Leading Workforce Development and Planning Solutions

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

© Workforce BluePrint

Outline

• Move from VET to Workforce Development• Workforce Productivity theory• Business case• Definitions• 5 step model• Case studies and examples – breadth of

organisations• RTOs leading• Common workforce development gaps and

strategies• Skills and Competencies vs. Capabilities• Links and info

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Move from VET toWorkforce Development

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Workforce Productivity

Workforce Capability x Capacity + Contribution =

Workforce Productivity

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Why? = Business case

• Significant employer or small employer?• Dynamic and complex economic, legislative and

contractual environment, growth• Challenges with shift in demographics and age profile• Industry and policy directions (national, state, local)• Strategic and business plan, new project, site, facility• Problems attracting, recruiting and retaining staff• Increase workforce productivity, quality, skills

shortages, workplace health and safety, risk• Example of good practice and increasing skill levels for

service contracts/client expectations• Evidence based approach for capability, tenders and

proposals 5

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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Definitions

• Workforce skills development – all forms of learning and skills acquisition

• VET Training and Assessment – formal learning and assessment against units of competency and qualifications from National Training Packages or accredited courses through a Registered Training Organisation

• Training Needs Analysis (TNA) - also known as a gap needs analysis – identifies skills/competency gaps by isolating the difference in and between current and future skills/competency. This is achieved by collecting both qualitative and quantitative data for 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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Case studies and examples – breadth of organisations

• Agriculture – implementing growth strategy, regional workforce, threat of draw into mining and resources

• Defence – bidding for major contracts, interested in transferable skills, implementing Balanced Scorecard, workforce plan by business unit, increase workforce diversity and the number of women in the workforce

• Education (schools, VET, higher education) – national and state reforms, productivity focus, RTO’s leading

• Energy – state wide workforce, “Our workforce has the skills required and personal engagement with the organisation to enable success in the future”

• Health – return on investment for retention vs. recruitment• Local government – Workcover requirements and Training Needs

Analysis, regional workforce, good practice example - expectations• Resources – increase the number of women – attraction,

recruitment, career development and leadership, manage FIFO/DIDO and Work Life Balance

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Case studies and examples – RTO’s leading…

• RTO Workforce Plans• Industry System Change projects• NBN – enabled capability framework for RTOs and SMEs• VET and Employment Service providers - common gaps/issues: Advanced Facilitation Methodologies Business Planning and Marketing Capability Statement Engaging young people in VET Engaging Small and Medium Sized Enterprises Funding and Pricing NBN-enabled RTO Capability Skills Profiling Validation and Moderation VET Reform Workforce Development and Planning 11

Common Workforce DevelopmentGaps and Strategies• Ageing particularly outside workforce, WHS• 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, politics• Check on excessive hours, stress management • Competency or Capability Framework• Under or over supply for specific job roles, workforce

participation12

Values and Behaviours

Strategic Priorities, KPI’s and Targets

Skills and Competencies

Capability Framework – evidence based approach

© Workforce BluePrint – V2 February 2010

Skills and Competencies or Capabilities?

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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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