The Global Labour Phenomenum
The Perfect Storm - How It Has Formed
The vast majority of developed countries around the world (including Australia) are presently grappling with a global phenomenum that is adversely impacting labour availability and supply.
Within the Australian context , emerging factors include: -
- Annual birth rates that have fallen to a level where we no longer replace ourselves by natural means.
- Fuelled by baby-boomers, 4 million Australians are now retired, with an estimated 673,000 to join them over the next five years.
- More than 50% of the 2023 net immigration rate of 554,000 people comprised students on restricted work visas.
- The 2023 Australian Skills Priority List indicated severe skill shortages in 36% of occupations registered.
- In 2023, annual job mobility rates increased to 2.3 million people, their highest rate in more than a decade.
- Similarly, mental health related injuries have increased expeditiously in both numbers & costs.
How This Is Impacting Australian Organizations
As a result of this "perfect storm" many Australian enterprises are experiencing critical labour shortages adversely impacting business profitability and viability, not to mention personal levels of anxiety & stress. Common areas of concern include: -
- Spiralling labour costs that aren't turning the ship around.
- Declining job applicants with suitable experience.
- Increasing turnover as staff seek better jobs elsewhere.
- Increasing staff shortages causing service disruptions & temporary business closures.
- Increasing staff frustration & disatisfaction with extended work loads.
- Growing customer disatisfaction and disloyalty.
But it doesn't have to be this way! My Workforce Planning Risk Mitigation Programs are filled with ideas and concepts that will address your most pressing staffing issues.
My Key Risk Mitigation Programs
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
Minimizing the risk of future job families and heads on the payroll being out of synch with the levels actually required to manage your business effectively. (I.e. Too low/too high).
Program Core Elements: -
- Creating an effective environmental scanning process that captures and integrates past & present-day data underpinning future labour demand and supply forecasting projections.
- Creating an effective scenario planning process that enables all key business stakeholders to contribute and/or amend labour demand and supply environmental scanning projections as previously established.
- Consolidating and presenting the final forecasts to the executive team for approval to proceed.
2. Optimizing Staff Efficiency, Utilization & Annual Labour Expenditure
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
Minimizing the risk of inflated labour costs through the execution of deliberate or unintended workforce management practices. Offsetting your staff investment costs.
Program Core Elements: -
- Creating and utilizing meaningful staff performance reporting related to designated labour categories, headcount, and labour hours mix.
- Creating and utilizing meaningful staff performance reporting related to the use of discretionary labour hours and contingent workers; prevailing replacement & leave management practices; interpretation & payment of award allowances.
- Creating and utilizing meaningful staff performance reporting related to the application & use of staff rostering & scheduling practices linked to consumer demand.
3. Establishing & Promoting a Competitive and Affordable Staff Benefits Package
1. Forecasting & Planning Your Future Workforce Staffing Structures & Headcount Levels
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
Minimizing the risk of escalating over-award payments & sign-on bonuses by establishing an innovative benefits package incorporating both monetary and non-monetary items.
Program Core Elements: -
- Establishing a blend of wage increases linked to business and individual performance results.
- Establishing a combination of non-monetary benefits that satsify key staff expectations.
- Understanding the cost of investing in your staff, versus the cost of doing nothing.
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
Minimizing the risk of burgeoning job vacancies by ensuring your recruitment and onboarding program stands you out from the crowd.
Program Core Elements: -
- Creating recuitment advertisements that force potential job candidates to stop and pay attention.
- Creating a recruitment process that is innovative, exciting and unexpected. That brings families & partners into the process.
- Establishing an onboarding process that is informative and fun. That confirms to job candidates thay made the right decision in joining your organization.
5. Establishing & Sustaining a Work Environment That Enhances Staff Satisfaction & Well-Being
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
6. Ensuring Your Workforce Remains Viable, Capable & Aligned With Future Business Direction
Minimizing the risk of increasing staff disaffection, declining performance standards & escalating attrition rates by delivering a satisfying and rewarding workplace experience.
Program Core Elements: -
- Establishing an integrated staff communication, involvement & participation program that builds alignment, trust and resilience.
- Establishing an agreed set of policies and procedures that underpin staff governance, entitlements, development & recognition.
- Establishing a workplace environment that demonstrates compassion and care when staff are subject to unexpected hardship, financial difficulty, or personal wellness challenges.
6. Ensuring Your Workforce Remains Viable, Capable & Aligned With Future Business Direction
4. Creating & Executing an Effective Marketing Campaign that Underpins Your Recruitment Process
6. Ensuring Your Workforce Remains Viable, Capable & Aligned With Future Business Direction
Minimizing the risk of an increasingly expensive, irrelevant, or under-resourced workforce by regularly monitoring, evaluating and identifying adverse performance trends.
Program Core Elements: -
- Creating and utilizing meaningful performance reporting related to staff ageing, productivity, output and labour costs.
- Creating and utilizing meaningful performance reporting related to staff development, capability, skills and competencies acquistion, maturity and obsolescence.
- Creating and utilizing meaningful performance reporting related to national birth-rates, net immigration & diversity results, retirement and mobility performance, skills shortages, university & tafe graduates, technology transformation and investment.
Some Proud Achievements Along the Journey
- Working with a major Victorian local council that won a local government award for their workforce planning program.
- Working with a major Victorian water authority that was recognised for its workforce planning program throughout the industry.
- Working with a major West Australian government authority that received the highest workforce planning award possible within the public sector.
- Working with a private hospital group that achieved $10m in Workforce Planning savings over a three-year period.
- Working with a major NSW government corporation that identified $10m in Workforce Planning savings over a two-year period.
- Collaborating with two major Australian universities and the leading professional HR institute in Australia in authoring tertiary level HR subjects, and MBA level short courses.
- Designing, presenting and facilitating a diverse range of public and in-house training workshops, conferences and key-note addresses to more than 4,000 Human Resources professionals across 11 countries around the globe.
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