Career advice for teens v0.1 18.6.12 wp


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Planning opens doors for teens
Finding an after school job
Attitude and skills - tips
Advice for parents – job checklist, resume
Work Life Balance
Capability Framework
Workforce development and planning
Common workforce development gaps
Workforce Action Plan
Contact details

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  • Introduction
  • Activity: Thinking or your own role, what are the get to’s and the got to’s – do the get to’s out weigh the got to’s = positive retention equation
  • Where do they like to shop, eat, spend their spare time?
  • Who do they already know that is involved with the organisation?
  • Jessica to explain and reference article
  • Ensure you know what hours your child will work and how you will get them to and from their job Check what the rate of pay is Check with your child to make sure they are getting a payslip each week Monitor how stressed your child is and keep track of how often the employer contacts your child to work extra shifts Look at options beyond a part time job into self-employment Explore school-based apprenticeships If hand delivering or emailing resumes make them stand out
  • Mind map, sketch drawings, collage i.e. suit individual learning style
  • Jobs – last piece in the puzzle
  • Aim for balance across all 3 areas of the Capability Framework
  • The right people in the right places with the right skills doing the right jobs
  • How do you manage staff to meet your business needs? Managing staff and contract capability? How do you manage sessional staff?
  • Objectives, key result areas – use a model like Balanced Scorecard
  • Career advice for teens v0.1 18.6.12 wp

    1. 1. Career advice for teens Presented by Wendy Perry from Hungry Jack’s Birthday Party Coordinator to Head Workforce Planner 1© Workforce BluePrint
    2. 2. Outline • Planning opens doors for teens • Finding an after school job • Attitude and skills - tips • Advice for parents – job checklist, resume • Work Life Balance • Trends • Capability Framework • Workforce development and planning • Common workforce development gaps • Workforce Action Plan • Contact details 2
    3. 3. Planning• Preparation, research and short plan• Online/email applications = norm• Skills profile, resume, e- portfolio• Match possible employers with the teen• When – hours, days, nights• Locations – commute, near home or office 3
    4. 4. Finding an after school job 1. Brainstorm type of job, industries or companies 2. Research best fit(s) and build a database 3. Best way to approach 4. Letter and resume to suit 5. Government initiatives e.g. SBA, Skills for All 6. Stick to the plan and change it if it’s not getting any responses NB. Google your name, watch for negative 4 Facebook posts
    5. 5. Attitude and Skills – tips from a15 yr old • Consider your approach • Have a good attitude • Be available • Consider practicalities • Socialise 5
    6. 6. Attitude and Skills – tips from a19 yr old • Work hard, prove yourself and your skills • Develop a friendly relationships with your supervisor / manager and HR • Have regular catch ups with your direct supervisor, speak up • Know workplace policies & procedures • Take chances, help people to remember you, learn as much as you can about 6 how things really work
    7. 7. Advice for parents – job checklist 7
    8. 8. Work Life Balance • Match jobs with strengths and interests • Regular vs. irregular shifts, check extra hours • Juggle homework, part-time work, sport, after school activities • Schedule e.g. google calendar • Sleep ins! 8
    9. 9. Activity • Paint a picture of your future lifestyle • Ask the teen how far into the future they want this picture to be • Ask the teen about the things that are important to them, these may/may not include and are not limited to: - House and family - Friends and relationships - Education and skills - Hobbies, interests, health • What jobs will fit this lifestyle? What are the get 9 to’s and got to’?
    10. 10. Jessica’s future lifestyle(out to 35 yrs) Lifestyle Wants Get to’s House in Adelaide Hills - Working in Adelaide, not relaxed home life, having to move interstate community connection, pretty location Husband and 3 children Spend time with family, work flexible hours and/or at home Multiple qualifications – Continue learning Business, Management, Training and Education, Real Estate Self- employment Be in charge of myself and appointments, wear suits, travel 10
    11. 11. Finding jobs to suit your lifestyle Self- employment Jobs House in ? the hills Multiple Husband qualifications and 3 children 11
    12. 12. Trends • Portfolio workers • Home based work • Teen, Mum and Dad trepreneurs • Multiple business registrations • Family businesses • Skills depth and breadth 12
    13. 13. Capability Framework Values and Behaviours Capability Framework – evidence based approach Skills and Competencies Strategic Priorities, KPI’s and Targets 13© Workforce BluePrint – V2 February 2010
    14. 14. What is Workforce Planning?Workforce planning relates to analysing workforce profile dataand trends; forecasting demand; analysing supply; andundertaking a gap analysis.Data analysis, knowledge management, scenario planningand Imagineering are relevant approaches.Workforce profiling and analysisshould reflect organisational structurenow and into the future… 14
    15. 15. What is Workforce Development? Workforce development bridges the gap between the current workforce and the future (desired) workforce. Workforce development strategies address ‘gaps’ from the workforce planning process including competency and training needs analysis, and human resource management. Workforce development and planning maximises your staff capabilities and capacity. 15
    16. 16. WORKFORCE PLANNING & DEVELOPMENT MODEL STAGE 1: CONTEXT & ENVIRONMENT •Why? •Strategic Objectives •Internal / external environment STAGE 5: REVIEW & EVALUATION STAGE 2: CURRENT •Outcomes of the plan WORKFORCE PROFILE •Implementation •Demographics •Monitoring •Skills and competencies •Issues / challenges STAGE 4: GAP ANALYSIS & CLOSING STRATEGIES •Areas for action STAGE 3: FUTURE WORKFORCE PROFILE •Priorities •Demand vs. supply •Resources and responsibilities •Skills and competencies •Scenarios 16
    17. 17. Workforce DevelopmentStrategies – common areas • Demand and supply for priority job roles • Ageing particularly trade/outside workforce • Workplace Health and Safety • Retention, succession planning, knowledge management, communication, career paths • Training needs analysis/skills stock take, learning and development plans, leadership development • Work Life Balance – packaging benefits • Employer of Choice, reward and recognition • Barriers to retention – not feeling valued and respected, attract a higher salary elsewhere, internal politics • Check on excessive hours, stress management 17
    18. 18. Workforce Action Plan • Strategic Objectives • Gap/Issue – #1Retention, #2 Recruitment • Priorities/Risk • Gap Type • Workforce Development Strategies • Responsibilities • Resources • Timelines/Due Date 18
    19. 19. Contact us Workforce BluePrint: WPAA Keep up to date: LinkedIn: Facebook: Wendy Perry: Australian VET Leaders: http:// 19