What we have heard
What we’ve heard from tertiary education organisations, industry and kaimahi in Hawke’s Bay.
Tertiary education organisations
Kaimahi and ākonga (students) in Hawke’s Bay are currently supported by a variety of education providers and delivery models. The range of opportunities for kaimahi and ākonga is vast from horticulture through to electrical engineering.
Tertiary education providers have identified the following drivers of ākonga interest in their courses and desired modes of delivery:
- There is a commitment to support the delivery of training for post-cyclone critical roles for recovery, rebuild and resilience against future events.
- More training provision that reflects mātauranga māori kaupapa is needed.
- A mixture of on-the-job and structured training/classroom time is well received by ākonga.
- Online options are popular, but this requires ākonga to have access to suitable technology and internet connectivity which can be limited in rural areas.
- There is a growing interest in the delivery of micro-credentials as ākonga do not want to commit to long periods of study when they may not be able to earn at the same time.
- Pre-trade courses work well for ākonga, who do not have the formal requirements or confidence to move straight into apprenticeships.
- Some employers do not have capacity to send kaimahi on block training courses; night courses and online options have helped mitigate this. This has however shifted the onus of training to the kaimahi’s personal time.
- More leadership development programmes specifically targeting tāne (male) and wāhine Māori are needed to address their under-representation in managerial and professional tiers.
- Technological advances in the Construction sector are coming online and ākonga and kaimahi need training to take advantage of this.
- There is increased demand for training related to solar and alternate energies as these industries become more important to the resilience of Hawke’s Bay.
Industry and kaimahi
Ongoing stakeholder engagement across the rohe (region) informs the Hawke’s Bay RSLG on the needs of employers and kaimahi on their employment and training challenges, and expectations.
The following statements reflect feedback from stakeholders in the Primary, Construction and Health Sectors, and often relate to Wāhine in the Workforce, School Transitions and Work ready job seekers:
- Desire for more provider models that utilise Te ao Māori models as they deliver increased employment outcomes for ākonga. Exemplars under high demand in Hawke’s Bay include Topline, Te Aratika and Wairoa Young Achievers Trust.
- More support is needed for Taiwhenua, Māori training providers, Māori businesses and all providers which focus directly on Māori employment outcomes.
- Working in genuine partnerships with hapū and iwi will address inequalities in areas including construction and infrastructure, water services, housing, emergency management and the taiao.
- Employer funded pastoral care programmes are a big cost to the business and can be seen as a risk to business sustainability.
- Rangatahi are not taught the skills at school that are useful for employment for example: work ethic, time management and how to study.
- Employers see cost as a barrier to apprenticeships, with many employers reducing the number of apprentices they have taken on following the cessation of programmes such as TTAF (Targeted Training and Apprenticeship Fund).
- Many kaimahi struggle with the theoretical aspects of apprenticeships, which requires additional support from employers. Where skills can be assessed on the jobsite, kaimahi are having greater success levels.
- Mental health and wellbeing programmes in the Construction and Infrastructure Sector are not responsive to the needs of Māori.
- Kaimahi are not offered upskilling opportunities due to low staffing levels.
- Kaimahi in rural communities such as Wairoa struggle with limited options and lack of transport to access relevant training in the larger centres.
- Kaimahi and employers are expressing a desire to have initiatives targeting wāhine linked to the NZQA framework so that formal recognition is achieved.
- Recognition of the importance of upskilling businesses in cultural competency and the need for more ‘train-the-trainer’ courses to achieve this.
- There is increased expectation that kaimahi undertaking apprenticeships will be exposed to appropriate cultural competency modules, however there is inconsistency between industries.
- Recognition of prior learning needs to be a priority if kaimahi are committing to further education and training.
- Often the bottleneck for training is the number of assessors/instructors. As a result, many employers are opting to develop in-house training in order to meet their individual business needs.
- Partnerships between industry and education providers work well where co-design principles and experience on job sites is a requirement of the course.
- The agility and responsiveness of Private Training Enterprises is valued where ‘niche’ courses can be developed to upskill kaimahi in certain industries.