Ensuring the future of your business through strategic workforce planning …

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Presentation by Head Workforce Planner, Wendy Perry from Workforce BluePrint at the Changing Skills for a Changing World Conference in Melbourne on 14.2.13.

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  • The dynamic nature of business today requires SME’s to continually change and adapt to existing and future market forces. All businesses must continually assess their workforce capabilities and whether new roles, technology or skills are required to meet corporate and strategic objectives now or in the future. Wendy will present on how Small-Medium Enterprise’s (SME) can develop workforce intelligence and capabilities through strategic workforce planning that will sustain and advance a business. She will also outline how this can be achieved through the National Workforce Development Fund (NWDF) – the $700 million industry training and workforce development fund for current and future skills.
  • Before you ask What Next you need to ask Why?
  • Why undertake workforce planning? Refer to Strategic, Business and/or HR plan
  • The right people in the right places with the right skills doing the right jobs
  • Workforce development strategies to close the gaps identified may include: Attraction, Capabilities, Capacity, Change Management, Communication, Competency Frameworks, Leadership Development, Knowledge Management, Learning and Development, Mission Critical Job roles, Organisational Development/Learning, Professional Development, Recruitment, Retention, Reward and Recognition, Skills, Staff Development, Succession Planning, Team Development, Training and Development, Transition, Values and Behaviours, Work Life Balance.
  • How?
  • Balanced Scorecard could be a starting point to assess the business overall (especially if an SME) and identify strengths and development needs.
  • Appendix A Q. What do you think would be your organisation’s priorities or action areas? Succession planning – processes that ensure that preferred staff will stay with the organisation Check on bullying
  • Carpet Footwear
  • Brunswick’s Hungry Bird Cafe has added high-speed broadband to its menu Home    Media Centre    News   Brunswick’s Hungry Bird Cafe has added high-speed broadband to its menu Share on facebook Share on twitter Share on linkedin Share on email Share on print Published on July 13, 2012 Hungry Bird, the first cafe to be connected to the National Broadband Network, is attached to a building housing eight small businesses – all of which are now connected to the NBN. Not only can Melbournians get a good coffee or breakfast at the cafe, they can now jump onto one of the fastest wifi connections in town thanks to an NBN fibre connection being installed.  “ Our customers are always our number one priority,” Hungry Birds owners Anne-Marie De-Boni and Ruth Quirk said. “ That’s why our cafe is focused on delivering quality – whether that is with our food and coffee; or the fast broadband provided by the NBN.” Minister for Broadband, Communications and the Digital Economy, Senator Stephen Conroy stopped by the Brunswick cafe yesterday to be part of a video conference with three NBN-enabled Digital Hubs.“This is the first cafe in Melbourne connected to the NBN, but as the rollout gathers pace I expect cafes like this will become the norm,” Senator Conroy said. “ It is great to see a small business like Hungry Birds embrace the NBN.” Brunswick is one of the first places in Australia with access to the National Broadband Network. The NBN is now available in more than 2,700 homes and businesses in Brunswick, with NBN construction currently underway for another 14,500 premises in the area. Across Victoria, fibre construction will have started or be completed to 691,600 homes and businesses by mid-2015. This is part of NBN Co’s three-year plan which outlines more than 3.5 million home and businesses which will be either connected or in a construction zone across Australia. Find out more by reading the  Minister’s media release
  • The equation… Unlock latent potential
  • Address workforce development, planning, recruitment and participation needs National Funding Workforce planning and development can be highly collaborative activities.  Australian Government Skills Connect  will assist you to find the appropriate program or support services that will suit your unique business needs. But it also seeks to link Australian businesses to a diverse range of expert industry and regional service providers.  These links will assist you to: Plan to meet the identified needs of business Connect to new workers Undertake pre-employment activities with potential staff Get entry level staff ‘on-board’ and up to speed, including those requiring trade qualifications Up-skill or retrain existing workers Develop supervisory and management skills and behaviour Apply for Australian Government assistance with the cost of the training or support services ‘ Navigate’ the education and training sector By using  Australian Government Skills Connect  you will have access to advice from a network of people with expertise specific to your industry or region. Support networks and program guides See lists of  Australian Government Skills Connect  support networks:  service providers/advisory networks  and workforce development programs:  