Category Archives: Workforce Planning

National Workforce Development Fund – Suggestions for Improvement

By | Vocational Education and Training, Workforce Development, Workforce Planning, Workforce Projects | No Comments

Building on the National Workforce Development Fund – Fundamentals blog this post makes suggestions for improvement.

The first suggestion relates to the name of the fund.  It’s called the National Workforce Development Fund when in fact it only funds training and assessment of whole qualifications and some Training Package endorsed skill sets.


Workforce Development is a much broader concept, seen as an umbrella term for strategies that bridge the gap between the current workforce and the desired workforce forecast.

So in its current form a more appropriate title is probably the National Training Fund, however I think its name should be retained and what is funded should be broadened.  Using ‘workforce development’ language, and then only funding training and assessment, confuses enterprises, partners and Registered Training Organisations. Read More

Australia’s National Workforce Development Strategy – future focus?

By | Workforce Development, Workforce Planning | No Comments

Watch this video (approx. 8 minutes) or read the blog post below.

The Australian Workforce and Productivity Agency recently published the much awaited Future focus, 2013 National Workforce Development Strategy.

Australia national pic

Philip Bullock, AWPA Chair launched the strategy with an emphasis on adaptive capability, at the University of Western Sydney, Parramatta campus, in New South Wales and The Hon Chris Bowen MP responded to AWPA’s presentation of its second National Workforce Development Strategy, Future Focus.

Referred to as the ‘second’ National Workforce Development Strategy it builds upon the Australian Workforce Futures: A National Workforce Development Strategy released in March 2010, although I saw this document more as broad aspirational statements with recommendations rather than a workforce development strategy.

Four scenarios were developed to guide the strategy and planning out to 2025 – I’d suggest the scenario that seems to be emerging now includes elements of each. Read More

Human Resource Development and Workforce Planning in Bhutan

By | TVET, Workforce Planning, Workforce Projects | 2 Comments

Landing in Paro, Bhutan and then being driven to Thimphu late afternoon on Monday 4 February 2013, colleagues Nelson Salangsang, Manager-International Projects, Office of Commercial Services, Queensland University of Technology and Rod McShannon from Busy at Work had already met with the Permanent Secretary, Director and key staff from the Ministry of Labour and Human Resources.

The Kingdom of Bhutan is land locked and bordered by China and India on the southern slopes of the Himalayas.  Weather was cool especially overnight and I noticed the difference with the altitude.  Views were of mountains, streams and agricultural, village landscapes.


Whilst the program was similar to that delivered in Maldives there was a slightly different emphasis.  Read More

Proposed changes to Skills for All funding based on demand?

By | Vocational Education and Training, Workforce Development, Workforce Planning | No Comments

Note: this blog post is quite long and the headings should help you get to the bits you are interested in.  Please let me know what you think, do you agree, disagree or have you got an entirely different perspective?

On the back of the South Australian State Government 2012-13 Mid-Year Budget Review outlining major employment, training and skills savings,consultation about the composition of Skills for All Funded Training List in Feb 2013 is underway from 19 December 2012 to 21 January 2013.

The main activity for the consultation is by completing the Funded Training List Consultation Survey but first you must read the proposed changes to Funded Training document.

Read this blog post in conjunction with Skills for All Funded Training List – Views on the Consultation Survey.

Proposed Changes to Funded Training

55 qualifications (referred to as courses) and accredited courses are proposed to be ‘capped’.  I don’t think this is the right word as its proposed enrolments will cease as of a specific date and be removed from the Skills for All Funded List.

What’s not clear is the logic behind ‘capping’.  It’s seems from the Consultation on proposed changes to Funded Training List in Feb 2013 what’s on the list relates to qualifications where:


  • Skills for All enrolment growth has been significant;
  • Skills for All growth is expected to be minimal;
  • There is a mismatch with the Estimated annual job openings vs. total 2012/13 course enrolments to date; and/or
  • Where the estimated change in fee for service enrolments is a significant – or +

South Australian State Government 2012-13 Mid-Year Budget Review – major employment, training and skills savings

By | Vocational Education and Training, Workforce Development, Workforce Planning | One Comment

Jack Snelling, MP today handed down the South Australian State Government 2012-13 Mid-Year Budget Review where $464 million worth of savings need to be made over the next four years to align with lower than expected revenues.

