Workforce planning and Develpment

1. Workforce planning and Development A Broader View of Client Workforce Development  With workforce development firmly on the national policy agenda, Employment Services and Vocational Education and Training (VET) providers have a great opportunity to lead the way in innovative workforce management for themselves and their clients. This workshop will show how to uncover workforce development needs and business opportunities, outline case studies from a large government organization to a small-medium sized enterprise, and identify current and new VET products and services that fit. An Introduction to Innovative Workforce Management  Take an innovative approach to managing your workforce focusing on context, culture and human resource management.  Review aspects of your culture that encourages innovation including leadership, people, values and behaviors. Use a creative process to think better about recruitment, performance management, rewards and recognition, succession and career planning, flexible work practices, job design and descriptions.

2. Workforce planning and Development • Building Competency Frameworks to Measure Workforce Capability  A competency framework usually includes skills and competencies – core (for everyone), leadership and job specific; capability also includes values and behaviours; and key performance indicators or targets.  • Once built and validated the framework can be used to measure individual, team and organisational capability, for recruitment, career planning, needs analysis, succession, performance management and transition.

3. Developing a Workforce Plan in 5 Easy Steps • Developing a Workforce Plan in 5 Easy Steps  It’s not as hard as you think when you have clear process steps, current workforce profile information, a sound approach to future forecasting, a workforce plan template to follow and help from experienced workforce development and planning practitioners.  • You can do it yourself (D.I.Y), get some help through mentoring and coaching or we can facilitate the process with you.Identify workforce attraction, retention, succession planning and transition strategies and implement gap closing strategies.

4. Workforce planning and Development • Engaging Employers, Industry and Small and Medium Sized Enterprises Do your research, start with a link or connection, ask the right questions and talk 25% of the time maximum.  • Develop your art of conversation to engage employers and SMEs in assessing their business and workforce needs, leading to long term, genuine relationships.  Keep up to date with the latest trends in small business to inform your marketing strategy.

5. Workforce planning and Development • Funding for Workforce Development and Planning Initiatives  Assisting participants to identify and apply for grants, funding and tender opportunities, from small amounts to $3 million, using an evidence-based approach to their applications and proposals.  • This professional development workshop will provide an overview of what’s available and how to best position your response including available funding opportunities; business case and capability statement development; using innovative methodologies and building your response; and keeping up to date with announcements.

6. Workforce planning and Development • How to Develop a Skills Profile Two starting points for a skills profile – the person and/or the job.  For the person, learn how to facilitate a two-way conversation that draws out their skills, knowledge and experience, interests, career plans, naturally occurring evidence and map to competencies.  • For the job, analyze job descriptions and documentation, discuss tasks and priorities, skills and competencies required for a good performer. Use skills profiles to identify skills recognition and development opportunities and to build into a competency framework.

7. Workforce planning and Development • Maximizing Industry Workforce Productivity through Planning  How to triple productivity with a focus on building industry workforce capability, multiplying your workforce capacity and improving employee contribution. • Mining and Resources sector – Impact on Regional Workforce Planning and Development in South Australia –find out just how the mining sector is expected to impact on the the local workforce in regional areas of SA.   • Covering topics such as: regional workforce impacts of multiple mining projects in regions, regional workforce composition, and how mining impacts local industry workforce supply.

8. Powerful Partnerships for Workforce Development and Planning • Powerful Partnerships for Workforce Development and Planning – Positioning yourself for the Future  Providing examples of successful partnerships for workforce development and planning, covering various models and relationship arrangements including the different roles of partners, funding opportunities and the importance of identifying common objectives including: • Learn how good partnerships work • Gain insight into what employers want • Understand workforce planning and development and the relationship with VET • Identify funding that may assist your partnership and/or project • Design new VET products and services • Position your RTO ahead of your competitors

9. Training Needs Analysis • Training Needs Analysis – how to undertake Ideal for practitioners facilitating internal Training Needs Analysis (TNA), working with teams, enterprises and organisations, up to major projects such as large sporting complexes; and business owners and managers wanting to quickly identify and address training needs for their business.  • The 1 day  workshop covers: Identifying what your client wants; Relationship development and management; Communication and consultation strategies; Scoping the TNA – who and what to measure against; TNA methodologies and tools; Reviewing relevant internal documentation and evidence, past/current projects; Understanding the external environment; Developing job skills profiles – different approaches and tools; Designing competency frameworks – using National Training Packages and competency standards; Validation strategies; Identification of strengths and training development needs ; Latest organisational and professional development methodologies; and Presentation of a framework and TNA report with recommendations and feedback.

10. Workforce Development and Planning • Workforce Development and Planning in Practice Developing your own workforce is critical to sustainable growth and the success of your organization. • Apply a 5-step model to review your current workforce profile, describe your desired workforce profile and identify workforce development priorities.  • Learn about current workforce planning and development practices with examples from across different sectors and hints on how to take a strategic approach to workforce management.

11. Workforce Profiling • Workforce Profiling – the key ingredient of workforce planning  Learn how to develop a competency based job profile and conduct assessments in the workplace called ‘gap analysis’.  Explore the results and provide evidence based training needs to your clients.