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There is little doubt that employers and volunteer agencies value work
experience. There is also evidence to suggest that the majority of employment
vacancies are not advertised but filled through known networks including
those who have undertaken practical work placement activities. Even
when positions are advertised, known contenders often have an advantage
over those that are unknown as they have had an opportunity to demonstrate
their personal attributes and employability skills.
Whether your business is commercial, public, volunteer or not-for-profit,
this resource aims to assist you to understand the various aspects of
work experience, link you to other key on-line resources and to provide
resources to support you. There are many forms of work experience (listed
under terms and definitions) and some, depending on your needs, will
be of more value to you than others. The frequency and length of time
that you make available for a work placement will also vary according
to the form of experience you offer, as can the amount of responsibility
you provide. Participants typically take on additional responsibilities
as their experience grows. For example, you may find it useful to offer
a paid work placement each Monday over a four month period rather than
a fixed block of time in order to provide support to work processes
and to mentor a junior employee who may one day become a key member
of your team.
The opportunity to host work experience placements can provide publicity
and informal, positive marketing through the participants and their
respective networks and fulfil community interests. From the perspective
of current staff it can also provide a means to:
- build or extend a culture of on-site professional development
- learn and develop mentor or coaching skills; and
- enhance supervisory and coordination skills
Primary benefits for employers have been identified as the ability
to:
- access additional workers
- set up new projects
- complete specific tasks
- give an opportunity to a potential recruit without obligation
- use a students’ reflection on work experience as a recruitment
criterion
- develop a pool of potential recruits with some general awareness
of the workplace culture
- inject new ideas
- develop professional networks and links with higher education institutions
- consolidate community consciousness across the organisation; and
- offer staff development opportunities that arise from employees
mentoring students
Source: http://www.uce.ac.uk/crq/publications/we/
As there have been a number of changes in the labour market, such as
increasing labour shortages and skill shortage concerns, key benefits
also include the opportunity to strategically manage human resources.
Supervision
Depending on the nature of work experience, the age, work and life
experience of the participant, placements may contain various elements
of 'on' or 'off' the job training, mentoring, learning, coaching, supervision
and structure with the intention of it having mutually benefit for the
host employer and the participant.
Meaningful Experience
Effective work experience placements have features that provide opportunities,
which assist the placement participant to:
- increase awareness of career options across industry sectors
- consolidate learning and theoretical concepts in a working environment
- learn about the application of decisions to real-world problems
- develop personal attributes and essential employability skills
that enhance their self marketing strategies
The completion of challenging projects and tasks add meaning to a placement
and are well regarded in the labour market as a valuable experience.
Participants will value being exposed to general business principles,
standards and work ethics such as those shown in meetings, business
events and staff functions.
Remuneration
Placements may be paid or unpaid and key online links have been included
below.
Resources:
Legislation: The Human Rights and
Equal Opportunity Commission
The goal of HREOC is to foster greater understanding and protection
of human rights in Australia and to address the human rights concerns
of a broad range of individuals and groups. They are responsible for
administering the following Acts:
- Age Discrimination Act 2004
- Disability Discrimination Act 1992
- Racial Discrimination Act 1975
- Sex Discrimination Act 1984
- Human Rights and Equal Opportunity Commission Act 1986
Legislation: DEWR Department
of Employment and Workplace Relations
The federal Department of Employment and Workplace Relations provides
information about working arrangements and conditions, and issues in
the workplace
Legislation: DOCEP Department
of Consumer and Employment Protection
The Western Australian provides information about workplace labour
relations.
Western Australian:
State Law Publisher
Contains links to all Western Australian legislation and statutory
information.
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