Mel king-workforce-development-shellfish-futures-2012


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Mel king-workforce-development-shellfish-futures-2012

  1. 1. Workforce Development- The Challenges and Opportunities in Tasmanian Agriculture Shellfish Futures Conference August 2012 TASMANIAN FARMERS & GRAZIERS ASSOCIATION
  2. 2. Mid 20th Century over 50% employed in Ag, Forestry & Fishing, Mining and Manufacturing - Today it is just 13% (“Australian Jobs 2012”; Department Education, Employment and Workplace Relations) •  Farming not what it was even 10 years ago. v Once: jacks-of-all-trades, master of............ v Today: increasingly specialised – specific knowledge and skills
  3. 3. v Once: farm & knowledge handed down from father to son - the traditional ways enough –Why change! v Today: Current knowledge and skill needed to survive changing face of farming v Once: least academically inclined son stayed on farm – the bright ones got a career v Today: bright young things get the farm – sons and daughters
  4. 4. Where We Are At Now? Tasmanian workforce today •  43% aged 45+ •  35% employed part-time • 56% employed regionally (ie outside Hobart )
  5. 5. Time we got active in the workforce planning space Industry Skills Plan: Agriculture October 2011-June 2014
  6. 6. Skills shortage or labour shortage? Ø What skills are needed – are they really in short supply? Ø On-farm v broader agriculture needs Ø Competing with mining industry Ø Selling the life – can’t compete in $$$ Ø Need to change the traditional view of agriculture
  7. 7. •  Technology developments changing the face of farming Need to be more tech savvy Computer literacy needed A vast array of tools available but need skills to use.
  8. 8. Increasing regulation and compliance regimes RED TAPE GREEN TAPE A greater level of business skills needed in order to negotiate the myriad of red and green tape and compliance regimes faced with today
  9. 9. . If this is where we are at then where to from here? Workforce Planning – What does it mean?
  10. 10. • Workforce Planning has a similar role as a road sign •  If you don’t react to the sign you may come to grief •  To manage for the future need to make better decisions now and progressively as we move towards the future. • Not about tomorrow’s decision it is about today’s decisions for tomorrows scenario. Predicting future
  11. 11. Challenges? • Aging population making more competitive to attract labour - Baby boomers are leaving NOW - Gen Y – not enough
  12. 12. •  Mobile Workforce In Australia each year – ü  approx 1 million will change jobs ü  hundreds of thousands also change industry ü  demographers predict this number will increase •  Competing with other industries – mining ü  How do we attract people to a sector that cannot compete with $$ paid in other sectors? ü  Lifestyle? ü  Target tree changers?
  13. 13. Traditional view of ag
  14. 14. Need to change the image – make it sexy • Not just about driving a tractor • Own worst enemies – change has to start from ground up • Need to convince farmers to spend $$ on up- skilling • Broad range of careers available and needed §  Agronomists § Computer programmers § Accountants § Lawyers § Marketers § Stock agents § And the list goes on and on and on...............
  15. 15. Opportunities….. •  This states economy relies heavily on agriculture • 2nd largest employer outside of the public service •  NBN – training to the door •  Government have seen the figures too Ø  Currently Federal Government is willing to invest in skills Ø  Ascertain your needs and look around – you will probably find a funding stream to suit - NWDF 2/3 subsidised - digital learning - PPP
  16. 16. •  United we stand ........... • Small state with limited funding and employment pool (representing just 2% of the nations employment) • Identify synergies between in training needs • Share resources – adapt models to suit needs of each individual industry