A generation ago it was possible for someone to leave school, get a job and work their way up through the ranks to a position of responsibility and then retire after forty years. The liklihood of that occurring now is very limited. In recent years there have been massive changes occurring in training, industrial relations, education and the way labour is utilised in the workplace. The next few articles are devoted to examining some of these issues and the implications they have for those entering the workforce.

Since the late 80's governments, employers and unions have been working on proposals to reform industrial relations in the Australian workplace in areas such as award restructuring and rationalisation of unions and bargaining structures.

The underlying purpose of this reform is to encourage a greater utilisation of labour and to develop a more highly skilled workforce. Training, therefore, plays a vital role within the reform process. Action is taking place to upgrade and restructure existing training bodies and the methods of training delivery, and to inculcate in the workforce the concept of 'life - long' education.

The incorporation of skills development and training requirements as part of award restructuring has also encouraged the overhaul of training administrative institutions and providers, both at national and state level.

It appears then that we will be strongly encouraged to continually upgrade our skills, be flexible in our approach to work and be willing to change as technology in the workplace advances.

It is therefore, vital, that we consider carefully the opportunities available to us as choices will involve training (maybe at a cost), time and effort. Wise choices can avoid frustration and expense