From a workforce planning and development, employment plus Vocational Education and Training (VET) perspective the main saving announcements relate to:

Source: adelaidenow

Source: adelaidenow


Reviewing employment and grant programs in DFEEST at a saving of $40.4 million to better align with Commonwealth Government programs;


Training efficiencies to save $31.5 million including a review of subsidy levels and targeting funding to areas of industry demand

aka Skills for All with the publication of suggested caps and changes to the funded training coinciding with the budget review.

Consultation about the composition of Funded Training List in Feb 2013 is underway from 19 December 2012 to 21 January 2013.  There is an invitation to participate in the consultation by completing the Funded Training List Consultation Survey and the survey should be read in conjunction with the consultation on proposed changes to Funded Training document.

Consultation on proposed changes to Funded Training (PDF) (Word)  Read More

Skills for Jobs and Workforce Development

By | Vocational Education and Training, Workforce Development, Workforce Planning | One Comment

The South Australian (SA) Training and Skills Commission released the 2012 Skills for Jobs 5 Year Plan today.

Chair, Adrian Smith, handed the report to the Hon Tom Kenyon MP Minister for Employment Higher Education and Skills at the launch where I was a guest and enjoyed breakfast with the Robert from the Master Builders Association on one side and Phil from Resources and Engineering Skills Alliance on the other – two very important industry sectors for SA.

Skills for Jobs

With the tag line of Better Skills, Better Work, Better State the key message from the report is the twinning of participation and productivity – a target of 69% participation rate by 2025. Read More

Australian Mid-Year Economic and Fiscal Outlook – Workforce Development and Planning implications = good and bad news, funding + and –

By | Workforce Development, Workforce Planning | No Comments

The Mid-Year Economic and Fiscal Outlook 2012-13 Statement by THE HONOURABLE WAYNE SWAN MP AND SENATOR THE HONOURABLE PENNY WONG provides updated information to allow the assessment of the Government’s fiscal performance against its fiscal strategy.

What does it mean for workforce development and planning? Good news, bad news and good n bad news… Read More

Workforce Planning for Local Government – 75% similarities vs. 25% difference

By | Workforce Development, Workforce Planning, Workforce Planning Tools | No Comments

The workforce planning and development needs and gaps identified across local government are very similar (75%) regardless of location and size.  Specific supply gaps, workforce development strategies and solutions are what vary (25%) with much that can be learnt from councils who are leading workforce planning.

Presented at the National Local Government Workforce Development Forum in April 2012, organised by ACELG and LGMA National,  the ACELG and UTS: CLG report  Workforce Planning and Development, Capability Building Opportunities highlighted,

Promoting flexible and family-friendly work practices as well as other initiatives such as scholarship programs, graduate development programs, apprenticeships and traineeships would also help to position local government as an employer of choice. Many councils are unaware that their work-life balance policies are a real strength and can be marketed during recruitment as a benefit of working in local government that other industries cannot match (Wendy Perry personal communication 2012).

And the importance of workforce analysis,

Read More

Develop a Workforce Plan in 5 Easy Steps

By | Workforce Planning, Workforce Planning Tools | No Comments

Article written for HR Development at Work, follow the link and scroll down to the bottom of the page to find your copy of Dinkum Oil:

Workforce Planning is the process of taking stock of the current workforce, forecasting future workforce requirements and identifying gaps or issues.  Workforce Development relates to strategies and activities that bridge those gaps.

A workforce plan captures the current workforce profile, training and development programs, forecasts the future workforce profile, compares the current and future picture and identifies priority gaps to be bridged with workforce development strategies.  So, how do you maximise your workforce productivity and develop a workforce plan?  You and your team work through 5 steps and answer the following questions:

Step 1- Context and Environment

Why? Why do we need to undertake workforce planning? Why is it important? What are our goals for this Workforce Plan? What are the performance measures for our Workforce Plan?

