Address the workforce issues identified

These strategies can help address issues arising through strategic workforce planning exercises:

• improve attraction and recruitment strategies
• improve workforce supply
• better understand workforce demand variables
• increase workforce development
• promote flexibility in work practices and resourcing
• improve participation, retention, and workplace culture
• future service delivery.

Improve attraction and recruitment strategies

• employment branding initiatives and employee value proposition
• better understanding of the employer of choice approach
• improving recruitment and selection methods and processes
• introduce best practice orientation and induction
• better understanding of recruitment grounds
• improved use of early careers options including apprentices, graduates, cadets, and work experience

Improve workforce supply

• increasing the attractiveness of study for selected courses
• develop partnerships with other agencies and organisations to access a different workforce pool
• effective use of the skilled and regional migration programs
• input into the occupational shortages listings
• robust analysis of workforce demographics and population forecasts
• understanding retirement patterns and intentions
• improving workforce planning data analysis, projection and external scanning capability
• strengthen school to work transitions
• understand the contingent workforce

Better understand workforce demand variables

• effective forecast of service delivery needs
• understand how advances in technology will shape demand
• understand how changes in industry and the economy will influence demand
• consider Australian Bureau of Statistics (ABS) population forecasts and modelling

Increase workforce development

• understand the return on investment from learning and development activities
• identify of critical skills to achieve strategic objectives
• facilitate mobility and other placements to build knowledge and capability
• improve succession management capability
• develop a method of managing organisational knowledge
• foster lifelong learning and a learning culture
• improve capability and capacity of the leadership talent pool
• invest in strengthening the leadership cohort
• promote greater awareness of massive open online courses (MOOCs)

Promote flexibility in work practices and resourcing

• better management and use of contract labour
• redesigning roles to increase supply from alternative sources
• introducing flexible work arrangements
• invest in ICT solutions
• establish positive ageing programs

Improve participation, retention, and workplace culture

• remove barriers and disincentives to increase participation particularly amongst disadvantaged and under-represented groups (e.g. Aboriginal and Torres Strait Islander people, people with disability, people from culturally and linguistically diverse background)
• promote work-life balance and flexible work practices
• promote better health outcomes to ensure maximum participation in the workforce
• embed diversity and inclusion
• improve cultural competence
• embed reward and recognition frameworks
• improve staff engagement
• nurture a culture of innovation
• better understand the drivers of turnover
• improve exit interviews and analysis
• embed Queensland public service values and ethics
• embed a performance culture

Future service delivery

• increasing community involvement in the provision of services
• scenario planning and future service delivery models
• workplace and workforce design and structure
• process re-engineering
• co-production and co-design of services