The Department of Human Services

Transcription

1 Workforce Planning: Driving Change and Aligning Priorities Presented by Jo Talbot National Manager Workforce Planning & Diversity, Department of Human Services 23 May 2012 The Department of Human Services Vision Excellence in the provision of Government Services to every Australian. Mission The service you need, when you need it. 1

2 Links to other Service Centres by video or phone to facilitate the effective distribution of work. 5/30/2012 Service Delivery Reform Workforce Relationship Map: Vision 2015 Executive Leadership Workforce Enabling Relationship Services Map Business and Provider Services Customer Services Self Service Assisted Services Customer Liaison Officers Service Advisers Service Level/ Complexity Managed Services Intensive Services Service Coordinators Professionals and Specialists Third Sector (External partners and providers) = Customer Numbers Leading question How do we move over 30,000 employees to a culturally and operationally different organisation? 2

3 Presentation Structure Workforce Planning - General Observations The Department of Human Services Strategic Workforce Plan -Guiding principles Reflection points When to start workforce planning A major supply issue locally and globally is upon us In Australia, only 125,000 people will enter the workforce in the 2020s decade, compared to 170,000 a year currently (Access Economics, 2001). Workforce numbers in Europe will reduce by 48 million by 2050, with similar predictions for the US and Singapore (KPMG International, 2009). 3

4 How to move forward with workforce planning Limitations we all have them Reflection Point: What are the key limitations you are facing with your workforce planning? The Department of Human Services Strategic Workforce Plan Best plan I ve seen in any department Right on point! A comprehensive piece of work that will see us well into the future 4

5 Guiding principles 1. A good team 2. Ground work is essential 3. It s about the business, not the data 4. The stakeholder journey 5. Be flexible always 6. Be courageous when needed Principle 1: A good team data extraction, data modelling, data analysis strategy formulation stakeholder liaison - listening, relationship building, partnering presentation and training skills business knowledge and credibility - translate HR to business speak and explain the complex in a simple way resilience amidst obstacles and change Reflection Point: What capabilities do you need to meet your workforce planning objectives? 5

6 Principle 2: Ground work is essential Project planning Timeframes Business knowledge Environmental scans Reflection Point: what information do you need to gather to get across your workforce planning role? Principle 3: It s about the business, not the data Know your metrics, but keep HR jargon out of it Use their knowledge with your know-how Ask the right questions How will the service delivery reform impact on what you do? What skills and roles are critical and what are going to change? What is your future demand for skills? What capacity do you have, and what capabilities do you have gaps in? What strategies are currently working, what do we need to drop and what do we need to reconfigure? Section X.X Reflection Point: What are the key questions you need to ask your business areas, to get the information you need? 6

7 Principle 4: The stakeholder journey The right people in the room Staged approaches Meaningful engagement A story they can see themselves in Reflection Point: Who are the critical stakeholders who need to be on board in your workforce planning? Principle 5: Be flexible - always Consultation approach Forecasting methods All or part of the organisation? Reflection Point: Where can you be more flexible in your approach? 7

8 Principle 6: Be courageous - when needed You are the expert! They have the knowledge, you have the know-how Reflection Point: Reflect back on a time when your planning went off track. What would you do differently to keep it on course? Final thoughts Get in, and own the space Be adaptive and agile Be business driven Implementation is everything Have fun along the way 8

9 Questions and discussion 9