Industry-Relevant Skill Training

Could industry-led learning initiatives be the key to solving Australia’s skills shortages? Australia faces a well-documented critical shortage of structural engineering skills. Even so, many migrant engineers and qualified engineering graduates struggle to find roles due to a lack of local experience. In the latest Learning Uncut episode, I speak with structural engineers and small business owners, Moly Ashtari and Aleksandar (Alex) J., co-founders of LearnPedia Australia. Faced with their own hiring and training challenges, they took matters into their own hands. Their solution is a traineeship program built around real-world engineering projects, personalised mentorship, and structured support to apply skills to practical scenarios. Participants are guided through project walk-throughs, helping them effectively transfer theoretical knowledge into practical workplace capabilities. The result? Engineers gain the skills and confidence needed by Australian employers, while businesses can access a pool of job-ready talent. Moly's personal story is especially inspiring. Arriving in Australia as a migrant engineer without local connections, her resilience, persistence, and commitment to her own ongoing learning are impressive. She’s now effectively passing on her practical, tacit knowledge to others through her clear, insightful mentorship and project guidance. Her ability to translate complex ideas into accessible learning experiences is a real strength. If you’re interested in how structured, hands-on learning can make a difference to skills shortages in an industry, this episode is for you. A big thank you to Moly and Alex for sharing their insights. Listen on your favourite podcast app or go to the episode landing page to listen and access additional resources https://lnkd.in/ev_nkmmW    #LearningUncut #LearningAndDevelopment #WorkplaceLearning #Skills #EngineeringSkills

There’s no question that AI is transforming the training landscape. From AI’s ability to tailor an employee’s learning journey based on their existing or required skills, learning preferences, and previous courses to virtual training that uses AI chatbots to answer employee questions and provide on-demand microlearning support, AI has opened up lots of developmental possibilities. While some speakers and trainers, understandably, are worried about being rendered irrelevant, here’s some context (and potentially good news) about what I’m seeing when it comes to skills-based communication and leadership training. Organizations are not seeking external training for purely knowledge-based issues, since AI can put together training on just about anything. Good information is not a differentiator. But with more technology comes more miscommunication. Employees may have instant access to information, but retention of that information and the emotional intelligence and ability to navigate high-stakes conversations—these are still deeply human skills and require real-time coaching and training to build. Skills-based trainers and coaches can make the most impact by using role play to help people practice the communication and aligned leadership skills for learning transfer to happen. The L&D initiatives that drive real change aren’t about knowledge acquisition—they’re about skill embodiment. And the best way to ensure that learning sticks? Live, immersive role-play training. A lot of trainers say they use role-play for skill development, but in reality, it’s often a surface-level exercise—scripted, predictable, and failing to replicate the real-world pressures of high-stakes communication. What True Role-Play Training Looks Like -Learners experience the tension and unpredictability of real conversations. -Scenarios are customized to specific challenges. -Participants get live coaching and feedback to adjust in the moment and get to retry critical communication. -There's psychological safety and trust for high-stakes practice—before it counts in real life. Role-play training isn’t just a nice-to-have; it’s becoming a business imperative! As AI reshapes the learning landscape, the ability to embody skills—especially in high-stakes communication—is what sets impactful training, like what we do at Step into Your Moxie, apart. The most effective L&D initiatives aren’t just about acquiring knowledge; they’re about building the confidence and competence to use it when it matters most. How are you seeing AI impact leadership and communication training in your organization or consulting practice?

