonstration and reporting of specific measures to anticipating and establishing customer specifications. These sophisticated traceability systems guarantee the integrity of Australia’s wool products and sheep meat to customers.

The National Livestock Identification System (NLIS) provides identification and lifetime traceability of sheep. The national Livestock Production Assurance (LPA) is an on-farm assurance program covering animal welfare, food safety, biosecurity and traceability. It protects the disease-free status of Australian

sheep and underpins the reputation of products as safe, clean and natural.

The Australian National Wool Declaration (NWD) and Classers’ Specifications are the standardised mechanisms by which  woolgrowers declare specific wool quality, on-farm practices and traceability. Australian wool is bought and sold with an International Wool Textile Organisation (IWTO) test certificate that characterises all critical features of each bale of wool.

The Australian Animal Welfare Standards and Guidelines for Sheep apply to all those responsible for the care and management of sheep. They are based on current scientific knowledge, community expectations, and recommended industry practice.

Australian Sheep Sustainability Framework

The Australian Sheep Sustainability Framework was released in 2021 by the Australian sheep meat and wool industry and led by Sheep Producers Australia and Wool Producers Australia. It was initiated to identify areas for improvement, demonstrate sustainable practices and better communicate with consumers and customers. It is insightful reading for those interested in undertaking a sheep farming course.

The Framework has four themes:

  1. Caring for our sheep. Which involves (a) Animal care and handling – reducing, refining and replacing painful husbandry practices, implementing best practice sheep management and ensuring humane processing and on-farm euthanasia and (b) Animal health – preventing and managing disease.
  2. Enhancing the environment and climate. Which involves (a) Environment – improving natural resource management, responsible environmental practices and encouraging biodiversity and (b) Climate change – reducing net greenhouse gas emissions and adapting to a changing climate, including extreme weather events.
  3. Looking after our people, our customers and the community. Which involves (a) Health and safety – improving industry safety culture and improving our people’s health, (b) Capacity building – supporting and growing the workforce and encouraging workforce diversity, and (c) Contributing to the community – enhancing community trust and delivering products that customers demand.
  4. Ensuring a financially resilient industry. Which involves (a) Profitability, productivity and investment – maintaining or increasing industry profitability, maintaining or increasing the contribution to the Australian economy, increasing productivity, and encouraging innovation, and (b) Market access – ensuring positive market positioning and access and guaranteeing product integrity and safety.

 

Enhance your awareness of sheep and the sheep industry to work with sheep or develop a start-up farm with a sheep farming course such as our Certificate of Sheep Farming.

Discover Aboriginal & Torres Strait Island Culture in Education

Aboriginal and Torres Strait Islander culture has existed in this country for over 50,000 years. The uniqueness of these cultures and the wisdom and knowledge embedded in them are highly valued by all Australians. And in many regions, teaching aboriginal culture in primary schools or care services is a distinct and important part of the learning curriculum.

Relevant courses can help educators navigate culturally appropriate interactions, experiences, behaviours and physical environments in their daily practice with children. They can also give insights into Aboriginal and Torres Strait Island historical issues and culture and how to embed culture into learning experiences, facilitate children’s experiences in appropriate ways, and adapt their educational practices to Aboriginal and Torres Strait Islander peoples’ way of learning.

(AIATSIS) Education Strategy

The Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS), established as the Australian Institute of Aboriginal Studies in 1964, is an independent Australian Government statutory authority. Its Education Strategy 2021-25 aims to influence what children learn at school about Aboriginal and Torres Strait Islander Australia and support educators to teach confidently. If you are interested in teaching aboriginal culture in primary schools, it is a document well worth reading.

AIATSIS vision

The AIATSIS are custodians of the largest collection of Aboriginal and Torres Strait Islander materials in the world. Its vision is of a world where “Aboriginal and Torres Strait Islander knowledge and cultures are recognised, respected, celebrated and valued”. Its role is significant as a place for culturally important Indigenous knowledge and a resource for improving individual understandings of Aboriginal and Torres Strait Islander cultures and histories.

It is in a unique position to “develop authoritative resources from an Indigenous viewpoint, support teaching about Aboriginal and Torres Strait Islander histories and cultures, and provide teachers with professional learning to teach in a culturally safe way”.

AIATSIS Education Strategy background

Families and communities have long lobbied governments (including education ministers) and national curriculum bodies and education standards to demand schools teach about Aboriginal and Torres Strait Islander histories and cultures and improve pedagogical practices for teaching Indigenous students when teaching aboriginal culture in primary schools and secondary schools. AIATSIS joins this important call to action and will support education systems, schools and teachers by enacting the AIATSIS Education Strategy.

Its strategy complements the Education Council’s Mparntwe Education Declaration. Prepared by the Department of Education, Skills and Employment in agreement with Australian education ministers in 2019, it has two distinct but interconnected goals.

  1. The Australian education system promotes equity and excellence and aims to provide all young Australians with access to high-quality education that is inclusive and free from any form of discrimination. It ensures that learning is built on and includes local, regional and national cultural knowledge and experience of Aboriginal and Torres Strait Islander peoples and works in partnership with local communities.
  2. All young Australians should have the freedom to become successful lifelong learners, confident and creative individuals, and active and informed community members. They should understand, acknowledge and celebrate the richness and diversity of Aboriginal and Torres Strait Islander cultures and histories. They should possess the skills, knowledge and understanding to contribute to and benefit from reconciliation between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians.

AIATSIS Education Strategy goals

The goals of the AIATSIS Education Strategy are to:

  1. Develop and implement cutting edge schools programs by:

  • Establishing a place-based learning collective that delivers engaging, interactive school programs and culturally responsive curriculum resources for those teaching aboriginal culture in primary schools and secondary schools.
  • Develop and deliver transformative learning opportunities for students and educators visiting Canberra and those accessing content online.
  • Bring the stories from the AIATSIS Collection to life and make them accessible to all Australian students and educators.

  1. Generate world-leading education resources aligned to the Australian Curriculum by:

  • Creating a comprehensive bank of resources to support educators in confidently teaching about Aboriginal and Torres Strait Islander cultures and strengthening their pedagogical agility to improve learning and engagement for Indigenous students.
  • Develop education resources linking the AIATSIS Collection to the Australian Curriculum.
  • Create a digital platform to house world-leading, authoritative curriculum resources.
  • Publish and vend high-quality education resources and tools for both students and educators teaching aboriginal culture in primary schools and in secondary schools.

  1. Develop and deliver culturally responsive professional learning for educators, including:

  • Provide in-person and online professional learning, including culturally responsive pedagogy, about how to confidently embed Aboriginal and Torres Strait Islander history and cultures into the curriculum.
  • Develop Core learning modules for

Source:

2022, AIATSIS Education Strategy 2021-25, AITSIS

Queensland Government initiatives

The Australian Curriculum sets consistent national standards to improve learning outcomes for all young Australians. The Australian Curriculum, Assessment and Reporting Authority (ACARA) acknowledges the gap in learning outcomes between Aboriginal and Torres Strait Islander students and their non-Indigenous peers. It also recognises the need for the Australian Curriculum to provide every opportunity possible to “close the gap”.

The Queensland Government Department of Education is committed to building the capacity of all educators teaching aboriginal culture in primary schools in Queensland to confidently embed the cross-curriculum priority and Aboriginal and Torres Strait Islander histories and cultures in teaching and learning. It allows them to provide opportunities for all students to deepen their knowledge of Australia by engaging with the world’s oldest continuous living cultures and understanding that contemporary Aboriginal and Torres Strait Islander communities are strong, rich, resilient, and diverse.

All state schools are required to teach a language from at least years 5 to 8 aligned to the Australian Curriculum. Principals should consult with parents and local community members to choose which language(s) to teach in their school.

For many schools across Queensland, the most appropriate language to teach will be the local Aboriginal language or Torres Strait Islander language. This is because many Aboriginal and Torres Strait Islander students speak a traditional language as their first or home language or creole (a variety of Aboriginal English). There are many benefits to all students when Australia’s first languages are respected and kept strong. Most importantly, Aboriginal languages and Torres Strait Islander languages are essential to ensuring the sustainability, vitality and identity of Aboriginal people and Torres Strait Islander people.

However, to access the curriculum for Standard Australian English, these students may need to be actively and explicitly taught Standard Australian English as an additional language or dialect. This is known as EAL/D.

7 Signs You Need Professional Development

Are you thinking about investing in a professional development course? It’s always a positive to invest in your career, but there are signs it’s crucial. If you have concerns about redundancy, challenging projects at work or lack the confidence to do your role well, these are just some reasons to invest in professional development.

What is Professional Development?

Professional development is education or mentoring that leads to learning, which gains or maintains your professional credentials. Professional development can include academic degrees, formal coursework, online courses, conferences and informal learning opportunities in the workplace.

  1. Redundancy is Likely in Your Industry/Company

Redundancy and job insecurity are real, but it will take the sting (or at least the surprise) out of it if you’re prepared. If you’re in an industry renowned for redundancy, it’s even more important to be realistic about your job security.

Maintaining and gaining new skills through professional development is crucial to minimise your risk of redundancy, as you may be able to move into another role, but you’ll also be more likely to find a new job quickly.

  1. Roles (You Want) Have Education Requirements You Don’t Meet

Are there positions in your company that interest you, but you don’t have all the skills you need to apply? If so, a professional development course – even a short online course – will help you get your foot in the door. You can learn many roles while on the job, but having a foundation of knowledge will give you a competitive advantage for a promotion or career change.

  1. You Don’t Feel Confident

If you have difficulty at work, face a challenging project, or feel overwhelmed in a role, professional development can help you.

Whether you’re experiencing difficulty with communication, leadership, time management or even public speaking, there’s a course to help you overcome any workplace challenge.

  1. It’s Been a Long Time Since You’ve Studied

If it’s been years since you’ve learned something new, a professional development course will help you gain the latest skills in leadership, marketing, sales, communication – and many other industries! It’s a great way to feel competent and confident in your current role.

If you work in dynamic industries like digital and design, staying up to date on new developments is even more crucial. Regardless, gaining knowledge and acquiring new skills is also a confidence-booster. And let’s face it, most of us could use that in the workplace!

  1. Your Industry is Changing Rapidly

In many industries, change is the only constant. You must make sure you’re prepared. A professional development course in change management will be vital if you lead change. If you know what changes are on the horizon, boosting your skillset (and that of co-workers) via professional development will make the change less threatening and stressful.

  1. You’re Stuck in a Career Rut

Are you stuck in a career rut? If so, it’s never too late to change careers. Depending on the job you choose, you might need to upskill. Whether taking an online professional development course or enrolling in tertiary education, a commitment to study and a positive attitude will take you far.

  1. You Want to Start a Business

It’s understandable to feel underqualified when you start a business. It’s a massive undertaking that requires you to wear many hats! There are so many factors that will determine whether your business will succeed.  A few of the most important skills for running your own business include financial literacy, marketing and communications, time management and leadership.

Start with the most important skills you want to gain and work backwards when considering professional development courses. Because while education is an investment in your future, you need to be realistic about your budget. It doesn’t have to be a considerable expense, as many short online courses may be adequate to upskill, change careers or even start a business! Many factors will influence your decision, from your financial situation to essential requirements set by industry bodies. The bottom line – do your research, and do it well!

Sustainable Farming Course Helps You Nurture Nature!

Alternative farming — which combines sustainable and organic farming systems — is becoming increasingly popular worldwide as consumers increasingly seek organic alternatives to “standard” supermarket goods. As a result, those who work in the farming industry need to continuously adapt to meet demand.

Our Certificate of Alternative Farming is ideal for organic farmers, farm consultants, farm managers, farm consultants, those working in farm supply or farm service businesses and hobby farmers. This course will give you insights into “whole farm” planning and how to make a farm more  sustainable — both environmentally and economically.

In this sustainable farming course, you will explore the economic rules that apply to farm enterprise and explore land management programs, such as permaculture, organic farming and biodynamics. You will learn about sustainable crop management techniques, how to avoid serious water and soil degradation, and how to evaluate the potential and financial viability of animal enterprises.

You will study the scope, history and types of organic farming, the viable economic gains in pursuing organic farming, as well the benefits to the environment and health of the consumer. You will gain an understanding of how to handle organic management issues from environmental concerns and certification to promotion and marketing.

You will also discover integrated farm management systems for organic farming, including waste management systems, rotation design and how to manage weeds, pests, pasture, soil, livestock and crops.

