Category Archives: Workforce Planning

Paid Parental Leave

By | Human Resource Management, Workforce Planning | No Comments

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:

http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/employers–what-will-i-need-to-do.php

Details on eligibility:

http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/working-parents—eligibility.php

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.theage.com.au/national/paid-parental-leave-the-icing-on-the-cake-for-new-mothers-20110101-19cm3.html

http://www.abc.net.au/7.30/content/2010/s3105655.htm

What do you think?

Updating your workforce plan

By | Workforce Planning | No Comments

Generally when you write a workforce plan you cover the same time frame as the organisation’s strategic plan which could be 1, 3, 5, 10 or 20 years depending on your industry and budget cycles.

I like to review my workforce plan every 6 months or if there has been a major workforce change or refocus of the business.  For our workforce plan from 2009-2012 we are coming up to version number 4 as January 2011 will give us some time to see where we are up to and what we have achieved.

We haven’t changed our vision, mission, goals or values but the details in our strategic priorities have shifted a little bit as we have recently undertaken an exercise to simplify our brands and further segment our target markets.

As job roles change and we implement workforce development strategies, the framework that measures our workforce capability also needs to change and expand and we will revisit our demand and supply forecasting to see if we are on track.

The workforce planning process basically results in identifying strategies and actions to be put in places to bridge the gap between your current and future workforce.  Here’s an easy to use workforce planning template or a  checklist if you have already developed a workforce plan.

Recognition

By | Human Resource Management, Workforce Development, Workforce Planning | One Comment

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.

So You Think about your Workforce

By | Human Resource Management, Workforce Development, Workforce Planning | No Comments

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.