Q1: Why is workplace learning important?
Q2: What is academic credit for workplace learning?
Q3: Individuals- how does Workplace Learning Credit help an individual person?
Q4: Companies- how does Workplace Learning Credit help a company?
Q5:  Where does the learning and assessment occur?
Q6:  What emphasis and availability is there for lifestyle mentoring and coaching?

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Q1: Why is workplace learning important?

International research [OECD] shows that Australia is in trouble with respect to levels of completion of adult courses [15-64 year olds] of study.

Past figures showed that Australia was 16th in a list of OECD countries with a rate of 53% completions while the USA was the world leader with a completion rate of 88%.

The situation has not been helped by low year 12 completion rates.  In the global scene, as measured by the OECD, Australia was 19th in the world in terms of its year 12 completion rates for the year 2003.  The net effect of this situation is the emergence of students from high school who do not place a high value on formal education and qualifications.

Workplace learning provides one solution by giving recognition to the skills of adults who are not able to attend or participate in formal classroom training and education programs.   Employers are beginning to realise as well that on-site, company specific learning can be more useful and cost-effective than off-site studies at TAFE Institutes or universities.

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Q2: What is academic credit for workplace learning?

Previously our of education did not give much recognition for a person’s individual ability to learn from experience in life or in the workplace.
Academic credit applies at two basic levels:

  • individual recognition of skills and achievements
  • company wide recognition of workforce skills

This type of academic credit puts the focus on you and your knowledge, not simply your response to classroom teaching. It places a high value on the skills you can demonstrate not the source or place of learning those skills.

And we are fully authorised to give up to 100% recognition of workplace learning. This means that you do not have to attend classroom training to get your qualifications.

One of the commonly misunderstood issues in workplace learning is the distinction between accredited and unaccredited education, training and learning.

There is a marked difference between accredited training that leads 
to formal qualifications and unaccredited training that does not. 

Because of our focus as workplace learning and assessment specialists we are aware of a further distinction that is worth keeping in mind.  Assessment towards a formal qualification can include all sorts of accredited and unaccredited learning.  This means that unaccredited training or learning be converted into formal qualifications.

Please feel free to contact us with any queries or concerns.

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Q3: Individuals- how does Workplace Learning Credit help an individual person?

Put simply, qualifications are becoming the name of the game, particularly where those qualifications represent practical workplace skills. There are many benefits that can flow from having qualifications including:

  • opportunities for promotion
  • help for Total Quality systems
  • raises self-confidence
  • advocacy for pay increases
  • support for job changes
  • support for workers with disabilities
  • outplacement preparation
  • adds value to job prospects
  • supports life-long learning
  • empowers unqualified workers
  • recognises life experience
  • pathway to other qualifications

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Q4: Companies- how does Workplace Learning Credit help a company?

Australian companies are facing a number of challenges. Global and technology forces mean there is a growing demand for skilled workers. Qualifications are a key tool for measuring skills. So employers are looking at ways at quickly and effectively guaranteeing that their employees have the relevant qualifications.  

The key benefits to companies/employers include:

  • quality assurance of staff competency levels
  • recognition of staff skill improvements
  • increased staff morale ad loyalty
  • more attractive recruitment programs
  • logical promotion and development tool
  • increased staff confidence
  • evidence of minimum skill levels including OH&S
  • fast track training recognition
  • international standards of skill recognition
  • competitive advantage

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Q5:  Where does the learning and assessment occur?

Under NBIA’s current structure all assessment occurs at our Head Office assessment centre in Melbourne or if feasible at your workplace.
Evidence can be gathered physically, by telephone or electronically.

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Q6:  What emphasis and availability is there for lifestyle mentoring and coaching?

We place an enormous emphasis on the importance of lifestyle and how it can affect your health and business.  We have specialists in Business Coaching and in Health and Fitness who can work with your business team or with individuals on a one on one performance level.

Examples of NBIA learning services

John spent 5 years in NZ working as a middle manager.  He came to Australia and did not have qualifications that reflected his experience.   He was able to demonstrate evidence of some of his experience. He did some extra training with NBIA and was subsequently assessed and awarded a management qualification.

Lizzie spent 4 years as an industry trainer in Queensland.   She moved to NSW and realised that it would be necessary for her to have the formal Certificate IV qualification in Assessment and Workplace Learning in order to obtain work.  She contacted NBIA, submitted records of evidence and was successfully assessed at the NBIA Assessment Centre in Melbourne.  Her qualification was subsequently sent to her in Sydney.

Rod was a lecturer in a university in NSW.  He had a Masters degree in research in his professional field.  He was well regarded as a teacher but he had no teaching qualifications.  He approached NBIA and obtained academic credit for his teaching experience. He did some targeted refresher assignments and obtained the Certificate in IV in Assessment and Workplace Training.

Brenda has had over 20yrs experience in Bookkeeping and accounting but had never  ‘had the time’ to get a formal qualification. With the NBIA process for RCC she achieved her Diploma in record time and met her legal obligations for licensing.

Vanessa has been in the conveyancing industry for over ten years, but did not have the qualification to licence her business. Within six months she had completed her Diploma in Conveyancing and was eligible to meet the new Business Licensing requirements. She then organized traineeships for three of her staff to upskill them under the Federal Government Grant Scheme which resulted in costing her nothing for their training and qualifications

Specialists in workplace learning and assessment

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