Learning Outcomes

Outcomes achieved by undertaking a sustainable farming course include:

  • Learning about sustainable agriculture including land management programs, sustainable ways of farming and natural and organic farming.
  • Exploring permaculture, “no dig” techniques and biodynamics.
  • Gaining an understanding of soils including growing media, soil problems, soil structural decline, erosion, salinity, acidification and phytotoxicity
  • Studying cultivation techniques, conservation tillage, plant nutrition, soil life, cover crops and how to add organic matter to soils
  • Examining the types of water storage, water problems, water quality and water saving measures
  • Understanding reed beds, recycling, irrigation systems, swales, key lines and livestock water requirements
  • Studying personal welfare, risks, quality systems, plan drawings of farms and marketing
  • Examining crop management, hay, hydroponics, new crops and agro-forestry
  • Understanding nuts and herbs
  • Attaining knowledge of animal enterprises including poultry, deer, ostriches, emus, alpacas and llama
  • Gaining insights into goats, horses, wool and meat production and aquaculture
  • Learning about organic farming including its scope, nature and benefits, how to promote and prolong plant growth
  • Exploring intercropping, manurial systems, the soil microbiome and the cultural, biological and physical control of pests, weeds and diseases
  • Gaining an understanding of decomposition, nutrient availability and nutrient cycling and recycling
  • Studying organic farming systems, the variables and how to choose a production system
  • Examining “no dig” techniques, vegetable-sod inter planting, broad-acre and row cropping
  • Gaining an understanding of composting and mulching on organic farms, green manuring and cover crops
  • Studying sheet composting, organic fertilisers, animal manures, blood and bone meal, rock dusts, seaweed and how to boost the soil microbiome
  • Examining organic weed management, environmental and noxious weeds and how to control weeds without chemicals
  • Understanding soil condition, cultivation, grazing, mulching and biological weed control
  • Studying organic beef and milk production including food processing terms, lot feeding, feedlot records and variable costs
  • Examining organic pasture management including choosing and managing pasture sites, seed coating, grasses, legumes, choosing the correct seed mix, preparing land for pasture, sowing and germination and testing the soil microbiome
  • Understanding a cotton strip assay, weed control, grassland management rests and the major types of pasture grasses
  • Attaining knowledge of pasture management principles, stocking and carrying capacity, how to apply grassland management principles, continuous light stocking, and split, one-herd, four-paddock and intensive systems
  • Gaining insights into broad-acre organic crops including wheat, sesame seed, mung beans, plant fibre crops, hay and sorghum (grain and sweet varieties)
  • Learning about quality control, storage and handling and pits and bunkers

And more!

The Australian Organic industry

The Australian Organic industry is a vibrant, dynamic industry valued at more than two billion dollars in the domestic and export markets as of 2020. According to market research company, IBISWorld, the industry is expected to be worth more than $3.9 billion over the next five years to 2025/26.

There are over 3200 certified operators in Australia including farmers, wholesalers, manufacturers,

and retailers. Farmers account for 41 per cent of certified operations, running mixed farms producing fruit, vegetables, cattle, sheep, dairy, grain and fodder.

An organisation you will no doubt become familiar with if you undertake a sustainable farming course is Australian Organic Limited (AOL). It is the peak industry body representing Australian Organic certification bodies and operators. Not-for-profit and member-owned, it advocates on behalf of its members, and more broadly, the certified organic industry and works with government to drive awareness through industry and consumer initiatives.

Compared with overseas, Australia’s organic industry expansion has recently been stronger than New Zealand’s which grew by 6.4 per cent annualised over the past three years (Organics Aotearoa New Zealand, 2021), but below the UK at 12.6 per cent (Soil Association, 2021) and the US at 12.4 per cent (Organic Trade Association, 2021), both in the past year.

Across each country, growth over the past decade has been being driven by health and environmental factors such as climate change, and in-line with surging consumer interest about where their food comes from and how it could benefit them and potentially the environment. The trend has also spiked throughout the COVID-19 pandemic, and the Australian Organic Market Report 2021 shows Australians are buying more organic products than ever. Some interesting stats for those interested in a sustainable farming course include:

  • 80 per cent of shoppers purchased an organic product in the past 12 months, equating to
  • approximately 9 million households.
  • Household penetration of organic products grew by 3.6 per cent to 92 per cent. The increase is the
  • equivalent of over 565,000 new households and 9 million households overall.
  • 37 per cent of organic shoppers increased their household food allocation to organics.
  • More than half of organic shoppers check for certification marks on their organic
  • 39 per cent of shoppers say they would avoid purchasing an organic product if it did not
  • display a certification mark.
  • 62 per cent of shoppers recognised the Australian Certified Organic Bud trademark logo.

According to AOL, “Australia is the world leader in hectares of organic farming land. Forecast high growth underlines the organic industry’s potential in Australia, which provides Australia with a distinct advantage compared with the rest of the world. As consumers across the globe look to alternative sources for food, Australia’s organics industry has the infrastructure in place to deliver the growth predicted.”

How organic farming practices benefit a circular economy

In Australia, the increasing consequences and effects of climate change have meant that we continue to experience extreme drought and heat and devastating bushfire seasons that have extensively destroyed property, businesses, wildlife and vegetation.

This has prompted an urgent need for cleaner, greener and more sustainable environmental practices going forward. It also calls for drastic changes in the way we deal with waste and where it needs to be diverted from landfill and reused. Adopting a closed-loop “Circular Economy” model can help achieve this.

A “Circular Economy” approach to waste diversion can be best demonstrated by organic farming practices. This is because they support natural systems of regeneration, and waste is minimised as it revolves through the system to complete the Circular Economy cycle.

The traditional Linear food systems have for many years supported economic growth and a fast-growing population, but also left a detrimental effect on biodiversity, soil quality, water, climate and ecosystems. As a result, a fundamental transformation to adopt circular economy systems globally is needed now more than ever.

As you’ll discover in a sustainable farming course, the practice of organic farming has had a number of benefits on the environment, including:

  • Reducing the environment’s exposure to chemicals and pesticides that can cause long term contamination in the water and soil supply.
  • Promoting a sound state of health and resilience of farm land including by using compost as organic fertiliser which promotes soil organic matter and fertility which boosts biological activity within the soil.
  • Combatting soil degradation and erosion by building healthy soil and helping to combat serious land and soil issues like soil erosion.
  • Encouraging water health as organic farming can help keep water supplies clean by stopping polluted run-off from toxic pesticides and fertilisers.
  • Promoting biodiversity which can influence how resilient farm land is to issues like disease, pests and harsh weather.

Enhance your ability to create and market a successful organic farming enterprise — including undertaking strategic agricultural planning processes — to meet your desired sustainability goals with a sustainable farming course such as our Certificate of Alternative Farming. 

6 Reasons Digital Literacy Skills Are Crucial

Digital technologies have advanced more rapidly than any other innovation in history, and they are changing how we live and work. But you don’t have to be a digital native to behave like one. Older generations are nurturing their social media profiles, choosing FaceTime over phone calls and tablets over newspapers. And even younger generations are consistently up-skilling their digital literacy to keep abreast of this ever-evolving technological beast!

In terms of the work environment, digital literacy is a skill that can be continually honed and it plays an important role in ongoing professional development. These same technologies are also giving rise to new business models, with organisations using digital platforms to create new forms of value.

So whether you are an individual keen to enhance your social media or digital skills or a leader or business owner keen to implement a digital action plan, here are some reasons why digital literacy skills in today’s business environment are crucial.

What is digital literacy? 

Digital literacy is similar to traditional forms of literacy — the medium may change, but the basic skills remain the same. Digital literacy is part of media literacy, and both are included in the concept of “information literacy”, which is the ability to find, identify, evaluate and use information effectively.

Global management consulting firm, McKinsey, defines digital literacy as “the ability to handle data, use popular software, access digital services, and interact with AI.” A few key indicators of digital literacy include being able to:

  • Access, interpret, and critically evaluate information in digital spheres
  • Create digital content, not just consume it
  • Communicate with others using online tools
  • Confidently identify and operate different technologies
  • Manage your online identity while being conscious of safety, security and privacy

Why is digital literacy important? 

Digital literacy skills are important for a range of reasons, including:

#1 – We live in an increasingly digital society

From online payments to social media platforms and video conferencing, much of society today is filtered through a digital lens. The demand for those with digital skills has also increased with the challenges of COVID-19 and the widespread move to more remote work.

According to the Digital Skills Organisation, up to 87 per cent of jobs in Australia now require some level of digital literacy. Similarly, a report by McKinsey identified digital literacy skills as one of four “distinct elements of talent” (DELTAs) that will be vital to the future of work and include cognitive, interpersonal, self-leadership and digital skills.

#2 – Digital literacy skills are top-of-mind with employers

Every year LinkedIn identifies the skills organisations are needing (and demanding) most. In their 2020 Workplace Learning Report, “hard” skills were dominated by analytical, data-centred and digital skills, including:

  • Blockchain
  • Cloud computing
  • Analytical reasoning
  • Artificial intelligence
  • UX design

#3 – Demand for those with digital literacy skills is increasing

According to the Tech Council, there will be over one million tech jobs in Australia by 2025. And demand for tech jobs is growing incredibly fast — at a rate of around 66 per cent since 2005. Over 280,000 people will enter the sector over the next four years, with approximately 140,000 of these jobs expected to come from people re-skilling or transitioning from other industries.

The other half are expected to come from those undertaking training and from the migration of international students.  However, because of the visa rules for international students, many are leaving Australia within two years of completing their degree.

#4 – There is a demand for Australians with digital literacy skills

Filling these types of jobs can be difficult, many have some of the highest vacancy rates, and their job ads are staying open the longest. So there are an abundance of opportunities, however, not enough Australians are being trained to fill vacancies.

As Patrick Kidd, Chief Executive Officer of the Digital Skills Organisation, says, “Every single job, every single industry and every single employer needs to have digital skills to enable them to be successful in what they do. However, we are not generating enough people from our education system and we’re not doing it quickly enough. If you go to university, it’s taking you between one and eight years to complete that qualification. We need to be generating people into the workplace in a matter of months, not years”. (Hence, why our IT courses are so valuable).

#5 – Digital literacy skills are critical to business success

According to MYOB’s Chief Employee Experience Office, Helen Lea, one in five Australian SMEs have no or low levels of digital adoption. As she has commented, “Digital capability and technology move and shift all the time. It’s about learning and keeping on learning. Our employers and our workforce have to recognise its importance and drive it accordingly. We see digital fluency and the confidence and capability to use digital tools in everyday business processes as a critical enabler of business success and as we move through the pandemic, for survival”.

#6 – Digital literacy skills improve workplace productivity

From a business perspective, a team without these skills is likely to be less productive. New technologies can also be intimating when they are first being introduced. However, employees are generally open to learning. So business leaders should demonstrate the importance of digital literacy and continued education in the workplace.

Enhanced skills increase productivity. Plus, employees are more engaged, have greater job satisfaction and empathy for their colleagues.

Tips for Smart Goals in PD!

Professional development goals are practical plans to guide your career and achieve growth and professional success. The rewards of achieving professional goals include diverse career opportunities, higher remuneration or promotion potential and the ability to explore new skills and interests that might change your direction. But if you’re planning on goal setting in your professional life, make sure you’re doing it SMART!

Why Set Professional Development Goals?

There are many reasons why professional development goals are important. You can’t see where you’re going without a plan, and a career with no direction is risky. You could fall into a career rut, be demoted or experience sudden redundancy – and without a plan for career progression, it leaves you vulnerable when it comes to employability.

Provides direction for your future

You might know what you want to do next year, but what about in the next decade? Do you have long-term career goals? Setting clear, smart goals for your career means having a professional plan.

You’re prepared to embrace change

If you have a career plan outside your current role, you’ll be better prepared for anything thrown at you in your professional life. If, for example, you’re put forward for a promotion, you’ll have a professional development portfolio at the ready to help you secure the position. At the other end of the spectrum is redundancy! It’s not ideal, but you’ll be better prepared if you have a professional development portfolio to apply for new jobs at the last minute.

Diversify your skillset

Whether it’s a future career change, starting your own business or promotion, regularly developing news skills provides options and leaves you open to new opportunities.

 

“A goal without a plan is just a wish.” ― Antoine de Saint-Exupéry.

Tips for Smart Goals (Professional Development)

If you’re going to set goals, you might as well be smart about it! The best tip for smart goals, set SMART goals! You’ll considerably increase your chances of achieving the goal successfully. Use the SMART goal strategy.

S – Specific

Specific goals are in-depth, written ideas (or recorded) details of the plan you hope to achieve. Think of this as the mission statement for your goal. You should aim to answer the following W questions – who, what, when, where, which, why!

M – Measurable

Your goal should be measurable. How else will you know if you’ve achieved it or are on your way to success? This makes your goal tangible – you’re measuring progress. Measurement methods can be quantitative (productivity results, money saved) or qualitative (client Google reviews, surveys).

A – Achievable

Your goal should be realistic. Think about how you’ll accomplish the goal (do you have the resources and skills required?) A smart goal is always achievable.

R – Relevant

Does the goal align with your career plans or personal development aspirations? If the goal is relevant, you’re much more likely to succeed.

T – Time-Sensitive

If your goal lacks realistic timing, you’re planning to fail. Make realistic timeframes for setting the goal deadline. If a goal will take six months to achieve, it’s important to define what should be completed at the halfway point and will ensure a sense of urgency.

