Abstract:

This paper examines the experiences of a private training provider in implementing an online Advanced Career Change skills programme for experienced workers looking to make a transition into another industry. It uses the analytical lens of behavioural science to better understand how these workers relate to the career change skills programme.

In a post-COVID 19 world, Government expenditure will significantly outway income in order to restart the economy and get people back to work. As such it will be imperative that Government spending in the key area of reskilling workers is implemented in the most effective manner possible to make sure that no one is left behind, especially those vulnerable workers from industries adversely impacted by the necessary economic decisions that were made to control the COVID 19 pandemic.

Solving the daunting problem for experienced workers of making a successful career change into a new industry requires more than just the technical training associated with the new role, it also requires the worker to navigate the complex task of finding and securing a new job. Development of key career change skills for the workers most vulnerable to a loss of employment in a post-COVID economy should be a vital part of the Government’s plans to kick start the economy - and this could be an area for inclusion in the specialised education/training initiatives for experienced workers receiving Government funding.

This paper will provide insights for Government training and education providers with reflections on best practice from one training providers’ experience, who has been delivering these career change skills programmes to retrenched and unemployed workers in an online distance learning manner over the last 3-years. The data set has been gathered over a three-year period (2016-2019) for 300 experienced workers, coming from a variety of educational and employment backgrounds, with 5 to 25 years of work experience and all were exposed to the same career change skills framework.

This paper is broadly practitioner research using case studies as illustrative of real-world phenomena. The methodology for comparison draws heavily on Bereday’s model of comparative styles and their predispositions (Bereday, 1964).

The analytical lens of behavioural science theories (in particular Bounded Rationality and Dual-System Planner-Doer Models) suggest some explanations for the career change outcomes for these experienced workers. Likewise, Nudge Theory has suggested insights into how to influence the decision making of these workers with regards to making better career change decisions for themselves and the economy as a whole.

The key outcome of the paper is a framework based on best practise for career change skills programmes, that can be implemented by Governments and education providers to target specific industry needs, so as to get more effective outcomes from the major training investments that will be a part of every country’s back to work programmes.

Keywords:

Online Learning, Behavioural Science, Experienced Workers, Post COVID-19, Career Change, Nudge Theory.