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What opportunities are out there for training and development?

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.

  • Formal learning is learning that takes place through a formal training provider and results in a registered qualification in the NZ Qualifications Framework.

  • 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?

 

  • 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)

    • Benefits: Cost-effective, practical, and directly relevant to daily tasks.

    • Challenges: May lack structure, consistency, and recognition.

  • Mentoring and Coaching (see Mentorship and Coaching): Experienced staff (or external mentors/coaches) guide less experienced ones, providing advice, support, and feedback. 

    • Benefits: Personalised, builds strong relationships, fosters a culture of continuous learning.

    • Challenges: Time-consuming, dependent on the availability of skilled mentors.

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What is semi-formal training and development?

 

  • Industry Workshops and Short Sessions: Short-term, intensive training sessions focused on specific skills or knowledge areas - mostly externally provided.

    • Benefits Interactive, up-to-date information, opportunities for networking.

    • Challenges: Limited scope, may not address all the needs of the workforce.

    • Providers: Industry Bodies such as Beef + Lamb NZ, DairyNZ, HortNZ, NZ Institute for Primary Industry Management.

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  • Industry Online Courses and Webinars: Digital learning modules and live or recorded webinars covering various topics.

    • Benefits: Flexible, accessible, and often cost-effective.

    • Cons: Requires self-discipline, may lack hands-on experience.

    • Providers: Industry Bodies such as Beef + Lamb NZ, DairyNZ, HortNZ, NZ Institute for Primary Industry Management.

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  • Micro Credentials: Short, focused educational programmes designed to provide learners with specific skills or knowledge in a particular area. See database of food and fibre micro-credentials here.

    • Benefits: Targeted skill development, cost-effective, time-efficient, boosts employee satisfaction and retention, helps adaptability.

    • Challenges: Limited scope, variable quality and recognition of credentials.

    • Providers: PrimaryITO, QCONZ, Fruition, UCOL, EIT, Dairy Training Ltd (on Behalf of PITO), etc.

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What is formal training and development?

 

  • Work-integrated Learning through Vocational Education and Training: Programmes that validate competency in particular areas (e.g., pesticide application, animal welfare).

    • Benefits: Recognised standards, enhances credibility and strong proficiency gained. Learning is linked to the work environment and a trainer works with the employer to deliver and assess training. 

    • Challenges: Can sometimes be costly, time-consuming, and require extended commitment from both the employee and employer.

    • Providers: Te Pūkenga, Primary ITO, Various Polytechnics and Private Training Establishments. 

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  • Apprenticeships: Structured programs combining practical work with theoretical learning, leading to formal qualifications.

    • Benefits: Comprehensive, supports skill development, often subsidised by government programs.

    • Challenges: Longer duration, requires commitment from both employer and employee.

    • Providers: Te Pūkenga and some private training establishments (PTEs) support work-based training (including apprenticeship training). The Tertiary Education Commission (TEC) provides a complete list of apprenticeships and providers in the New Zealand Apprenticeships Register. Food and Fibre CoVE have developed a degree-level apprenticeship framework for the sector which is in development here. 

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  • Higher Education and Research-Based Training (Degrees, Masters, PhD): Formal minimally or non-work-integrated education programmes offered by universities, whare wānanga and polytechnics. Ranging from certificates, diplomas to bachelor’s and postgraduate degrees.

    • Benefits: In-depth knowledge, research opportunities, recognised qualifications.Some will be flexible to deliver online and/or part-time.

    • Challenges: Expensive, time-intensive, may be less practical to real working environments. Some require in-person attendance on campus.

    • Providers:  All Universities, most polytechnics, and most whare wānanga. Universities (AUT, Lincoln University, Massey University, University of Auckland, University of Canterbury, University of Otago, University of Waikato, Victoria University of Wellington). Polytechnics (Te Pūkenga) Whāre wānanga (Te Wānanga o Aotearoa, Te Wānanga o Raukawa, Te Whare Wānanga o Awanuiārangi)

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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 Programs: 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 on the following sites:  E Tipu, Fieldays, MPI Conferences and Events page.

    • Benefits: Keeps skills up-to-date, promotes lifelong learning.

    • Challenges: Requires ongoing investment of time and resources.

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  • Leadership Programmes: One off courses to enhance leadership skills. These include: Rural Leaders’ Kellogg Rural Leadership Programme linked here, Agri-Women's Development Trust It’s all about YOU programme linked here 

    • Benefits: Networking, increases skills and knowledge around tools for leadership.

    • Challenges: in-person attendance requires time off work, and potential travel can be costly.

    • Providers: Rural Leaders,Agri-Women’s Development Trust. 

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Note: Rural Leaders is working on a toolkit specifically on leadership in the sector

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