John Holland Tony Landi

Training Manger, Rail

Monday, 30 June 14

Agenda

• Technology and Safety Initiatives• Attracting and Retaining New Entrants and

Existing Talent

! Opportuni)es

! Competency    &  Skills

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Technology and Safety Initiatives

•Tablets and new technology

•Fit for purpose training facilities

•Ability to carry out “real-life” operational training in a safe environment

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Attracting and Retaining New Entrants and Existing Talent

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Attraction › Culture› Career Prospects› Reputation› Financial compensation

› Culture› Career Development› Recognition› Financial compensation

Retention

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Main reason for graduates making applications to industry of choice

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Main reason for graduates making applications to industry of choice

Monday, 30 June 14

Diversity

› Every individual brings with them unique capabilities, experiences and characteristics and access to a wide array of perspectives. A diverse employee base enables greater innovation, flexibility, productivity and competitiveness, and we actively support our people across four key areas of focus:

• Gender

• Age

• Cultural Diversity

• Indigenous Participation

Monday, 30 June 14

Strategies forattracting new

Career development and programs› Graduate Program› Business Captains› Passport To Safety› Transport & Logistics Specific

Broadening Skills and Opportunities› Multiple disciplines› International › Partnerships with other companies› Career Lattice

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Establishing an Undergraduate Graduate › Why have An undergraduate program:

• Investment is needed in developing our future skills base.

• Increase exposure for university students

• Raises company profile at University

• Investment and sends a message to students

• A structured rotation program

• Provides better opportunity

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Track EssentialsProgram

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Increasing Workforce across all levels – Baseline Competency

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Career Development

The  corporate  la,ce  depicts  career  paths  as  mul2direc2onal,  with  moves  across  as  well  as  up  and  

down.  There  is  no  single  view  of  career  success  but  rather  a  range  of  ways  to  succeed    and  broader  defini2ons  of  

‘career  success’  

The traditional corporate ladder shaped the way companies have operated for many decades but it

limits ability to respond to changing corporate landscapes and employee expectations.

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International and New Career Opportunities

› Staff employees surveyed

› Short term international opportunities

› Opportunities for employees who want access to the international market

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Pre EmploymentIndigenous Training Program

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Strategies for retaining new people in the Industry

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Questions

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