1. Initiatives to support HR practice in TAFE Liz Roadley Director Enterprising Results Pty Ltd

3. Purpose of presentation
Initiatives to support HR practice in TAFE
Report on work to date
Where to from here…

4. Background to the project HR strategy Role of HR
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

5. Three foci for transforming the TAFE workforce:
‘How does this project fit in with Ministerial Statement and other work being undertaken?’
‘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
Three foci for transforming the TAFE workforce:
Building skills
Raising professional standards
Managing the workforce strategically

6. Targeted professional development An alumni program Industry exchange
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

8. Raising professional standards
THE CENTRE
‘Promote professional standards of leaders, educators and workers’.

9. Managing the workforce strategically
Reforms to human resource management practices and initiatives that reflect the importance of workforce management

10. ‘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

12. ‘HR Initiatives’ Project

13. ‘HR Initiatives’ Project
Develop proposals for initiatives designed to support and promote good practice in HR management and development:
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

14. ‘HR Initiatives’ Project (cont’d)
Aligning the management to HR with strategy
Aligning employee expectations with strategy
Defining human resource issues
Developing human resource strategies
Managing the HR function
Sharing success
Enabling and evaluating performance
Developing effective managers
Designing the organisation
Defining staffing needs
Strategic staffing
Developing capabilities
Source: Walker, 1992, p. 12

15. ‘HR Initiatives’ Project (cont’d)
HR roles in building a competitive organisation
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
Source: Ulrich, 1997, p. 24

16. ‘HR Initiatives’ Project (cont’d)
Work to date…
Research
Consultation with:
Institute Directors,
Deputy Directors,
Corporate Service Managers,
HR Managers; and
Identify priority HR initiatives

17. HR Initiatives Project (cont’d)
What the research identified…
Sector level
Professional development
Priority of ANTA, OTTE, individual TAFEs
Leadership development
Workforce planning at sector level
OH&S
Industrial relations

18. 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

20. What the research identified
What’s missing?
‘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
STRATEGIC HUMAN RESOURCE MANAGEMENT
‘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

21. 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

22. Priority issues identified through consultation (cont’d)
Priority HR initiatives identified
Activity institute
HR strategy
Workforce 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 i

23. Professional development program
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

25. Agree projects to take forward Report to OTTE
Next steps
Agree projects to take forward
Report to OTTE
Form project teams where appropriate
Develop project plans by 23 May (6 weeks)

27. Management development Leadership development Performance development
Priority HR initiatives identified
Activity institute
HR strategy
Workforce 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 Improvements required i i i i