Do your research, start with a link or connection, ask the right questions and talk 25% of the time maximum. Develop your art of conversation to engage employers and Small and Medium Enterprises in assessing their business and workforce needs, leading to long term, genuine relationships. Keep up to date with the latest trends in human resource management and small business to inform your marketing strategy. Plus a workshop activity - 'Develop a Workforce Plan in 5 Easy Steps'. It’s not as hard as you think when you have clear process steps, current workforce profile information, a sound approach to future forecasting, a workforce plan template to follow and help from experienced workforce development and planning practitioners.

1. Presented by Wendy Perry
©Workforce BluePrint
@waperry from @WorkforcePlan
The Art of Engaging Employers:
Workforce planning and development
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2. Building industry workforce
capability
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3. W’s x 5 and Workforce Plan Generator
Overview of Australia’s Workforce + Critical Job
Roles
Relationships – Powerful Partnership System
Knowledge Transfer and Succession Planning
Five Star TNA System and Fast Needs Analysis
Outcomes – Productivity Maximiser and Success
Factor Calculator
Reward and Rapid Regional Workforce
Capable and Competency Framework
Evidence and Engagement 3
Workforce BluePrint Next
Generation System™

4. 1. Why now?
2. What do we have?
3. What do we want?
4. When comparing 2 and 3, what are the gaps?
What can we do with the gaps? Workforce Action
Plan - What funding may be available?
5. When and how will we action development
strategies and then review?
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Workforce BluePrint System™
5 W’s

5. Insert screen shot
5
Workforce Plan Generator™

6. WORKFORCE PLANNING
& DEVELOPMENT MODEL
STEP 1: CONTEXT & ENVIRONMENT
STEP 2: CURRENT WORKFORCE
PROFILE
STEP 3: FUTURE WORKFORCE PROFILE
STEP 4: GAP ANALYSIS & CLOSING
STRATEGIES
STEP 5: REVIEW & EVALUATION
•Timeframe, Methodology, Tools
•Why? Strategic Objectives and Scope
•Internal / External Environment
•Consultation and Communication
•Demographics
•Skills and Competencies
•Issues / Challenges
•Critical job roles and gaps
•Areas for action – gaps and issues
•Priorities / Risk Rating
•Workforce Development Strategies
•Resources and responsibilities
•Scenarios
•Critical job roles, Demand vs. Supply
•Skills and Competencies
•Outcomes of the plan
•Evaluation and
Implementation
•Review and Monitoring
www.workforceblueprint.com.au

7. • Evidence
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Workforce BluePrint System™ for
Engagement

8. • Evidence
• Negotiate and navigate
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Workforce BluePrint System™ for
Engagement

9. • Evidence
• Negotiate and navigate
• Get together, discuss and validate
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Workforce BluePrint System™ for
Engagement

10. Conversation map
Employer

11. • Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
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Workforce BluePrint System™ for
Engagement

12. • Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
• Greatest importance and galvanise
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Workforce BluePrint System™ for
Engagement

13. • Evidence
• Negotiate and navigate
• Get together, discuss and validate
• Analysis and ask questions
• Greatest importance and galvanise
• Evaluate and review
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Workforce BluePrint System™ for
Engagement

14. SME - Current workforce profile
• 60% female, 40% male
• Age range from 18-52 yrs, average age of 35
• Length of service ranging from 8 – 3.5 yrs
• Degree/Higher Qual 60%; VET Certificate Qual 40%
• Managing Director, Office & Accounts Manager,
Technical Professionals, Business
Development/Project Management &
Administration Trainee

15. SME - Current workforce skills
development needs
• Client database segmentation
• International markets
• Virtual/online/social networking strategies
• Intellectual property management & protection
• Workplace policies & procedures for sustainability
• Record keeping frameworks
• Project & risk management
• Sales strategies & fulfilment
• Digital capability and productivity

16. SME - Future workforce profile
 + 100% FTE in 3 years; + 50% in 5
years
 33% 45 yrs+; 33% 35-44 years;
33% under 35 years
 Degree/Higher Qual 50%;
Diploma Qual 10%; VET
Certificate Qual 40%
 60% female, 40% male
 Full time 20%; Part time 20%;
Contractors 60%

17. SME - Gap analysis
• Recruitment of additional positions including School Based
Apprentice and Project Officer
• Retention of current staff and contractors
• KPI/Balance Score Card measurement and implementation of
business plan plus performance management
• Understanding, knowledge and application of sustainability across
the company
• Capacity particularly in the area of specialised technical knowledge,
tech savvy and internationalisation
• Risk management plan development & compliance training
• Financial management skills – cash flow over the planned growth
period
• Marketing qualifications and PR profile
• Up to date HRM systems, policies and procedures
• Critical job role – Managing Director – succession planning

18. Defence Industry
Workforce Strategy
• Defence Industry Workforce Strategy
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19. Regional Workforce Action Plan
• Lockyer Valley Regional Council
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22. LinkedIn – Australian VET Leaders
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23. LinkedIn – Workforce Planning Tools
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24. What’s next for you?
• Questions and Answers
• Your take-aways – target market
employers?
• Connect
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25. Workforce BluePrint:
www.workforceblueprint.au – check out the shop!
wendy@workforceblueprint.com.au
WPAA (all things VET)
www.wpaa.com.au
Keep up to date:
LinkedIn: http://www.linkedin.com/in/wendyperry
Facebook:
http://www.facebook.com/WorkforcePlanningTools
Twitter: @WorkforcePlan and @waperry
Workforce Planning Tools:
http://www.linkedin.com/groups/Workforce-Planning-
Tools-4245718?trk=myg_ugrp_ovr
Connect
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