Actions to Take
What opportunities are out there for training and development?
What simple practices can I implement to improve my approach to training and development?
Here are a few simple steps that will help you and your employees get on the same page around training and development expectations.
Consider what goals your business has and what skills and capabilities you need in your team.
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Are you meeting your minimum requirements?
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Do you want to do something new in the future?
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Do you have weaknesses you want to improve?
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Do you want to improve efficiency?
Identify what training and development goals you think apply to each area of your business and the employees working in those areas.
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If you want to hire new staff and promote a current employee to a supervisory role, a goal may be to strengthen that employee’s leadership and people management skills.
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If you want to improve the quality of workmanship by staff you could set a goal to have improved confidence and quality of work on your work site in 12 months.
Work with your employee to assess their training and development needs.
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Be transparent about business goals and the skills and capabilities needed to meet these.
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Discuss how they currently could meet those and / or how they could upskill to meet them.
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Explore their career goals and how opportunities could align to these.
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Explore training and development options with your employee and together come up with a plan that aligns to business goals.
Support your employee to carry out their training and development plan, and monitor the results.
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Ensure your employee has the right resources to complete training and development.
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Check in with your employee on progress frequently.
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As appropriate, conduct a year end review.
As needed, update the plan to reflect new business priorities, changing skills and capabilities of your employees, and new career opportunities.
It is understandably overwhelming to find the right types of training, development, and learning for your business. Below is an overview of the common formats and an outline of the benefits and challenges. We have also collected a range of resources with more detailed information for you to access starting from more informal and moving to more formal and institution-based options.
Types of training and development
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Informal learning is learning that happens outside the classroom environment, often on the job or in informal settings. Examples include on-the-job training through buddying with a more experienced worker, guidance via a mentoring system, self-education, ‘school of hard knocks’ through multiple years of doing the job.
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Formal learning is learning that takes place through a formal training provider and results in a registered qualification in the NZ Qualifications Framework.
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Semi-formal learning includes compliance training, industry-developed (such as market-led assurance scheme) certified, badging and seals along with industry-recognised and purchased vendor training credentials not registered on the NZ Qualifications Framework but some may have acknowledged equivalence by formal training providers (e.g., towards specified or unspecified credits against a formal qualification).
What is informal training and development?
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On the job training: Employees learn by doing, usually under the supervision of experienced colleagues or supervisors or via a buddy (see Workplace Culture and Wellbeing)
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Benefits: Cost-effective, practical, and directly relevant to daily tasks.
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Challenges: May lack structure, consistency, and recognition.
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Mentoring and Coaching (see Mentorship and Coaching): Experienced staff (or external mentors/coaches) guide less experienced ones, providing advice, support, and feedback.
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Benefits: Personalised, builds strong relationships, fosters a culture of continuous learning.
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Challenges: Time-consuming, dependent on the availability of skilled mentors.
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What is semi-formal training and development?
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Industry Workshops and Short Sessions: Short-term, intensive training sessions focused on specific skills or knowledge areas - mostly externally provided.
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Benefits Interactive, up-to-date information, opportunities for networking.
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Challenges: Limited scope, may not address all the needs of the workforce.
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Industry Online Courses and Webinars: Digital learning modules and live or recorded webinars covering various topics.
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Benefits: Flexible, accessible, and often cost-effective.
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Cons: Requires self-discipline, may lack hands-on experience.
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Micro Credentials: Short, focused educational programmes designed to provide learners with specific skills or knowledge in a particular area.
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Benefits: Targeted skill development, cost-effective, time-efficient, boosts employee satisfaction and retention, helps adaptability.
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Challenges: Limited scope, variable quality and recognition of credentials.
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Types of TrainingProviders
Construction-related education and training may be delivered through:
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Universities
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Institutes of Technology and Polytechnics (ITPs)
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Private Training Establishments (PTEs)
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Wānanga
Universities in New Zealand
New Zealand’s eight universities offer a range of construction-aligned undergraduate, postgraduate, and research programmes, depending on the institution.
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University of Auckland
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Auckland University of Technology
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Massey University
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Victoria University of Wellington
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University of Canterbury
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University of Otago
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Lincoln University
Institutes of Technology & Polytechnics (ITPs)
Despite a change of structure within the ITP network, the individual ITP’s continue to offer a range of construction-related courses, and in a range of ways.
Private Training Establishments (PTEs)
PTEs are often owned by the industry they serve, and offer courses specific to that industry. There are many PTEs offering construction courses in New Zealand; the more prominent ones include:
Types of education or training for Construction Supervision & Management
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Construction Supervision & Management
NZ Certificate in Construction Trades Supervision (Level 5)
A common next step for builders and others aiming to become Site Foremen or Site Supervisors. Focuses on operational leadership, technical supervision, and environmental sustainability. -
NZ Diploma in Construction (Level 6)
Designed for long-term career growth, with specialisations in Construction Management or Quantity Surveying. Supports capability in project delivery, resource planning, and site logistics.
Passive House & High-Performance Building
High-performance and energy-efficient building is a growing area of specialisation within the construction sector.
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Certified Passive House Tradesperson
Short-format training focused on airtightness, thermal performance, and high-efficiency construction techniques.
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Certified Passive House Designer / Consultant
Advanced Building Science Training suited to those involved in design, consultancy, or high-performance projects.
Specialised Technical & Professional Pathways
Additional suggestions for ongoing training :
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Gaining and /or maintaining Licensed Building Practitioner (LBP)
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Construction leadership, governance, or business capability development
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Applied research or postgraduate study with sector relevance
What is continuous professional development (CPD)?
This covers all types of training and development; informal, semi-formal and formal
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Professional Development Programmes: Ongoing training opportunities to enhance professional skills and knowledge (e.g., workshops, short courses, conferences) usually associated with a vocation or professional members group. Find out more information through your industry associations.
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Leadership Programmes: One off courses to enhance leadership skills.
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Benefits: Networking, increases skills and knowledge around tools for leadership.
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Challenges: in-person attendance requires time off work, and potential travel can be costly.
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