Meeting Workforce Demand and Changing Workforce Patterns – a Flexible Workforce

1. Presented by Wendy Perry
Workforce BluePrintWorkforce BluePrint
Workforce Planning for
Changing Demographics
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2. Outline
• Hi there!
• Reasons for a Workforce Plan
• Workforce Planning and Development Model
• Definitions
• Steps in the process
• Workforce development strategies to attract,
recruit, retain and develop across multi-generations
• Workforce Action plan
• Contact details
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3. • Significant employer, small employer, home-based or self-employed?
• Dynamic and complex economic, legislative and contractual
environment
• Challenges with shift in demographics and age profile, skills
shortages, need for higher level skills, population growth or decline
• Industry and policy directions (national, state, local)
• Strategic and business plan, new project, site, facility
• Problems attracting, recruiting and retaining staff
• Increase workforce productivity and quality
• Example of good practice and increasing levels for service
contracts/rate payer expectations
• Evidence based approach for capability, tenders and proposals,
audits
• Workplace Health and Safety, quality requirements, risk management
• Regional workforce retention, threat from other sectors or regions and
need to prioritise development activities
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Why? = Business case

4. 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

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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6. 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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7. Step 1. Context and
environment
• Why? Australian workforce demographics change…
• Duration of Strategic Plan and objectives
• Scope – whole workforce or a proportion?
• Stakeholder engagement
• Key performance indicators and timetables for
implementation
• Best fit methodology and evidence collection tools
• External environment – industry, professional, regional
trends
• Internal environment – timing, context
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8. Step 2. Current workforce
• Organisational chart – numbers, job roles and WHS
responsibilities
• What are our workforce demographics?
• What is our workforce skills and competency profile?
• What are our skills and development needs? Where
are there skills shortages?
• What are our critical job roles and workforce issues that
require action? Key roles that are a priority/difficult to
recruit/retain?
• Organisations’ strengths and weaknesses?
• Staff engagement strategy
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9. Step 3. Future workforce
• Based on Strategic Plan – fits
with workforce planning
• Decide timeframe to profile out
• Internal and external changes
• What operational structure,
skills and job roles will we need?
• Demand: What are the critical
job roles? How many people
are needed? What skills are
required?
• Supply: Existing workforce +
change? What skills do we
have?
• Gap: Demand - supply 9

10. Step 4. Validation and Gap
Closing Strategies
• What are the workforce skills/competency gaps and
priorities (critical job roles - hard to fill/replace,
compliance/legislation/regulation, long time to develop
knowledge and skills)
• What gap closing or workforce development strategies
could we implement to change your workforce skills
profile?
• Relationship with regional and industry organisations
• Leadership and regional/organisation wide ownership
• Implementation of action plan mapped back to strategic
directions
• Engagement and Communication – over++
• Responsibilities, Timelines, Resources 10

11. Step 4. Workforce development
strategies
To attract, recruit, retain and develop across multi-
generations:
•Balancing the age profile – apprenticeships, career
promotion activities, graduates, recruitment, traineeships,
work placements, VETiS
•Retention – career development, change management,
communication, exchange programs, flexible work
practices, leadership development, project based learning,
reward and recognition, performance management,
training needs analysis and development, work life balance
•Transition – buddying, coaching, flexible work practices, job
role redesign, knowledge management, phased retirement,
succession planning
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12. Step 5. Monitor, review and
evaluation
• Outcomes of the Workforce Development Plan
• Regular monitoring and evaluation process – how
often and by whom?
• Effectiveness of any strategy that is implemented
• Success/otherwise and KPI’s
• Recommendations into cycle
• Back to the beginning
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13. Workforce Action Plan
• Gap/Issues – region wide and critical job
roles
• Priorities
• Workforce Development Strategies
• Performance measures
• Resources
• Responsibilities and Partners
• Timelines
• Regular review? By whom?
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14. 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:
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Twitter: @WorkforcePlan and @waperry
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http://www.linkedin.com/groups/Workforce-Planning-
Tools-4245718?trk=myg_ugrp_ovr
Connect
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