Training & Personal Development at Grant Thornton

1 week of employment is training with experienced coworkers to cover the basics - each year there is also a week of training based around the primary tasks that will be covered by senior associates and managers.

When i was on boarded i had a dedicated 'buddy' who was my go to for any question i needed to ask about day-to-day work questions. Every job is an opportunity to learn the work without the risk of making a lasting mistake. all work is reviewed by 2 levels of the organisation before it is ever sent to a client, and every mistake made is a chance to learn how to improve.

tax training - the presenter has a great personality and his way of presenting the information if both insightful and I am able to retain what he said/ makes me want to go and research for myself - well presented. I also partake in SMSF so the quarterly training are a good place to absorb information. there are also other informal training in way of the work you do that help build up your calibre as an accountant.

We have the general induction modules when we first start and the one specific to each service line. We regularly have some tax updates ones and a hub with previously recorded training sessions. However, I feel like we could use some specific training for some tasks we do on a daily basis. Some of the training have a higher level of knowledge assumed, so us beginners do not understand. Thus, a session for at our level would be highly appreciated. So far, in 5 months working here I have learned a lot about doing tax returns, rules and exceptions, working in team, improved excel, one note and communication skills.

We had a few weeks of video modules to watch, a full induction day with other grads on the first day and a few induction sessions just for consulting grads. There has also been excel training sessions, SQL training sessions and other opportunities for learning.

Training induction felt rushed, it would have been good to have the training; implement it; then receive feed back, rather than get the training; then do the work/task 1-2 months later; and not be able to implement the training as you have never actually done it. Training on the job is good and regular. Monthly tax updates, and refreshers. Associates are also encouraged to take part in the training procedures.

GT has outstanding training, and it happens all the time, and at least once a year we have a whole year level training conference that goes for a full week, so in your first year you have one, then the next year you have one and so on all the way until you are a manager. There are also random trainings that happen all the time. I would say i have a training once every week and a half, and this really helps with work, whether the training be about time management or its more specific audit work, there is always enough.

Lots of online training modules to complete at the beginning, but then we undertook a week long case study which took us through a typical tax compliance engagement from start to finish. it was very hands on and we learnt a lot.

Initially, you're immersed in a lot of information, but it's part of the learning curve. The bulk of learning happens on the job, where you gain practical skills supported by seniors and managers who are always available to help. One of the best aspects is the encouragement to ask questions without hesitation, fostering an environment where learning and growth are prioritised.

The initial training was good but can be boring at times but that is because it's easier to apply learnings when you are actually doing it in a practical setting rather than in a training style. But on reflection now a lot of the stuff in training is starting to become on consolidated.

Like every onboarding process, it can be slow. However, the majority of training was really relevant and provided a good stepping stone into doing some genuine work.

As soon as we were hired as a graduate, the managers organised a grad training program which happens every week. It refreshes our memory and also includes technical lessons on how to use the GT Audit system - Voyager and LEAP as well as caseware IDEA, a data-analysis system.

I think the informal / on the job training is really efficient and effective. In my opinion, if this type of training is provided, there is great opportunities to learn and grow. The formal training programs were really good when we first started in our role, however I think a lot of these training videos weren't as relevant when we first started, and would be relevant to reinforce now at a more advanced level. We have also been provided associate training calls which are helpful.

Training is frequent. They do alot of sections on different areas as well as can request new areas also.

We have a national monthly training session. Training was primarily on the job when starting, however after passing feedback onto managers about the lack of formal training, they developed an induction pack for new starters, and incorporated a once a week working lunch which has been very useful

Formal training can be ineffective if you don't have much knowledge of accounting. Informal is better because its usually when you ask questions about specific things you are doing.

Kubicle - data analysis Learning exchange - core skills and systems training LinkedIn learning - all aspects

There was a formal training before the busy season which is really helpful.

Training is good and have picked up many skills for the job. Have learnt a lot about valuations.