Human Resource Management
NEW for 2012 Workforce Planning and Development Conference Talks (C) and Workshop (W) Topics
Looking for relevant and practical professional development and engaging conference presenters? Any of these NEW topics interest you?
- A Broader View of Client Workforce Development
- An Introduction to Innovative Workforce Management
- Building Competency Frameworks to Measure Workforce Capability
- Developing a Workforce Plan in 5 Easy Steps
- Engaging Employers, Stakeholders and Small and Medium Sized Enterprises
- Future Service Provision
- Give Your Organisation a Health Check or Give your charity a business check
- How to Develop a Skills Profile
- Organisational Development – what every CEO, HR and VET professional must know
- Regional Workforce Planning
- Training Needs Analysis
- Work Life Balance – An Introduction
- Small and Medium Sized Enterprise (SME) Extreme Make-over
- Teleworking and Working at Home
- What’s in your Innovation Toolkit?
- Workforce Development and Planning in Practice
NB. Check out the info on customisation
Supporting tools and resources including:
- NBN Enabled Small and Medium Sized Enterprises (SMEs) – Assess Your Capability; and
- Workforce Planner Self-evaluation
Interested? YES, then read about the details of the topics, send an email to wendy@workforceplanningtools.com.au with your pick and mix list or specific focus area and we’ll come back to discuss what you want, a brief proposal and possible dates. Thank you!
PS. join the Workforce Planning Tools LinkedIn Group for links, tips and hints.
Top tips for your first full time job
Where do you look for your first full time job? It can seem daunting and hard to get started so here are 6 steps.
First of all brainstorm the type of job you’d like, the industry and the type of company you want to work for. Think about the hours, environment and location you would like to work in. Have a short plan on what you are going to do to get the result of winning that first job.
Secondly do some research to develop your database of potential employers via the internet (Google, Facebook, industry/professional associations and company websites), local phone book, papers and family/friends networks.
Thirdly understand the best way to approach your database – does the company specify inquiries and applications via the web only, via email, only in response to an advertisement, or do they welcome direct contact via phone or face to face. Some employers think that by calling in to their business you are showing initiative and they get to meet you but for others it’s probably not appropriate.
The fourth step is to change your introductory letter/email and resume to suit the company – use the same key words that they do on their website or in company documents and try to match your experience to their jobs. Ask for help from family members, friends and other people you know in business – many people are very well networked and happy to help you out. Check if you need any licences or minimum training for example to work in the building and construction industry you’ll need a white card and to work in a hotel, you’ll need responsible service of alcohol.
Fifth be aware of the different ways that you could be employed by a company including Australian Apprenticeships and federal or state/territory government initiatives and use this to your advantage by including information in your pitch to potential employers. Also be aware that potential employers may use the internet to search on your name so check what’s out there about you and think about how things like your Facebook status updates, posts and photos could be seen.
Finally, keep going with your plan as sometimes it can take a little while, change things if they aren’t working for you and above all ask for help with your search.
Paid Parental Leave
Australia’s Paid Parental Leave starts on 1 January 2011 with links to relevant websites below:
http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/
Information for employers starts here:
Details on eligibility:
Paid Parental Leave Comparison Estimator:
http://www.centrelink.gov.au/internet/internet.nsf/individuals/ppl_working_parents_estimator.htm
Comments in the media:
http://www.abc.net.au/7.30/content/2010/s3105655.htm
What do you think?
Recognition
Yesterday I attended a CEDA luncheon with Hugh Mackay on his new book What makes us tick: The ten desires that drive us.
Hugh covered the ten desires including:
The desire to be taken seriously
The desire for ‘my place’
The desire for something to believe in
The desire to connect
The desire to be useful
The desire to belong
The desire for more
The desire for control
The desire for something to happen
The desire for love
Mackay asserts that the desire to be taken seriously is the most important one, “Not seriously as in ‘Oh what a serious person!’ but seriously as in ‘Please recognise and acknowledge me as an individual.’ (p.2)
So how does this apply to workforce management? Well I’d suggest this desire relates to every aspect of working effectively with people – recognising their achievements, skills, performance, career aspirations, leadership, issues, ideas, work load, work-life balance and the importance of engaging people in decision making, problem solving and change implementation. A good reminder really of the need to practice recognising people every day.
99 Ways to Retain Good Staff
At a recent Enterprise Connect workforce re-engineering network meeting, participants took on the challenge of coming up with 99 ways to retain good staff. Here’s the results – we got to 63 so what else would you add?
- Rubber chicken award – recognition of a job well done
- Clear career pathways
- Exchange programs – across the organisation, outside and back again
- Defined expectations from the team member and manager
- Understanding of the psychological contract and unwritten agreements
- Two-way, meaningful communication
- Performance – defining good and poor performance
- Input into decision making
- Empathy and understanding for issues outside of work
- Team discussions, meetings and planning
- Democratic workplace and included
- Birthday leave – leave day for your birthday
- Flexibility with work commitments – early/late start
- Professional development
- Events, dinners and industry functions – BBQ’s, Melbourne Cup, lunches, Christmas
- Conferences and travelling
- Boss willing to work alongside staff
- Nice work environment
- Positive atmosphere
- Health and well being programs, flu shots, checks
- Free drinks machine, tea, coffee and biscuits
- Years of service awards
- Bring your partners along to special events
- Gifts, thank you, pressies and awards
- Transport provide for special occasions
- Know your staff well – personal interests, partner and kids names
- Balance in the team – experience, knowledge, skills, generations
- Find out what people want to be known for
- What do people say and think about you?
- Accommodation and housing
- Project based opportunities
- Exciting work
- Clear about future directions
- Access to the boss
- Multi skilling
- Find out what work people want to do
- Share management duties such as chairing meetings
- Activities to support charities and volunteer
- Public acknowledgement
- Massages, mini breaks
- Listening
- Photos, video of career history
- Wellness programs
- Work sports teams and leagues
- Manage the poor performers
- Toolbox chats
- Social and environmental responsibility initiatives
- Competency based recruitment and selection
- Match ethos and values
- Attitude over aptitude
- Set goals and review regularly
- Build your own training centre – pride and joy to conduct own training
- Ask why do you stay?
- Immaculate facility
- Social club and activities
- Demonstrate good management in the tough times with clear communication
- Internal mentors
- Mid-career opportunities – networking of similar cohort across the organisation
- Higher education opportunities – complete a Masters degree as a group
- Phased retirement
- Surprises – nice ones
- Exercise program – Pilates as a group
- Gym program to support physical requirements of the job
So You Think about your Workforce
Today’s result in the 2010 Melbourne Cup with all the hype about So You Think as the absolute favourite (who then came third) goes to show you can’t make assumptions.
Often I get asked these questions – What’s going to happen to our workforce? Will our key people be leaving soon? What will help to retain our staff? Don’t make assumptions about these important answers.
Now I know horses don’t talk, so why don’t you ask your staff what they want, what their plans are into the future and what can you do to retain the people you need for your business success.