Workforce Planning in the Resources and Infrastructure Sectors

Transcription

1 Workforce Planning in the Resources and Infrastructure Sectors Building Capacity and Capability Paul Humphreys Manager Workforce Planning and Development

2 What is Workforce Planning & Development? A STRATEGIC and SSTEMATIC approach to DEVELOPING and MANAGING the CAPACIT and CAPABILIT of the workforce against BUSINESS IMPERATIVES

3 SkillsDMC Who are we? National Industry Skills Council for the Resources and Infrastructure sectors Civil Construction Metalliferous Mining Coal Mining Drilling Quarrying Funded by the Federal Government through DEEWR Not for profit no commercial agenda Industry led through engagement and consultation

4 SkillsDMC s Key Performance Indicators High quality training package and resource materials Responsive workforce development activities Effective networks and partnerships High quality industry intelligence and advice Support for the national training system Best practice governance and business arrangements

5 SkillsDMC National Industry Skills Council

6 RII09 Resources and Infrastructure Industry Training Package Endorsed by the National Quality Council and Ministers on 7 July 2009 Based on Workplace Competency the ability to apply relevant skills, knowledge and attributes consistently over time and in required workplace situations and environments Competency standards are determined by industry to meet identified workplace skill needs 7 Skill Sets 60 Qualifications from Certificate I to Advanced Diploma level 741 Units of competency and 173 imported units

7 Civil Construction Qualifications in RII09 Cert. II in Civil Construction Cert. II in Bituminous Surfacing Cert. III in Bridge Construction and Maintenance Cert. III in Civil Construction Cert. III in Bituminous Surfacing Cert. III in Civil Construction Plant Operations Cert. III in Civil Foundations Cert. III in Pipe Laying Cert. III in Road Construction and Maintenance Cert. III in Road Marking Cert. III in Trenchless Technology Cert. III in Tunnel Construction Cert. III in Timber Bridge Construction and Maintenance Cert. IV in Civil Construction Operations Cert. IV in Civil Construction Supervision Cert. IV in Civil Construction Design Dip. of Civil Construction Management Dip. of Civil Construction Design Adv. Dip. of Civil Construction Design Adv. Dip. of Civil Construction

8 Application of RII09 in Local Government HSC Student Construction Trainee Labourer Plant Operator Team Leader Coordinator Engineering Assistant Certificate II in Resources and Infrastructure Work Preparation Certificate II in Civil Construction Certificate III in Civil Construction Certificate III in Civil Construction Plant Operations Certificate IV in Civil Construction Supervision Diploma of Civil Construction Management Advanced Diploma of Civil Construction Design Certificate%20IV%20in%20Civil%20Construction%20Supervision.aspx

9 Current Federal Funding Initiatives Industry is back in the driver s seat Change in direction means funding for training will be delivered through programs such as: Enterprise Based Productivity Places Program Critical Skills Investment Fund National Workforce Development Fund

10 Workforce Planning & Development? A STRATEGIC and SSTEMATIC approach to DEVELOPING and MANAGING the CAPACIT and CAPABILIT of the workforce against BUSINESS IMPERATIVES

11 What is Capacity and Capability? Capacity Having an adequate organisational structure, efficient support systems and sufficient human capital to achieve business imperatives Capability The knowledge, skills and ability to respond safely to production, time, cost, volume and quality requirements

12 SkillsDMC Systems Approach Units of Competency Qualification Structure Evaluation Workforce Planning Credentialing Continuous Assessment Implementation on and off job Competency Based Training and Development Model Workforce Competency profile Enterprise customisation Training Needs Analysis Learning/Training/ Materials Training Plan Assessment Guidelines

13 Skills Maximiser TM is a practical, easy to use online workforce planning and development tool. Developed through consultation with a broad cross section of stakeholders to meet the needs of enterprises, associations, RTOs and government bodies. Provided at no cost to organisations in the resources and infrastructure sectors.