Quick Reference Guides Australian Government Skills Connect  seeks to assist employers and industries to be aware of and to have access to workforce development programs and available funding. The  Quick Reference Guides  listed below provide a description of each program: National Workforce Development Fund Workplace English Language and Literacy Investing in Experience (Skills Recognition & Training) Accelerated Australian Apprenticeships Australian Apprenticeships Mentoring Also see  Australian Government Skills Connect   Service providers and advisory networks  for advice, support and other workforce development resources. Australian Government Skills Connect provides the central coordinating role for Australian Government workforce development programs and resources. Access to information and advice about the programs – and your eligibility - are provided through our Strategic Service Partners, listed below. In the first instance, please direct your enquiries to these organisations, which have industry and regional expertise, and use the website links below for their contact details.  Industry Skills Councils ; Enterprise Connect Business Advisers ; Education and Training Advisers, available through three national industry organisations:  Australian Chamber of Commerce and Industry ,  Australian Industry Group ,  Rural Skills Australia  (representing the National farmers’ Federation); Local Employment Coordinators ; Regional Education, Skills and Jobs Coordinators .
  • Australian Apprenticeships – Funding for RTOs Budget 2012 – Australian Apprenticeship Reform The Apprenticeships for the 21st Century Expert Panel recommended that the Australian Government reform the Australian Apprenticeships system, including through improved targeting of resources under the Australian Apprenticeships Incentives Program (AAIP). The Australian Government’s response supports the recommendation and agreed that incentives can be better targeted to meet Australia’s skills needs. Reforms announced in the 2012 Budget, respond to this recommendation and build on previously announced reforms to the Australian Apprenticeships system, including investment in mentoring, reform of support services and national harmonisation. The following changes to the Australian Apprenticeships Incentives Program will be implemented from 1 July 2012 : changes to the standard employer incentives for employers of existing workers undertaking an Australian Apprenticeship (at the Certificate III level and above) in an occupation not listed on the *National Skills Needs List. The following changes apply for this cohort: removal of the standard commencement payment increased standard completion payment (from $2,500 to $3,000) movement of the timing of payment of the standard commencement payment from being paid at three months after commencement to six months after commencement. Also announced as part of the 2012-2013 Budget: development of a new, streamlined, e-business enabled Australian Apprenticeships payment and tracking system the Training Support Post Apprenticeship initiative that will provide $19.5 million over four years to support up to 3,500 people who have recently completed their trade training and are seeking to establish a new business or to operate as a sub-contractor. This initiative will help sub‑contractors and new business operators meet business and employment regulations, and develop sound financial and business plans. * Note: Qualifications that are on the National Skills Needs List are at the Certificate III and IV level only Diploma and Advanced Diploma Australian Apprenticeships will no longer be eligible to attract the following employer incentives under the Program:   the Commencement Incentive; the Recommencement Incentive; and the Completion Incentive;   Diploma and Advanced Diploma Australian Apprenticeships will still attract these incentives where the qualification leads to one of the following sectors:   Aged Care; Child Care; or Enrolled Nurses. Apprenticeship reforms to kickstart trade training  19 Oct 2012   Up to 21,000 plumbers, electricians, carpenters and other construction tradespeople will be recruited under reforms that will ensure the Australian economy has the skilled workers it needs.As part of a major overhaul of the apprenticeship system, the Gillard Government will offer greater incentives to critical areas of the economy that are experiencing skills shortages, with an initial focus on the construction industry. The reforms will better target incentives to employers and put a greater emphasis on full-time jobs in skills that the economy urgently needs. Minister for Skills, Senator Chris Evans, said the Government will double the incentive paid to employers for an additional 21,000 plumbers, electricians, carpenters and other construction tradespeople. "This means thousands more young Australians will have the opportunity to learn a trade and access the high-paid, high-skilled jobs in our economy," Senator Evans said. The Kickstart initiative will give small and medium employers, who employ an apprentice between December 2012 and February 2013, an additional $3,350 payment in two instalments. The initiative will significantly boost the incentive payment to employers who take on new apprentices in trades experiencing a decline in start ups, with an initial focus on construction. "This increases the support to an apprentice