Posts Tagged ‘Workforce Development’
Building on the National Workforce Development Fund – Fundamentals blog this post makes suggestions for improvement.
The first suggestion relates to the name of the fund. It’s called the National Workforce Development Fund when in fact it only funds training and assessment of whole qualifications and some Training Package endorsed skill sets.
Workforce Development is a much broader concept, seen as an umbrella term for strategies that bridge the gap between the current workforce and the desired workforce forecast.
So in its current form a more appropriate title is probably the National Training Fund, however I think its name should be retained and what is funded should be broadened. Using ‘workforce development’ language, and then only funding training and assessment, confuses enterprises, partners and Registered Training Organisations. Read the rest of this entry »
South Australian State Government 2012-13 Mid-Year Budget Review – major employment, training and skills savings
Jack Snelling, MP today handed down the South Australian State Government 2012-13 Mid-Year Budget Review where $464 million worth of savings need to be made over the next four years to align with lower than expected revenues.
From a workforce planning and development, employment plus Vocational Education and Training (VET) perspective the main saving announcements relate to:
Reviewing employment and grant programs in DFEEST at a saving of $40.4 million to better align with Commonwealth Government programs;
Training efficiencies to save $31.5 million including a review of subsidy levels and targeting funding to areas of industry demand
Consultation about the composition of Funded Training List in Feb 2013 is underway from 19 December 2012 to 21 January 2013. There is an invitation to participate in the consultation by completing the Funded Training List Consultation Survey and the survey should be read in conjunction with the consultation on proposed changes to Funded Training document.
Australian Mid-Year Economic and Fiscal Outlook – Workforce Development and Planning implications = good and bad news, funding + and -
The Mid-Year Economic and Fiscal Outlook 2012-13 Statement by THE HONOURABLE WAYNE SWAN MP AND SENATOR THE HONOURABLE PENNY WONG provides updated information to allow the assessment of the Government’s fiscal performance against its fiscal strategy.
What does it mean for workforce development and planning? Good news, bad news and good n bad news… Read the rest of this entry »
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.
“The 2012–13 State Budget has the lowest net spending since this Government came to office,” Mr Snelling said.
Living within our means or ‘living thin’ is the theme of the budget.
“The new spending initiatives we have announced in the 2012-13 State Budget have been targeted at people who need it most, with record spending in disabilities, into areas of high need and into initiatives that make a difference to South Australians.”
- • $212.5 million to boost to disability services, the largest injection into disabilities in more than 25 years;
- • $45.7 million on a one-off Water Security Rebate to help alleviate the costs of increased water prices;
- • $38.3 million on a new Mining and Engineering Industry Training Centre to ensure South Australians have the skills for the mining jobs of the future;
- • $30.4 million on a new digital system for pathology testing for better patient care in our health system;
- • $28.7 million to redevelop the Parks Community Centre in Adelaide’s north western suburbs;
- • $20 million to make sure South Australia is ready for a launch of the National Disability Insurance Scheme;
- • $19.8 million in additional funding to boost support for our children in need of alternative care;
- • $8.3 million to boost equipment and training for our emergency services;
- • $8.3 million on an Advanced Manufacturing Strategy to support growth in this vital sector;
- • $5.6 million to extend the $8000 First Home Bonus Grant for at least another 12 months;
- • $5.1 million for a stamp duty concessions for people buying off-the-plan apartments in the City; and
- • $3.3 million for a pilot program in Adelaide’s northern suburbs for early support for vulnerable families with infants with young children.
Workforce development opportunities in the budget include:
- Disability sector and not for profits to transition to service provision with the National Disability Insurance Scheme – $1 million over two years to support planning and preparation for the transition from the current block funding arrangements to a more competitive disability services environment in line with a proposed NDIS.
- Mining and Engineering industry training, mobile workforces and skills for support service providers – $38.3 million on a dedicated centre of training excellence for the mining, engineering, defence and transport industries
- Outplacement, career development and skills recognition (RPL) for public servants
- Small and medium enterprise capability to bid for and win contracts
- Transference of skilled workers across major projects, infrastructure building and upgrades with NEW projects including:
- $110 million on the grade separation of the Goodwood rail junction;
- $19 million to build a dedicated Mining and Engineering Industry Training Centre at Regency Park;
- $13.2 million on the upgrade and signalisation of the intersection of Tiver Road and Main North Road at Evanston;
- $11.9 million on the Parks Community Centre redevelopment;
- Water industry and implementation of the Murray-Darling Basin Plan
- Volunteer training for emergency services:
- “The CFS and SES will receive $2.6 million over the next four years for the nationally endorsed training. There will be six frontline training staff to bolster frontline support to volunteers,” he said. Both the CFS/SES are required to provide training in areas such as fire fighting, road crash rescue and marine search and rescue.
