The Art of Engaging Employers in Workforce Planning and Development

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Do your research, start with a link or connection, ask the right questions and talk 25% of the time maximum. Develop your art of conversation to engage employers and Small and Medium Enterprises in assessing their business and workforce needs, leading to long term, genuine relationships. Keep up to date with the latest trends in human resource management and small business to inform your marketing strategy.

Plus a workshop activity - 'Develop a Workforce Plan in 5 Easy Steps'. It’s not as hard as you think when you have clear process steps, current workforce profile information, a sound approach to future forecasting, a workforce plan template to follow and help from experienced workforce development and planning practitioners.

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The Art of Engaging Employers in Workforce Planning and Development

  1. 1. Presented by Wendy Perry ©Workforce BluePrint @waperry from @WorkforcePlan The Art of Engaging Employers: Workforce planning and development 1
  2. 2. Building industry workforce capability 2
  3. 3. W’s x 5 and Workforce Plan Generator Overview of Australia’s Workforce + Critical Job Roles Relationships – Powerful Partnership System Knowledge Transfer and Succession Planning Five Star TNA System and Fast Needs Analysis Outcomes – Productivity Maximiser and Success Factor Calculator Reward and Rapid Regional Workforce Capable and Competency Framework Evidence and Engagement 3 Workforce BluePrint Next Generation System™
  4. 4. 1. Why now? 2. What do we have? 3. What do we want? 4. When comparing 2 and 3, what are the gaps? What can we do with the gaps? Workforce Action Plan - What funding may be available? 5. When and how will we action development strategies and then review? 4 Workforce BluePrint System™ 5 W’s
  5. 5. Insert screen shot 5 Workforce Plan Generator™
  6. 6. 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 www.workforceblueprint.com.au
  7. 7. • Evidence 7 Workforce BluePrint System™ for Engagement
  8. 8. • Evidence • Negotiate and navigate 8 Workforce BluePrint System™ for Engagement
  9. 9. • Evidence • Negotiate and navigate • Get together, discuss and validate 9 Workforce BluePrint System™ for Engagement
  10. 10. Conversation map Employer
  11. 11. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions 11 Workforce BluePrint System™ for Engagement
  12. 12. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions • Greatest importance and galvanise 12 Workforce BluePrint System™ for Engagement
  13. 13. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions • Greatest importance and galvanise • Evaluate and review 13 Workforce BluePrint System™ for Engagement
  14. 14. SME - Current workforce profile • 60% female, 40% male • Age range from 18-52 yrs, average age of 35 • Length of service ranging from 8 – 3.5 yrs • Degree/Higher Qual 60%; VET Certificate Qual 40% • Managing Director, Office & Accounts Manager, Technical Professionals, Business Development/Project Management & Administration Trainee
  15. 15. SME - Current workforce skills development needs • Client database segmentation • International markets • Virtual/online/social networking strategies • Intellectual property management & protection • Workplace policies & procedures for sustainability • Record keeping frameworks • Project & risk management • Sales strategies & fulfilment • Digital capability and productivity
  16. 16. SME - Future workforce profile  + 100% FTE in 3 years; + 50% in 5 years  33% 45 yrs+; 33% 35-44 years; 33% under 35 years  Degree/Higher Qual 50%; Diploma Qual 10%; VET Certificate Qual 40%  60% female, 40% male  Full time 20%; Part time 20%; Contractors 60%
  17. 17. SME - Gap analysis • Recruitment of additional positions including School Based Apprentice and Project Officer • Retention of current staff and contractors • KPI/Balance Score Card measurement and implementation of business plan plus performance management • Understanding, knowledge and application of sustainability across the company • Capacity particularly in the area of specialised technical knowledge, tech savvy and internationalisation • Risk management plan development & compliance training • Financial management skills – cash flow over the planned growth period • Marketing qualifications and PR profile • Up to date HRM systems, policies and procedures • Critical job role – Managing Director – succession planning
  18. 18. Defence Industry Workforce Strategy • Defence Industry Workforce Strategy 18
  19. 19. Regional Workforce Action Plan • Lockyer Valley Regional Council 19
  20. 20. LinkedIn – Australian VET Leaders 22
  21. 21. LinkedIn – Workforce Planning Tools 23
  22. 22. What’s next for you? • Questions and Answers • Your take-aways – target market employers? • Connect 24
  23. 23. 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: http://www.facebook.com/WorkforcePlanningTools Twitter: @WorkforcePlan and @waperry Workforce Planning Tools: http://www.linkedin.com/groups/Workforce-Planning- Tools-4245718?trk=myg_ugrp_ovr Connect 25

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