These strategies can help address issues arising through consultations.
Table of contents
1. Improve attraction and recruitment strategies
- employment branding initiatives and employee value proposition
- streamline recruitment and selection methods and processes
- introduce best practice onboarding
- better understanding of recruitment grounds
- improved use of early careers options including apprentices, graduates, cadets, and work experience
2. 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
- 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
3. 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
- find more information about the Workforce Supply and Demand Modelling
4. 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 reskilling options
5. Promote flexibility in work practices and resourcing
- support employee mobility
- redesign roles to increase supply from alternative sources
- normalise flexible work arrangements
- invest in digital solutions
- establish positive ageing programs
6. Improve participation, retention, and workplace culture
- remove barriers and disincentives to increase participation particularly amongst disadvantaged and under-represented groups
- promote work-life balance and wellbeing
- embed inclusion and diversity
- 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
7. Future service delivery
- increasing community involvement in the provision of services
- scenario planning and future service delivery models
- workplace and workforce design and structure
- co-production and co-design of services