Examples of Professional Development Goals

  • Attend industry events in [field], to grow my professional networks twice per year.
  • Enrol in an online course in time management to improve my productivity in the workplace
  • Subscribe to a monthly industry magazine for twelve months, and read on the first weekend of every month
  • Submit an application for a promotion at work within the next six months
  • Read two professional development/personal empowerment books a year
  • Listen to one TED talk on [industry/skills] a week, while driving to and from work
  • Take a course in leadership to increase opportunities for promotion in management roles
  • Improve communication skills in the workplace
  • Develop a growth mindset
  • Manage your energy for great motivation and productivity
  • Attend a workshop that improves your current skills or brings you one step closer to your dream career

If our tips for smart goals have inspired you to pursue professional development, make sure you choose the right course for you. Talk to one of our helpful Learning Consultants today on 1300 76 2221, Live Chat or Enquire Online.

You can start studying today with access to hundreds of courses, helpful support staff and knowledgeable tutors.

Study Motivation Techniques You’ll Love

Study for two minutes. Check email. Study for two minutes. Scroll through Instagram. Study for two minutes. Browse TikTok. Sound like you? If this mirrors your typical study process, you are certainly not alone. One of the hardest things about study is finding the motivation to actually get started!

But not every study motivation strategy works for everyone. Some work well in isolation, others find a combination works better for them. Some strategies that work today may not work tomorrow. Regardless, simply reading this blog means your intentions are on the right track! Read on to find out more about how to get motivated to study.

Remember your ‘why’

When you’re lacking the motivation to study, it helps to remember why you’re undertaking your course in the first place. Being able to articulate your “why” can help you set long-term goals, which can be a powerful motivator. One valuable tip is to imagine your life in the future and how the course will help you succeed once you’ve completed it. You can also ask yourself why your study initially interested you, what you enjoy most about it, and what you hope to achieve once it’s done and dusted.

Set achievable goals

In terms of how to get motivated to study, it’s also important to consistently remind yourself why you are studying. It might be because you are passionate about the topic, study will bring you closer to an achievable goal, or there might be financial benefits that could lead to a better lifestyle. Goals should be “SMART”, an acronym that stands for the words Specific, Measurable, Attainable, Realistic and Time-specific.

Part of setting goals is practising self-motivation. Visual reminders like vision boards or motivation apps can keep you inspired. But regardless of your motivation, make sure you aren’t overloading yourself by trying to do everything at once. Breaking down your study into manageable chunks can help make it a bit less daunting.

Commit to a study routine

Life can be fairly hectic at the best of times, so incorporating study into the mix can be a little overwhelming, even to the super-organised. It’s important to establish a routine that incorporates everything you have going on, so you don’t feel snowed under.

Everyone’s routine will be different depending on their life circumstances, so you need to discover what works best for you. A study plan or timetable is a valuable tool that can give you a visual overview of your workload and help you stay accountable. It can also be tailored around work or social commitments. Firstly, know your existing commitments, then estimate how much time you’ll need for study, and finally leave some room for flexibility.

Create an encouraging study space

Another tip for how to get motivated to study, is to create the right environment. Consider:

  • Choosing a dedicated space that is clean, organised and quiet.
  • Ensuring your space has a decent-sized desk, an ergonomic chair and your screen contrast is comfortable to look at.
  • Having access to natural light, which studies have shown can improve mood and give you a better quality sleep.
  • Avoiding facing direct light which can be distracting and uncomfortable.
  • Listening to music, whether it is music without lyrics or louder music to keep your energy levels (as long as it’s not too distracting!)
  • Adding a bit of greenery, like a space-saving trailing plant, a low-maintenance succulent or a vibrant fern.

Eliminate temptations

Regardless of age, all of us can be  istracted by things that can tempt us into procrastination. Whether it’s watching TV, scrolling through Facebook or picking up that new novel, in terms of how to get motivated for study, it’s best to keep distractions to a minimum. Because the more focus you have, the better your ability to concentrate will be.

Tips include leaving your phone in another room, listening to music rather than having the TV on, or using that great book as a reward when you’ve completed a study milestone. Some phones have anti-procrastination features like the Screen Time feature on iPhones. There are also apps like Study Break that allow you to set timed study blocks and breaks.

Get enough sleep

According to the National Sleep Foundation, “sleep is an active period in which a lot of important processing, restoration, and strengthening occurs”, including:

  • Restoration – which helps our minds and bodies revitalise so they can function properly.
  • Energy conservation – when sleeping we are using less energy and building our reserves for the day ahead.
  • Brain processing and helping build memories – brain fluid increases its flow when we are sleeping, which helps us remember things we have learned during the day.
  • Enhancing our creativity and problem solving – when we sleep, our neuro-connections are linked which strengthens our brains.

Reward yourself

Some people can work really well under pressure, and a certain amount of pressure is needed in order for you to push yourself and succeed. However, in order to keep your mental and physical health in order, remember to reward yourself. Treats can be a great incentive for motivation and they can be as big or small as you like! Some include:

  • Watching a favourite TV show, movie or streaming service
  • Going to see a new-release movie
  • Enjoying some snacks you’ve been craving
  • Making your favourite meal for dinner
  • Getting outside for some exercise and fresh air
  • Face-timing a friend or family member
  • Meditating or doing some yoga
  • Reading your new favourite book or listening to a podcast
  • Soaking in a bubble bath
  • Purchasing something online you’ve been wanting
  • Getting a massage
  • Taking a day off

Use the Pomodoro Technique

A valuable tip if you’re looking for how to get motivated to study is to use the Pomodoro Technique. Invented by Francesco Cirillo in the late 1980s, it uses a timer to break work down into intervals that are separated by short breaks. You can customise this method to suit  you and your specific study goals. The process includes:

  1. Setting a timer for 25 minutes and working on one task during that time.
  2. Stopping work when the timer goes off and putting a check mark on a piece of paper.
  3. If you have fewer than four checkmarks, taking a five-minute break.
  4. Repeating steps 1 to 3 until you have completed four “pomodoros”.
  5. After four “pomodoros”, taking a longer break of 15 to 30 minutes, resetting your checkmark count to zero and going back to step 1.

8 Highest Paying Careers – No Degree Required!  

There are many jobs that pay well without a degree! The world of recruitment has changed dramatically over the past few decades. Many organisations these days take a skills-based approach to hiring rather than the traditional degree-based approach. In fact, many careers don’t require a degree and employers themselves often determine what a candidate requires in order to secure an interview.

Taking the time to gain a degree (which is often years) can also be a negative, whereas Certificates and other entry pathways take a lot less time to obtain — time that could be spent honing your skills in the workplace, which can give you a competitive advantage. There are also a range of jobs that pay well without a degree, which is added incentive for you to undertake one of our online courses!

#1 – Construction Manager

Construction is a large industry that encompasses the construction, renovation, demolition, maintenance and repair of buildings and infrastructure. There are a wide variety of opportunities available for construction managers, from planning and surveying to structural construction and ensuring the sustainability and health of buildings.

Construction professionals are often sole traders with their own businesses, and with the continual boom of the real estate industry in Australia, the demand for construction managers is high. They can also earn fairly decent coin, as according to Payscale, Construction Managers earn an average of over $111,000 per year.

And while construction managers don’t need a tertiary degree to work in the construction industry, it does help if they have a number of particular skills in order to do the job well. These include having project management qualifications and practical experience in construction and building.

#2 – ICT Manager

Given the reliance modern workplaces have on technology, it’s no surprise that ICT Managers are well-paid. According to Payscale, they earn an average of over $105,000 per year. They are one of the most popular jobs that pay well without a degree. ICT managers also don’t just fix computer issues. They can be responsible for the acquisition, setup, security and ongoing maintenance of computer systems within an organisation. Many ICT Managers also create strategic policies and plans that are specific to a businesses’ unique needs.

You don’t need a degree to become an ICT Manager, although it is recommended that you have a broad knowledge of IT operations and computer systems. You can also enhance your career further by studying IT courses that focus on providing computer systems and service troubleshooting.

#3 – Project Manager

Project Managers are among the highest paid professionals in Australia. According to Payscale, they earn, on average, over $100,000 a year.

They are responsible for ensuring projects are completed on budget and on time. From building a website to constructing a bridge, project managers can work on a wide variety of projects. A great place to start if you are interested in a project management career is with a Certificate of Project Management.

#4 – Senior Care Worker

With Australia’s ageing population on the rise, the demand for senior care workers is growing rapidly. According to Treasury’s 2015 Intergenerational Report, the number of Australians aged 65 years and over is forecast to more than double over the next 40 years, increasing from around 3.6 million in 2014-15 to 8.9 million in 2054-55.

Senior care workers are responsible for monitoring and overseeing care assistants, care workers and home carers. According to Indeed, their average earnings a year are around $96,000. They are another one of the jobs that pay well without a degree, although basic qualifications are highly regarded. There is also the scope to study in specialised areas, including in home and community care or supporting elderly people with conditions like dementia.

#5 – Human Resources (HR) Manager

HR Managers play an integral role in workforce recruitment, planning, employee relations and performance management within an organisation. According to Payscale, they earn an average of over $91,000 a year. If you’re a people person who is passionate about shaping an organisation through employee management and helping employees reach their potential, then a career in HR is for you!

You don’t need a degree to be a HR Manager, although in order to work your way up from an entry level position, there a range of courses that will kick-start your career trajectory.

#6 – Digital Marketing Manager

Digital marketing is a crucial part of modern business, as regardless of the product or services a business provides, digital marketing can help grow their audience and customer base. And it not only has a range of diverse disciplines, it has proven over the years to be a moneymaker for organisations, so they are often willing to pay high salaries when they see direct returns on their investment.

If you are after jobs that pay well without a degree, you may want to consider the role of a Digital Marketing Manager, as, according to Payscale, they earn, on average, around $83,000 a year.  Specialising in platforms like social media can also allow you to diversify and boost the revenue of an organisation (and possibly even your salary!)

#7 – Health and Safety Advisor

Workplace Health and Safety Advisors play a critical role in ensuring staff, contractors and the general public are protected from potential hazards. They can work across a range of industries, including agriculture, construction, manufacturing, hospitality and transport.

According to Payscale, Health and Safety Advisors can earn an average of over $82,000 a year. You can work in this role in Australia without a degree, although you will need qualifications such as a Certificate of Workplace Health and Safety.

#8 – Office Manager

If you are looking for an office role and love to be organised, then a career as an Office Manager will be right up your alley! Responsible for the smooth running of an office on a day-to-day basis, the duties of Office Managers can vary greatly depending on the organisation they work for. Tasks can range from greeting visitors, developing new admin systems and setting up appointments, to managing office expenditure, booking business travel, organising the office layout and ordering equipment and stationery.

An Office Manager role is one of the more surprising jobs that pay well without a degree, with Payscale citing a salary of up to $81,000 per year. Undertaking an office administration course can also help you negotiate an even better salary!

5 Ways to Find a Publishing Job!

Publishing is a competitive industry, and getting a foot in the door can be challenging but possible. It’s also important to keep in mind that publishing is bigger than just editorial. Many people mistakenly think publishing is all about writing and editing, but that’s simply not the case. Publishing is a diverse and dynamic industry covering everything from typesetting and design to marketing and promotions. 

So, if you long to find a publishing job, make sure you know what area you’re most suited to before you start knocking on doors (digital or otherwise)! Do you have desktop publishing and design skills? Perhaps your strengths lie in editing and proofreading? You can break into the publishing industry with persistence, whatever your skillset. 

10 Types of Publishing Jobs 

There are typically five main areas of publishing, including writing and editorial; production; sales and distribution; and marketing and advertising. The following are some of the most common roles in the publishing industry.

Editor 

An editor’s primary role is to prepare content for publishing or production. An editor will obtain and review manuscripts and review them for market potential in line with the publishing house criteria. 

Copy Editor 

A copy editor is responsible for proofreading copy before publishing to ensure work is free of errors. One of the most crucial publishing jobs, copyeditors work closely with book editors to review manuscripts. 

Publisher 

In the publishing industry, a publisher is responsible for the daily operations of the publishing company. The role is crucial to the company’s editorial and commercial goals. Publishers establish publishing criteria, identify target markets, oversee manuscript and rights acquisitions, sales and marketing activities, and budget and production processes. 

Literary Agent

Literary agents search for books to be published. They’re responsible for sourcing new literary talent in the publishing industry. Their role requires finding promising authors, promoting books to editors, and receiving a commission on the sale.

Publicist

In publishing, a publicist works for a publishing company to attract press attention for books and authors. Publicists work directly with authors and agencies, pitch books and build relationships with reviewers, media outlets and websites. 

Marketers and/or Copywriters 

If you’re looking for a publishing job that requires writing, then marketing and copywriting might be the best fit for you. These publishing jobs are responsible for creating press releases, media kits, campaigns and catalogues that showcase books and authors.

