Adaptation of blockchain technology in the Transport and Logistics industry may provide for not only increased transparency, trust and efficiency but also improved safety by minimising mis-declaration of cargo. There are currently a number of operators in the industry developing applications based on blockchain with may others planning to utilise the approach. As organisations commit to blockchain based projects, there will be an increased demand for blockchain developers, and associated job roles, and this paper considers the skills and knowledge requirements for those in these roles and provides a basis for determining the competence required for blockchain development.
In a recent skills forecast undertaken by Australian Industry Standards (Australian Industry Standards, 2019) related to the Corrections Industry, the Industry Reference Committee, through its consultations, determined that Correctional Officers need to interact with a diverse and varied range of people at any given time and they may also encounter high-tension situations. Given the nature of the Corrections industry, soft skills gain more prominence in this space. One of the primary soft skills identified is emotional intelligence. This paper firstly contextualises the need for development of emotional intelligence in Correctional Officers such that this skill can be effectively utilised in a rehabilitative environment. The paper recognises that an ability to read, interpret, comprehend, and react to inmate emotions as well as to manage their own emotions can impact on the Correctional Officer's work environment and well-being, as well as their safety, and also positively impacts on the inmates. Increased emotional intelligence may contribute to the prevention of security incidents in a corrections facility. The CSC Correctional Services Training Package does not include units of competency specific to defining a competency standard for utilisation of emotional intelligence in a corrections setting. The majority of the training in this area is conducted internally by institutions, rather than by Registered Training Organisations, and as such, a range of performance criteria that can be used for program definition is outlined such that adult learning principles can be integrated into the delivered programs. Likewise, a suitable delivery model, using Learning Conferences, is specified as a potential delivery model.
This paper considers the use of de-escalation techniques to manage aggressive behaviours such as challenging behaviours, behaviours of concern, verbal abuse, threats and threatening behaviours, and physical assault from a workplace perspective. The techniques are presented as training requirements for a program to develop competency and confidence in de-escalation practices. Training in this area should cover a range of performance and knowledge requirements inclusive of sources of anger and aggression and how they can lead to violence, undertaking situational risk assessment, use of de-escalation techniques, and self-care.
Cyber-attacks are a growing and persistent threat to water infrastructure, including drinking water and wastewater systems. Water infrastructure uses a number of technical control systems to manage and track infrastructure properties, including hardware and software, such as monitoring and data acquisition systems, process control systems, and other devices, such as programmable logic controllers, that control data gathering equipment and information technology. As these systems become more connected to corporate systems and the internet, security approaches are needed equally across both the control system and the corporate network infrastructure, as there are many potential entry points for cyber attackers to exploit to these systems. These cyber-attacks occur on water infrastructure worldwide and water providers, in order to reduce the risks, need to identify control system asset security vulnerabilities and design, build and maintain a security architecture proportionate to the risk. Human resources are fundamental to these cybersecurity systems and the required emerging job roles require industry specific definition. This paper provides definition on the roles and responsibilities for control system security governance, particularly from the perspective of skills and knowledge and training requirements with a view to addressing leading industry security standards for control systems and practices.
As hydrogen use as a fuel gains momentum and becomes a component of many nation's economies, there is a growing need for identification of the skills and knowledge required by workers undertaking hydrogen related activities. This paper considers the activities in the industry and qualifies some of the core competencies required for the emerging workforce. The core competencies are considered specifically from the perspective of working with hydrogen rather than other gases, which in most cases have well developed competency standards, many of which can be applied to the hydrogen industry. The paper focuses on training as it is applicable at a vocational education and training sector level, such as technicians, trade workers and transportation workers, rather than the job roles that require degree or above level qualifications. For many decades, hydrogen has been used extensively in the process industries (e.g. refineries and ammonia synthesis) and experience has shown that it can be handled safely in industrial applications as long as appropriate standards, regulations and best practices are being followed [1]. Relevant training will contribute to the safe handling and use of hydrogen in its new applications. A number of general competency standards for work in hydrogen related activities are presented and these can be used to be integrated into existing vocational education and training frameworks.
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