🚨 𝐖𝐨𝐫𝐤 𝐈𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐢𝐨𝐧𝐬 ≠ 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 🚨 Just because someone sees how a task is done doesn’t mean they’re trained to do it well. In manufacturing, we often assume that if there’s a work instruction and a quick demo, the job is trained. But here’s what we’re overlooking 👇 ✅ Work instructions tell 𝑤ℎ𝑎𝑡 to do 🧠 Training builds the 𝑤ℎ𝑦, ℎ𝑜𝑤, 𝑎𝑛𝑑 𝑤ℎ𝑒𝑛 to do it—especially when things don’t go as planned What’s often missing? The  𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐚𝐧𝐝 𝐬𝐤𝐢𝐥𝐥𝐬 that make work instructions meaningful and usable in the real world: 🔧 𝐁𝐚𝐬𝐢𝐜 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 (e.g., torque, flow, tolerance) A study by the National Institute of Standards and Technology (NIST, 2018) found that inadequate technical knowledge contributes to over 23% of manufacturing errors. 🛠️ 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 (how one step affects the whole system) Research in the International Journal of Production Research (2016) highlights that process awareness reduces error propagation and improves overall system efficiency. 🧯 𝐒𝐚𝐟𝐞𝐭𝐲 𝐩𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬  (not just rules, but the why behind them) OSHA reports that effective safety training reduces workplace injuries by up to 60% (OSHA, 2022). Understanding the “why” behind safety rules increases compliance and hazard recognition. ❓ 𝐏𝐫𝐨𝐛𝐥𝐞𝐦-𝐬𝐨𝐥𝐯𝐢𝐧𝐠 𝐚𝐧𝐝 𝐭𝐫𝐨𝐮𝐛𝐥𝐞𝐬𝐡𝐨𝐨𝐭𝐢𝐧𝐠 A Deloitte study (2020) found that manufacturers with strong problem-solving training experienced 30% fewer production stoppages. 📄 𝐀𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐫𝐞𝐚𝐝/𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭 𝐰𝐢𝐭𝐡 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭𝐬 A study in Manufacturing & Service Operations Management (2019) showed that workers with higher technical literacy made 40% fewer documentation-related errors. 🤝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐭𝐞𝐚𝐦𝐰𝐨𝐫𝐤 𝐬𝐤𝐢𝐥𝐥𝐬 The World Economic Forum (2023) lists communication and teamwork among the top skills needed for the future of manufacturing, directly linked to productivity and innovation. When we skip foundational training, we’re setting people up to rely on memory and mimicry—not mastery. Want employees who adapt, improve, and catch issues before they happen? 👉 Invest in real training—not just task demos. What foundational knowledge do you wish had been taught when you first started in your role? Let’s talk. #Manufacturing #TrainingAndDevelopment #AdultLearning #WorkforceDevelopment #LearningInTheFlowOfWork #Iopsychology #ContinuousImprovement #SkillsGap #WorkInstructions #ManufacturingExcellence, #OperationalExcellence, #LearningAndDevelopment, #SkillsDevelopment, #TrainTheTrainer, #AdultLearningTheory, #IOPsychology, #WorkforceDevelopment #FrontlineLeadership

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐟𝐨𝐫 𝐈𝐨𝐓 𝐢𝐧 𝐌𝐚𝐧𝐮𝐟𝐚𝐜𝐭𝐮𝐫𝐢𝐧𝐠 As the manufacturing industry increasingly embraces the Internet of Things (IoT), the demand for skilled professionals capable of integrating and managing IoT solutions has surged. From my experience as a recruiter specializing in cutting-edge technology roles, I’ve recognized the critical need for creating a sustainable talent pipeline to support this transformative shift. IoT technology is revolutionizing manufacturing, enabling enhanced data-driven decision-making, increased operational efficiency, and the development of new business models. Strategies for Developing a Sustainable Talent Pipeline: ➡️ Partnerships with Educational Institutions: Collaborating with universities and technical schools to develop curricula that include IoT technologies, applied data analytics, and cybersecurity can prepare students with the skills needed for modern manufacturing roles. ➡️ Apprenticeships and Internships: Offering hands-on learning opportunities for students and recent graduates can help bridge the gap between theoretical knowledge and practical application, while also allowing companies to train potential employees in specific skill sets. ➡️ Professional Development and Continuous Learning: Investing in continuous education and certification programs for current employees not only helps keep skills up-to-date but also aids in retaining top talent by showing a commitment to their professional growth. ➡️ Cross-Functional Training: Encouraging existing employees to develop skills in IoT applications through cross-training can help diversify the skills within the workforce, promoting a more adaptable and versatile team. ➡️ Recruitment Campaigns Targeting IoT Skills: Tailoring recruitment efforts to highlight the exciting opportunities in IoT within the manufacturing sector can attract professionals from different technological backgrounds who may not have previously considered manufacturing as a career path. ➡️ Leveraging Online Platforms for Global Reach: Utilizing online learning and recruitment platforms can extend the reach of talent acquisition efforts globally, bringing in fresh perspectives and diverse skills that are crucial for innovation. The integration of IoT within manufacturing is not just a passing trend; it's a pivotal part of the industry’s future. By establishing a robust pipeline of skilled professionals, companies can ensure they remain competitive in an increasingly technology-driven market. If you’re a professional specializing in IoT, or a manufacturing firm looking to develop your workforce capabilities, let’s connect. Together, we can explore how to effectively build and utilize a talent pipeline that not only meets the current demands but also anticipates future technological advancements.