Strategic Objectives What are our organisation’s strategic objectives (link workforce plan to strategic plan)? How does this affect our workforce? What will we focus on?

External Environment What is happening in the external environment (at an international, national, industry, regional or local level)? What policies and initiatives (national, state, local) are being implemented? What challenges are being faced? (for example skills/labour shortages, attraction and retention, funding)

Internal Environment What is happening in the internal environment? What is our business planning process? What are the links between business planning and workforce issues? What current initiatives, projects and services are being provided? What funding sources are accessed? What is the organisational structure? What is the organisation’s current capability and capacity to deliver your products and services?

Step 2 – Current Workforce Profile  What is your current workforce profile?  What are the current skills and competencies of your workforce? What are your strengths and development needs? What is the consultation with your current workforce telling you regarding workforce issues and what is working well or what could be improved? What are the current workforce priorities, based on your workforce profiling and analysis?

Step 3 – Future Workforce Profile  What future products and services will be provided by the organisation (link workforce plan to strategic plan)? What will the future environment require? What are the workforce implications and issues? What is the workforce supply and demand for priority job roles? What future skills and competencies are required? What is the consultation with your workforce telling you regarding future workforce issues? What are the future workforce priorities, based on your workforce profiling and analysis?

Step 4 – Gap Analysis and Closing Strategies  What are the key areas of need/action to move from where the organisation is now to where it wants to be especially priority job roles? NOW…Prioritise the ‘issues’ and develop an action plan with strategies to address gaps.

Step 5 – Conclusion, review, evaluation strategy and next steps  What are the key outcomes of your workforce action plan? How will you evaluate the strategies in your workforce plan? What are the next steps for implementation of your workforce action plan?

Workforce Development Strategies

Incorporate existing workforce development strategies into your plan and identify new strategies with #1 Priority = Retention and #2 Priority = Attraction and Recruitment.

Click here for an outline of a workforce plan, ask for a demo of our NEW online workforce planning tool, article written by Wendy Perry, Head Workforce Planner, Workforce BluePrint.

Action packed 3 in 1 episodes from Workforce BluePrint

By | National Broadband Network, Training and Assessment Services, Workforce Development, Workforce Planning | No Comments

Like Star Wars, this week there are 3 blog episodes with lots of information, tools, resources, insights and opportunities for you to pick and choose what you are interested in – just follow the links:

  1. starting with original post (current day) – NBN, Skills for All, Small Business Support, Social Media, State and Territory VET reforms and budgets, Training and Assessment Services for the Plumbing Industry, Workforce Architects Adelaide Program,
  2. followed by a sequel (future plans)- ACPET Professional Development on Workforce Development and Planning, Strategic Plan, Webinars and Workshops, Upcoming Events and Conferences – see you there!
  3. and then the prequel (annual wrap up) – Skills for All Australians, National VET Reform and Budget, VET Workforce, Work Life Balance and Mini Breaks, Workforce Projects

A couple of extras

Looking for a speaker for your conference, forum or event?  Recent guest speaking examples are outlined here and dates are booking into 2012-13 so get in quickly with your preferred dates.

Want to develop your skills and practice in workforce development and planning?  Workforce Architects Silver program in Adelaide on 27 July 2012 – places limited, book now!

If you are in South Australia then check your eligibility for free or low cost qualifications via Skills for All which begins on 2.7.12.

PS. Keep up to date and stay connected with the latest news and information.  Workforce BluePrint blog’s for workforce development and planning plus Facebook and Twitter.

P.S.S. Connect with Head Workforce Planner, Wendy Perry, Wendy Perry on LinkedIn, Wendy Perry on Facebook, Wendy Perry on Twitter and Wendy Perry on You Tube – subscribe to the channel.

Written by Wendy Perry 28.6.12

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