Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.

1. Leading Workforce Development and
Planning Solutions
Presented by Wendy Perry,
Head Workforce Planner, Workforce BluePrint
© Workforce BluePrint

2. Outline
• Move from VET to Workforce Development
• Workforce Productivity theory
• Business case
• Definitions
• 5 step model
• Case studies and examples – breadth of
organisations
• RTOs leading
• Common workforce development gaps and
strategies
• Skills and Competencies vs. Capabilities 2
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3. Move from VET to
Workforce Development
• x
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4. Workforce Productivity
Workforce Capability x Capacity + Contribution =
Workforce Productivity
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5. Why? = Business case
• Significant employer or small employer?
• Dynamic and complex economic, legislative and
contractual environment, growth
• Challenges with shift in demographics and age profile
• Industry and policy directions (national, state, local)
• Strategic and business plan, new project, site, facility
• Problems attracting, recruiting and retaining staff
• Increase workforce productivity, quality, skills
shortages, workplace health and safety, risk
• Example of good practice and increasing skill levels
for service contracts/client expectations
• Evidence based approach for capability, tenders 5
and proposals

6. 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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7. 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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8. Definitions
• Workforce skills development – all forms of learning
and skills acquisition
• VET Training and Assessment – formal learning and
assessment against units of competency and
qualifications from National Training Packages or
accredited courses through a Registered Training
Organisation
• Training Needs Analysis (TNA) - also known as a gap
needs analysis – identifies skills/competency gaps
by isolating the difference in and between current
and future skills/competency. This is achieved by
collecting both qualitative and quantitative data
for analysis.
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9. WORKFORCE PLANNING & DEVELOPMENT MODEL
STEP 1: CONTEXT & ENVIRONMENT
•Why?
•Strategic Objectives
•Internal / external environment
STEP 5: REVIEW & EVALUATION
STEP 2: CURRENT WORKFORCE
•Outcomes of the plan PROFILE
•Implementation •Demographics
•Monitoring •Skills and competencies
•Issues / challenges
STEP 4: GAP ANALYSIS & CLOSING
STRATEGIES
•Areas for action STEP 3: FUTURE WORKFORCE PROFILE
•Priorities
•Demand vs. supply
•Resources and responsibilities
•Skills and competencies
•Scenarios
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10. Case studies and examples –
breadth of organisations
• Agriculture – implementing growth strategy, regional workforce,
threat of draw into mining and resources
• Defence – bidding for major contracts, interested in transferable skills,
implementing Balanced Scorecard, workforce plan by business unit,
increase workforce diversity and the number of women in the
workforce
• Education (schools, VET, higher education) – national and state
reforms, productivity focus, RTO’s leading
• Energy – state wide workforce, “Our workforce has the skills required
and personal engagement with the organisation to enable success in
the future”
• Health – return on investment for retention vs. recruitment
• Local government – Workcover requirements and Training Needs
Analysis, regional workforce, good practice example - expectations
• Resources – increase the number of women – attraction, recruitment,
career development and leadership, manage FIFO/DIDO and Work 10
Life Balance

11. Case studies and examples –
RTO’s leading…
• RTO Workforce Plans
• Industry System Change projects
• NBN – enabled capability framework for RTOs and SMEs
• VET and Employment Service providers - common gaps/issues:
 Advanced Facilitation Methodologies
 Business Planning and Marketing
 Capability Statement
 Engaging young people in VET
 Engaging Small and Medium Sized Enterprises
 Funding and Pricing
 NBN-enabled RTO Capability
 Skills Profiling
 Validation and Moderation
 VET Reform
 Workforce Development and Planning 11

12. Common Workforce Development
Gaps and Strategies
• Ageing particularly outside workforce, WHS
• Retention, 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
• Barriers – not feeling valued and respected, attract a
higher salary elsewhere, politics
• Check on excessive hours, stress management
• Competency or Capability Framework
• Under or over supply for specific job roles, workforce 12
participation

13. Skills and Competencies
or Capabilities?
Values and Behaviours
Capability Framework –
evidence based approach
Skills and
Competencies Strategic Priorities,
KPI’s and Targets
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© Workforce BluePrint – V2 February 2010

14. Links and info
• YOUR ACTION PLAN
• Develop a Workforce Plan in 5 easy steps
• Workforce Plan Tools – Workforce Architect
partner package, training version available
• wendy@workforceblueprint.com.au for a basic
workforce plan template in word
• @WorkforcePlan on Twitter
• Workforce Planning Tools on Facebook
• Workforce Planning Tools LinkedIn group
• NBN Enabled Capability Development Network
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• Australian VET Leaders LinkedIn group