Sales Positions 

Sales positions in publishing require excellent communication skills and collaboration with marketing and editorial departments. The role is responsible for closing book sales and being an expert on various books, titles and authors. 

Graphic Designer

A graphic designer is a publishing job focusing on creating visual content using digital and print processes. Responsibilities include designing book layouts, covers and jackets and marketing and promotional materials for publishing houses. 

Illustrator 

Illustrators working in a publishing house are responsible for drawing and creating visual artwork for digital and print publications and marketing and advertising collateral. Illustrators work with authors to create an art style, drafts and illustrations using software programs and physical tools of the trade.

Production Manager 

A production manager, often referred to as a production editor, oversees and coordinates the publishing production process. Responsibilities include making sure manuscripts are edited, designed, and printed to meet schedules and deadlines. Production managers commonly hire and supervise staff, including copy editors and proofreaders. 

5 Ways to Find a Publishing Job 

While a degree can make you an attractive candidate for a publishing job, it’s certainly not a requirement to find entry-level roles in the publishing industry. So, if you’re interested in publishing, even shorter online courses in publishing can give you the edge you need to compete for entry and mid-level positions. So, how do you get started in publishing? The following five ways can help you get a foot in the door.

  1. Apply for internships

Internships have replaced many trainees or apprenticeship models in creative industries such as journalism and publishing. So, don’t discount the value of an internship for the experience that leads to permanent employment. If you can, learn as much as you can in the short time, you’re interning and try to get experience in all areas and roles in the publishing company. It’s also helpful to add this experience to your resume and ask for a referee supervising your internship to be included as someone who can vouch for your work.

  1. Learn publishing programs 

Photoshop, InDesign, and Illustrator are just a few of the programs that publishers value when hiring entry-level employees. If you would like to secure a graphic design and illustration position, training in these areas is particularly important to securing a publishing job. 

  1. Build your digital skills

Social media and digital skills training courses help you gain the knowledge you’ll need in the publishing role. If you’re keen to secure a publishing job in the copywriting, marketing and advertising areas of publishing, a short course that improves social and digital media skills is a must. 

  1. Enrol in publishing courses

You don’t need a degree in publishing to get your foot in the door at a publishing house, but a short professional development course in publishing will improve your chances of securing an entry-level position. Australian Online Courses have three courses in publishing, including the Certificate of Publishing – Writing for Children; Certificate of Publishing – Commercial Non-Fiction; and Certificate of Publishing – Adult Fiction.

  1. Show you’re passionate about publishing. 

If you’re serious about finding a publishing job, it’s crucial to show your enthusiasm for the publishing industry. Read widely and research all the top publishing houses in your area. You should also join writer’s festivals, writing groups or indie start-ups that show your passion for publishing – it will set you apart when it comes to securing your dream role in publishing. 

You will have more success finding a publishing job if you are persistent and create opportunities for yourself. If you’d like to explore publishing as a career option, enrol in one of our online publishing courses. 

You can start studying for your future in publishing today with access to helpful support staff and knowledgeable tutors. 

 

How to Write a Company Newsletter

A company newsletter is an electronic or printed communication piece that an organisation uses for internal or external communications. Its goal is to stay top-of-mind with leads, prospects, partners, existing customers or employees. Short communication courses can give you insights into the world of corporate communications, including business writing.

There are typically three main types of newsletters:

  1. Employee newsletters. Often referred to as an “internal” newsletter, these are generally created for internal communication within an organisation.
  2. Customer newsletters. These are often used as part of marketing campaigns. They are designed to reach customers to build brand authority in an industry and keep customers alert to new products and services.
  3. Prospect newsletters. These often represent the foundation of marketing efforts. They build brand authority and help maintain relationships with leads, who (hopefully) become customers in time with nurturing. Electronically, these are referred to as Electronic Direct Mail (EDMs).

Print or email formats? 

Company newsletters can take two primary forms — printed or email newsletters. Before the modern advances in technology and data use, printed newsletters were the go-to. However, there are downsides to printed versions. They need to be designed and printed (often outside the organisation), and there are typically mail processing and postal charges — all of which add to the cost of production.

The other drawback with printed newsletters is the reduction in the ease of response (there is a reason it is often referred to as “junk mail”, as it is often thrown away). Even if they are opened and read, there is no easy way to prompt the audience to take the next step. The longer it takes the audience to act on the message they’ve received, the more likely it is that most of these customers simply won’t get around to responding, whether it be by visiting a website or taking action to purchase. 

As many short communication courses will teach you, email newsletters can bypass many of these challenges. According to software developer and marketer HubSpot, there are over four billion daily email users globally. Marketers who leverage segmented campaigns using email newsletters as part of their marketing strategies typically see higher reader engagement, significant increases in revenue, and a healthier return on investment for the money spent. Therefore, in this blog, we will focus on email newsletters and provide some tips on including interesting copy, following design rules and encouraging engagement.

Email design tips

A company newsletter shouldn’t be an afterthought. It should be planned and executed strategically in line with organisational and business objectives. Many short communication courses will teach you how to get the most out of electronic newsletters, but there are a few basic content and design rules that apply. Following these will ensure your customers don’t ignore, delete or unsubscribe to your newsletters. Important design elements include:

  • Branded visuals. This includes making sure the colour scheme matches your brand and fonts are legible and well-organised.
  • High-quality images. Copy should be backed up with appropriate images that are organised in an intuitive and mobile phone-responsive email template so the newsletter can be viewed on multiple devices.

Email content tips

Important content elements include:

  • A creative subject line. This will give readers a reason to open the email.
  • A strong call to action (CTA). This sums up what you are trying to achieve with your newsletter.
  • Informative and organised copy. Copy should be polished, engaging and kept to a minimum (because we are all time poor, right?) Sub-headings can also help your readers easily navigate through the content. Key positioning typically includes your logo at the top, followed by a small introduction, key content in the middle and an email footer and social icons at the bottom.
  • The ability to opt-out. There are laws pertaining to electronic mail, and one is giving your readers the ability to opt-out of receiving your emails.

Tips on compelling business storytelling 

Many short communication courses can also teach you how to write compelling copy that tells the story of your business and sets you apart from your competitors. Some tips include having:

  • A creative newsletter name. This sets the mood for what’s to come and keeps your readers coming back (you can find some inspiration here).
  • A customer, client or employee success story. Testimonials can be incredibly powerful and give other readers “proof” that you are an organisation or brand worth following!
  • A company story or employee spotlight. This gives readers an inside look into positive, real-life experiences with your organisation and intimate behind-the-scenes insights into your business. Important employee or company anniversaries or milestones are also valuable.
  • A letter from the CEO. A great way to make a connection between readers and your brand is by including a personal message from your organisation’s top leader.
  • Training resources, E-books or webinars. Readers will value the information you are sharing, particularly content that focuses on your organisation’s strengths.
  • Blog teasers. These are a great way of inspiring readers, particularly if you ask readers a question and then provide an informative, engaging answer in blog form.
  • Discounts or giveaways. Everybody likes freebies and discounts, and it can be a valuable way of building loyalty.
  • Surveys and FAQs. Often the smartest strategy for ensuring your target audience is suitably informed about your business is by being upfront and honest about your company goals and intentions. Surveys and FAQs promote transparency, particularly if you follow through with customer feedback (and show them how you have).
  • Use video email marketing. Creating content that includes videos is another valuable way of engaging with your audience. Common types of video content include brand, demonstration, educational, event highlight, team and product videos.

Getting results

Analysing its metrics is part of gauging whether your email newsletter is successful or not. Many short communication courses will tell you that common metrics can be tracked through marketing automation software and include:

  • Subscription growth rate
  • Deliverability rate
  • Spam rate
  • Un-subscription rate
  • Open rate
  • Click-to-open rate
  • Click-through rate

Click-through rates, in particular, can tell you a lot about the audience you are targeting. A high click-through rate means your audience is clicking on the calls to action or links that are embedded in your email. It’s a sign that you are sharing relatable messages and engaging your readers.

If you have a Google Analytics account set up on your website, you can also track incoming traffic from emails you’ve sent. The audience tab in Google Analytics can also help you understand the demographic you are targeting.

The Great Resignation – What You Need to Know!

The war for employee talent is real! Known by various phrases like the “Great Resignation”, the “Great Transition”, and the “Great Realignment”, the current sentiment among employees is that it is time for change. Workers are leaving their jobs and making lifestyle and career changes, and others are making “tree” or “sea” changes and redesigning their lives.

According to research from Microsoft, 40 per cent of the post-pandemic global workforce have resigned or are considering resigning. Some proof of this can be seen in job advertisements. In October last year, SEEK recorded the highest number of job ads in 23 years. That was 63 per cent higher than the previous year and 44 per cent higher than pre-pandemic levels in October 2019.

Why is this happening?

In part, the labour supply squeeze comes from limited worker mobility due to border closures and the halted immigration of skilled and technical workers from overseas into the country. It may also be due to increased government support during the pandemic or because people have been able to save more while staying home during lockdowns. Many skilled workers can now name their price as the employment market heats up.

Lockdowns have also allowed people to examine their priorities, values and lifestyle choices. People have had the chance to think about the emphasis on work and what’s important to them and tap into an underlying desire to have a better lifestyle.

With the rise of hybrid and remote work models, the flexibility of working from home has also created resistance to pre-COVID-19 work arrangements. For some, paying exorbitant parking fees and travelling to and from work is not an attractive option when there are alternatives available.

Hence, local employee resistance and overseas employee shortages are forecast to be one of the highest business risks across all industries in 2022.

What does this mean for employers? 

Businesses, irrespective of size, are now having to battle for available resources in the competitive employee landscape. For employers, it is time to rethink their decisions around the what, why, where and when of work to ensure continuous improvement and business growth.

While salary does play a huge role in attracting and retaining talent, it’s not the only factor. In the current business climate, where budgets may be an issue, organisations need to look at other tactics and strategies. So whether you are a leader, recruitment specialist or own your own business, here are some ways you can attract and hire new talent and some staff retention strategies that will help you retain that talent.

Flexible working policies

In many cases, COVID-19 has dramatically changed the way we work. One of the most significant changes has been the adaption of flexible working policies, particularly given the need for employees to work from home. Many have embraced the change and prefer it! Regarding staff retention strategies, if your business has the capability and capacity to offer this arrangement for staff moving forward, it is worth considering.

To set your employees and your business up for success, take the time to define work processes and agree on your staff’sKey Performance Indicators (KPIs). As with autonomy, there should also be accountability. Whether it’s a 100 per cent work-from-home scenario or a combination of some days in the office and some out, with the right framework, it can work. Plus, if your employees are happy and fulfilled, it will often equate to enhanced productivity.

Mental health support

Another critical staff retention strategy is to have sufficient mental health support in place. This is crucial as, according to the Australian Bureau of Statistics, 15 per cent of Australians experienced high or very high levels of psychological distress over the period 2020 to 2021. Not surprisingly, there has also been evidence of heightened psychological stress during the pandemic.

As a manager or business owner, you are responsible for assisting workers with mental illness by providing changes that will support their duties more effectively in the workplace. These are known as “reasonable adjustments”. A few ways you can instigate these include:

  • Implementing effective communication strategies and regularly checking in on employees to find out how they are going at work and in general.
  • Identifying and implementing workplace adjustments and support to meet individual workers’
  • Implementing effective, long-term, broader organisational strategies to create a flexible and inclusive workplace.
  • Offering flexible working options, including variable start and finish times, working from home, working part-time and changing or sharing responsibilities or tasks.
  • Incorporating official mental health days into your organisation’s leave structure to support them wherever possible.

Continuous learning

To equip employees with the necessary skills for the future of work, developing a culture of continuous learning is essential. However, aligning training to organisational and staff retention strategies requires prioritisation and investment in diverse learning opportunities and preferences. Things to consider include developing micro-learning tools and encouraging social and informal learning.

Technology can also be leveraged to facilitate agile and innovative learning and is critical for remote workers. Digital tools like virtual reality are particularly suited to harder-to-teach skills and create powerful learning experiences. And shifting the focus on development from individuals to team-based training can help equip them for continued success and better performance.

Rewards and memberships

Staff retention strategies can also revolve around employee benefits, rewards and recognition programs that you put in place. They can include:

  • Group insurance — Personal insurance plans that can include Salary Continuance cover.
  • Health insurance — Fully paid or subsidised plans.
  • Company car — This can also include fuel and car allowances.
  • Childcare subsidies — In childcare placements or daycare facilities.
  • Health and fitness — Providing “gym on-site facilities” or access to a gym with lower corporate rates.
  • Catering — For example, an on-site cafe, fresh fruit delivery services, a juice and smoothie bar, or menu selections from a local supplier.
  • “Break out” activities could include on-site massages and facilities for activities like table tennis or pool.
  • Vaccinations — Free or subsidised flu and COVID-19 shots.
  • On-site bathrooms — To encourage staff to walk, run or ride to work.
  • Technology — Free or discounted mobile phones, laptops or tablets.
  • Employee recognition programs — Offering discounted goods and services including petrol, travel, leisure activities, shopping or movie tickets.

