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Tony Landi - John Holland Rail - Case Study: John Holland Rail The Skill of Up-Skilling – Retaining a more qualified and committed workforce
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Tony Landi - John Holland Rail - Case Study: John Holland Rail The Skill of Up-Skilling – Retaining a more qualified and committed workforce

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Tony Landi delivered the presentation at the 2014 Skilling Australia Summit. …

Tony Landi delivered the presentation at the 2014 Skilling Australia Summit.

The 8th Annual Skilling Australia Summit considered the current policy framework and examined state and national challenges for skilling the Australian economy at this time. Current skilled shortages within industry groups were addressed and debated.

For more information about the event, please visit: http://www.informa.com.au/skillingoz14

Published in: Business, Technology

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  • 1. John Holland Tony Landi Training Manger, Rail Monday, 30 June 14
  • 2. Agenda • Technology and Safety Initiatives • Attracting and Retaining New Entrants and Existing Talent ! Opportuni)es ! Competency    &  Skills Monday, 30 June 14
  • 3. Technology and Safety Initiatives •Tablets and new technology •Fit for purpose training facilities •Ability to carry out “real-life” operational training in a safe environment Monday, 30 June 14
  • 4. Attracting and Retaining New Entrants and Existing Talent Monday, 30 June 14
  • 5. Attraction › Culture › Career Prospects › Reputation › Financial compensation › Culture › Career Development › Recognition › Financial compensation Retention Monday, 30 June 14
  • 6. Main reason for graduates making applications to industry of choice Monday, 30 June 14
  • 7. Main reason for graduates making applications to industry of choice Monday, 30 June 14
  • 8. Diversity › Every individual brings with them unique capabilities, experiences and characteristics and access to a wide array of perspectives. A diverse employee base enables greater innovation, flexibility, productivity and competitiveness, and we actively support our people across four key areas of focus: • Gender • Age • Cultural Diversity • Indigenous Participation Monday, 30 June 14
  • 9. Strategies for attracting new Career development and programs › Graduate Program › Business Captains › Passport To Safety › Transport & Logistics Specific Broadening Skills and Opportunities › Multiple disciplines › International › Partnerships with other companies › Career Lattice Monday, 30 June 14
  • 10. Establishing an Undergraduate Graduate › Why have An undergraduate program: • Investment is needed in developing our future skills base. • Increase exposure for university students • Raises company profile at University • Investment and sends a message to students • A structured rotation program • Provides better opportunity Monday, 30 June 14
  • 11. Track Essentials Program Monday, 30 June 14
  • 12. Increasing Workforce across all levels – Baseline Competency Monday, 30 June 14
  • 13. Career Development The  corporate  la,ce  depicts  career  paths  as   mul2direc2onal,  with  moves  across  as  well  as  up  and   down.  There  is  no  single  view  of  career  success  but  rather   a  range  of  ways  to  succeed    and  broader  defini2ons  of   ‘career  success’   The traditional corporate ladder shaped the way companies have operated for many decades but it limits ability to respond to changing corporate landscapes and employee expectations. Monday, 30 June 14
  • 14. International and New Career Opportunities › Staff employees surveyed › Short term international opportunities › Opportunities for employees who want access to the international market Monday, 30 June 14
  • 15. Pre Employment Indigenous Training Program Monday, 30 June 14
  • 16. Strategies for retaining new people in the Industry Monday, 30 June 14
  • 17. Questions Monday, 30 June 14