It's hard to get any training further than what is needed for the job. Even then it took a year for me to be enrolled in an accreditation required for my job. Free training is encouraged and usually supported during work time which is a plus.
A formal Graduate program, which is a little useful. Generally, on the job training is excellent, with high levels of responsibility given early, with good direction and support. This has allowed me to do full Theatre and Hospital HVAC design at this point, and provide useful construction support during this phase of the project. I feel as though I have a reasonable handle on the technical side of the HVAC design and construction process.
A lot of Opportunities! Usually up to your manager who gets what though.
Currently, I am under a Graduate program training which is a really good opportunity for me to learn more and to be introduced to what the company does.
I have excellent learning Opportunities in my team in terms of practical site work experience and technical engineering design experience. The company has worked well to set workshops and learning Opportunities for young professionals. However, it highly depends whether your manager supports it or not.
I would actually like to do more 'mentoring' with other much engineers. This means actually having the money to work with someone on a project or task and not have the stress of being 'billable'. For me this is the best training.
Internally, run graduate program including Australia-wide Graduate conference. Young Professionals programs for 0-10 year experience including networking and development events. External training Opportunities available (including funding), however are largely self-sought.
It is quite informal training here. We learn as we go depending what projects are on. But I am liking it because it means you can't prepare for it and I think that is great.
Learning and development is huge at WSP. With sessions for grads, young professionals or more experienced team members each week. mediation classes, time management classes, specific project based training as well as Q&A sessions with Guy Templeton our CEO.
Multitude of in-person or online training programmes, both technical and non-technical. Examples of technical; VBA or coding, excel or tools, etc. Examples of non-technical; management and communiversitycation, first aid, etc.
Others in my team are very willing to invest time in my learning - whether it be learning a new software, attending a seminar etc.
Our learning and development programs run training programs all the time and as part of the grad program there are extra grad focused training and development sessions. I picked up technical and professional skills.
Plenty of training available through reach. graduates get enrolled in specific training courses to develop their skills. learnt how to time manage effectively.
REACH sessions are universityque. I've learned a lot about the company and it's rules and regulations. They also encourage learning through BAS Knowledge Share, Lunch & Learns, etc.
The company has a learning and development team that create sessions that are voluntary to join.
The graduate program is a long process and a bit cookie cutter, but it does provide progression.
The pace of informal training is very much dependent on me - Great non-technical training provided by the People/HR team - I haven't come across any technical training programs yet (could also be due to COVID-19)
There are many 'general' training modules available, for things like proposal and report writing. In terms of discipline specific training, personally, the skills I've picked up (analysis and design, proposal and report writing) have been learned on the job (during projects), or self taught.
We have a learning and development team which hold regular training sessions. It works really well as long as people are willing to participate.
We have very limited formal and informal training. I learn on the job which is helpful for learning new skills.