Workforce Development – what next?

Presented by Wendy Perry, Presented by Wendy Perry, Head Workforce Planner, Head Workforce Planner, Workforce BluePrint

© Workforce BluePrint

Outline

• Why?• What? Definitions• How? 5 step model• What next?- Case studies and examples- Common workforce development gaps

and strategies• Workforce Productivity• Links and info

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Why? = Business case

• Significant employer or small employer?• Dynamic and complex economic, legislative and

contractual environment, growth• Challenges with shift in demographics and age profile• Industry and policy directions (national, state, local)• Strategic and business plan, new project, site, facility• Problems attracting, recruiting and retaining staff• Increase workforce productivity, quality, skills

shortages, workplace health and safety, risk• Example of good practice and increasing skill levels for

service contracts/client expectations• Evidence based approach for capability, tenders and

proposals 3

What is workforce planning?

Workforce planning relates to analysing workforce profile data and trends; forecasting demand; analysing supply; and undertaking a gap analysis.

Data analysis, knowledge management, scenario planning and Imagineering are relevant approaches.

Workforce profiling and analysis should reflect organisational structure now and into the future…

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What is workforce development?

Workforce development bridges the gap between the current workforce and the desired workforce.

Workforce development is underpinned by competency profiling, prioritisation and hot spot analysis.

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WORKFORCE PLANNING & DEVELOPMENT MODEL

STEP 1: CONTEXT & ENVIRONMENT

STEP 2: CURRENT WORKFORCE PROFILE

STEP 3: FUTURE WORKFORCE PROFILE

STEP 4: GAP ANALYSIS & CLOSING STRATEGIES

STEP 5: REVIEW & EVALUATION

•Why?

•Strategic Objectives

•Internal / external environment

•Demographics

•Skills and competencies

•Issues / challenges

•Areas for action

•Priorities

•Resources and responsibilities

•Demand vs. supply

•Skills and competencies

•Scenarios

•Outcomes of the plan

•Implementation

•Monitoring

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What next?

• Workforce plan is an ‘essential’• Agriculture – implementing growth strategy, regional

workforce, threat of draw into mining and resources• Regional workforce plan - Industry + Demographics

+ Partners + Opportunities and Skills Profile• Small and Medium Sized Enterprises (SMEs) – Small

Business Health Check based upon Balanced Scorecard

• NBN – enabled capability framework for Small and Medium Sized Enterprises

• Major projects and infrastructure plans• Workforce diversity strategies• Development options

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Threat or opportunity?

• The Mining and Construction industries predominantly employ machinery operators, drivers, technicians and trades. (Approx. 60% have Cert III or IV qualifications)

• In the year to Feb 2012, 93.9 per cent of the mining industry was employed full-time, compared to 66.7 per cent of the South Australian workforce.

• The largest percentage of people employed in the mining and construction industries are aged between 25 – 44 years (with 35 – 44 years having the most frequency, suggesting the sector prefers to employ experience)

Labour Demand in SA:• Jobs from economic growth = 69,000 new jobs between 2010 –

2015• Replacement demand 94,000 net openings between 2010 –

2015• Total job openings 163,000 between 2010- 2015

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© Workforce BluePrint 2011WFBP – V1 24th January 2011

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Training /Assessment Events

FinancialLocalknowledgeProfessionalism

Balanced Scorecard

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Farm to Plate via the NBN

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Sarah and Anthony Crabb – Small Business Owners

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Development Options

• Action Learning• Action/Applied

Research• Appreciative Inquiry• Buddying and work

shadowing• Coaching and

mentoring• Communities of

Practice (CoP)• Competency Mapping• Creative Idea

Generation• Ecosystem• Fun Factor

• Idea Mapping/Mind Mapping

• K-cafes • Knowledge

Management• Mutual gains

bargaining• Networks• Problem-based

Learning• Project-based Learning• Scenario Planning• Skills Recognition• Speed Thinking• Strategy Formulation• Work-based Learning

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Common Workforce DevelopmentGaps and Strategies• Critical job roles and workforce participation• Ageing particularly outside workforce + WHS• Retention, succession planning, knowledge

management, communication, career paths• Training needs analysis, learning and development

plans, leadership development• Work Life Balance – packaging benefits of flexible

working arrangements, phased retirement• Employer of Choice, reward and recognition• Barriers – not feeling valued and respected, attract a

higher salary elsewhere, internal politics• Check on excessive hours, stress management • Competency or Capability Framework?• Under or over supply for specific job roles

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Workforce Measurement is the key

Workforce Capability x Capacity + Contribution =

Workforce Productivity and Engagement

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• YOUR ACTION PLAN• Develop a Workforce Plan in 5 easy steps• Workforce Plan Tools – Workforce Architect

partner package, training version available• wendy@workforceblueprint.com.au for a basic

workforce plan template in word• @WorkforcePlan on Twitter• Workforce Planning Tools on Facebook• Workforce Planning Tools LinkedIn group• NBN Enabled Capability Development Network• Australian VET Leaders LinkedIn group

Links and info

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