Ensuring the future of your business through strategic workforce planning

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

© Workforce BluePrint

Outline

• Quotes• Why?• What? Definitions• How? 5 step model• Balanced Scorecard• Common workforce development gaps and

strategies; TCF Specific• What next?• Workforce Productivity• Funding opportunities• Links and info 2

Quotes for the day

“Control your own destiny or someone else will”

“Change before you have to”

“If change is happening on the outside faster than on the inside the end is in sight”

Jack Welch

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Why? = Business case

• Significant employer or small employer, family business• Dynamic and complex economic environment, growth /

decline, fluctuations in employment• Challenges with shift in demographics, age profile and

workforce supply (interest in fashion design)• Industry and policy directions (national, state, local)• Strategic and business plan, new product, site, facility,

technology and competition• Problems attracting, recruiting and retaining staff• Increase workforce productivity, quality, skills shortages,

workplace health and safety, risk vs. innovation• Evidence based approach for tenders and proposals• Industrial relations, Fair Work Act (contract outworkers),

Occupational Health and Safety4

Competition from?

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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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Balanced Scorecard

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Common Workforce DevelopmentGaps and Strategies• Critical job roles and workforce participation• Ageing and Workplace Health and Safety• 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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TCF Specific Workforce Development Gaps and Strategies• Innovation and product redevelopment (e.g. superfine

wool) and higher value added service and products• CAD and CAM (Computer Aided Manufacturing)• Supply chain capacity• Ageing workforce (higher on average than other

manufacturing sectors)• Workplace Language and Literacy• Critical job roles; TCF Mechanic, Apparel Patternmaker,

Grader, Dressmaker, Tailor, General Footwear Tradesperson

• Sustainable production processes e.g. Ethical Training Australia accreditation

• Online retail sales and social media, NBN• Business planning, financial management

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NBN Roll Out

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What next?

• Workforce plan is an ‘essential’ with a business plan first

• Small and Medium Sized Enterprises (SMEs) – Small Business Health Check based upon Balanced Scorecard and/or Enterprise Connect

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

• Workforce diversity strategies• Explore funding and development options – TCF

Small Business Program (Round 8 open now); Commonwealth, State and Territory Programs for the TCF Industries

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Workforce Measurement is the key

Workforce Capability x Capacity + Contribution =

Workforce Productivity, Intelligence and Engagement

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AWPA and the National Workforce Development Strategy

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Whole of workforce needs

Australian Apprenticeships

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Investing in Experience

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WELL

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What is the National Workforce Development Fund?Through the National Workforce Development Fund (NWDF) the Australian Government will provide $700 million over five years to industry to support training and workforce development in areas of current and future skills need.Under NWDF, organisations can identify their current and future business and workforce development needs and apply for funding to support the training of existing workers and new workers in areas of shortages.

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NWDF Guidelines

How is the NWDF managed?

The NWDF uses a partnership approach where Industry Skills Councils (ISCs) play a key role in administering the program and industry contributes to the cost of training. ISCs will assist businesses with identifying their training needs, selecting a Registered Training Organisation to address these needs and monitoring the implementation of successful projects. This will ensure that training proposals are driven by the needs of your business and allow you to decide what, how, where and when the training will be undertaken.

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VET Fee-help

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E-learning

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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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