In the dynamic landscape of the Indian job market, the challenge of youth employability persists due to a gap between academic knowledge and industry demands. GCC leaders can play a pivotal role in bridging this divide and nurturing a more skilled, adaptable workforce. Here are some proactive steps they can take: Skill Development Initiatives GCCs can initiate targeted training programs focusing on technical skills crucial for specific industries such as programming languages, data analysis, and project management. By aligning training with industry needs, freshers can enhance their practical knowledge. Mentorship Programs Establishing mentorship programs is key to providing freshers with valuable guidance and creates a support system that goes beyond technical skills. Mentors can share industry insights, career advice, and assist in navigating the complexities of their roles. Soft Skills Training Workshops on soft skills like communication, problem-solving, and interpersonal skills are essential. Emphasizing adaptability and resilience in a dynamic work environment prepares fresh graduates to thrive in real-world scenarios. Industry Exposure GCCs can facilitate industry exposure through internships, guest lectures, and industry visits, thereby ensuring that freshers gain practical experiences and real-world insights. Career Path Planning Collaborating with fresh graduates to create personalized career development plans is crucial. Clearly communicating potential career paths within the organization and the required skill sets empowers them to make informed decisions about their professional journey. Diversity and Inclusion Initiatives GCCs can actively promote diversity and inclusion to create an environment where freshers feel valued and respected, regardless of their background. Fostering an inclusive workplace contributes to a positive and collaborative culture. Networking Opportunities Facilitate internal and external networking events to help freshers build professional connections. Providing platforms for interaction with experienced professionals broadens their perspectives and opens doors to new opportunities. Technology Adoption Keeping fresh graduates informed about the latest technologies and industry trends is vital. Encouraging a culture of continuous learning ensures they stay adaptable and ready to embrace technological advancements. By implementing these holistic approaches, GCC leaders can contribute significantly to the development of youths, making them not only more employable but also well-equipped for long-term success in the ever-evolving workforce. Together, let's shape a future where the Indian youth stands ready for the challenges and opportunities of the global job market! #Employability #SkillsDevelopment #FutureOfWork Find out more about our services at: https://www.cupela.com/ Srilakshmi Kotwal, Tridib Bhattacharjee

A country’s true strength lies 𝐢𝐧 𝐢𝐭𝐬 𝐩𝐞𝐨𝐩𝐥𝐞'𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞𝐝𝐧𝐞𝐬𝐬 𝐭𝐨 𝐚𝐝𝐚𝐩𝐭, 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐝𝐞𝐥𝐢𝐯𝐞𝐫. Yet, as per the Institute for Competitiveness, a staggering 88% of India’s workforce remains in low-competency roles. As India positions itself as a manufacturing and innovation hub—from diamond cutting in Surat to semiconductor fabs in Dholera, from pharma clusters in Hyderabad to FMCG warehouses across North India—we need to ask: 𝐀𝐫𝐞 𝐰𝐞 𝐭𝐫𝐮𝐥𝐲 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐨𝐮𝐫 𝐲𝐨𝐮𝐭𝐡 𝐭𝐨 𝐦𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐩𝐚𝐜𝐞 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐨𝐟 𝐬𝐞𝐜𝐭𝐨𝐫𝐚𝐥 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧? 📍 In textiles, global retailers are turning to India for ethical, large-scale sourcing. But automation in garment units demands machine supervisors, CAD designers, and textile engineers—not just tailors. 📍 In electronics, chip design and smart appliance assembly require workers trained in microelectronics, IoT integration, and embedded systems. 📍 Pharmaceuticals and medical devices—poised to cross $130 billion by 2030—need skilled professionals for regulatory affairs, quality assurance, cold chain logistics, and clinical data handling. 📍Public infrastructure—with over ₹10 lakh crore in projects under the National Infrastructure Pipeline—demands site supervisors, BIM modelers, safety engineers, and sustainability officers. 𝐈𝐭’𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐬𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 𝐠𝐞𝐧𝐞𝐫𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐭𝐨 𝐣𝐨𝐛-𝐫𝐞𝐚𝐝𝐲, 𝐬𝐞𝐜𝐭𝐨𝐫-𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜, 𝐟𝐮𝐭𝐮𝐫𝐞-𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭. This transformation must be driven through below focused actions: 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲-𝐀𝐜𝐚𝐝𝐞𝐦𝐢𝐚 𝐂𝐨-𝐃𝐞𝐬𝐢𝐠𝐧 𝐨𝐟 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 Institutions like TCS iON, NSDC, and Flipkart's Supply Chain Operations Academy are setting a precedent. But deeper collaboration is required with universities, ITIs, and polytechnics to ensure skills match real-world job descriptions. 𝐁𝐨𝐨𝐭 𝐂𝐚𝐦𝐩𝐬 𝐚𝐧𝐝 𝐑𝐞𝐚𝐥-𝐖𝐨𝐫𝐤 𝐒𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛𝐬 Be it EV repair, CNC programming, logistics management, or e-pharmacy dispatch—India needs immersive, hands-on skill environments in every district. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 Teachers, mentors, and facilitators must constantly evolve. Exposure to industry, internships in real plants and warehouses, and digital pedagogy training are non-negotiable. 𝐏𝐮𝐛𝐥𝐢𝐜-𝐏𝐫𝐢𝐯𝐚𝐭𝐞 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Brands like Maruti Suzuki, Siemens, Infosys, Ashok Leyland, and Aditya Birla have invested in training institutes. Scaling this through government collaboration will create deeper impact. Because building highways, airports, and data centers is only half the story. The real progress happens when every young citizen becomes competent enough to build, manage, and evolve these systems. #skillsdevelopment #employmentskills