The art of engaging employers in workforce planning and development
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Presented by Wendy Perry ©Workforce BluePrint @waperry from @WorkforcePlan The art of engaging employers and enterprises in workforce planning and development 1
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Government of Western Australia Department of Training and Workforce Development - Training Providers Forum 2014 In this workshop we will explore how to engage employers and small to medium sized enterprises in assessing their business and workforce needs. The importance of research, making a link or connection, how to talk less and listen more and the right questions to ask. Develop your art of conversation to engage employers, leading to long term, genuine relationships and keep up to date with the latest trends in small business to inform your marketing strategy.
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 and
enterprises in workforce planning and
development
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Building workforce capability
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• 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
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
• 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
Insert screen shot
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Workforce Plan Generator™
• 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
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!
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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