Posts Tagged ‘Work Life Balance’
Maximise Your Workforce Productivity = Capability x Capacity + Contribution
Blog courtesy of Wendy Perry, Head Workforce Planner, Workforce BluePrint who presented Maximise Your Workforce Productivity and Uncover Funding Opportunities at a breakfast event in Townsville on 17 April 2012 sponsored by DEEWR and the Barrier Reef Institute of TAFE.
QLD is nearly twice as likely to be having difficulty in attracting staff in regional towns/cities (48.6%) than the national average (25.8%). The mining states of WA & QLD are also facing difficulty in attracting staff to rural and remote locations, with twice as many respondents in these combined states saying this is the case (17.9%), compared to the rest of Australia (8.9%). Labourers have been much more difficult to recruit in QLD (20.3%), which has recently suffered considerable damage from flooding, than the other states.
Source: Bank West Skills Shortage Report, April 2012
Why Workforce Planning? Why for you?
- Risk management
- Significant employer or small employer
- Dynamic and complex economy
- Legislative and contractual environment
- Significant growth or downsizing
- Challenges with shift in demographics and age profile
- Industry and policy directions (national, state, local)
- New project, site, facility
- Problems attracting, recruiting and retaining staff
- Improve quality, workplace health and safety
- Example of good practice and increasing requirements for contracts/client expectations
- Evidence based approach for capability, tenders and proposals
Business Health Check – strengths and development needs
At a high level where are the strengths and where are the development needs?
From 0 – 10 rate your organisation across the following areas:
- Strategic Direction
- Development of Business Processes
- Human Resources
- Finances
- Customers
- Market Analysis
What is Workforce Planning? What is Workforce Development?
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.
Develop a workforce plan in 5 easy steps
- Context and environment
- Current workforce profile
- Future workforce profile
- Gap analysis and closing strategies
- Review and evaluation
Who should be involved?
- Business owner/manager and/or executive commitment
- Whole of business? Slice/sample? Depends on the size of your organisation
- Utilise communication mechanisms across the organisation – executive, management, general staff, clients
- Incorporate existing information e.g. Staff surveys, performance management, job descriptions
- An approach that works well is a working group representing job roles
- Development of a project plan
- Over educate & over communicate
Design workforce development strategies to attract and retain your workforce – build capability and capacity plus contribution. Gap closing strategies may include:
#1 = Retention
- Ageing particularly if you have an outside workforce with Workplace Health and Safety issues
- Succession planning, knowledge management, communication, career paths
- Training needs analysis, learning and development plans, leadership development
- Work Life Balance – packaging benefits of flexible working arrangements, phased retirement
- Employer of Choice, reward and recognition
- Common employee views – not feeling valued and respected, could attract a higher salary elsewhere, don’t like internal politics
- Check on excessive hours, stress management
- Priority occupations – demand vs. supply + or –
#2 = Attraction and Recruitment
Maximise Your Workforce Productivity by building on Capability x Capacity + Contribution through a workforce plan and take control. Already have a workforce plan in place? Use this checklist to compare your plan against a good practice approach.
Subscribe to this blog for the next post on Uncovering Funding Opportunities.
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.
What’s hot in Workforce Development for 2012?
As we look towards 2012, funding, innovation, productivity, regional development, sustainability, and workforce development strategies are ‘hot’ from an enterprise, government and industry perspective. Pick n mix from the following opportunities and get in touch with Workforce BluePrint if you would like an experienced workforce development and planning service provider as your partner, planner or professional developer.
Australian Apprenticeship Centre tender – Australian Apprenticeships Centres:
• Provide assistance to employers, Australian Apprentices and training providers throughout the duration of the Australian Apprenticeship which ends with the successful completion of the Australian Apprenticeship
• Assist in meeting the Australian Government targets in relation to Closing the Gap in Indigenous disadvantage
• Work with the State and Territory Training Authorities to provide an integrated service
• Establish effective relationships with Job Services Australia providers, Group Training Organisations, Registered Training Organisations (RTOs), schools and community organisations
• Administer Australian Apprenticeships incentive payments to employers and Australian Apprentices
• Market and promote Australian Apprenticeships in the local area.