in the traditional trade from $9500 to $12,850," he said. "The boost of traditional trades is also needed because conditions in the housing sector are set to improve into 2014 and 2015. "This will see the demand for construction skills grow again and it is important that we start training Australians in those skills now. These reforms ensure we deliver the right skills, in the right areas, at the right time." The reforms also provide greater incentives for employers to hire employees on a full time basis. The Government will further reform the system to: Balance the incentives paid to part-time and casual trainees in non-shortage occupations as a proportion of the incentive paid for a full-time trainee. maintain support for trainees doing diplomas in the skills needs areas of aged care, child care and nursing while supporting other Diploma students through access to HECS style loans and the industry-driven National Workforce Development Fund. Simplify and better target support for employers of adult apprentices (aged 25 years and over) by replacing weekly payments of $150 to employers in the first year of an adult apprenticeship and $100 in the second year with a one-off bonus payment of $4,000. Where employees aged 25 years and over are paid under the National Minimum Wage, they will continue to receive $13,000 in additional direct support over two years. "By targeting our training investment to the areas where we know there will be strong demand for workers, we will ensure the demands of industry are met and that Australians are first in line for jobs, while also making sure these incentives are sustainable for the long term," Senator Evans said. "These reforms will help address the growing demand for skills more efficiently and is the next step in the Government's long-term skills reform agenda." Media contacts:  Minister Evans' office 02 6277 7580
  • The Investing in Experience (Skills Recognition & Training) program has replaced, and broadened the scope of, the More Help for Mature Age Workers program. The guidelines and application form for Investing in Experience (Skills Recognition and Training) are now available from  www.innovation.gov.au/iiesrt . The More Help for Mature Age Workers program closed on 30 June 2012. Investing in Experience (Skills Recognition & Training) This program invites employers to apply for grants of up to $4400 to assist their mature age workers (ages 50 years and over) to get qualifications that match their skills. Through a skills assessment and, if needed, gap training workers can attain a nationally recognized qualification at the Certificate III to Advanced Diploma level. For a look at how employers and employees can benefit from the Investing in Experience (Skills Recognition & training) program, please see our  Case Studies .  Quick Reference Guide About Investing in Experience (Skills Recognition & Training) Important Note:  upon submitting an application for IIE-SRT funding, please email  [email_address]  confirming your submission. Investing in Experience (Skills Recognition & Training) (IIE-SRT) is an Australian Government program commencing on 1 July 2012. The program will provide $20 million over two years to support up to 5,000 mature age workers (aged 50 years and over) to gain nationally recognised qualifications. It is designed to provide an opportunity for mature age workers to have their current capabilities recognised and to receive training to fill any knowledge or skills gaps. They can then obtain a nationally recognised qualification at the Certificate III to Advanced Diploma level. Under the IIE–SRT program, employers can apply for grants of up to $4,400 (incl. GST) to assist their mature age workers to undertake a skills assessment and obtain gap training if the skills assessment identifies a need. Funding is payable as follows: $3,300 (incl. GST) is payable on completion of a skills assessment and commencement of any identified gap training. A further $1,100 (incl. GST) is payable on completion of any identified gap training. Where mature age workers already have formal qualifications at the Certificate III or above level, they may be eligible to receive further funding to complete an approved Skill Set from within a Nationally Endorsed Training Package. IIE-SRT will effectively replace the More Help for Mature Age Workers program which ended on 30 June 2012. Investment in mature age workers Mature age workers bring an enormous amount of knowledge and capability to the workplace. For various reasons, these skills have not always been formally recognised through accredited qualifications. The lack of formal qualifications can often lead to early retirement and career limitations. This program will assist in ensuring that the skills and knowledge of mature age workers continue to make a valuable contribution to business and the economy. Program Guidelines It is recommended that you read the Investing in Experience (Skills Recognition & Training) (IIE-SRT) Program Guidelines before starting an application.IIE-SRT Program Guidelines [ DOC 388KB ] [ PDF 704KB ] Additional information Frequently asked questions Program fact sheet How to apply Who can apply? Applications for Investing in Experience (Skills Recognition & Training) funding can be made by: Employers, who employ Mature Age Workers Small business owners, including sole traders, who are themselves Mature Age