Presented by Wendy Perry

©Workforce BluePrint @waperry from @WorkforcePlan

The Art of Engaging Employers:

Workforce planning and development

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Building industry workforce

capability

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W’s x 5 and Workforce Plan Generator

Overview of Australia’s Workforce + Critical Job

Roles

Relationships – Powerful Partnership System

Knowledge Transfer and Succession Planning

Five Star TNA System and Fast Needs Analysis

Outcomes – Productivity Maximiser and Success

Factor Calculator

Reward and Rapid Regional Workforce

Capable and Competency Framework

Evidence and Engagement 3

Workforce BluePrint Next

Generation System™

1. Why now?

2. What do we have?

3. What do we want?

4. When comparing 2 and 3, what are the gaps?

What can we do with the gaps? Workforce Action

Plan - What funding may be available?

5. When and how will we action development

strategies and then review?

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Workforce BluePrint System™

5 W’s

Insert screen shot

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Workforce Plan Generator™

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

•Timeframe, Methodology, Tools

•Why? Strategic Objectives and Scope

•Internal / External Environment

•Consultation and Communication

•Demographics

•Skills and Competencies

•Issues / Challenges

•Critical job roles and gaps

•Areas for action – gaps and issues

•Priorities / Risk Rating

•Workforce Development Strategies

•Resources and responsibilities

•Scenarios

•Critical job roles, Demand vs. Supply

•Skills and Competencies

•Outcomes of the plan

•Evaluation and Implementation

•Review and Monitoring

www.workforceblueprint.com.au

• Evidence

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Workforce BluePrint System™ for

Engagement

• Evidence

• Negotiate and navigate

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Workforce BluePrint System™ for

Engagement

• Evidence

• Negotiate and navigate

• Get together, discuss and validate

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Workforce BluePrint System™ for

Engagement

Conversation map

Employer

• Evidence

• Negotiate and navigate

• Get together, discuss and validate

• Analysis and ask questions

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Workforce BluePrint System™ for

Engagement

• Evidence

• Negotiate and navigate

• Get together, discuss and validate

• Analysis and ask questions

• Greatest importance and galvanise

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Workforce BluePrint System™ for

Engagement

• Evidence

• Negotiate and navigate

• Get together, discuss and validate

• Analysis and ask questions

• Greatest importance and galvanise

• Evaluate and review

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Workforce BluePrint System™ for

Engagement

SME - Current workforce profile

• 60% female, 40% male

• Age range from 18-52 yrs, average age of 35

• Length of service ranging from 8 – 3.5 yrs

• Degree/Higher Qual 60%; VET Certificate Qual 40%

• Managing Director, Office & Accounts Manager, Technical Professionals, Business Development/Project Management & Administration Trainee

SME - Current workforce skills

development needs

• Client database segmentation

• International markets

• Virtual/online/social networking strategies

• Intellectual property management & protection

• Workplace policies & procedures for sustainability

• Record keeping frameworks

• Project & risk management

• Sales strategies & fulfilment

• Digital capability and productivity

SME - Future workforce profile

+ 100% FTE in 3 years; + 50% in 5 years

33% 45 yrs+; 33% 35-44 years; 33% under 35 years

Degree/Higher Qual 50%; Diploma Qual 10%; VET Certificate Qual 40%

60% female, 40% male

Full time 20%; Part time 20%; Contractors 60%

SME - Gap analysis

• Recruitment of additional positions including School Based Apprentice and Project Officer

• Retention of current staff and contractors

• KPI/Balance Score Card measurement and implementation of

business plan plus performance management

• Understanding, knowledge and application of sustainability across

the company

• Capacity particularly in the area of specialised technical knowledge,

tech savvy and internationalisation

• Risk management plan development & compliance training

• Financial management skills – cash flow over the planned growth

period

• Marketing qualifications and PR profile

• Up to date HRM systems, policies and procedures

• Critical job role – Managing Director – succession planning

Defence Industry

Workforce Strategy

• Defence Industry Workforce Strategy

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Regional Workforce Action Plan

• Lockyer Valley Regional Council

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LinkedIn – Australian VET Leaders

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LinkedIn – Workforce Planning Tools

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What’s next for you?

• Questions and Answers

• Your take-aways – target market

employers?

• Connect

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Workforce BluePrint:

www.workforceblueprint.au – check out the shop!

wendy@workforceblueprint.com.au

WPAA (all things VET)

www.wpaa.com.au

Keep up to date:

LinkedIn: http://www.linkedin.com/in/wendyperry

Facebook:

http://www.facebook.com/WorkforcePlanningTools

Twitter: @WorkforcePlan and @waperry

Workforce Planning Tools:

http://www.linkedin.com/groups/Workforce-Planning-

Tools-4245718?trk=myg_ugrp_ovr

Connect

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