John Holland
Tony Landi
Training Manger, Rail
Monday, 30 June 14
Agenda
• Technology and Safety Initiatives
• Attracting and Retaining New Entrants and
Existing Talent
! Opportuni)es
! Co...
Technology
and Safety
Initiatives
•Tablets and new technology
•Fit for purpose training facilities
•Ability to carry out “...
Attracting and Retaining New
Entrants and Existing Talent
Monday, 30 June 14
Attraction › Culture
› Career Prospects
› Reputation
› Financial compensation
› Culture
› Career Development
› Recognition...
Main reason
for
graduates
making
applications
to industry
of choice
Monday, 30 June 14
Main reason
for
graduates
making
applications
to industry
of choice
Monday, 30 June 14
Diversity
› Every individual brings with them unique capabilities,
experiences and characteristics and access to a wide ar...
Strategies for
attracting new
Career development and programs
› Graduate Program
› Business Captains
› Passport To Safety
...
Establishing an
Undergraduate
Graduate › Why have An undergraduate program:
• Investment is needed in developing our
futur...
Track Essentials
Program
Monday, 30 June 14
Increasing Workforce across all
levels – Baseline Competency
Monday, 30 June 14
Career Development
The	
  corporate	
  la,ce	
  depicts	
  career	
  paths	
  as	
  
mul2direc2onal,	
  with	
  moves	
  a...
International
and New Career
Opportunities
› Staff employees surveyed
› Short term international opportunities
› Opportuni...
Pre Employment
Indigenous Training Program
Monday, 30 June 14
Strategies for retaining new
people in the Industry
Monday, 30 June 14
Questions
Monday, 30 June 14
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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.

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

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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

  1. 1. John Holland Tony Landi Training Manger, Rail Monday, 30 June 14
  2. 2. Agenda • Technology and Safety Initiatives • Attracting and Retaining New Entrants and Existing Talent ! Opportuni)es ! Competency    &  Skills Monday, 30 June 14
  3. 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. 4. Attracting and Retaining New Entrants and Existing Talent Monday, 30 June 14
  5. 5. Attraction › Culture › Career Prospects › Reputation › Financial compensation › Culture › Career Development › Recognition › Financial compensation Retention Monday, 30 June 14
  6. 6. Main reason for graduates making applications to industry of choice Monday, 30 June 14
  7. 7. Main reason for graduates making applications to industry of choice Monday, 30 June 14
  8. 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. 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. 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. 11. Track Essentials Program Monday, 30 June 14
  12. 12. Increasing Workforce across all levels – Baseline Competency Monday, 30 June 14
  13. 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. 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. 15. Pre Employment Indigenous Training Program Monday, 30 June 14
  16. 16. Strategies for retaining new people in the Industry Monday, 30 June 14
  17. 17. Questions Monday, 30 June 14

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