Australian Apprenticeships Mentoring Program and the Australian Apprenticeships Advisers Program focusing on retention and choosing the right Australian Apprenticeship are open to receive applications now.
Clean Energy Future – The Jobs and Competitiveness Program; Additional Measures for Manufacturing; Support for the Steel Industry; Support for the Coal Industry; Clean Technology Investment Program; Clean Energy Skills; Energy Efficiency Information Grants; Low Carbon Australia; Low Carbon Communities.
Critical Skills Investment Fund – On 19 September 2011, the Minister for Skills and Jobs, the Hon Senator Chris Evans, announced successful projects under Funding Round 1 worth more than $41 million, with Australian Government contributing $28 million. The successful projects provide rapid and innovative training that is tailored to meet the immediate skills needs of enterprises in the resources, construction, infrastructure and renewable energy industry sectors.
Enterprise Connect – The WIIN Round 8 application period opens on 1 December 2011 closing at 5.00 pm AEDST on 6 January 2012. WIIN Round 8 is seeking applications for the delivery of activities to enable Australian businesses to be more competitive in the global economy. To download a copy of the theme document (DOC 164.5KB) simply click on the link. The following sets out the key dates for upcoming WIIN Rounds.
|
Round |
Application Period | Activity Delivered Period | |
|
8 |
1 December 2011 – 6 January 2012 |
1 July 2012 – 30 September 2012 | |
|
9 |
10 February 2012 – 12 March 2012 | 1 October 2012 – 31 December 2012 | |
|
10 |
7 May 2012 – 4 June 2012 | 1 January 2013 – 31 March 2013 |
Information on the themes and topics for future rounds will be provided prior to the round opening. This information needs to be read in conjunction with the WIIN Guidelines prior to lodging your application.
Gender Diversity – There is a strong business case and equity argument for gender diversity with organisations and industry sectors realising the opportunity for more women in the workforce.
National Resources Workforce Development Strategy – The strategy identifies a number of specific projects that will be delivered in partnership with industry. Before calling for proposals, DEEWR will consult with industry stakeholders on the project objectives and deliverables and will vary for each project.
National Workforce Development Fund – first round closed 30 September 2011 – look out for future rounds.
National Workforce Productivity Agency – Senator Evans said the National Workforce and Productivity Agency, which was announced in the May budget, would begin its work next month (October 2011) instead of its original start date of July next year.
Regional Development Australia Fund – On 3 November 2011, Minister for Regional Australia, Regional Development and Local Government, the Hon Simon Crean MP, launched Round Two of the RDAF and provided a further $200 million to support priority projects in regional Australia.
Suburban Jobs Program – Stakeholder feedback on the draft Program Guidelines is currently being considered in the development of the final Suburban Jobs Program Guidelines. Once finalised, the Program guidelines, application form and funding agreement will be made available on the department’s website and eligible applicants will be invited to submit applications for funding under the Suburban Jobs Program. Applications will be assessed against the eligibility and selection criteria outlined in the final Program guidelines, after which recommendations for funding will be made to the Minister for Sustainability, Environment, Water, Population and Communities. One to keep an eye on!
Sustainable Australia – Measures – Sustainable Communities - The 2011-12 Budget provides $150 million to support a sustainable population in Australia through four measures: Suburban Jobs; Sustainable Regional Development; Promoting Regional Living; and Measuring Sustainability. These measures have strong links to other government initiatives, including changes to the Regional Sponsored Migrant Scheme, making it easier for skilled migrants to progress to permanent residency in regional Australia.
- Budget media release – 10 May 2011
Teleworking – Industry research on the call/contact centre sector, teleworking and working at home agents supported by technology including national broadband.
Vocational Education and Training – We know you get loads of emails, copies of reports and research so just for you, here’s a summary of what’s hot in VET for 2012.
