A presentation made at the Workforce Resources Summit 2011 in Perth, Australia.

1. Workforce Capability Framework

2. Workforce Capability Framework

3. • What are we trying to achieve?
• Why are we trying to achieve it?
• How are we going to do it?

5. Job Streams
• Quality
• Human Resources
• Environment
• Commercial
• Safety
• Business Development
• Frontline
• Pre-contracts
• Engineering
• Management (MD to
Operations)
• Project Management
• Plant Management/
Procurement
• Design
• Project Support
• Planning
• ICT
• Estimating
• PR/Communications

6. HR Stream
• HR Administrator
• Workforce Recruitment
Team Leader
• HR Coordinator
• Resourcing Manager
• HR Advisor
• Indigenous Affairs Advisor
• HR Specialist
• Employee Relations
• HR Manager
Manager
• L&D Coordinator
• Trainer
• L&D Manager
• Workforce Recruiter

7. Define Role Profiles
• Define roles within a classification
• Identify levels
• Technical capability
• Accountability
• Behaviours
• Quals, tickets, certs

8. Capturing the data
• Role profiles sit within HRIS
• Mapped to various toolkits
• Centralised control
• Efficiencies

9. Interfaces

10. Position Description
Specialisation: Construction
The primary purpose of the role is to drive and support the
ROLE PROFILE implementation of quality management systems, while providing
strategic and operational advice to the region.
Purpose of Role Responsibilities
•Responsible for supporting strategic direction and working with
the Regional Quality Manager - Quality to improve the company's
Key Accountabilities performance, reputation and profitability;
•Responsible for coaching and supporting the development of the
Technical Cabilities - Skills Region's Quality Professional's;
•Responsible for supporting the implementation of robust quality
risk management processes across the Region;
Technical Capabilities - Knowledge •Assist with business development, expressions of interest, pre-
contracts and project planning;
Behavioural Capabilities - Attributes •Supporting the development of risk procedures and the
integration with the quality systems processes that ensures risk is
effectively controlled across the region.
Skills Knowledge Attributes
You will need to build credibility, partnerships and apply rigorous
and disciplined approaches, demonstrating your ability to be part
of a robust management team, while maintaining a focus on the
'big picture'.
This position presents an exciting and challenging opportunity for
a suitably experienced and qualified quality professional to join our
team.

11. Advertisement
John Holland is one of Australia's largest and most diverse specialist contracting
businesses with work in hand in excess of $7.5 billion. We pride ourselves on
being a market leader in targeted training, career development and remuneration.
ROLE PROFILE We provide long-term career options within an equal opportunity workplace where
we recognize the importance of flexibility and a healthy work-life balance.
We provide long-term career options within an equal opportunity workplace where
we recognize the importance of flexibility and a healthy work-life balance.
Purpose of Role We are looking to appoint an Operations Quality Manager to support the Region,
Energy & Resources and its National Specialist Businesses.
Based in Brisbane the role will report into the Regional Quality Manager.
Key Accountabilities
The primary purpose of the role is to drive and support the implementation of
quality management systems, while providing strategic and operational advice to
Technical Cabilities - Skills the region.
Responsibilities include:
Technical Capabilities - Knowledge •Responsible for supporting strategic direction and working with the Regional
Quality Manager - Quality to improve the company's performance, reputation and
profitability;
Behavioural Capabilities - Attributes •Responsible for coaching and supporting the development of the Region's Quality
Professional's;
•Responsible for supporting the implementation of robust quality risk management
processes across the Region;
•Assist with business development, expressions of interest, pre-contracts and
project planning;
•Supporting the development of risk procedures and the integration with the quality
systems processes that ensures risk is effectively controlled across the region.
You will need to build credibility, partnerships and apply rigorous and disciplined
approaches, demonstrating your ability to be part of a robust management team,
while maintaining a focus on the 'big picture'.
This position presents an exciting and challenging opportunity for a suitably
experienced and qualified quality professional to join our team.
We are looking for people to join our company, and to become part of a team
focused culture within our rewarding and beneficial work environment.

12. Interview Questions
QUESTION
Tell me about your experience driving the
management of QUESTION
major projects.
risks on past
ROLE PROFILE
What did you dowere the potential solutions to
What to bring key risks?
Purpose of Role issues and
problems?
Why?
Key Accountabilities
How did you mitigate them?
Technical Cabilities - Skills
ANSWER
Technical Capabilities - Knowledge
ANSWER
Skill in quantitative
and qualitative risk
Behavioural Capabilities - Attributes Formulates and poses potential solutions to issues
assessment.
and problems.
Development and monitoring of risk controls
Encourages suggestions to resolve issues from
Actions involved in delivery and implementation of
others
projects

13. Bringing it all together

14. Defined Career Path
Potential Opportunities Potential Opportunities
Project Management
Site Manager
Site Engineering
Area Manager
SQE Support roles
Superintendent Stream
Construction Manager
Training (SQE)
General Superintendent
Operations Manager
Contracts Management
Superintendent Equipment Manager
Project Engineering
Frontline Supervisory Stream
General Foreman
Quantity Surveyor
Foreman
External recruitment of
Procurement
Shift Boss
skills required
Quality or Environment Surveillance Coordinator
General Supervisor
Supervisor
Workforce Stream
Junior Foreman
Sub Foreman
Quantity Surveyor
Estimating Assistant
Leading Hand
External recruitment of
Project Engineer
Laborer/Sub Contractor
skills required
Skilled Workforce
Tradesman
Apprentice

15. The next steps
Competency Actual competency
requirements profile GAP

16. Performance Management
Training & Development
GAP Succession Planning
Talent Management
External Recruitment

17. Performance Management
• Clearly defined remit
• Consistency from first contact
with the company
• Measures that drive desired
behaviour

18. Performance Management
Training & Development
GAP Succession Planning
Talent Management
External Recruitment

19. Training & Development
• Development linked to career
path
• L&D effort focussed on gap
• Can measure L&D effect by
how far the gap closes.

20. Performance Management
Training & Development
GAP Succession Planning
Talent Management
External Recruitment

21. Succession Planning
• Understand the competency
gap
• Early intervention
• Develop or source externally

22. Performance Management
Training & Development
GAP Succession Planning
Talent Management
External Recruitment

23. Talent Management
• We know what behaviour high
performers exhibit
• Recognise it, reward it
• Focus on operational
excellence AND leaders

24. Performance Management
Training & Development
GAP Succession Planning
Talent Management
External Recruitment

25. External Recruitment
• Know the gap - focus on filling
it.
• Linked closely to succession
planning
• Resource forecasting -
accuracy

26. Conclusion
• Role profiles
• Toolkits
• Next steps
• Please wake up now!!