Initiatives to support HR practice in TAFE Liz Roadley Director Enterprising Results Pty Ltd.
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Transcript of Initiatives to support HR practice in TAFE Liz Roadley Director Enterprising Results Pty Ltd.
Initiatives to supportHR practice in TAFE
Liz RoadleyDirectorEnterprising Results Pty Ltd
Purpose of presentation
Initiatives to support HR practice in TAFE Report on work to date
Where to from here…
Approach
Background to the project
HR strategy
Role of HR
HR initiatives project
Priority initiatives identified
Discussion
Agree projects to develop as submissions to OTTE
‘How does this project fit in with Ministerial Statement and other work being undertaken?’
Three foci for transforming the TAFE workforce: Building skills
Raising professional standards
Managing the workforce strategically
‘Knowledge and skills for the innovation economy, a statement on the future directions for the Victorian vocational and education training system’.
Source: The Hon Lynne Kosky, MP. Minister for Education and Training
‘Knowledge and skills for the innovation economy, a statement on the future directions for the Victorian vocational and education training system’.
Source: The Hon Lynne Kosky, MP. Minister for Education and Training
Building skills
Recruitment and retention of people with industry skills and experience
Targeted professional development
An alumni program
Industry exchange
Recruitment and development of leaders
Raising professional standards
THE CENTRETHE CENTRE
‘Promote professional standards of leaders, educators and workers’.‘Promote professional standards of leaders, educators and workers’.
Managing the workforce strategically
Reforms to human resource management practices and initiatives that reflect the importance of workforce management
‘How is this all to be done?’
3 year workforce development strategy for TAFE developed by: Institute Workforce Working Party (IWWP)
OTTE projects TAFE e-recruitment
TAFE Retirement
Leadership capability framework
HR initiatives
TAFE Alumni
Have your say
Industry exchange
Managers guide to Staff development
‘HR Initiatives’ Project
‘HR Initiatives’ Project
take into account the current TAFE context
take into account major aspects of change within the next five years
proposals must be practicable and theoretically viable
proposals must be costed and with fully scoped implementation processes and timelines
proposals must be supported within Institutes
Develop proposals for initiatives designed to support and promote good practice in HR management and development:
‘HR Initiatives’ Project (cont’d)
Aligning employee expectations with strategy
Aligning employee expectations with strategy
Defining human resource issuesDefining human resource issues
Developing human resource strategies
Developing human resource strategies
Managing the HR function
Sharing successSharing success
Enabling and evaluating performance
Enabling and evaluating performance
Developingeffectivemanagers
Developingeffectivemanagers
Designing the organisation
Designing the organisation
Definingstaffingneeds
Definingstaffingneeds
Strategicstaffing
Strategicstaffing
DevelopingcapabilitiesDevelopingcapabilities
Aligning the management to HR with strategy
Source: Walker, 1992, p. 12
Management of employee contribution
Future/Strategic focus
Processes People
Day to day operational focus
Management of firm infrastructure (HR processes and systems)
Management of strategic
human resources
Management of transformation
and change
‘HR Initiatives’ Project (cont’d)
HR roles in building a competitive organisation
Source: Ulrich, 1997, p. 24
‘HR Initiatives’ Project (cont’d)
Research
Consultation with: Institute Directors,
Deputy Directors,
Corporate Service Managers,
HR Managers; and
Identify priority HR initiatives
Work to date…
HR Initiatives Project (cont’d)
Sector level
Professional development Priority of ANTA, OTTE, individual TAFEs
Leadership development
Workforce planning at sector level
OH&S
Industrial relations
What the research identified…
HR Initiatives Project (cont’d)
Institute level
Varied across Institutes, includes: HR strategy development
Professional development
Leadership development
Workforce planning
HR systems
Performance development Anti-discrimination
STRATEGIC HUMAN RESOURCE MANAGEMENTSTRATEGIC HUMAN RESOURCE MANAGEMENT
‘There has tended to be a focus on operational issues at the expense of strategic planning for workforce charge, and Institutes have had limited capacity to apply sophisticated HR management models’
Source: A Centre for TAFE, 2002
‘There has tended to be a focus on operational issues at the expense of strategic planning for workforce charge, and Institutes have had limited capacity to apply sophisticated HR management models’
Source: A Centre for TAFE, 2002
What the research identified
What’s missing?
‘Few of the programs identified appear to be integrated into more comprehensive workforce management and development strategies or staff retention and recruitment programs.’
Source: Defining and Scoping Human Resource Development in the Victorian TAFE System, ETTE, 2001
‘Few of the programs identified appear to be integrated into more comprehensive workforce management and development strategies or staff retention and recruitment programs.’
Source: Defining and Scoping Human Resource Development in the Victorian TAFE System, ETTE, 2001
Priority issues identified through consultation
Building the skills and ability of HR Managers and HR functions
Skills of Line Managers
HR strategy Workforce planning Succession planning Recruitment Leadership development Performance management OH&S/Work Life
Priority issues identified through consultation (cont’d)
Priority HR initiatives identified
Activity institute HR strategyWorkforce planning
Succession planning Recruitment
Management development
Leadership development
Performance development Anti-disc OH&S IR Other
Chisholm Reskilling
Northern
Kangan Absenteeism
Swinburne Teacher workload
Ballarat Work/life
William Angliss Balance score card
Wodonga
RMIT (2)
Goulb/Ovens
Holmesglen
Box Hill
Bendigo
Sunraysia (2)
Central G
VUT (2)
East Gipps
Geelong
South West
Notes: Medium priority
High priority
Systems improvements required
ii
ii
ii
ii
For discussion…
Professional development program Building the skills and ability of HR Managers
and HR functions
Collaborative projects Skills of Line Managers
Workforce planning
Individual projects
Involvement of top level management
Next steps
Agree projects to take forward
Report to OTTE
Form project teams where appropriate
Develop project plans by 23 May (6 weeks)