Workers. The IIE-SRT Program Guidelines [ DOC 388KB ] [ PDF 704KB ] provide detailed information about eligibility. Please read the Program Guidelines before applying for funding. Applying Applications for funding may be submitted from 1 July 2012. The program concludes on 30 June 2014. Skills assessment and gap training  should not  be undertaken until your application has been approved by the department. It is important to include all required supporting documentation when submitting your application. Application forms Application form [ PDF 120KB ] Troubleshooting for the online application form Multiple workers additional information (for use with applications of more than 20 workers) [ XLS 56KB ] Statutory declaration form  (for small business owners or sole traders applying for funding for themselves)
  • The main aim of the Workplace English Language and Literacy (WELL) Program is to assist organisations to train workers in English language, literacy and numeracy skills. This funding is available on a competitive grants basis to organisations for English language and literacy training linked to job-related workplace training and is designed to help workers meet their current and future employment and training needs.   Skills Connect  Australian Government Skills Connect  is a new service designed to help link eligible Australian enterprises with a range of skills and workforce development programs and funding. It brings together funding from six different training and workforce development programs to better target industry and worker training.  Australian Government Skills Connect  will allow employers to address their overall workforce development needs, and the Workplace English Language and Literacy program can be accessed via this new service. Further information and a Request for Assistance form can be found at the  Australian Government Skills Connect  website.   WELL Noticeboard Revised WELL Training Guidelines 2012 6 November 2012 Revised Guidelines  are now available. These apply to current projects as well as all future applications. WELL delivers for employers 20 July 2012 The  evaluation report, Strengthening Foundation Skills in the Workplace , endorses WELL as a program that delivers benefits for business and is highly regarded by both employers and employees. Training Guidelines and Application Forms On this page Application Process Training Application Templates Using templates Difficulties Application Process Applications for Workplace English Language and Literacy (WELL) Training grants may be submitted at any time during the year. From time to time, advertisements appear in major national newspapers. The WELL Program is a competitive, grants based funding program. All applications are considered on their merits and funding is not guaranteed. Training Application Templates IMPORTANT – PLEASE NOTE: The WELL Training Guidelines have been updated and apply to all current projects as well as new applications. It is strongly advised that applicants review the revised guidelines. The application form for WELL Training has been updated. To ensure that this document functions correctly, it is essential that it be saved as a MACRO ENABLED WORKBOOK on your computer. The WELL Form Training Application is not available for completion as an RTF, DOC, DOCX or PDF. This is due to the way WELL applications are processed. Training Guidelines [ PDF 305KB  |  DOC 1MB ] Well Training Application Form [  XLSM 2.92MB ] WELL User Instructions for Applications [ PDF 1.68MB  |  DOCX 2.01MB ] Sample Training Contract [ PDF 256KB  |  RTF 1.3MB ] Applicants will be notified in writing regarding selection results. Successful applicants will usually have twenty days to respond to a funding offer. Using templates A step-by-step guide titled WELL User Instructions for Applications (available above) has been created to assist applicants with navigating and using the new application form. As this new form is significantly different to the previous application, it is strongly recommended that the WELL User Instructions for Applications document be read prior to completing an application for funding. Difficulties Having trouble with these documents? Need advice? Want to give feedback? Contact th e WELL Coordinator in your State or  the  WELL Contact Centre on 133873 The Program aims to:  assist existing employees to undertake training essential to retaining their employment and progressing in the workplace by integrating Language Literacy and Numeracy (LLN) training with vocational training delivered in the workplace;  assist pre-employment IEP participants who require LLN training; and  assist employers to see the value of LLN training in achieving business and workplace training goals. WELL funding is available to all industries for LLN training integrated with vocational training, to help workers to meet their current and future employment and training needs. Funding is granted on a merit basis having regard for value for money; is regarded as ‘seed’ funding; and is designed to support employers to cultivate a culture of training in their workplaces. The Program also provides pre-employment LLN training for participants in the Indigenous Employment Participation (IEP) Program. The WELL Program includes a stream of funding for Resources and Strategic projects. More information can found on the WELL website at www.innovation.gov.au/well.
