Presented by Wendy Perry
©Workforce BluePrint
@waperry from @WorkforcePlan
The art of engaging employers and
enterprises i...
Building workforce capability
2
• Evidence
3
Workforce BluePrint System™ for
Engagement
• Evidence
• Negotiate and navigate
4
Workforce BluePrint System™ for
Engagement
• Evidence
• Negotiate and navigate
• Get together, discuss and validate
5
Workforce BluePrint System™ for
Engagement
Conversation map
Employer
• Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
7
Workforce BluePrin...
WORKFORCE PLANNING
& DEVELOPMENT MODEL
STEP 1: CONTEXT & ENVIRONMENT
STEP 2: CURRENT WORKFORCE
PROFILE
STEP 3: FUTURE WORK...
• Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
• Greatest importanc...
Insert screen shot
10
Workforce Plan Generator™
• Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
• Greatest importanc...
SME - Current workforce profile
• 60% female, 40% male
• Age range from 18-52 yrs, average age of 35
• Length of service r...
SME - Current workforce skills
development needs
• Client database segmentation
• International markets
• Virtual/online/s...
SME - Future workforce profile
 + 100% FTE in 3 years; + 50% in 5
years
 33% 45 yrs+; 33% 35-44 years;
33% under 35 year...
SME - Gap analysis
• Recruitment of additional positions including School Based
Apprentice and Project Officer
• Retention...
LinkedIn – Australian VET Leaders
18
LinkedIn – Workforce Planning Tools
19
What’s next for you?
• Questions and Answers
• Your take-aways – target market
employers?
• Connect
20
Workforce BluePrint:
www.workforceblueprint.au – check out the shop!
wendy@workforceblueprint.com.au
WPAA (all things VET)...
The art of engaging employers in workforce planning and development
The art of engaging employers in workforce planning and development
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The art of engaging employers in workforce planning and development

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Government of Western Australia Department of Training and Workforce Development - Training Providers Forum 2014

In this workshop we will explore how to engage employers and small to medium sized enterprises in assessing their business and workforce needs. The importance of research, making a link or connection, how to talk less and listen more and the right questions to ask. Develop your art of conversation to engage employers, leading to long term, genuine relationships and keep up to date with the latest trends in small business to inform your marketing strategy.

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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 and enterprises in workforce planning and development 1
  2. 2. Building workforce capability 2
  3. 3. • Evidence 3 Workforce BluePrint System™ for Engagement
  4. 4. • Evidence • Negotiate and navigate 4 Workforce BluePrint System™ for Engagement
  5. 5. • Evidence • Negotiate and navigate • Get together, discuss and validate 5 Workforce BluePrint System™ for Engagement
  6. 6. Conversation map Employer
  7. 7. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions 7 Workforce BluePrint System™ for Engagement
  8. 8. 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
  9. 9. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions • Greatest importance and galvanise 9 Workforce BluePrint System™ for Engagement
  10. 10. Insert screen shot 10 Workforce Plan Generator™
  11. 11. • Evidence • Negotiate and navigate • Get together, discuss and validate • Analysis and ask questions • Greatest importance and galvanise • Evaluate and review 11 Workforce BluePrint System™ for Engagement
  12. 12. 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
  13. 13. 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
  14. 14. 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%
  15. 15. 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
  16. 16. LinkedIn – Australian VET Leaders 18
  17. 17. LinkedIn – Workforce Planning Tools 19
  18. 18. What’s next for you? • Questions and Answers • Your take-aways – target market employers? • Connect 20
  19. 19. 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 21

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