Self-Publish a Children’s Book (Take a Publishing Course)

If you have a children’s book you’d like to bring to life, a publishing course will help make the dream reality!

In our Certificate of Publishing – Writing for Children, you’ll explore the process of publishing children’s books and young adult fiction.

You’ll learn about developmental landmarks, reading level assessments and their relationship to children’s publishing. You’ll also learn about publishing procedures and techniques, desktop publishing, illustrations, research, marketing and ethics and law for children’s book publishing.

Learning Outcomes

Outcomes achieved by undertaking our children’s book publishing course include:

  • Children’s book genres
  • Picture books
  • Non-fiction for children
  • Self-publishing and the educational market
  • Developmental landmarks in children’s books
  • How reading level is assessed
  • Reading schemes – levelled readers in action
  • Finalising a manuscript
  • Alpha readers and beta readers
  • Developmental editing
  • Copyediting
  • Proofreading
  • Illustrations
  • Working with an illustrator
  • Page design
  • Picture book design
  • Design-templates
  • Layout and typography
  • Typography in children’s books
  • Different software and settings
  • Desktop publishing
  • eBooks and publishing
  • Audiobooks
  • Introduction to illustration and graphics
  • What is the purpose of the illustration or graphic?
  • Child-like design or adult appeal?
  • Graphic novels
  • Advertising
  • Preparing a brief
  • Researching for fiction
  • Marketing toward retailers
  • Sensitivity, cultural and linguistic diversity
  • Censorship and book banning
  • Copyright laws and ethics
  • Gaining copyright
  • Copyright notice
  • Codes of ethics

And more!

7 Trending Types of Children’s Books

A publishing course will open up the many possibilities of children’s writing, but check out what’s currently trending if you’re stuck for inspiration. 

  1. Graphic Novels

Graphic novels are a format rather than a genre. Quite simply, they are stories written and illustrated like a comic book. They have few words accompanied by vivid illustrations that capture the reader’s attention. Also, attention-grabbing is a graphic novel’s reliance on action-packed (or drama-filled) comedy. Unlike comics, they involve complex plots and are standalone stories. 

  1. Twisted Fairy Tales

Twisted tales have become famous for their ability to reimagine classic tales. The novels always come up with what is known as a ‘twisted tale’ – retellings that follow a familiar narrative but that have an exciting twist or that turn the plot and characters on their heads.

  1. Interactive Books

Interactive books help children develop the habit of reading and learning new things. These books are engaging and capture a young reader’s interest. There are many types of interactive books, including those with moving parts, pull tabs, die-cut pages and lift the flap board books!

  1. Rhyming Books

Exposure to rhyme helps young children develop phonemic awareness, listening and thinking skills, and vocabulary and comprehension skills! Despite the literacy learning potential, rhyming picture books are also great fun to read! 

  1. Ghosts, Monsters & Scares

Children’s books about months, witches and ghosts can help flip fear on its head by making the entertaining fun! They’re also a way to acknowledge that life has scary situations and provide ways to cope with them. It’s fear with a safety net in the form of fiction! 

  1. Mysteries

Reading mystery books isn’t just entertaining. They also encourage children to think! This popular genre is adored for a reason – they’re captivating. Mystery books also encourage deductive reasoning, observation and inference to figure out ‘who dunnit’ before the end of the story!

  1. Empowered Females

Girl power is alive and well in popular children’s literature. Gone are the days of pink, glittery ballerinas adorning book covers. These depictions are now replaced with strong, sporty, feisty young girls on a mission. Good Night Stories for Rebel Girls is a great example and celebrates the achievement of real women.

6 Inspiring Australian Children’s Authors

A publishing course will give you all the tips, techniques and advice you need to conquer the world of children’s publishing! Here are a few famous Australian authors who have already taken the path to publication and have succeeded! 

  1. Mem Fox

In 1983, Mem Fox became Australia’s best-selling author. And Fox has remained the foremost writer for young children for a generation. Possum Magic, her first book, is still available in hardback after 39 years and has become a beacon of children’s literature for millions of Australians.

  1. Alison Lester

Alison’s picture books mix imaginary worlds with everyday life, encouraging children to believe in themselves and celebrate their differences. The most important themes in Lester’s work are family and nature-loving and caring for the world and its people!

  1. Graham Base

Graeme Rowland Base is a British-Australian author and artist of picture books. He is perhaps best known for his second book, Animalia, published in 1986, and his third book, The Eleventh Hour, was released in 1989.

  1. Jacqueline Harvey

Jacqueline Harvey is the author of the Alice-Miranda and Clementine Rose series. Her first picture book, The Sound of the Sea, was awarded Honour Book in the 2006 CBC Awards.

  1. Alison Tait

Allison Tait (A.L. Tait) is the internationally published bestselling author of the middle-grade adventure series The Mapmaker Chronicles, the Ateban Cipher novels, and the Maven & Reeve Mysteries. Her latest book, THE WOLF’S HOWL (A Maven & Reeve Mystery #2), is out now!

  1. Kate Forsyth

Kate Forsyth wrote her first novel, aged seven, and has sold more than a million books worldwide. She is a direct descendant of Charlotte Waring Atkinson, the author of the first book for children ever published in Australia. Kate’s books for children include the collection of fairy-tale retellings Vasilisa the Wise & Other Tales of Brave Young Women, illustrated by Lorena Carrington

 

Passionate about publishing a children’s book or working in publishing? Discover our publishing course, the Certificate of Publishing – Writing for Children.

15 Valuable Job Interview Tips

Congratulations! You’ve spent hours fine-tuning your resume and you’ve managed to land an interview! However, now you need to deal with the actual interview process. One of the most valuable job interview tips? Be prepared. Whether you are looking for a job in the education, creative, medical, retail, IT or hospitality sectors (to name just a few), interviews typically follow a basic process.

However, the nuances of an interview can differ depending on the industry, the organisation and what the company is looking for in an employee. Here are 15 valuable job interview tips that will ensure you are primed, prepared and ready to face the interview head on!

1. Research the company and the industry

Interviewers will often probe to discover how much you know about the organisation. In other words, if you’ve done your research! So before your interview, find out as much as you can about the company, its competitors and your role in the business. Keep your research specific to the industry so your answers are as relevant as possible.

2. Clarify the reasons you want the job

One of the most valuable job interview tips is to prepare to go into every interview with your top “selling points” in mind that will outline what makes you the best candidate for the position. You should also be prepared to tell the interviewer job-specific details, including what abilities it requires that you possess, what interests you about it, and what rewards it offers that you find valuable.

3. Anticipate the interviewer’s reservations

Multiple candidates are often interviewed for the one position, so interviewers will screen interviewees to pinpoint those that will be most suited to the job. One valuable tip is to put yourself in the interviewer’s shoes and ask yourself why they may not want to hire you. Anticipating their reservations will allow you to be prepared with a defence.

4. Prepare for common interview questions

There are ton of interview questions that you might be asked and also a ton of websites that will provide their own recommendations on questions you should be prepared to answer. (Here is Seek’s take on the matter – Common Interview Questions and How to Answer Them). But with so much advice on offer, how do you prepare? Think about your age, work status, the job you’re after, and the organisation you’re hoping to work for. Then it’s just a matter of narrowing the list down!

5. Prepare questions for the interviewer

Another one of our job interview tips is to prepare a list of questions for the interviewer that demonstrate your knowledge of the organisation as well as your serious intent. Interviewers almost always ask if you have any questions. If you don’t have any, they might assume you’re not really interested in the role. One good all-purpose questions is, “If you could design the ideal candidate for this position, what would he or she be like?”

6. Practice, then practice again 

You may be all over your preparation in terms of having answers to possible interviewer questions. But will you answer them in a confident and convincing way? A great tip is to practice with a couple of friends. Practice interviewing each other in a “round robin” process where one person acts as the the observer and the interviewee gets feedback from both the interviewer and the observer. Do this a few times, switching roles as you go.

7. Have good presentation and body language 

One of the most important job interview tips is to make sure you have good hygiene, are presented well and display positive body language. You should be aware of the company culture and dress code. When in doubt (and depending on the job), men should wear a suit and women their best professional attire. Even if it’s a more casual environment, a good rule of thumb is to dress up a notch. Better to be safe than sorry! You should also have good posture, make eye contact and speak clearly.

8. Make the most of the “Tell me about yourself” question

Many interviewers begin interviews with this question, and the response shouldn’t necessarily be about your family, your fur baby or your favourite Netflix series (unless they ask you specifically of course!) The best way to respond is to list things you think they will find important and relevant for the role, and then mention that you are happy to expand upon them if required.

9. Aim for success in the first five minutes

Some studies have shown that interviewers make up their minds about candidates in the first five minutes of the interview! The rest of the time, they look for reasons to confirm their decision. So what can you do to set yourself up for success in those five minutes? Enter the interview with enthusiasm and energy and thank the interviewer for their time. Then start with a positive comment about the company and express how excited you are to be possibly joining it.

10. Make your selling points clear

Even if you do communicate your selling points during an interview, does the interviewer truly understand what they are? To ensure they do, don’t bury your selling points in long-winded comments. Be precise with them and then give examples. It’s also important you don’t dwell on past negative experiences during an interview. Even if asked specifically about them, round out your response with a positive by admitting that although a certain job or experience was tough, you embraced the challenge … and you’re now after a new one!

11. Be on the same side as the interviewer

Some interviewers view job interviews as adversarial — candidates are hoping for an offer and the interviewer is trying to hold back on giving one! It’s your job as an interviewee to transform this “tug of war” into a relationship where you’re both on the same side. It could be as simple as expressing that you are happy to have the chance to learn more about the company, and the interviewer learn more about you.

12. Be assertive but not overbearing

Usually assertive candidates sometimes become overly passive during job interviews, often in the effort to be polite. However, politeness doesn’t equate to passivity. An interview should be just like any other conversation — a process in which you and the interviewer both input and respond to each other. Ultimately though, it is your responsibility to make sure you walk away with the interviewer knowing as much as they can about your key selling points.

13. Be ready to handle inappropriate questions 

In a perfect world, no interviewer will ask illegal or inappropriate questions, however it can happen. Questions about your age, race, religion, gender and marital status are often taboo. One of the important job interview tips is to be prepared. With your response, it can be as simple as saying something like, “I’m not sure how that’s relevant to my application” or  “I’ve not decided about whether children will be part of my future, but I can assure you, that at this stage, I’m committed to my career”.

14. Close on a positive note

If you get to the end of the interview and decide you really want the job, make it clear. Tell the interviewer you are really interested in the role and would be excited about working for the company. You could say something like, “I know my strongest abilities are (insert them here) and I see these as being the abilities you most need for this position”. If you follow this tip, you’ll not only be explaining why you think the job is a good match, but subtlety saying you’ll accept it!

15. Follow up with a thank you  

To write a good thank you email, spend time after the interview jotting down a few things you and the interviewer discussed. Customise the email by referring specifically to some of the conversation points. For example, “I was particularly excited about what you said about …”.  Also write down what you could have done better in the interview and make adjustments before you head off to the next one! 

Feed Your Passion With a Food Product Development Course!

Satisfy your hunger for food production and learn how to manufacture and market health food products from meat-free meals to super snacks like protein balls. Ideal for lifestyle influencers, aspiring entrepreneurs, food retail workers, cafe and restaurant owners, speciality cooks or chefs, food and product developers and producers, human nutrition specialists and holistic life coaches,  this food product development course will give you insights into producing health food products for profit.

In our Certificate of Health Food Production you will explore the process of commercial health food production for business. You will learn about nutritional science, dietary needs related to health, lifestyle, medical, cultural and religious considerations, food coaching, and marketing for specialised food products and services.

