The Art of Engaging Employers in Workforce Planning and Development

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    15-Jul-2015
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Transcript of The Art of Engaging Employers in Workforce Planning and Development

  • Presented by Wendy Perry

    Workforce BluePrint @waperry from @WorkforcePlan

    The Art of Engaging Employers:

    Workforce planning and development

    1

  • Building industry workforce

    capability

    2

  • Ws x 5 and Workforce Plan Generator

    Overview of Australias 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?

    4

    Workforce BluePrint System 5 Ws

  • Insert screen shot

    5

    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

    7

    Workforce BluePrint System for Engagement

  • Evidence

    Negotiate and navigate

    8

    Workforce BluePrint System for Engagement

  • Evidence

    Negotiate and navigate

    Get together, discuss and validate

    9

    Workforce BluePrint System for Engagement

  • Conversation map

    Employer

  • Evidence

    Negotiate and navigate

    Get together, discuss and validate

    Analysis and ask questions

    11

    Workforce BluePrint System for Engagement

  • Evidence

    Negotiate and navigate

    Get together, discuss and validate

    Analysis and ask questions

    Greatest importance and galvanise

    12

    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

    13

    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

    18

  • Regional Workforce Action Plan

    Lockyer Valley Regional Council

    19

  • LinkedIn Australian VET Leaders

    22

  • LinkedIn Workforce Planning Tools

    23

  • Whats next for you?

    Questions and Answers

    Your take-aways target market employers?

    Connect

    24

  • 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

    25