Workforce Planning for the Housing Sector

Transcription

1 Workforce Planning for the Housing Sector

2 About Us The Workforce Council is the peak body for the health and community services workforce in Queensland, representing employers and 309,500 employees. Our members include private, public and not for profit organisations.

3 What we do Research and Representation Collecting and reporting of key data to represent the industry and promote policy change, target investment in workforce and skills development and speak up for capacity building within industry and government. Workforce Planning Using the evidence to develop a workforce plan that supports future workforce and service needs. Workforce Development Development strategies that practically support organisational and individual participant s workforce goals, including skills and professional development. Advice and Support We provide a suite of strategic consulting, advice and support services along with people and expertise to deliver a practical, sustainable workforce outcome.

4 What is workforce planning? Workforce planning is a management technique used to effectively manage workforce demand and supply. [It] ensures the workforce is both dynamically and directly linked to the future direction of the organisation Standards Australia (2008)

5 What is Workforce Planning

6 Why is it important? Being prepared is better than being surprised (avoid talent shortages) Helps with attraction and retention of skilled workers to counter the impact of ageing workforce, changing demographics, service demands etc. Anticipate staffing and skill requirements for changing environment Identification of problems early

7 What is.. Workforce Planning? Workforce Development? The link between the two?

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9 Scope and Engage Scope Parameters to get a clear and shared understanding of the expectations and boundaries of the project Develop an Engagement Plan to identify and map all stakeholders who may contribute to the development of the plan and/or be impacted by the outcome of the plan Plan the Project as you would any other project in our organisation identify milestones, timeframes and responsibilities

10 Forecast and Design Explore what Future Demand will look like for your service by considering key demographic data and possible scenarios Consider what Future Direction and Service Delivery may look like as demand shifts, as new technologies become available and new service delivery models emerge Identify the critical features (roles and skills) of a Future Workforce that will successfully undertake your work into the future

11 Understand and Analyse Establish a clear picture of your Existing Workforce including a workforce profile of skills, knowledge and strengths Compare your existing and future workforce features and identify critical Assets and Gaps

12 Prioritise and Strategise Agree on Priorities and Goals to be included in your workforce plan Identify Strategies to achieve your identified goals Develop a Plan that will enable you to implement and track workforce strategies, as well as communicate your plan

13 Implement and Monitor Purposefully support the transition from planning to Begin Implementation of your workforce development strategies Create processes and structures to Manage and Monitor the plan and strategies Periodically Review and Update the plan to track its progress against goals and adjust strategies if necessary

14 Activity Future Forecasting 1. Expected or likely changes to affect sector now 5 years (e.g. reforms, legislation change, challenges, competition for staff, new programs etc.) 2. What are the unknowns which are likely to affect the sector (e.g. change of government) 3. How might the changes or unknowns impact or affect the future workforce for the housing sector

15 Activity Current Workforce Challenges 1. What does the current workforce look like (e.g. composition, demographics, characteristics age profile, gender breakdown, full-time vs part-time) and any issues this might be causing 2. What are the current challenges or issues affecting your workforce (e.g. attraction, recruitment issues, shortages)

16 Where to from here Encourage you to think about what you might be able to do about some of the challenges and future impacts (strategies) If you think workforce planning is critical for capacity building in your organisation come and talk to us Further information available about workforce planning at our stall

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