Staff can be trained at convenient times, training can be customised to meet specific needs, staff retention would increase and recruitment costs would be reduced if a coal company decides to become an ERTO, says Tyrell.

Given the nature of the coal sector, it is difficult for workers to attend external training programs to get nationally accredited certifications.

The aim of ERTOA is to provide member enterprises, whose main business is not education and training, with a formal organisation that is both supportive and representative of their interests as Registered Training Organisations (RTOs).

“We support the need for organisations to have a voice in policy making,” Tyrell said.

“It is interesting watching them realise the huge lobbying power they do have … and government departments are interested in what companies have to say in terms of training and recruitment.”

The New South Wales Department of Education and Training has identified significant barriers to training and learning in the coal sector.

A lack of understanding of RTOs regarding the implementation of assessment-only pathways and a public VET system that is incapable of meeting the needs of the coal sector at an entry level hinders learning in the industry, according to a 2001 report.

Becoming an ERTO could also lead to improved access to government funding for training programs.

An ERTO can also customise a training program to increase employee skills and productivity in response to its specific business needs and market conditions.

Through training packages, sets of nationally recognised competency standards for a specific industry, a coal company can provide training that delivers practical skills relevant to the coal industry.