Learning Outcomes

Outcomes achieved by undertaking a food product development course include:

  • Learning about the nature, scope and development of health foods
  • Exploring dairy-free diets and diets for medical and health reasons
  • Gaining an understanding of diabetes mellitus and glycaemic index
  • Studying gut microbiota and the types of diets
  • Examining vegetarian and pescatarian and pollo-pescatarian diets and diets for lifestyle, religious, cultural and principle-based reasons
  • Understanding organics and vegan, raw, ketogenic, low carbohydrate and no-sugar diets
  • Attaining knowledge of macrobiotic, paleo (macrobiotic, mediterranean, eastern and western) and “free from” (gluten, soy, lactose, nut, sugar, dairy, egg, sulphite) diets
  • Gaining insights into the commercial development of food products
  • Learning about health food, human nutrition and nutrition science
  • Exploring the concept of diet, human digestion, the digestive tract and accessory digestive organs (tongue and teeth, salivary glands, liver, gall bladder and pancreas)
  • Gaining an understanding of the major food groups and fats, protein and carbohydrates
  • Studying specialised diets and human nutrition deficiencies
  • Examining vegetarian, pescatarian, vegan, ketogenic and FODMAP diets
  • Understanding gluten – its chemistry, gluten in the diet, gluten in the food industry and gluten-free (GF) product development
  • Attaining knowledge of sugar – its chemistry, sugar in the body, sugar-free product development and sweeteners and sugar alcohols
  • Gaining insights into yeasts, fermented foods and their chemistry and fermented foods product development and their place in the diet for human health
  • Learning about kefir, kimchi, kombucha, miso, natto and sauerkraut
  • Exploring common substitutions and adjustments for fermented foods
  • Gaining an understanding of labelling laws and cross-contamination
  • Studying consumer attitudes, changing habits and restaurant and cafe menus
  • Examining insurance, food coaching, working with health professionals and business owner occupational health and safety responsibilities
  • Understanding therapists and nutritional counsellors
  • Attaining knowledge of marketing specialised food and associated services
  • Gaining insights into brand and strategy, the ultimate goals of marketing, and message execution
  • How to personalise messaging and monitoring and controlling the marketing plan
  • Learning about the types of marketing research, how to understand the buyer and gather data (primary and secondary data collections methods)
  • Exploring marketing cost analysis, market share analysis (ratios) and taking a product to market
  • Gaining an understanding of wholesaling, online sales, business to business (B2B) and face to face retail and online stores and mail order

And more! 

2022 Food-related Trends  

The COVID-19 pandemic has dealt the food and beverage industry, including the area of food product development, some significant challenges, ranging from currency fluctuations and lockdowns to supply chain issues. But it has also served up some interesting industry opportunities too. Here are the top trends for 2022 according to Australia’s leading monthly food and drink manufacturing title, Food and Drink Business.

Sustainable foods

Climate change is one our greatest global challenges and is increasingly impacting food production. The agriculture industry is one of the largest contributors to environmental degradation through water use, greenhouse gas emissions and land degradation. Key focuses companies should consider in order to meet consumer expectations include carbon reduction and packaging commitments as well as targets relating to the circular economy, food waste reduction and UN Sustainable Development Goals.

According to research done by the CSIRO, discretionary foods (foods that aren’t needed as part of a healthy diet) are also the largest food related contributors to water scarcity and carbon dioxide equivalents in Australia. This creates a clear connection between achieving planetary and human health through the reduction of unhealthy “junk” foods.

Plant-based foods

Plant-based foods are no longer about mimicking animal products, but developing options that stand on their own merits. In fact, research has shown there has been a significant increase in the launches of new plant-based products over the last few decades.

Interestingly, taste is not the number one purchase driver for every consumer. Many consumers consider the impact on the planet and health benefits as more important. 

Trending technology

Another trend in the area of food product development are the changing attitudes to the role of technology in food creation. People are becoming more open to new technologies now that they’ve seen how it has bought plant-based products to the fore. The area of technology also encompasses the ways people can track and measure how they shop, and what they eat for personalised nutrition. It has become something that really drives food from conception but also to consumption.

Shifting occasions

There is no doubt that the COVD-19 pandemic has reshaped how we eat as well as eating occasions. In fact, there has been a shift in the way individuals eat at home in terms of an increase in home delivery and in restaurant-branded products. There is a large scope for innovation in this space with consumers confident that they would also be open to new delivery concepts.

Another shift that’s become evident is the increased demand for elevated eating experiences in terms of eating out. Consumers are now expecting brands, companies and restaurants to enhance social interactions given the long periods they have spent at home. 

The consumer voice

Many consumers are pushing for companies to listen more when they are developing new flavours, products and strategies. Because food is so “on trend”, people are very engaged in what’s happening in the food sector. It’s not necessarily about educating consumers anymore, but conversing with them. It also extends beyond new products and flavours.

One example is the conversation around the use of palm oil. Food giant, Nestlé’, created a questionnaire for its consumers and used the criticism received as a conversation starter. It also explained that stopping its use was complicated. Many consider this a brave move as the company was open to feedback and the presentation of the issue’s complexities of its use to consumers.

Gut goals

Another trend worth considering for those looking to do a course in food product development is in the area of gut health. Many consumers believe gut health is key to achieving holistic health and wellbeing in terms of improved mood and immunity. However, consumer familiarity with the ingredients for gut health varies. Consumers have long been familiar with fibre and its effectiveness, but now prebiotics, probiotics and and postbiotics are on their radar.

Back to the roots

COVID-19 has also amplified consumers’ value on the functionality, freshness and authenticity of local food. Australians have a higher preference for locally-made products that they know and trust. They are anxious about product quality and sourcing and this is reflected in how they define “good value”.

For example, supermarkets are now selling local seafood that was traditionally destined for overseas markets, while Marley Spoon (that sends fresh, pre-portioned ingredients directly to your door) has moved to only using Australian-grown tinned tomatoes in its meal kits. Essentially, the demand for transparency is not only important, but increasing. Customers now more than ever want to know what’s in their food and its place of origin — from the source of their fish to the ingredients in a spice mix.

Amplified experiences

Another food trend driven by COVID is that consumers are becoming hungry for new experiences around food. Many are becoming more adventurous with their food choices, and are also adopting the “travel via food” trend. This has seen a predicted increase in interest in international cuisines. With travel bans still in place, many are discovering and experiencing international locations through their plates and palates!

Travel via food isn’t just limited to restaurant dining either. Food writers have predicted that more and more we will be taking our taste buds along to cooking classes, food events and themed dinner parties where friends do the cooking. It is travel via your stomach, eyes and ears!

Redefined upcycling

Upcycling, also known as “creative reuse”, is the process of transforming waste products, unwanted products or by-products into new products or new materials of greater quality. Many consumers believe a product that contains upcycled ingredients is more appealing in terms of sustainability. An example is up cycling coffee grounds into other beauty, food and personal care products. There are big opportunities here for companies in terms of both sustainability targets as well as meeting consumer demand for more nutritional products.

 

Feel confident to take your foodie aspirations to market with a food product development course such as our Certificate of Health Food Production.

Lifelong Learning is a Superpower – 4 Ways to Show Employers!

Employers value people who invest in their education and professional development. Of course, many employers offer to pay for professional development, but the initiative to invest in yourself pays. It’s definitely key to being the last candidate standing at job interviews!

In fact, research by recruitment firm HAYS shows that employers are 77% more likely to shortlist a qualified candidate who upskills regularly!

It’s a win-win, as a commitment to lifelong learning is also a valuable tool to gain a promotion, start your own business or pivot when you want to change careers. So, what’s the difference between education and professional development?

Education versus professional development

Education is different to professional development, and both are important. While the latter is a formal degree or diploma you earn to practice your profession, professional development ensures you’re relevant and continually improving in your career.

But you need to capitalise on your commitment to professional development – especially when applying for a promotion or a new job! So, how do you best showcase that you’re a lifelong learner?

#1 – Keep your resume up to date!

It’s crucial to keep your resume relevant. How long since you have yours a refresh? If it’s been over a year, it’s probably time to give it a makeover. It’s important to have your resume ready should you suddenly need it, not just when looking for a new job. You just don’t know what’s around the corner – whether redundancy or opportunity for promotion.

Make sure you add all relevant professional development, from short courses you’ve completed to seminars and events you’ve attended. Try to keep it brief while explaining what you’ve learnt, the skills you’ve acquired and why it’s important to the role. You should also bring professional transcripts to your interview to prove that you have the credentials listed on your resume.

#2 – Share your learning credentials over socials

Social media is a superpower when you use it for good! Make sure you share your educational and professional development achievements on all your social channels. LinkedIn is the obvious choice, but all socials can be powerful when it comes to making new connections.

You just never know when that friend of a friend might be the crucial networking link to your dream career!

Remember, LinkedIn keywords are key when it comes to attracting hiring managers – so make sure you use the right ones to describe your professional development achievements.

#3 – Write for industry publications  

Most professions have industry publications that accept freelance editorial. So, if what you’ve learned could help or empower others, get in touch with your industry publication and ask about contributor guidelines.

You’ll usually get a by-line, and if it’s digital, you might even get a link to your LinkedIn profile or personal/business website.

#4 – Blog and guest blog  

Do you have your own website and blog? If so, it’s an excellent way to show what you know. Blog often and use keywords that rank highly for your business or industry – you might catch an important client or potential employer when they’re looking for talent.

You can also guest blog for industry organisations or businesses that align with your career goals. In addition to capturing an audience and showcasing your ‘learning mindset,’ you’re also showing off your impeccable written communication skills!

6 Powerful Habits of Lifelong Learners

If you’re struggling to make lifelong learning a habit, take a look at what the pros do to use knowledge as a superpower!

#1 – Read every day!

Read whatever you can get your hands on, from self-help books that improve your state of mind to biographies and autobiographies of extraordinary people – reading is also a superpower! So, make time for it every day.

#2 – Step outside their comfort zone  

Lifelong learnings are always ready to take on new challenges. If they don’t – they know they’ll stay stuck. It takes courage to do something new, but the rewards are worth it. So, next time someone asks if you’d be interested in taking on a new task or a different role, grab it with both hands!

#3 – Lifelong learning is age-less

In other words, you’re never too old to learn something new – or become someone new! You can reinvent yourself at any age and at any stage of your career. In fact, having experience is a bonus when it comes to learning a new skill, as you’ll build on a lifetime of knowledge.

#4 – Embrace change

Change is inevitable if you want to grow. Lifelong learners know how to adapt to change and use it to their advantage. Transformation often leads to extraordinary results – so welcome it in your career and personal life and stay open-minded!

#5 – Make and follow through with goals

Lifelong learners know how to set SMART goals and follow through. Research shows that setting SMART and ambitious goals are linked with higher motivation, self-esteem, self-confidence, autonomy and success! So, keep setting goals – and never stop improving yourself.

#6 Enrol in various courses

Whether online or on-campus, lifelong learners enrol in many short courses to thrive in their professional and personal lives.

 

Are you looking for a new direction? We’ve got you covered. Enrol in an online personal or professional development course today and continue (or begin) your adventure as a lifelong learner!

10 Benefits of Employee Development

As a manager or business owner, you’ve built a highly capable team, and every employee contributes a unique set of skills and life experiences to their job. But how can you retain these sought-after professionals in what is often a competitive job market?

Believe it or not, job satisfaction is not necessarily about a great salary or benefits package. Even though compensation does matter, many employees stay loyal to an organisation if there is a focus on growth in terms of long-term professional development.

When you invest in your team, the benefits are substantial and they are all directed at the self-improvement of employees as a contributing member of the organisation. Whether the purpose of employee development is to up-skill or improve a process, a relationship or their performance, they become more engaged, productive and loyal. Here are the top 10 benefits of employee development.

#1 – Hard and soft skills

One of the most valuable benefits of employee development is the acquisition of skills. These include “hard” skills like technical knowledge that allow employees to remain qualified and equipped with the knowledge they need to accomplish everyday tasks. And it often leads to an increase in confidence and them being more efficient and productive.

“Soft” skills are interpersonal attributes that can determine if an individual is easy to work with, and it can also be critical for certain types of roles. For example, a client-facing employee may be good at their job, but if they don’t have the right communication skills, there may be an increase in misunderstandings and a decrease in trust and productivity.

#2 – Employee retention

A major component of HR management and employee retention involves ensuring employees are satisfied with their employer and job role, which will encourage them to stay at the organisation. Training is particularly important and it can include:

  • Job training – can enhance existing employees skills and ensure new employees understand their role and can do their job with confidence.
  • Company culture training – this provides information on the company’s background, culture and ethics. This type of training can help new employees gain positive insights into the organisation and existing employees an enhanced view of why they should stay.
  • Leadership training – this is typically for those employees who are taking on a management role, and can include inclusive leadership, managing virtual teams and inter-cultural communication.

#3 – Employee morale

Another important part of employee development and business psychology is making sure that staff feel valued. Motivation is a big factor that affects the emotional and mental state of employees and influences their output and work habits. Boosting morale can be improved in a range of ways including:

  • Measuring morale regularly and making positive changes
  • Understanding what employees consider meaningful
  • Providing the proper tools and training for them to do their job well
  • Offering coaching managers and mentors to assist them with personal growth
  • Creating an individual growth plan with all employees
  • Maintaining a balance between accountability and independence
  • Recognising and rewarding employees

#4 – Teamwork and collaboration

Employees often work in teams and through employee development and training can learn how to collaborate effectively. It also boosts morale, strengthens team member relationships, maximises productivity and can lead to optimised workflow processes.

With those in management positions, it can also enhance their ability to delegate appropriately, deal with difficult people, and manage conflict and different generations in the workplace.

#5 – Diversity and equality

This type of training can involve developing the skills to manage multicultural staff and those with disabilities. Benefits include:

  • Employees feel valued and understood.
  • Employees learn to be understanding and empathetic to different ways of working and communicating.
  • Managers learn better hiring techniques by learning how natural biases can alter how we make decisions.