- Advanced Manufacturing sector with $8.3 million over four years for the implementation of an Advanced Manufacturing Strategy including a Mining Industry Participation Office, an Advanced Manufacturing Council, industry intelligence and capability mapping, as well as improving links between research institutions and industry to drive innovation.
- Early Childhood, Infant and Family based programs
- Digital Health system implementation and related skills
- Defence Teaming Centre $2 million for the peak association
- Critical Skills Investment Program $48.1 million for traineeships and apprenticeships in priority skills areas and through Group Training Organisations
- New Regional Development Fund would provide $3 million per year on programs that support regional economic development, employment and the attraction of new investment.
Some of the key savings initiatives announced as part of the 2012-13 State Budget include:
- • $372.9 million on the suspension of the electrification of the Gawler and Outer Harbor rail lines. The electrification of the Noarlunga line through to Seaford and the network train capacity will increase;
- • $255.6 million on making the public service more efficient by increasing their efficiency dividend from 0.25% to 1.0% from 2013-14 to be offset by $81.9 million of spending on a new public sector skills and retention entitlement to retain experienced public servants;
- • $166.8 million on the reduction of 1000 full-time equivalent employees in the public service through either targeted voluntary separation packages (TVSP) or natural attrition to be offset by $60.4 million of spending to the cost of providing TVSPs over the same period;
- • $121.2 million on deferring the abolition of stamp duty on non-real property transfers;
- • $77 million on deferring a redevelopment of the Queen Elizabeth Hospital and a rehabilitation in-patient unit at the Modbury Hospital.
- • Merging the Department of Environment and Natural Resources with the Department of Water, not renewing the Government’s lease on corporate facilities at the Adelaide Entertainment Centre and ending funding for the Thinkers in Residence program and the Integrated Design Commission; and
- • $120.4 million on the abolition of payroll tax exemptions for eligible apprentices and trainees to be offset by $48.1 million of spending re-target support directly to registered group training organisations.
Apprenticeships and traineeships
The Government will change the way it supports apprentices and trainees to coincide with the commencement of the Skills For All training scheme – abolishing payroll tax exemptions and targeting funding for qualifications that are of strategic importance.
Group training organisations (GTO) will be rewarded as Australian Apprenticeship completions rates are at least 10% higher than non GTO’s. Organisations employing an apprentice/trainee in a priority skill area will receive a completion bonus.
Skills for All from July 2012
Skills for All provider contract terms and conditions have been released with providers expectant to hear news if they have been offered a contract, aiming to understand the student eligibility criteria, the subsidised training list, and waiting to be listed as a Skills for All training provider. Skills in the workplace applications are open and throughout June 2012 the Hon Tom Kenyon MP will be visiting regions launching the new regional networks (former SA Works Networks).
A new Critical Skills Investment Program has been allocated $48.1 million over four years in the State Budget. It will support training in areas of critical skills needs, and to increase the numbers of apprentices and trainees who complete their training.
Coming soon – By July 2012, Skills for All training providers and the courses they are approved to deliver will be listed on this website, with contact information for every provider.
Get ahead of the reform and changes, build you capability in workforce development and planning and register your interested by emailing firstname.lastname@example.org for these upcoming webinars:
- Budget 2012-13 – Workforce Development and Planning
- Engaging Employers, Stakeholders and Small and Medium Sized Enterprises
- Funding for Workforce Development and Planning Initiatives
- NBN for e-Learning
- Workforce Plan Tool
- VET Reform: the National Picture
For further information on the 2012-13 South Australian state budget go to: http://www.statebudget.sa.gov.au/home.html
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.
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
- 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
#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.
The Commonwealth government likes the reforms being implemented in South Australia and it shouldn’t be lost that new national reforms are titled Skills for all Australians and in SA its Skills for All (implemented from July 2012). With News South Wales and Queensland moving into a period of state based VET reform, watch for similarities (and differences).