Workforce Development – Workforce development strategies bridge the gap between the current workforce and the desired workforce
forecast.
Workforce Innovation Program - The Workforce Innovation Program is part of the broader Australian Government approach to workforce development. The program provides funding for innovative, one-off projects that address workforce skill needs.
Work Life Balance – Increasingly work flexibility and Work Life Balance are emerging as workforce issues and development gaps.
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National Workforce Development Fund, Skills Australia, NCVER, Skills for All, news, views, blogs
National Workforce Development Fund - On Wednesday 10 August 2011, the National Workforce Development Fund (NWDF) opened with $558 million for 2011-12 to 2014-15 and the due date for applications is 12 noon 30 September 2011*…
Putting skills at the heart of the economy - Anticipated by leaders in skills and workforce development and coming at a crucial time, the Putting skills at the heart of the economy 2011 conference held on 21 July 2011 at The Crown Conference Centre, Melbourne, was very well attended with a great line up of speakers…
2011 NCVER No Frills Conference - I haven’t missed many NCVER conferences over the years and I’m glad that I attended the 20th No Frills Conference in Coffs Harbour this week as it gave me an opportunity to take some time out to think of new initiatives and identify ideas to explore with others…
Skills for Prosperity and the 2011 Federal Budget – On the 3rd May 2011, Skills Australia launched their most significant paper to date on workforce development titled Skills for Prosperity A roadmap for Vocational Education and Training…
Evidence based approach to workforce and client demand - Increasingly you are being asked to provide evidence of demand for jobs and skills that are linked to your contracts, funding and proposals as well as your programs and services, and that reach specific outcomes and targets…
Skills for All and Opportunities for You - Skills for All, the Strategic Direction for Vocational Education and Training in South Australia 2011-2014 has been published and was great weekend reading with the pink highlighter pen out…
Congratulations to:
Skillsbook website providers a home for credentials – use Skillsbook to build skills profiles for RPL, profile job roles, undertake Training Needs Analysis and build competency frameworks. Download Skillsbook for iphone too.
RDNS Education Centre for being shortlisted for small training provider of the year at the South Australian Training Awards – see you on the night, 2nd September 2011 at the Adelaide Convention Centre.
National Crime Check – new website launched where you can submit your police check online.
Australian VET Leaders – potential, emerging and current Join the 400 strong members of this LinkedIn community discussing VET issues and opportunities. Are you an Australian VET Leader?
Training Needs Analysis Workshops Recently Service Skills Australia presented a professional development opportunity ideal for practitioners facilitating internal Training Needs Analysis (TNA), working with teams, enterprises and organisations, up to major projects such as large sporting complexes, around Australia. Workforce BluePrint was contracted to facilitate the workshops and Wendy Perry and we received feedback like,
Thank you for the material from the recent workshop on TNA. It is most help full and appreciated. Can I say that I thoroughly enjoyed your presentation and as it gave me a better insight into the value of TNA and its execution.
Here are all the comments from participants.
SMART Business Association The SMART Business Association website is being designed and it will be the site to be on if you run a business in Southern Adelaide or do business in the South – all with searchable categories and extras to help you to grow your business and local market. Get a listing as part of your membership for only $50, email Garry Triffett for your membership form.
Latest Presentations and Workshops Workshops, conferences, professional development activities on leading edge topics. Bookings are currently being taken into 2012 – get in quickly with your preferred dates!
Customer Friendly Flying and Travel in Australia
Queen’s birthday long weekend in Rockhampton
Hobby blogging as featured in SA Defence Business Magazine
Think Food – Think Consistency, Quality and Trust as featured for in business magazine
Barossa Valley – can we have it all plus a mini break?
Lazy Ballerina, K1, Three Brothers Arms, Longview and Royal Oak
Succeeding in your first full time job
What have we been up to?
