Workforce Planning Tools
Skills for All observations and the Workforce Development Program
Skills for All began on 1 July 2012 – a new model of funding Vocational Education and Training in South Australia.
Other states and territories, such as Smart and Skilled in NSW, are basing components of their new initiatives on Skills for All so even if you work outside of SA, I’d suggest the progress of Skills for All is something to watch closely.
Image by Somerset College via Flickr
BUT how future orientated and long sighted are some aspects of Skills for All and what have we learnt from implementation to date? What’s new and exciting?
This blog provides observations on the fundamentally changed VET market, comments on funded skill sets, RPL, the Training Guarantee for SACE Students, Skills in the Workplace and the Workforce Development Program. Read the rest of this entry »
Workforce Planning for Local Government – 75% similarities vs. 25% difference
Image by Highways Agency via Flickr
The workforce planning and development needs and gaps identified across local government are very similar (75%) regardless of location and size. Specific supply gaps, workforce development strategies and solutions are what vary (25%) with much that can be learnt from councils who are leading workforce planning.
Presented at the National Local Government Workforce Development Forum in April 2012, organised by ACELG and LGMA National, the ACELG and UTS: CLG report Workforce Planning and Development, Capability Building Opportunities highlighted,
Promoting flexible and family-friendly work practices as well as other initiatives such as scholarship programs, graduate development programs, apprenticeships and traineeships would also help to position local government as an employer of choice. Many councils are unaware that their work-life balance policies are a real strength and can be marketed during recruitment as a benefit of working in local government that other industries cannot match (Wendy Perry personal communication 2012).
And the importance of workforce analysis,
Develop a Workforce Plan in 5 Easy Steps
Article written for HR Development at Work, follow the link and scroll down to the bottom of the page to find your copy of Dinkum Oil:
Workforce Planning is the process of taking stock of the current workforce, forecasting future workforce requirements and identifying gaps or issues. Workforce Development relates to strategies and activities that bridge those gaps.
A workforce plan captures the current workforce profile, training and development programs, forecasts the future workforce profile, compares the current and future picture and identifies priority gaps to be bridged with workforce development strategies. So, how do you maximise your workforce productivity and develop a workforce plan? You and your team work through 5 steps and answer the following questions:
Step 1- Context and Environment
Why? Why do we need to undertake workforce planning? Why is it important? What are our goals for this Workforce Plan? What are the performance measures for our Workforce Plan?
Strategic Objectives What are our organisation’s strategic objectives (link workforce plan to strategic plan)? How does this affect our workforce? What will we focus on?
External Environment What is happening in the external environment (at an international, national, industry, regional or local level)? What policies and initiatives (national, state, local) are being implemented? What challenges are being faced? (for example skills/labour shortages, attraction and retention, funding)
Internal Environment What is happening in the internal environment? What is our business planning process? What are the links between business planning and workforce issues? What current initiatives, projects and services are being provided? What funding sources are accessed? What is the organisational structure? What is the organisation’s current capability and capacity to deliver your products and services?
Step 2 – Current Workforce Profile What is your current workforce profile? What are the current skills and competencies of your workforce? What are your strengths and development needs? What is the consultation with your current workforce telling you regarding workforce issues and what is working well or what could be improved? What are the current workforce priorities, based on your workforce profiling and analysis?
Step 3 – Future Workforce Profile What future products and services will be provided by the organisation (link workforce plan to strategic plan)? What will the future environment require? What are the workforce implications and issues? What is the workforce supply and demand for priority job roles? What future skills and competencies are required? What is the consultation with your workforce telling you regarding future workforce issues? What are the future workforce priorities, based on your workforce profiling and analysis?
Step 4 – Gap Analysis and Closing Strategies What are the key areas of need/action to move from where the organisation is now to where it wants to be especially priority job roles? NOW…Prioritise the ‘issues’ and develop an action plan with strategies to address gaps.
Step 5 – Conclusion, review, evaluation strategy and next steps What are the key outcomes of your workforce action plan? How will you evaluate the strategies in your workforce plan? What are the next steps for implementation of your workforce action plan?
Workforce Development Strategies
Incorporate existing workforce development strategies into your plan and identify new strategies with #1 Priority = Retention and #2 Priority = Attraction and Recruitment.
Click here for an outline of a workforce plan, ask for a demo of our NEW online workforce planning tool, article written by Wendy Perry, Head Workforce Planner, Workforce BluePrint.
Workforce BluePrint Episode 1 Current day – original post
Like Star Wars, this week you’ll see 3 blog posts over the next 3 days – starting with original post (current day), followed by a sequel (future plans) and then the prequel (annual wrap up).
National Broadband Network (NBN) Use high definition video with vStream ACPET National NBN e-learning project and join the NBN Enabled Capability Development Network group on LinkedIn.
Skills for All (South Australia) Skills for All is here and read about the South Australian state budget and Skills for All count down.
Small Business Support Volunteering as the chair for the SMART Business Association Wendy Perry recently hosted the very successful Brand and Identity MEGA Networking lunch. This lunch was followed by the Southern Adelaide SA Works Network meeting which Wendy chairs, where CE of DFEEST, Raymond Gerrand outlined the new Skills for All program to be operational in South Australia from 2.7.12.
Social Media Keep up to date and stay connected with the latest news and information.
Workforce BluePrint blog’s for workforce development and planning plus Facebook and Twitter.
Connect with Head Workforce Planner, Wendy Perry, Wendy Perry on LinkedIn, Wendy Perry on Facebook, Wendy Perry on Twitter and Wendy Perry on You Tube – subscribe to the channel.
State and Territory VET reforms and budgets A summary of New South Wales State Budget 2012-13, and the South Australian state budget has a common theme “living within our means”.
Training and Assessment Services – are provided in Plumbing, Product Training and Consultancy for Registered Training Organisations, equipment suppliers, engineering and plumbing companies.
Want to develop your skills and practice in workforce development and planning? Workforce Architects Silver program in Adelaide on 27 July 2012 – places limited, book now!
The Workforce Architect Silver program will be run face 2 face (supported by online communication) on 27.7.12 in Adelaide, 9.30 am – 3.00 pm at the Education Development Centre (Room G51) with BYO mobile device and lunch. This program covers the development of a workforce plan for an enterprise or organisation; workforce measurement and analysis; workforce development strategies; researching workforce demand and supply.
Workshop materials will be provided via email with tea, coffee and water included. Facilitated by Head Workforce Planner, Wendy Perry, you will work through practical steps, tools and an evidence based approach to workforce development and planning.
Investment in the program is $300+GST with a 10% discount if 3 or more people book into a program from the same organisation or association. Book your place now by emailing meredith@workforceblueprint.com.au.
All Workforce Architects programs are mapped to unit of competency from National Training Packages (BSB and TAE).
Workforce BluePrint’s Workforce Plan Tool will be launched soon and if you are interested in taking a look please let us know and join Workforce Planning Tools group on LinkedIn.
Written by Wendy Perry, 25.6.12
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