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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