Skills for all Australians
The Prime Minister has announced a Skills Reform package for States and Territories to reform the national vocational education and training system to address skills shortages across the economy.
Skills for all Australians aims to achieve a more competitive, dynamic economy.
The Commonwealth has committed $1.75 billion over five years to achieve key reforms to be negotiated with the states and territories through the Council of Australian Governments (COAG):
- a national entitlement to training at a minimum of the first certificate III qualification so working age Australians have the opportunity to gain the skills needed to get a decent, sustainable job in Australia’s new economy;
- wider access to student loans to reduce upfront cost barriers to study at the diploma and advanced diploma level;
- increased availability of information about courses, costs and training provider quality through a new My Skills website so students and business can make well informed choices about their training options, linked to their own needs and the needs of the economy; and choose a high quality training provider to help them develop the skills they seek;
- support for quality teaching and assessment, including trialling models for independent validation of training provider assessments so students and employers can have confidence in the quality and consistency of training they purchase;
- support for a strong public training provider network through the implementation of the reforms to ensure a high quality training system is accessible to all Australians; and
- incentives to achieve improved completion of full qualifications, particularly at higher levels and for disadvantaged students, to deliver the qualified workers that business needs and give all Australians the opportunity to develop skills and participate in the workforce.
In response to the Commonwealth Government’s reform agenda on taking office, COAG agreed ambitious skills objectives by 2020 to:
- double the number of higher level qualifications completions (diploma or advanced diploma);
- halve the proportion of Australians aged 20 to 64 years without a qualification at the certificate III level or higher; and
- increase the proportion of young Australians aged 20 to 24 attaining a year 12 or equivalent to 90 per cent by 2015 (with equivalence measured as certificate II or above by 2015, and certificate III or above by 2020).
NB. COAG next meets on 13 April 2012 – watch the website for the Communique.
Friday 30 March is the day that many people have been waiting for with the release of the Skills for All Subsidy Framework and Price list. Information sessions are being run on 2 April 2012 and 4 April 2012.
The Skills for All Subsidised Training List details the qualification that can be funded. Registered Training Organisations need to apply to become a Skills for All Training Provider and a guide to completing the application has been published.
Skills in the Workplace addresses urgent skills requirements for South Australian industries and enterprises.
Delivery foundation skills programs by applying to first be a listed ACE provider and then for grant funding. Applications for the 2012/13 grant funding round must be received by Friday 27 April 2012.
The Training Guarantee for SACE students means the South Australian Government will pay a course subsidy to a Skills for All Training Provider for selected SACE students who are 16 years of age or older.
a) Closing date for the national workforce applications is this Friday. Please ensure you leave adequate time to lodge directly. If lodging through Service Skills, please lodge by 4pm AEST, Thursday 29th March 2012.
b) For those organisations running short of time to complete a full application, please complete the electronic expression of interest:
(The aim is to collate and lodge these expressions of interest for funding where sufficient detail is available).
c) ALL candidates must be enrolled in an approved project by end May. The registered training organisation must be able to report enrolments by first week of June. (Training provider admin processes will need to be operating effectively as candidates not recorded on that RTO report in the first week of June cannot be funded).
For a summary of User Choice RTO funding for Australian Apprenticeships across all states and territories read WPAA’s latest blog.
Workplace English Language and Literacy (WELL) Program – Funding for resource and strategic project 2012
Submissions for WELL funding are invited from eligible organisations that wish to develop a resource or strategic project that supports adult language, literacy and numeracy (LLN) training across one or more industry sectors.
Resources can include training materials that support:
- a nationally endorsed Training Package
- industry relevant LLN assessment and reporting methods, or
- professional development resources for industry trainers/assessors aligned with Training Packages.
Strategic projects must have national scope and can include:
- the development of LLN plans for a particular industry or industry group, or
- the development and implementation of a national model or strategy to integrate LLN into workplace training with a cross-industry focus.
Application forms, guidelines and other relevant information are available on the WELL website. For further information, please contact the WELL Resource Coordinator on 02 6240 7498.
Applications must be submitted electronically through WELL Online, which can be accessed through the WELL website. Resource project applications must be received by 5.00 pm AEST, Monday 16 April 2012.
Keep up to date via LinkedIn
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 email@example.com 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.