Presented by Wendy Perry

Workforce BluePrintWorkforce BluePrint

Workforce Planning for

Changing Demographics

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Outline• Hi there!• Reasons for a Workforce Plan • Workforce Planning and Development Model• Definitions • Steps in the process• Workforce development strategies to attract,

recruit, retain and develop across multi-generations

• Workforce Action plan• Contact details

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• Significant employer, small employer, home-based or self-employed?• Dynamic and complex economic, legislative and contractual

environment• Challenges with shift in demographics and age profile, skills shortages,

need for higher level skills, population growth or decline• Industry and policy directions (national, state, local)• Strategic and business plan, new project, site, facility• Problems attracting, recruiting and retaining staff• Increase workforce productivity and quality• Example of good practice and increasing levels for service

contracts/rate payer expectations• Evidence based approach for capability, tenders and proposals, audits• Workplace Health and Safety, quality requirements, risk management• Regional workforce retention, threat from other sectors or regions and

need to prioritise development activities3

Why? = Business case

WORKFORCE PLANNING& DEVELOPMENT MODEL

STEP 1: CONTEXT & ENVIRONMENT

STEP 2: CURRENT WORKFORCE PROFILE

STEP 3: FUTURE WORKFORCE PROFILE

STEP 4: GAP ANALYSIS & CLOSING STRATEGIES

STEP 5: REVIEW & EVALUATION

•Timeframe, Methodology, Tools

•Why? Strategic Objectives and Scope

•Internal / External Environment

•Consultation and Communication

•Demographics

•Skills and Competencies

•Issues / Challenges

•Critical job roles and gaps

•Areas for action – gaps and issues

•Priorities / Risk Rating

•Workforce Development Strategies

•Resources and responsibilities

•Scenarios

•Critical job roles, Demand vs. Supply

•Skills and Competencies

•Outcomes of the plan

•Evaluation and Implementation

•Review and Monitoring

www.workforceblueprint.com.au

What is workforce planning?

Workforce planning relates to analysing workforce profile data and trends; forecasting demand; analysing supply; and undertaking a gap analysis.

Data analysis, knowledge management, scenario planning and Imagineering are relevant approaches.

Workforce profiling and analysis should reflect organisational structure now and into the future…

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What is workforce development?

Workforce development bridges the gap between the current workforce and the desired workforce.

Workforce development is underpinned by competency profiling, prioritisation and hot spot analysis.

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Step 1. Context and environment

• Why? Australian workforce demographics change…• Duration of Strategic Plan and objectives• Scope – whole workforce or a proportion?• Stakeholder engagement• Key performance indicators and timetables for

implementation• Best fit methodology and evidence collection tools• External environment – industry, professional, regional

trends• Internal environment – timing, context

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Step 2. Current workforce

• Organisational chart – numbers, job roles and WHS responsibilities

• What are our workforce demographics?• What is our workforce skills and competency profile?• What are our skills and development needs? Where

are there skills shortages?• What are our critical job roles and workforce issues

that require action? Key roles that are a priority/difficult to recruit/retain?

• Organisations’ strengths and weaknesses?• Staff engagement strategy

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Step 3. Future workforce

• Based on Strategic Plan – fits with workforce planning

• Decide timeframe to profile out• Internal and external changes• What operational structure,

skills and job roles will we need?

• Demand: What are the critical job roles? How many people are needed? What skills are required?

• Supply: Existing workforce + change? What skills do we have?

• Gap: Demand - supply9

Step 4. Validation and Gap Closing Strategies

• What are the workforce skills/competency gaps and priorities (critical job roles - hard to fill/replace, compliance/legislation/regulation, long time to develop knowledge and skills)

• What gap closing or workforce development strategies could we implement to change your workforce skills profile?

• Relationship with regional and industry organisations• Leadership and regional/organisation wide ownership• Implementation of action plan mapped back to

strategic directions• Engagement and Communication – over++• Responsibilities, Timelines, Resources 10

Step 4. Workforce development strategies

To attract, recruit, retain and develop across multi-generations:•Balancing the age profile – apprenticeships, career promotion activities, graduates, recruitment, traineeships, work placements, VETiS•Retention – career development, change management, communication, exchange programs, flexible work practices, leadership development, project based learning, reward and recognition, performance management, training needs analysis and development, work life balance•Transition – buddying, coaching, flexible work practices, job role redesign, knowledge management, phased retirement, succession planning

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Step 5. Monitor, review and evaluation

• Outcomes of the Workforce Development Plan• Regular monitoring and evaluation process –

how often and by whom?• Effectiveness of any strategy that is

implemented• Success/otherwise and KPI’s• Recommendations into cycle• Back to the beginning

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Workforce Action Plan

• Gap/Issues – region wide and critical job roles

• Priorities• Workforce Development Strategies• Performance measures• Resources• Responsibilities and Partners• Timelines• Regular review? By whom?

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Workforce BluePrint:www.workforceblueprint.au – check out the shop!wendy@workforceblueprint.com.auWPAA (all things VET)www.wpaa.com.au Keep up to date:LinkedIn: http://www.linkedin.com/in/wendyperryFacebook:

http://www.facebook.com/WorkforcePlanningToolsTwitter: @WorkforcePlan and @waperryWorkforce Planning Tools:http://www.linkedin.com/groups/Workforce-Planning-

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Connect

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