  • National Workforce Development Fund   Through the National Workforce Development Fund (NWDF) the Australian Government will provide $700 million over five years to industry to support training and workforce development in areas of current and future skills need. Under NWDF, organisations can identify their current and future business and workforce development needs and apply for funding to support the training of existing workers and new workers in areas of shortages. The Fund is part of the Australian Government’s Building Australia’s Future Workforce package and also forms part of Australian Government Skills Connect, an initiative designed to link employers and industries to funding for whole of workforce (including language, literacy and numeracy training and mentoring of Australian Apprenticeships) planning and development. Skilling your Business Skilling Your Business highlights how the Australian Government’s $700 million investment in training over five years through the National Workforce Development Fund benefits both businesses and employers. Skilling Your Business [ PDF 2.71MB  |  DOC 223KB ] On 19 July 2012, the Minister for Tertiary Education, Skills, Science and Research, Senator Chris Evans launched the Australian Workforce Productivity Agency. Further details are available in his Ministerial Statement. Skilling Your Business iPad App Download the Skilling your Business magazine to your iPad:   Get the Free iPad app 
  • http://www.innovation.gov.au/Skills/SkillsTrainingAndWorkforceDevelopment/NationalWorkforceDevelopmentFund/Documents/NWDFGuidelines.pdf Funding Available through the National Workforce Development Fund The funding available to support training and workforce development over the next four years is as follows: Year Funding committed 2011-12 $147 million 2012-13 $150 million 2013-14 $125 million 2014-15 $125 million The Workforce and Productivity Agency will develop the guidelines that will detail the arrangements for accessing funding from 1 July 2012.
  • Industry Skills Councils The NWDF uses a partnership approach where Industry Skills Councils (ISCs) play a key role in administering the program and industry contributes to the cost of training. ISCs will assist businesses with identifying their training needs, selecting a Registered Training Organisation to address these needs and monitoring the implementation of successful projects. This will ensure that training proposals are driven by the needs of your business and allow you to decide what, how, where and when the training will be undertaken. As part of this role, ISCs will be required to:  Call for proposals and ensure that a range of industry sectors covered by the ISC are made aware of the program  Assist interested organisations to develop enterprise based training proposals that are compliant with these guidelines  In conjunction with DIISRTE assess and prioritise proposals for funding against the Assessment Criteria outlined in these guidelines  Submit applications to DIISRTE for moderation and final approval  Maintain regular contact with applicants regarding the outcome of their proposal  Provide feedback to DIISRTE on any issues with the implementation of Approved Projects and assist with managing risks  Ensure that partnership arrangements with Participating Organisations (POs) and Registered Training Organisations (RTOs) delivering training meet the legislative requirements of the Funding Agreement  Receive funding from the Australian Government and disburse funds to RTOs in accordance with the Funding Agreement  Collect data from RTOs and POs and undertake reporting, monitoring and evaluation as required by DIISRTE.
