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Workforce planning for changing demographics v0.1 wp
Wendy Perry's presentation outlines a 5-step workforce planning and development model to help organizations address changing workforce demographics. The model includes: 1) Analyzing the current context and environment, 2) Profiling the current workforce, 3) Forecasting future workforce needs, 4) Identifying gaps between current and future needs and developing strategies to address them, and 5) Regularly monitoring and reviewing the plan. The presentation provides definitions of workforce planning and development, and gives examples of strategies like apprenticeships, career development, and knowledge management that can be used to attract, recruit, retain, and develop staff across multiple generations. Contact details are provided to learn more about workforce planning tools and resources.
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Workforce planning for changing demographics v0.1 wp
- 1. Presented by WendyPerry Workforce BluePrintWorkforce BluePrint Workforce Planning for Changing Demographics 1
- 2. Outline • Hi there! •Reasons for a Workforce Plan • Workforce Planning and Development Model • Definitions • Steps in the process • Workforce development strategies to attract, recruit, retain and develop across multi-generations • Workforce Action plan • Contact details 2
- 3. • Significant employer,small employer, home-based or self-employed? • Dynamic and complex economic, legislative and contractual environment • Challenges with shift in demographics and age profile, skills shortages, need for higher level skills, population growth or decline • Industry and policy directions (national, state, local) • Strategic and business plan, new project, site, facility • Problems attracting, recruiting and retaining staff • Increase workforce productivity and quality • Example of good practice and increasing levels for service contracts/rate payer expectations • Evidence based approach for capability, tenders and proposals, audits • Workplace Health and Safety, quality requirements, risk management • Regional workforce retention, threat from other sectors or regions and need to prioritise development activities 3 Why? = Business case
- 4. WORKFORCE PLANNING & DEVELOPMENTMODEL 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
- 5. What is workforceplanning? Workforce planning relates to analysing workforce profile data and trends; forecasting demand; analysing supply; and undertaking a gap analysis. Data analysis, knowledge management, scenario planning and Imagineering are relevant approaches. Workforce profiling and analysis should reflect organisational structure now and into the future… 5
- 6. What is workforcedevelopment? Workforce development bridges the gap between the current workforce and the desired workforce. Workforce development is underpinned by competency profiling, prioritisation and hot spot analysis. 6
- 7. Step 1. Contextand environment • Why? Australian workforce demographics change… • Duration of Strategic Plan and objectives • Scope – whole workforce or a proportion? • Stakeholder engagement • Key performance indicators and timetables for implementation • Best fit methodology and evidence collection tools • External environment – industry, professional, regional trends • Internal environment – timing, context 7
- 8. Step 2. Currentworkforce • Organisational chart – numbers, job roles and WHS responsibilities • What are our workforce demographics? • What is our workforce skills and competency profile? • What are our skills and development needs? Where are there skills shortages? • What are our critical job roles and workforce issues that require action? Key roles that are a priority/difficult to recruit/retain? • Organisations’ strengths and weaknesses? • Staff engagement strategy 8
- 9. Step 3. Futureworkforce • Based on Strategic Plan – fits with workforce planning • Decide timeframe to profile out • Internal and external changes • What operational structure, skills and job roles will we need? • Demand: What are the critical job roles? How many people are needed? What skills are required? • Supply: Existing workforce + change? What skills do we have? • Gap: Demand - supply 9
- 10. Step 4. Validationand Gap Closing Strategies • What are the workforce skills/competency gaps and priorities (critical job roles - hard to fill/replace, compliance/legislation/regulation, long time to develop knowledge and skills) • What gap closing or workforce development strategies could we implement to change your workforce skills profile? • Relationship with regional and industry organisations • Leadership and regional/organisation wide ownership • Implementation of action plan mapped back to strategic directions • Engagement and Communication – over++ • Responsibilities, Timelines, Resources 10
- 11. Step 4. Workforcedevelopment strategies To attract, recruit, retain and develop across multi- generations: •Balancing the age profile – apprenticeships, career promotion activities, graduates, recruitment, traineeships, work placements, VETiS •Retention – career development, change management, communication, exchange programs, flexible work practices, leadership development, project based learning, reward and recognition, performance management, training needs analysis and development, work life balance •Transition – buddying, coaching, flexible work practices, job role redesign, knowledge management, phased retirement, succession planning 11
- 12. Step 5. Monitor,review and evaluation • Outcomes of the Workforce Development Plan • Regular monitoring and evaluation process – how often and by whom? • Effectiveness of any strategy that is implemented • Success/otherwise and KPI’s • Recommendations into cycle • Back to the beginning 12
- 13. Workforce Action Plan •Gap/Issues – region wide and critical job roles • Priorities • Workforce Development Strategies • Performance measures • Resources • Responsibilities and Partners • Timelines • Regular review? By whom? 13
- 14. 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 14
Editor's Notes
- #2 Meeting Workforce Demand and Changing Workforce Patterns – a Flexible Workforce
- #4 Activity: What are your business case reasons for building a WDP? Fulcrum diagram – people vs. other costs
- #6 The right people in the right places with the right skills doing the right jobs
- #7 Workforce skills development – all forms of learning and skills acquisition VET Training and Assessment – formal learning and assessment against units of competency and qualifications from National Training Packages or accredited courses through a Registered Training Organisation Training Needs Analysis (WDP) - also known as a gap needs analysis – identifies skills/competency gaps by isolating the difference in and between current and future skills/competency. This is achieved by collecting both qualitative and quantitative data for analysis.
- #8 Who and what to measure against? Reviewing relevant internal documentation and evidence, past/current projects; Understanding the external environment – Regional environmental scan, national and state/territory policies Internal environment – timing, context Refer to WDP template
- #9 Examine - Information and data – evidence based approach – what do you need? Image - Skills and competencies/capabilities – process for a WDP Define - Core skills for all - Compliance skills - Leadership skills - Functional skill areas - Job specific skills – draw on white board Example competency frameworks – demonstrate approach Try - Job profile – choose a role in your industry and outline the job specific skills required – validate with job roles
- #10 Image – diagram of current vs. future workforce skills, how does the formula work over time i.e. x years?
- #11 What are the ways that you can validate your WDP results? What are the training needs and priorities? (hard to fill/replace, mission critical, compliance) What skill gap closing strategies could we implement to change the workforce profile? Discussion of gaps and strategies that would work to close the gap. Apprenticeships and traineeships? Refine - Implementing a WDP strategy and producing a WDP report – what do you need to cover off?