#6 – Smooth on-boarding

On-boarding introduces new employees to the company’s rules and culture as well as their own responsibilities in their new role. It can also help leaders manage change and ensure a more flexible and versatile workforce.

A great example is employees being able to quickly adapt to market conditions, including the challenges of COVID. It also allows employees to adopt new processes and procedures, such as negotiating new technologies and work-from-home scenarios.

#7 – Technological literacy

On the subject of technology, one important area of employee development is employees being able to deal with digital transformation as technology advances. New technologies can often be intimidating when they are being introduced, but employees are generally open to learning.

Business owners and leaders should demonstrate the importance of digital literacy to their employees, which will help them understand how it can increase their productivity and performance. Training in technological literacy allows companies to streamline and automate processes, and the solution typically makes it easier for employees to perform their jobs. Other benefits include increased employee engagement and job satisfaction and an increased sense of empathy for colleagues in other teams, which can make collaboration between them more effective.

#8 – Employee performance

Many employee development programs revolve around training programs that involve employee performance management. The benefits can lead to improved knowledge, skills and processes, which in turn helps the organisation level-up its performance as a whole. It can also lead to enhanced productivity as employees who have the appropriate job and skills-based training will understand their roles better.

#9 – Employee engagement

Leaders in business understand that one of the most significant benefits of staff development is employee engagement. The primary goal of conducting training programs is to encourage employees to participate in company initiatives. Consistently offering further training can also give employees a sense of belonging and prove to them that the organisation is enthusiastic about their professional development. Enhancing employee skills can also help the organisation attract high calibre staff and promote their business reputation as a good employer.

#10 – Duty of Care and ethics

Both managers and business owners have a Duty of Care to the people they manage from a legal and ethical perspective, which leads to a positive working environment. Additionally, in many organisations these days, it is a legal requirement that employers provide the right support to employees in terms of their physical and mental health and wellbeing.

 

Keen to better understand your legal, moral and professional obligations in terms of employee development? Check out our management and leadership courses and enhance your own skills as well as those of your employees!

How to Conduct an Interview – 9 Success Tips

Regardless of whether you work in recruitment, HR or are a business owner doing the hiring yourself, a crucial part of the process is conducting interviews. When interviewing candidates you have limited time to cover a significant amount of information, so preparation is key. Here are nine tips on how to conduct an interview effectively and efficiently.

#1 – Choose an interview location

The first consideration in terms of how to conduct an interview is to consider the location, as it plays a pivotal role in the interview’s effectiveness. A quiet place will allow you to connect with a candidate  without distractions, and unless colleagues will be included, it’s recommended you hold it in a location where you can maintain a private, one-on-one conversation. That way, the candidate won’t feel pressured by people nearby who may overhear them!

If your business is located in a traditional office space, make sure you reserve the interview room as soon as possible. For more relaxed company cultures, you may want to conduct the interview in a causal setting like a lounge area or in an off-site cafe. Make sure everything is organised beforehand to ensure an effective experience, which will leave the candidate with a good impression of your busine

#2 – Prepare interview questions

Interview questions can help to give insights into a candidate’s credentials, but also help with workforce planning, business productivity and HR management. Interview questions should be based on the job requirements and the candidate’s CV. The number of questions depends on where your candidates are at in the interview process.

Open-ended behavioural interview questions allow candidates to elaborate on their experience and skills, display their ability to tackle challenging topics, and help you assess their critical communication and thinking skills. Questions should also cover cultural fit and their ambitions.

Questions should also be legal as asking questions that may disadvantage people could amount to discrimination. According to the Australian Human Rights Commission, interviewers should not seek unnecessary and potentially discriminatory information from applicants.

#3 – Review the candidate’s resume and cover letter

One of the most important things when planning how to conduct an interview is to take the time to carefully review each candidate’s cover letter and resume before the interview. This will help you prepare the right questions, guide the conversation, and gain better insights into how well the candidate’s experience and skills match the job on offer. It’s also important that you don’t form any preconceived opinions or ideas about candidates’ suitability for the role. Try and keep an open mind and give candidates a fair chance. During the interview, encourage conversation by asking the candidate to elaborate on some of the detail in their resume and clarify any unusual job titles, “job hopping” or employment gaps 

#4 – Interviews should be conversational

You are looking for the best candidate to hire, but your candidates are also looking for the right organisation and the right role . Hence, start the interview by building rapport with the candidate to make them feel more comfortable. You should then give a short introduction to yourself, the company and the role you are hiring for.

Avoid giving generic, unstructured information. Instead, bring the opportunity to life for the candidate by discussing the company’s purpose, objectives and culture. Explain how the role has evolved, why it’s important to the company’s objectives and purpose, and what a typical working day might look like. Ultimately, you want them to feel excited about the role and be able to picture themselves in it.

Your candidates will probably already know about the role’s remuneration details, but it’s also worth mentioning any company perks like additional paid leave and discounts on health and wellbeing services.

#5 -Explain the next steps

At the end of the interview, explain how to the process will work. Depending on the size of your organisation, several interviews may be required, including with management and senior leaders.

During the applicant assessment process, organisations often assign applicants one or more standardised tests. These can measure a wide range of variables including reasoning, emotional intelligence, reading comprehension, personality traits and problem-solving ability. Background checks are also often required to verify criminal records, employment history and eligibility. The candidate should be alerted that this will happen.

#6 – Let them ask questions

When considering how to conduct an interview, it’s important to remember that it’s a two-way street and the candidate should be given the opportunity to ask questions. They can include asking about job challenges, future promotion, pay increases and work/life balance. So, you should be prepared to answer them truthfully and succinctly. 

#7- Conducting a group interview

A group interview is an interview technique where several candidates are interviewed simultaneously for similar positions. They are best used when you need to find a large number of employees quickly.

Typically, you would pose hypothetical problems to the group as well as group activities that require the candidates to work as a team to find a solution. This technique allows you to observe the candidates’ interactions and how well they work as a team. Group questions will also allow you to observe candidates’ soft skills such as problem solving and interpersonal communication

#8 – Conducting a remote interview

Video job interviews are a popular choice, particularly with the challenges of COVID. However, they do require preparation. Ensure your candidate has an agenda, knows who will be involved, and instructions on the video conferencing platform. The interview should be conducted in a room with a door you can close it to avoid interruptions. To make a good first impression, turn off phone alerts and ensure you’re well lit and well framed. And check your audio!

As in a face-to-face interview, use your body language to show genuine interest in the candidate’s answers. And before asking a new questions, take a slight pause to ensure the candidate has finished talking.

#9 – Follow up after the interview

When you are planning how to conduct an interview, the last important tip is to follow up with candidates. Even if you decide you will not move forward with them, you should still let them know. Ideally, you would send an email explaining what they did well and why you made your decision. Following up shows that you respect their time and effort. It will also ensure you’ve created a positive candidate experience and enhanced your organisation’s reputation.

Once you’ve made your decision, a phone call is the best way to alert successful candidates of the good news. At this stage, you might be extending them an offer or scheduling in the next round of interviews.

Knowing how to conduct an interview is a critical part of the recruitment process. Up-skill in your current role or gain insights into finding the right candidates for your organisation with our HR and recruitment courses.

6 Must-Have Soft Skills for Strong Leaders

You might have a master’s degree in management, but if you’re lacking in the soft skills that make strong leaders great, you’re bound to fail. But before you concede defeat, contrary to popular belief, you can learn to be a better ‘people-person’ with the right training.

The soft skills that make strong leaders include superior communication, emotional and social intelligence, delegation skills, and flexibility, teamwork and problem-solving abilities. If these don’t come naturally, then soft skills training for managers courses, like those listed below, can help you rise to the challenge when your job depends on it.

  1. Communication skills

A report by the Economist Intelligence Unit found that poor communication skills are having a detrimental impact on the workplace. Communication barriers are a delay or complete failure to complete projects (44%), low morale (31%), missed performance goals (25%) and lost sales (18%) according to surveyed respondents.

A large part of communication skills in a leadership role is active listening. If employees don’t feel seen and heard, they don’t feel valued. It’s important to have a genuine interest in people and to ask questions and encourage feedback.

One of the biggest consequences of poor communication in the workplace was added stress (55%), which is a huge productivity killer. So, put communication training at the top of your soft skills training list.

  1. EQ & SQ

If you’re considering soft skills training for managers, don’t underestimate the value of EQ, emotional intelligence, and SQ, social intelligence. These qualities may seem innate, but they can be learned with training, persistence and the motivation to change.

Having a high emotional quotient will help leaders to successfully manage relationships and can be valuable in a crisis. A high EQ also means leaders can make sound difficult decisions when required, resolve conflict and have the flexibility to keep pace with dynamic business goals and circumstances. A lack of EQ drastically reduces a leader’s ability to empathise, communicate and collaborate with others.

Similarly, SQ is more than just getting along well with others. It’s about being able to influence and positively connect for mutual goals. Having a high SQ puts leaders in a position to quickly identify a toxic culture and to turn it around.

  1. Time Management

Great leaders know that delegation is essential to productivity and team-culture. Micro-managers are usually not great at time management – they simply don’t have enough time! So, if you want to pursue soft skills training for managers, you can’t go past time management. It’s one of the most important characteristics of a strong leader and a productive workplace.

  1. Flexibility

Adaptable leaders have the flexibility to think on their feet. They’re able to see change as an opportunity and not a threat. It’s critical to have a flexible management style in today’s fast, dynamic and competitive environment.

  1. Teamwork

Studies show that collaboration is key to successful leadership. Participants in the study who were primed to act collaboratively stuck at their task 64% longer than their solitary peers, whilst also reporting higher engagement levels, lower fatigue levels and a higher success rate. What’s more, this impact persisted for several weeks.

Similarly, another study found that companies that promoted collaborative working were five times as likely to be high performing. So, make sure your leadership is collaborative!

  1. Problem-solving

As a leader, figuring out how to solve problems happens on the daily. Your ability to use your analytic and creative skills to find solutions will be tested – but you’ll also need to be methodical and level-headed to achieve results.

Soft Skills Training for Managers  

Serious about soft skills training for managers? Take a look at these online professional development courses, which will improve many critical soft skills deficits in the workplace.

Anger Management for Professionals

Anger Management for Professionals is an online course that will teach you how to help others to manage their anger. Whether you’re managing people in the workplace, coaching a sporting team, counselling clients, or taking stock of your own anger – this online course is ideal for you.

Communicate with Influence

Communicate with Influence is an online program that will help you improve your interpersonal communication skills, choose the right communication method to convey your message, and communicate with confidence both verbally and non-verbally.

Conflict Management Program

Conflict arises in personal and professional settings, but it doesn’t have to be stressful. The ability to manage conflict successfully impacts career development and healthy relationships. Whether you’re a manager, supervisor, employee or friend – this conflict management course is an excellent resource to gain the interpersonal skills necessary to manage conflict confidently.

Critical Thinking & Problem Solving

The ability to think critically and creatively is vital in today’s workplace – as a high value is placed on innovation. Balancing critical and creative thought stimulates new ideas and problem-solving while also evaluating feasibility. This course is ideal for anyone in business, government or the creative industries.

Emotional Intelligence

Emotional Intelligence is an online course that will teach you how to develop and apply EQ for personal and career success. You will explore the skills required to understand and use EQ to improve your self-awareness, empathy, and ability to deal sensitively with the feelings of others.

Leadership – Communicating for Results

Leadership – Communicating For Results is designed for aspiring leaders, recently appointed leaders and leaders who want to further develop their skills. In this online professional development program, you will develop the key competencies and skills required for executive career development.

Leading Diversity & Inclusion

When organisations embrace diversity in the workplace, the result is greater creativity, innovation and team engagement, which promotes lower turnover, higher performance and increased profits. This online professional development course will help you employ and support a more diverse workplace.

Multicultural Sensitivity Training

We live in a multicultural society, so it’s crucial to embrace differences and develop cultural competence. This course is ideal for anyone who wants to enhance their multicultural awareness. It’s particularly important for counsellors, managers, business owners, migration agents and those in healthcare and helping professions.

Workplace Wellbeing Program

Mentally healthy workplaces create positive environments, which increase employee confidence, productivity, and engagement. Whether you want to create a workplace wellbeing program for your organisation or improve your personal wellbeing at work, this course is ideal for you.

Strategic Time Management

Strategic Time Management is a professional development course that will develop your schedule management skills. You’ll also learn about goal setting techniques to help you deliver under pressure.

 

If you’re an employer wanting to invest in soft skills for managers or any training, talk to us about strategic learning opportunities. We’ll help you find the right course for your business needs, and to support your employees to achieve their learning goals.