  • The Australian Government is committed to increasing productivity, addressing skills shortages and assisting with the cost of studying. One of the measures that achieves these goals is the availability of the VET FEE-HELP student loan scheme. VET FEE-HELP is a student loan scheme for the Vocational Education and Training (VET) sector that is part of the Higher Education Loan Program (HELP). VET FEE-HELP assists eligible students undertaking certain VET courses of study (diploma, advanced diploma, graduate certificate and graduate diploma courses) with an approved VET provider, to pay for all or part of their tuition costs. A VET provider is a registered training organisation who has been approved by the Australian Government to offer VET FEE-HELP assistance to their students.    National Extension of VET FEE-HELP Under the National Partnership Agreement on Skills Reform, VET FEE-HELP will be extended to subsidised students across all States and Territories over the next few years. Following agreement reached between the Commonwealth and States and Territories at the Council of Australian Governments (COAG) meeting on 13 April 2012, all States and Territories that have an agreed implementation plan in place will be an eligible State or Territory for the purposes of enabling access to income contingent loans for state government subsidised students. This will mean that approved VET FEE HELP providers in eligible States and Territories will be able to offer VET FEE-HELP to their subsidised students. The Commonwealth will work closely with officials from States and Territories to develop their Implementation Plans by 2014.  What do these changes mean for students? The extension of VET FEE-HELP to State and Territory subsidised students will mean greater access to education for students who cannot pay their tuition fees up front.  Subsidised students studying in an eligible State or Territory will not be required to pay the 20% loan fee that applies to full fee paying / fee for service students.  Note:  Full fee paying / fee for service students are still required to pay the 20% loan fee. What do these changes mean for RTOs? Greater access to VET FEE-HELP, removing the financial barriers to study is intended to increase enrolments and completions in diploma and advanced diploma qualifications. If you would like to find out more about the VET FEE-HELP extension in your State or Territory, contact the Department of Education in your State or Territory. Note:  this information is subject to change. Please refer to TSEnquiries@innovation.gov.au if more updated information is required. Latest News HELP IT system (HITS) The Department of Industry, Innovation, Science, Research and Tertiary Education (DIISRTE) has embarked on the development of an integrated IT system for VET and higher education sectors. The new HELP IT system (HITS) will replace the current VET IT System (VITS) from late May 2013. HITS will cater for HELP provider applications from higher education and VET providers and on-going compliance requirements for those providers approved to offer HELP under the Higher Education Support Act 2003. [Note: HITS does not change any current HEIMS collections]. Some of the enhancements to the new system include: Individual user accounts; Provider notifications; On-going provider milestone reporting; and the Functionality to order HELP publications. The Department will be conducting provider workshops within the next few months about the new system and what it means for you as a provider. We look forward to seeking your feedback during these consultations. If you wish to be a part of these workshops or have any questions about the new HELP IT system, please do not hesitate to email us at TSEnquiries@innovation.gov.au. Discussion Paper: Redesign of the VET FEE-HELP Scheme Submissions to the discussion paper are closed  The department released a discussion paper; 'Redesign of the VET FEE-HELP Scheme'.  The discussion sought feedback from interested parties on the proposed redesign elements of the VET FEE-HELP Scheme which incorporates findings from the Post Implementation Review of the VET FEE-HELP Assistance Scheme Final Report.  Post Implementation Review of the VET FEE-HELP Assistance Scheme   The 'Post Implementation Review of the VET FEE-HELP Assistance Scheme' has been released.
  • http://flexenews.flexiblelearning.net.au/ http://flexiblelearning.net.au/content/our_work/funding_opportunities.htm
  • Ensuring the future of your business through strategic workforce planning …

    1. 1. Ensuring the future of your business through strategic workforce planning Presented by Wendy Perry, Head Workforce Planner, Workforce BluePrint© Workforce BluePrint
    2. 2. Outline • Quotes • Why? • What? Definitions • How? 5 step model • Balanced Scorecard • Common workforce development gaps and strategies; TCF Specific • What next? • Workforce Productivity • Funding opportunities • Links and info 2
    3. 3. Quotes for the day “Control your own destiny or someone else will” “Change before you have to” “If change is happening on the outside faster than on the inside the end is in sight” Jack Welch 3
