Looking after our Workforce

Looking after our Current Employees

Provide training throughout regional Tasmania – it’s not happening at present and reflects in standards – make it at the venue and affordable by enabling access to Registered Training Operators at the right price– stop holding back workers from reaching the mountains of increased standards.  THA has the package that will facilitate this – the Great Customer Experience Program.

Industry venues who most require the training are regionally based and worked full time by operators on small profit margins.  The training will be required to be when it best suits venues and without travel (ie at the venue) and must be affordable – we have evidence they want the training but are put off by the cost, A venues costs include paying their staff while they train.

The Apprenticeship and Traineeship model is not working for Hospitality.  The system needs significant analysis of all aspects of the process and we believe that THA is best positioned to do it properly. There are and continue to be reviews by stakeholder and these reviews generally result in more programs of support rather than systemic structural repair. 

Industry has its own issue – lack of knowledge.  Lack of knowledge of what is out there, mostly from Government.  Lack of knowledge of all the apprenticeship and traineeship options, lack of knowledge of industrial law, lack of knowledge of employment options ...and so on.  This needs to be fixed through education at the venue.


This is Our Plan


  • Skills training identified by the THA Great Customer Experience Program and expanded (and introduced) throughout regional and metropolitan Tasmania through short video based training programs that are delivered “at venue” and at an affordable, and attractive price.


Apprentices and Trainees



  • A much better informed industry that can make better decisions around staffing and other issues
  • Make the training and information available through seminars, information sessions and appropriate and targeted training.


Our Managers


The principal outcome is a more informed industry creating opportunities to make the industry a better, more profitable and sustainable place to work.

This includes:

  • Better Financial, HR and IR management creating a fairer and more secure and supported environment for employees.  Creates an atmosphere where employees strive to succeed.
  • Better training outcomes from better understanding of training requirements and issues, and better management of staff in training whether it be accredited training of apprentices and trainees or access to non-accredited training for transient and or casual/ part-time staff who don’t have aspirations for qualifications.
  • Industry scholarships, training opportunities and staff exchanges between Australian Jurisdictions and New Zealand.



Many Industry leaders have grown up in the Industry and have not been exposed to, or been able to develop skills in, contemporary management skills and requirements. 

The industry is stretching in size and many more venues are coming on-line.  Managers for these new venues come from existing middle management.  In venues where middle managers leave, a vacuum exists that is filled in many cases by staff coming up from the floor – these staff are great at dealing with customers but lack the ability to manage staff, address financial reports along with IR issues, and in many cases do not have the time to undertake accredited training options.

The risks associated with such an operating environment are significant for management, for employees, and for the industry where the lack of skills and knowledge drives good people out of the industry.

The THA Great Customer Experience Program has highlighted these middle and upper management level issues, as did the THA Jobs Pool initiative in 2015. This is particularly true in small to medium size businesses, and of greatest concern in regional areas.

Lack of skills and qualifications in areas like IR, HR and Finance at middle and upper management levels is the “sleeper” issue in the Hospitality Industry.  It limits venue success and contributes to the visibility of Hospitality as a career option.

New Zealand runs a Future Leaders Forum each year and offer scholarships as part of their commitment to invest in the people who choose hospitality as a career.



The THA runs forums each year to provide advice and information and is very active with venues in providing training options, and managing industrial and employee issues.

Our preferred solution is to obtain funding for a series of regionally based forums that provide information from “expert” speakers, Government Agencies and other organisations who are seen to be of benefit. 

The proposed Program would:

  • would be run in 5 regions – North, South, North West, East and West.
  • would require attendance at 3 regional and 1 central forum for Small to Medium venues and would be tailored to be delivered to larger enterprises with staff from these enterprises also attending the central forum.
  • would build on the success of the THA Ambassador Program and the Ambassadors would be part of the Forum.  The balance of participants would be made up of venue operators and middle managers who want to become informed about contemporary issues, particularly in employment and training, and of staff employed in larger businesses who would attend the tailored large enterprise sessions.


Apprenticeship and Traineeship Review


A key plank of the THA Workforce Plan is to better manage Apprenticeships and Traineeships and our strategies are designed to do that by making sure a better cohort of people, better informed and suited to the industry move into the Apprenticeship and Traineeship streams.

The system needs review.  There are many reports on the issues involved.

The THAS is seeking funding for a nonaligned body to undertake a major review by interviewing apprentices and trainees, training organizations, apprenticeship centres and venues about issues.  Seek out the non-completers and find out why - info about cessations kept by Skills Tas is of the check-list variety and this needs to be verified.

Most review of the system are done by stakeholders or organisations aligned with education and training – it needs a fresh non-aligned review.



Detailed information allowing targeting of systemic issues to better provide a great apprenticeship or traineeship environment for our young people.

Better, stronger and more robust completion rates for the Industry, and for other industries providing a more secure employment base, and better work outcomes for all Tasmanians – and information for other jurisdictions that may enhance their outcomes.



Completions for apprentices and trainees in Hospitality are declining.  The figures represented below are sourced from Skills Tasmania:


Commencements - Effective Completion Rtes per year

Total 2013

Total 2014

Total 2015

Total 2016

Total all Years







Non Completions












Non Completions - Employee Issues %

Employee Issues






Non Completions












These figures represent an unsuitable cadre of students moving into the Hospitality spectrum – we don’t sell the industry or careers properly and within VET, Hospitality is seen as an easy way to engage the most disassociated youth till the end of year 12, not to prepare them for employment.

Completion rates very low and there are other endemic problems

  • Tick and Flick training
  • Poor support from AAC’s & others
  • Poor product coming in – “we have a plan”
  • Bad venue management
  • Bad venues
  • Block Vs Business training
  • Funding Model
  • Poaching

We have solutions in the THA Workforce Plan:

The review needs to shift home the responsibilities and be uncompromising in its focus and deliverables.


Apprenticeship and Trainee Handbook

Welcome to Australia’s national system of training for trainees and apprentices – often referred to as the ‘Australian Apprenticeships System’. Your traineeship or apprenticeship will develop skills for your chosen career, give you quality training and a qualification that meets national standards.


School Based Apprenticeships

The THA is committed to School Based Apprenticeships (SBA) as a great vehicle to move young people into the industry as trained and qualified operators.

There is great value in a SBA for venues:

  • 1 or 2 days a week in school time and full time in holidays – up to venue need to manage
  • SBA has up to 3 years (years 10 – 12) to become used to your venue, to learn and to understand the industry – at the end of this period there is a well-managed, industry savvy 2nd year apprentice to go full or part time.  An accelerated apprenticeship pathway.
  • SBA’s can manage their college studies to complement their apprenticeship – do some business units, if a kitchen apprentice do some Front of House – incredible opportunities to develop a great and valuable employee.

If you want more information please contact Peter Handy 0404 031 004 & peter@tha.asn.au

For more information on Apprenticeships and Traineeships go to Skills Tasmania or read the 


Great Customer Experience Program