14 Skills Maximiser Functionality Manage and Plan Workforce Capacity (Workforce Plans) Forecasts the required number of people to meet strategic targets Provides statistical information to help organisations understand the dynamics of their workforce Manage Workforce Capability Development (Workforce Development) Provides a system to select, define, structure and record workforce competency requirements to meet strategic objectives

15 Workforce Plans The Workforce Plans component of Skills Maximiser TM provides clear estimations of future workforce numbers according to business plans and strategic directions. It provides the facility to build a range of workforce scenarios and measure the likely effect of these on workforce numbers and occupational requirements. Information needs to be entered for: Production Workforce Employment Production and workforce forecast trends

16 Workforce Plans - Outputs A range of reports can be generated which can be used to determine current and future workforce requirements.

17 Number of Employees Workforce Gap SkillsDMC National Industry Skills Council Workforce Projection Summary Civil Construction Workforce Projection Summary Employee Turnover is Having a Big Impact on Recruitment, Training, Safety, Productivity How Many We Need How Many We Will Have

18 Workforce Age Profile by Occupation A 15 to to to to to Overall Workforce Apprentices Tradespersons Plant Operators and Assistants Need to Plan for These Retirements Ancillary Support Staff Other Professionals Supervisors Managers 0% 20% 40% 60% 80% 100%

19 Overall Workforce Civil Construction Workforce Turnover & Attrition Apprentices Tradespersons Plant Operators and Assistants Ancillary Support Staff Other Professionals Supervisors Managers Need a Supervisor Retention Strategy 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% 55% 60% 65% 70% 75% 80% Turnover Attrition

20 Workforce Development The Workforce Development component of Skills Maximiser TM facilitates the identification of skills needs through: Occupation profiling, and Defining individual employee training requirements This is done using the sound principles of workplace competency aligned to the national competency recognition system contained in the RII09 and other relevant industry training packages.

21 Occupational Profiling Profiles can be built for: Core skill requirements Job specific skill requirements Specialist skill sets Non accredited company programs

22 Employee Training Requirements Skills Maximiser provides an easy to use Learning Management System to define and track employee training requirements. Profiles are applied to employees Completion of training is recorded Reassessment or recertification dates can be entered Using this data training needs analysis and competency gap analysis can be completed using the reporting function.

23 Workforce Development Reports Reporting in this part of Skills Maximiser allows you to track and plan for staff development. It provides immediate data on what skills your workforce have. Unit LGACORE101B Access learning and career development opportunities LGACORE102B Follow defined OHS policies and procedures LGACORE103B Provide service to local government customers LGACORE104B Work effectively in local government LGACORE105B Work with others in local government RIIBEF201A Plan and organise work RIICCM201A Carry out measurements and calculations RIICCM202A Identify, locate and protect underground services RIICCM203A Read and interpret plans and specifications RIICCM205A Carry out manual excavation RIICCM207A Spread and compact materials manually RIICCM208A Carry out basic levelling RIICOM201A Communicate in the workplace RIIOHS201A Work safely and follow OHS policies and procedures Justin Alittlebit N N RIISAM201A Handle resources and infrastructure materials and safely dispose of non toxic materials RIISAM203A Use hand and power tools RIISAM204A Operate small plant and equipment RIIWMG203A Drain and dewater civil construction site HLTFA301B Apply first aid RIIRIS201A Conduct local risk control RIICBS208A Conduct road maintenance operations RIICCM206A Support plant operations RIICCM209A Carry out concrete work RIICCM211A Erect and dismantle temporary fencing and gates RIIOHS205A Control traffic with a stop-slow bat N N N Total Units 25 Total Competent 20

24 Contextualising Units and Company Programs

25 Why is Skills Maximiser free What s in it for SkillsDMC Skills Maximiser TM enables industry wide workforce analysis to be conducted on national, state, regional and sector levels through the aggregation of generic data. Provides a mechanism for industry sectors and regions to better understand the broader workforce dynamics and establish evidence based analysis. Data informs SkillsDMC s annual Environmental Scan. Informs government bodies and associations where skills development is required.

26 Everything I ve said in four points Industry Skills Councils are funded by the Federal Government to assist industry with workforce planning and development Current Federal Government funding requires enterprises to engage more actively in workforce planning Industry Training Packages are developed by industry for industry and provide a framework to assist with workforce development Skills Maximiser is a free tool for use by the resources and infrastructure sectors that will facilitate strategic and systematic workforce planning and development.

27 Questions?