    4. 4. Why? = Business case• Significant employer or small employer, family business• Dynamic and complex economic environment, growth / decline, fluctuations in employment• Challenges with shift in demographics, age profile and workforce supply (interest in fashion design)• Industry and policy directions (national, state, local)• Strategic and business plan, new product, site, facility, technology and competition• Problems attracting, recruiting and retaining staff• Increase workforce productivity, quality, skills shortages, workplace health and safety, risk vs. innovation• Evidence based approach for tenders and proposals• Industrial relations, Fair Work Act (contract outworkers), 4 Occupational Health and Safety
    5. 5. Competition from? 5
    6. 6. What is workforce planning?Workforce planning relates to analysing workforceprofile data and trends; forecasting demand;analysing supply; and undertaking a gap analysis.Data analysis, knowledge management, scenarioplanning and Imagineering are relevantapproaches.Workforce profiling and analysisshould reflect organisational structurenow and into the future… 6
    7. 7. What is workforce development?Workforce development bridges the gap betweenthe current workforce and the desired workforce.Workforce development is underpinned bycompetency profiling, prioritisation and hot spotanalysis. 7
    8. 8. WORKFORCE PLANNING & DEVELOPMENT MODEL STEP 1: CONTEXT & ENVIRONMENT •Why? •Strategic Objectives •Internal / external environment STEP 5: REVIEW & EVALUATION STEP 2: CURRENT WORKFORCE •Outcomes of the plan PROFILE •Implementation •Demographics •Monitoring •Skills and competencies •Issues / challenges STEP 4: GAP ANALYSIS & CLOSING STRATEGIES •Areas for action STEP 3: FUTURE WORKFORCE PROFILE •Priorities •Demand vs. supply •Resources and responsibilities •Skills and competencies •Scenarios 8
    9. 9. Balanced Scorecard 9
    10. 10. Common Workforce DevelopmentGaps and Strategies • Critical job roles and workforce participation • Ageing and Workplace Health and Safety • 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, internal politics • Check on excessive hours, stress management • Competency or Capability Framework? 10 • Under or over supply for specific job roles
    11. 11. TCF Specific WorkforceDevelopment Gaps and Strategies• Innovation and product redevelopment (e.g. superfine wool) and higher value added service and products• CAD and CAM (Computer Aided Manufacturing)• Supply chain capacity• Ageing workforce (higher on average than other manufacturing sectors)• Workplace Language and Literacy• Critical job roles; TCF Mechanic, Apparel Patternmaker, Grader, Dressmaker, Tailor, General Footwear Tradesperson• Sustainable production processes e.g. Ethical Training Australia accreditation• Online retail sales and social media, NBN 11• Business planning, financial management
    12. 12. NBN Roll Out 12
    13. 13. What next? • Workforce plan is an ‘essential’ with a business plan first • Small and Medium Sized Enterprises (SMEs) – Small Business Health Check based upon Balanced Scorecard and/or Enterprise Connect • NBN – enabled capability framework for Small and Medium Sized Enterprises • Workforce diversity strategies • Explore funding and development options – TCF Small Business Program (Round 8 open now); Commonwealth, State and Territory Programs for the TCF Industries 13
    14. 14. Workforce Measurement is the key Workforce Capability x Capacity + Contribution = Workforce Productivity, Intelligence and Engagement 14
    15. 15. AWPA and the National WorkforceDevelopment Strategy 15
    16. 16. Whole of workforce needs
    17. 17. Australian Apprenticeships 17
    18. 18. Investing in Experience 18
    19. 19. WELL 19
    20. 20. What is the National WorkforceDevelopment Fund?Through the National WorkforceDevelopment Fund (NWDF) theAustralian Government willprovide $700 million over fiveyears to industry to supporttraining and workforcedevelopment in areas of currentand future skills need.Under NWDF, organisations canidentify their current and futurebusiness and workforcedevelopment needs and applyfor funding to support the trainingof existing workers and newworkers in areas of shortages..
    21. 21. NWDF Guidelines
    22. 22. How is the NWDF managed?The NWDF uses a partnershipapproach where Industry SkillsCouncils (ISCs) play a key role inadministering the program andindustry contributes to the cost oftraining. ISCs will assist businesseswith identifying their trainingneeds, selecting a RegisteredTraining Organisation to addressthese needs and monitoring theimplementation of successfulprojects.This will ensure that trainingproposals are driven by the needsof your business and allow you todecide what, how, where andwhen the training will beundertaken.
    23. 23. VET Fee-help • xx 23
    24. 24. E-learning 24
    25. 25. Links and info • 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 25 • Australian VET Leaders LinkedIn group

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