Reduce Risk With a Workplace Health and Safety Course

Workplace health and safety (WHS) education is critical to ensuring a business reduces risk, is legally compliant and develops a safety culture. A workplace health and safety course will arm you with the skills and knowledge to manage risk for an organisation, and is ideal for Workplace Health and Safety Advisors, Officers and Managers.

In this Lead WHS Risk Management course you will learn to assess risk and develop, implement and evaluate risk controls appropriate to the work environment. You will also discover factors that impact risk management and how to manage the hazard identification and reporting processes with WHS management systems.

Learning Outcomes

Outcomes achieved by undertaking a workplace health and safety course include:

  • Learning about the sources of data that apply to risk management
  • Exploring internal and external information
  • Gaining an understanding of the problem-solving process
  • Studying health and safety legislation for risk management
  • Examining duty holders – people employed by the PCBU
  • Understanding the consultation process
  • Attaining knowledge of who should be consulted and who should participate
  • Gaining insights into understanding your responsibilities
  • Learning about the roles and responsibilities that impact risk management
  • Exploring good communication
  • Gaining an understanding of factors that impact risk management
  • Studying the scope of the process and overall objectives
  • Examining how hazard identifications are conducted
  • Understanding formal audits
  • Attaining knowledge of leading the hazard identification process
  • Gaining insights into identifying and documenting hazards
  • Learning about risk assessments
  • Exploring how to rate the potential severity
  • Gaining an understanding of how to apply knowledge of legislation, hazards and risk factors
  • Studying how to document information about risk assessments
  • Examining how to inform everyone in the organisation of risk assessment
  • Understanding risk controls and procedures
  • Attaining knowledge of the hierarchy of control
  • Gaining insights into selecting risk controls
  • Learning about the WHSMS and WHSIS
  • Exploring a systematic approach to health and safety
  • Gaining an understanding of management system inputs
  • Studying health and safety outcomes
  • Examining planning
  • Understanding the implementation process
  • Attaining knowledge of how to develop a communication plan
  • Gaining insights into establishing key performance indicators (KPIs)
  • Learning how KPIs contribute to the evaluation of risk management process
  • Exploring how to modify controls and risk management processes
  • Gaining an understanding of accurate record-keeping

And more!

A Person Conduction a Business or Undertaking (PCBU)

According to Safe Work Australia and as you’ll learn in our workplace health and safety course, a PCBU “has a primary duty to ensure the health and safety of workers while they are at work in the business or undertaking and others who may be affected by the carrying out of work, such as visitors”.

The Primary Duty 

The primary duty of care requires PCBUs to ensure so far as is reasonably practicable the:

  • provision and maintenance of a safe work environment, safe plant and structures and safe systems of work
  • safe use, handling and storage of plant, structures, and substances
  • provision of accessible and adequate facilities (for example access to washrooms, lockers, and dining areas)
  • provision of any instruction, training, information and supervision
  • monitoring of workers’ health and conditions at the workplace and
  • maintenance of any accommodation owned or under their management and control to ensure the health and safety of workers occupying the premises.

The Workplace Environment 

It is also the PCBU’s duty to provide and maintain a safe working environment, which includes:

  • the workplace layout
  • lighting
  • work areas
  • floors and surfaces
  • entries and exits
  • fixtures and fittings

They must manage risks with:

  • remote or isolated work (including working from home)
  • airborne contaminants
  • hazardous atmospheres
  • storing flammable or combustible substances
  • falling objects.

They must also provide adequate facilities and give workers access to clean and safe facilities and maintain them. Facilities include:

  • toilets
  • drinking water
  • washing and eating facilities
  • first aid equipment and facilities.

Instruction, Training and Supervision 

A PCBU must also:

  • provide adequate training, information and instruction to ensure that each worker is safe from injury and risks to health
  • ensure the provision of first aid equipment and facilities and prepare, maintain, and implement emergency plans
  • manage risks associated with remote or isolated work (including working from home), airborne contaminants, hazardous atmospheres, storage of flammable or combustible substances and falling objects, and
  • comply with requirements regarding the use of personal protective equipment.

Managing Risks to Health and Safety 

Part of a workplace health and safety course is also learning how a PCBU manages risks to health and safety. They have a duty to ensure the health and safety of workers and other people in the workplace. They must also seek to eliminate risks to health and safety as far as reasonably practical. If they can’t eliminate risk, they must minimise risks as far as is reasonably practicable.

What is “Reasonably Practicable”

This term means that which is or was reasonably able to be done at a particular time to ensure health and safety measures are in place, taking into account relevant matters including:

  • the likelihood of the hazard or risk occurring
  • the degree of harm that might result from the hazard or risk
  • knowledge about the hazard or risk, and ways of minimising or eliminating the risk
  • the availability and suitability of ways to eliminate or minimise the risk, and
  • after assessing the extent of the risk and the available ways of eliminating or minimising the risk, the cost associated with available ways of eliminating or minimising the risk, including whether the cost is grossly disproportionate to the risk.

Source:

2022, Duties of a PCBU, Safe Work Australia

WHS Trends in Australia in 2022

According to leading multinational law firm, Azhurst, the top four WHS risks of 2002 are:

  1. The cognitive health of leaders

Throughout 2022, the organisation’s Boards and executives will face a multitude of strategic challenges, including:

  • The global labour shortage due to prolonged border closures and the effects of negative net migration.
  • The challenges of attracting and retaining top talent in a highly competitive global marketplace.
  • Retraining their workforce with the digital capacity to successfully execute their transformation agenda and succeed in the current environment.
  • Additional cyber security risks are associated with the need to execute digital transformation rapidly.
  • The rising social discourse around inequality and climate change.

  1. Sexual Harassment and Psychosocial Risk

Sexual harassment is not a women’s issue — it is a societal issue, which every Australian, and every workplace, can contribute to addressing.

Its associated psychosocial risk is a significant issue in many workplaces. It is also a WHS and an employment risk that requires employers to turn their minds to operational and legal issues, including the implementation of a targeted risk management framework.

Organisations need to understand their repetitional and legal risks. They can do this by undertaking a risk assessment of sexual harassment and psychosocial risk at the workplace.

  1. COVID-19 Risk Management

Due to the COVID-19 pandemic, the boundary between home and work has been blurred. Varying forms of “hybrid” work are now the norm. But leaders need to consider what it means for performance, productivity, and mental and physical health and safety.

Organisations who continue to put the health and safety of their people first, conduct full risk assessments, and communicate and consult well will continue to lead the way in this disruptive, ever-changing risk environment.

Questions leaders can ask to include what assessments, modelling and consultation has occurred to manage the future of the workplace in a changing risk environment, what are the legal requirements, and how are they best fulfilled?

  1. Health and Safety Leadership

In 2022, employees will be looking at leaders and asking themselves what they are doing about physical and mental safety at work. Workplaces and communities are becoming more “safety informed” and are acutely aware of the many ways organisational safety culture impacts their personal wellbeing. Therefore, leaders must be ready with the tools to deliver safer outcomes.

Over the past few years, safety leadership has also become a key organisation risk both externally and internally. So leaders should be asking themselves whether their safety measures are reactive or proactive and whether they know how to actively discharge their safety duties.

 

Feel confident in your ability to manage work-related health and safety risk management activities for an organisation with a workplace health and safety course such as our Lead WHS Risk Management course.

10 Working from Home Jobs

Working from home jobs have never been more common and accessible, particularly with the ongoing challenges of the COVID-19 pandemic. In fact, according to the Australian Bureau of Statistics, the number of people working from home jumped 8.4 per cent to over 40 per cent as of August last year.

Additionally, with the rising technological advancements and internet speeds, there has never been a better time to pursue work-from-home opportunities, regardless of whether you are a business owner or work for someone else.

Here are 10 popular working from home jobs.

#1 – Transcriptionist

A transcriptionist is someone who converts speech or audio recordings into written or typed text, and typically, they specialise in one of three categories — medical, legal or general.

A transcription course will give you the skills and knowledge to work in this sector, but also grant you a competitive edge as your certification is typically transferable across industries. It will develop your keyboard skills, enhance your ability to understand and respond to instructions, communicate with a range of internal and external clients, and use the appropriate medical or legal terminology. You will learn how to plan documents, draft text and produce documents of different complexity, gather, organise and present workplace information, and transcribe from an audio source using keyboarding techniques to produce accurate texts. Ultimately, it will allow you to work as a freelance transcriptionist or as a sub-contractor for a company that outsources these services.

#2 – Social Media Manager

Without strategies to break through the clutter of a noisy digital world, an organisation can’t harness the power of social media, engagement and marketing. Studying a social media course will teach you how to interact with customers online to maximise engagement through social media.

You will learn how to review, compare and use different types of social networking tools and applications, develop a web presence using social media, and apply marketing communications across a range of industries.

#3 – Content Writer

The world of freelance writing is highly competitive. Successful freelance writers not only have good writing skills, but they also have the “nose” for a good story, are experts in their chosen writing field, and have the ability to write quickly and succinctly.

Courses in freelance writing will teach you about different writing techniques, how to access new contacts, and how to write critiques, columns, newsletters, reviews, biographical stories, news articles and radio and TV scripts. They will also give you insights into educational, scientific and fictional writing, and sharpen your writing skills in the areas of theme development and sentence structure, including using inductive, deductive, descriptive, chronological, flashback, analogy and cause and effect concepts.

#4 – Recruitment Manager

The recruitment sector offers a range of working from home jobs that can shape the culture and success of an organisation in terms of attracting and selecting staff, and helping people find their dream job. Recruitment courses typically explore HR and recruitment strategies, including forecasting and workforce planning.

They can teach you about interview techniques and preparation, how to write a job and person specification, conduct a job analysis, and explore recruitment sources and methods. They can also give you insights into managing the recruitment cycle in alignment with organisational objectives, provide services that assist in retention and successful candidate management, and develop and implement prospecting strategies to expand your client base.

#5 – Bookkeeper

Bookkeeping is the recording of financial transactions and is part of the process of accounting in organisations. With the thousands of small organisations operating in Australia, many seek to outsource the bookkeeping side of the business.

Bookkeeping courses will typically teach you how to extract interim reports, process financial transactions, prepare financial reports and establish subsidiary ledgers and accounts. They will also give you insights into manual and computerised bookkeeping systems, policies and practices, compliance, payroll and business taxation requirements. Armed with your Tax Practitioner’s Board registration, you’ll be all set to work from home for an organisation or even set up your own bookkeeping business!

#6 – Graphic Designer

Graphic design involves problem-solving and visual communication through the use of illustrations, photography and typography and is a role that is in demand across a range of disciplines. A graphic design course will give you the skills to work in a complementary profession, including in marketing and advertising and across a range of commercial sectors from construction, retail, medical and real estate to tourism, education and health and fitness. And the list goes on!

These courses typically teach you the fundamentals. You’ll learn layout design, choosing images and formats, colour theory, and illustration techniques and methods for a range of collateral from brochures and business cards to websites and other online marketing tools. They also offer insights into design systems, logo creation, and how to bid for relevant projects and then take the design brief.

#7 – E-commerce Specialist

Commerce is increasingly based on electronic technology and having these skills is critical for new online business owners or those who are keen to extend their online sales skills to take their business (or someone else’s!) to the next level. It is one of the ideal working from home jobs as all you really need is the appropriate digital technology!

E-commerce courses will typical teach you about the foundations of online commerce and the elements that are central to an electronic marketplace. They will also give you insights into effective sales strategies for online business success, how to develop a range of internet marketing strategies and how to optimise sales for your online business.

#8 – Distance Educator 

One of the biggest challenges of the COVD-19 pandemic has been in education, and distance education has become the “norm” for many Australians over the past two years. A distance education course will typically teach you about the adaption of teacher-learner models, the advantages and disadvantages of distance education, and the different styles of delivery.

It will also help you develop skills in the support of distance education students, from counselling, assignment help and career advice to structuring exercises, video conferencing and facilitating work in small groups.

#9 – Web Designer

Information technology (IT) is a vital contributor to almost every industry and is an in-demand profession with many opportunities. An IT course can provide you with the foundational knowledge you need to understand the operations and components of computer systems. It can teach you how to select, configure and use computer operating systems and basic computer hardware and software.

Discover insights into network security, how to design and create a basic markup language document (HTML) and manipulate digital images for website development. Plus, learn how to design and produce publications and documents using publishing and word processing software.

#10 – Small Business Owner

Perhaps one of the more obvious working from home jobs is a business owner.

A small business management course is the ideal way of understanding the business environment and managing your business through all its stages. They will typically explore how to identify and comply with legal, regulatory, insurance and taxation requirements. You may also learn how to develop marketing and risk management strategies and a viable financial plan for your business. You’ll also learn how to research and develop an integrated plan for achieving business goals and objectives. Plus, discover critical recruitment and HR processes.

 

The business landscape has changed dramatically with the challenges of the COVID-19 pandemic. So if you are considering a career change or keen to up-skill in your current profession, there are a variety of working from home jobs that could entirely change your life!

Find your new direction today!

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