- Development of workforce plans and competency frameworks for various clients across Australia in the Agriculture, Banking and Finance, Building and Construction, Civil Construction, Community Services, Contact Centre, Defence, Disability, Education, Employment Services, Energy, Events, Food and Wine, Government, Health, Higher Education, Manufacturing, Mining and Resources, Telecommunications, Tourism, Vocational Education and Training (VET), and Water sectors
- Consultant for the design and development of Ergon Energy’s Capability Framework, 2011
- Project management of the South Australian Contact Centre Survey for ATA and the Department of Trade and Economic Development, 2011
- Project management of the WorkLife Balance Innovations Project for SafeWork SA including facilitation of Masterclasses, 2011
- Facilitation of the Women influencing Defence and Resources Industries (WiDRI) Community of Practice, 2011
- Recognition of Prior Learning Project for Regional Development Australia, Kangaroo Island, June 2011
- Skills Australia information session, May 2011
- DFEEST SA Works Strategic Planning Workshop, May 2011
- Defence Teaming Centre networking, May 2011
- Workforce development and planning workshop for small-medium sized enterprises (SMEs), Sunraysia Institute of TAFE, Mildura, May 2011
- ACPET and WEA networking event, May 2011
- Workforce plan for South West TAFE in Victoria, May 2011
- South Australian Skills and Workforce Forum, April 2011
- Women influencing Defence and Resource Industries (WiDRI) Community of Practice launch, April 2011
- Women in Leadership, CEDA luncheon, April 2011
- Can we have it all? Regional Development Australia, Barossa Valley, April 2011
- SMART Friday Night drinks at the Vic, March 2011
- Think Food, Food SA, March 2011
- Work Life Balance Masterclass and Tools project, March 2011
- Workforce planning for service success, Jobs Australia, March 2011 and May 2011
- Cellar Door Wine Festival, February 2011
- RPL system design, February 2011
- SMART business breakfast, February 2011
- Workforce planning for local government, Queanbeyan Local Government Association NSW, February 2011
- Development a regional workforce plans and client analysis for Job Service Australia and Disability Employment Service providers, 2011
- Regional workforce plan for the Mid North and Yorke Peninsula in South Australia, January 2011
- Australia Day mini break at Port Elliot, January 2011
- Tour Down Under, Willunga stage finish, January 2011
- Business and workforce profile for Kangaroo Island, January 2011
Contact us…
The very best way to contact us is via 1. email wendy@workforceblueprint.com.au , 2 text 0416 150 491, 3. Call 0416 150 491, 4. call our office number 08 8387 9800, 5. fax 08 8387 9820.
If you do not wish to receive copies of our enews please send an email to wendy@workforceblueprint.com.au with “Thanks but no thanks” in the subject line – we’ll understand.
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
Temporary Work as a Retention Strategy
It might seem counter intuitive? More temporary work is being offered as short-term contracts ranging in length from a few months to around 18 months as a retention strategy for some employees. The contractor and project-based temporary workforce is responding to employer needs for staff who have specific skills and knowledge. Employees can also develop expertise in a set of skills, be involved in particular projects or work for key employers to boost their resume and career. A temporary contract is particularly popular in defence and mining industries and for major infrastructure projects in civil construction and rail. The trend seems more towards a pool or group of people working together around a project and a specific contract rather than temping doing general kind of work. These opportunities are very much around project-based expertise. People tend of want that flexibility as well because it gives them experience in different areas. Project management gives them different skills sets. Temporary work allows employers to match their workforce to the projects that have on the go at any moment and ramp up projects quickly. Some staff are juggling multiple projects or jobs and gaining work through word of mouth in their personal or professional networks, rather than being employed by a temping agency. Temporary contracts also allow workers to have extended mini breaks between jobs which means they work hard and have limited work life balance during the life of the contract. But it allows them extra time off between projects. There are extra benefits rather than pay and employers are using temporary work as a retention strategy.
As interviewed by Cara Jenkin, CareerOne Editor and published in The Advertiser, CareerOne section on 30.10.10 p. 3