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Transcript of Mel king-workforce-development-shellfish-futures-2012
Workforce Development-
The Challenges and Opportunities in Tasmanian
Agriculture
Shellfish Futures Conference August 2012 TASMANIAN FARMERS & GRAZIERS
ASSOCIATION
Mid 20th Century over 50% employed in Ag, Forestry & Fishing, Mining and Manufacturing - Today it is just 13% (“Australian Jobs 2012”; Department Education, Employment and Workplace Relations)
• Farming not what it was even 10 years ago. v Once: jacks-of-all-trades, master of............ v Today: increasingly specialised – specific knowledge and skills
v Once: farm & knowledge handed down from father to son - the traditional ways enough –Why change! v Today: Current knowledge and skill needed to survive changing face of farming v Once: least academically inclined son stayed on farm – the bright ones got a career v Today: bright young things get the farm – sons and daughters
Where We Are At Now? Tasmanian workforce today • 43% aged 45+ • 35% employed part-time • 56% employed regionally (ie outside Hobart )
Time we got active in the workforce planning space Industry Skills Plan: Agriculture
October 2011-June 2014
Skills shortage or labour shortage? Ø What skills are needed – are they really in short supply?
Ø On-farm v broader agriculture needs
Ø Competing with mining industry
Ø Selling the life – can’t compete in $$$
Ø Need to change the traditional view of agriculture
•
Technology developments
changing the face of farming Need to be more tech savvy
Computer literacy needed
A vast array of tools available but need
skills to use.
Increasing regulation and compliance regimes
RED TAPE GREEN TAPE
A greater level of business skills needed in
order to negotiate the myriad of red and green tape and compliance regimes faced
with today
.
If this is where we are at then where to from here?
Workforce Planning – What does it mean?
• Workforce Planning has a similar role as a road sign
• If you don’t react to the sign you may come to grief • To manage for the future need to make better decisions now and progressively as we move towards the future.
• Not about tomorrow’s decision it is about today’s decisions for tomorrows scenario. Predicting future needs based on data.
Challenges? • Aging population making more competitive to attract labour
- Baby boomers are leaving NOW - Gen Y – not enough
• Mobile Workforce In Australia each year – ü approx 1 million will change jobs ü hundreds of thousands also change industry ü demographers predict this number will increase
• Competing with other industries – mining ü How do we attract people to a sector that cannot
compete with $$ paid in other sectors? ü Lifestyle? ü Target tree changers?
Traditional view of ag
Need to change the image – make it sexy • Not just about driving a tractor • Own worst enemies – change has to start from ground up • Need to convince farmers to spend $$ on up-skilling • Broad range of careers available and needed § Agronomists § Computer programmers § Accountants § Lawyers § Marketers § Stock agents § And the list goes on and on and on...............
Opportunities….. • This states economy relies heavily on agriculture • 2nd largest employer outside of the public service • NBN – training to the door • Government have seen the figures too Ø Currently Federal Government is willing to invest in skills Ø Ascertain your needs and look around – you will probably find a funding stream to suit
- NWDF 2/3 subsidised - digital learning - PPP
• United we stand ...........
• Small state with limited funding and employment pool (representing just 2% of the nations employment) • Identify synergies between in training needs
• Share resources – adapt models to suit needs of each individual industry