Three in-depth electricity supply industry case studies were done on recruitment and retention of line mechanic trainees for research commissioned by ESITO in 2009. Independent researchers Heathrose Research interviewed staff at all levels, including trainees, recent graduates, supervisors, training coordinators, trade coaches, team leaders and senior managers. They identified six themes contributing to higher than average completion rates and retention among these companies, many relating primarily to Māori and Pacific trainees:
- whanau / family culture in the workplace
- open communication
- mentoring, support and role modelling
- investing in training
- high quality work
- recognition of achievement.
The Developing Trainees Chart takes the themes companies identified as supporting better recruitment and retention of trainees and matches them with management strategies to assist your plans for developing trainees.
Heathrose found that women trainees did not feature strongly in the case studies due to very low or nil levels being employed as line mechanics in both the companies and the industry overall. Implementing strategies to enable women to increase their participation in electricity supply trades has the potential to quickly increase the supply of local, loyal and able workers available for recruitment. For example, many women returning to the workforce post-children are actively seeking good careers with stable financial prospects. Such women often have valuable prior work experience and would welcome the chance to develop their technical skills while actively contributing their communication and project skills to create highly capable work teams.
New or recent migrant trainees were unavailable at the time of the case study interviews and the insights gained are those of non-migrant staff and managers. Mostly they relate to the value of providing literacy programmes for people with English as a second language, as well as the difficulties migrant trainees and their families may experience when settling into a new country. The Skilled Migrants Research 2008 report provides additional insights into the needs of migrants, particularly on improving settlement outcomes. The report made recommendations on issues arising in the following areas:
- recruitment interview
- workplace induction
- qualification recognition / registration
- wage rates
- migrant staff turnover
- discrimination
- ongoing support.
Case studies are available and resources have been developed to provide managers, supervisors and team leaders with support for improving business practices, particularly around the recruitment and retention of women and skilled migrants, as well as for other diverse groups within the workplace. Check out the getting started page for more information.