Engage with executives to obtain a top-down view of strategic workforce planning within the agency. By having an understanding of the senior leadership perspective you will be less likely to duplicate efforts across the various business units or develop plans that are inconsistent with corporate objectives and business direction.
Engage with executives to understand:
- What is the organisation’s overall strategic plan? What are the internal and external factors which may impact the agency’s ability to deliver against its objectives?
- What are the broad implications for the workforce i.e. what skills and capabilities will be needed in the future?
- What are the broad implications for the workplace i.e. how will the agency be structured, what will the service delivery model be, how will resources be managed?
- How do we assess these needs?
- How this can be reflected in an overarching strategic workforce plan for the agency?
Additional internal analysis:
- What are the business unit-specific objectives?
- What is the agency’s workforce strategy?
- Does the workforce strategy link in with the organisation’s overall strategy?
- What are the key issues arising from staff surveys and data analysis?
- Current political environment (for Queensland and Australia)
- Party policies and election commitments
- Broad state government agenda, specifically as it relates to your agency
- Level of political stability
- Geopolitical events around the globe
- Economic growth for the state
- The level of unemployment across the state/nationally
- States trends in Gross Domestic Product (GDP) and Gross State Product (GSP)
- Global financial stability
- Occupational skill shortages
- Demographic factors such as population size, age, regional distribution, education levels etc.
- Growing and contracting occupations and labour trends from the Australian Bureau of Statistics and Department of Employment
- Workforce participation
- Recruitment areas
- External labour market
- Supply and demand variables
- Entry pathways
- Automation, maching learning and productivity developments
- New processes, products or services
- Social media
- Massive open on-line courses (MOOCs)
Regulatory and legal:
- Award rates of pay
- Certified agreements
- Employment contracts
- Other alternatives to direct employment
- Union environment
Industry and environment:
- Broader trends shaping the Queensland public sector
- Environmental and ecological factors
- Benchmarks against industry and other Departments
- Demand factors.