Presented by Wendy Perry from Hungry Jack’s Birthday Party Coordinator to Head Workforce Planner

© Workforce BluePrint© Workforce BluePrint

Career advice for teens

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Outline

• Planning opens doors for teens• Finding an after school job• Attitude and skills - tips• Advice for parents – job checklist, resume• Work Life Balance• Trends• Capability Framework• Workforce development and planning• Common workforce development gaps• Workforce Action Plan• Contact details 2

Planning

• Preparation, research and short plan

• Online/email applications = norm

• Skills profile, resume, e-portfolio

• Match possible employers with the teen

• When – hours, days, nights

• Locations – commute, near home or office 3

Finding an after school job

1. Brainstorm type of job, industries or companies

2. Research best fit(s) and build a database

3. Best way to approach4. Letter and resume to suit5. Government initiatives

e.g. SBA, Skills for All6. Stick to the plan and

change it if it’s not getting any responses

NB. Google your name, watch for negative Facebook posts

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Attitude and Skills – tips from a 15 yr old

• Consider your approach

• Have a good attitude

• Be available• Consider

practicalities• Socialise

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Attitude and Skills – tips from a 19 yr old

• Work hard, prove yourself and your skills

• Develop a friendly relationships with your supervisor / manager and HR

• Have regular catch ups with your direct supervisor, speak up

• Know workplace policies & procedures

• Take chances, help people to remember you, learn as much as you can about how things really work

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Advice for parents – job checklist

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Work Life Balance

• Match jobs with strengths and interests

• Regular vs. irregular shifts, check extra hours

• Juggle homework, part-time work, sport, after school activities

• Schedule e.g. google calendar

• Sleep ins!8

Activity

• Paint a picture of your future lifestyle• Ask the teen how far into the future they want

this picture to be• Ask the teen about the things that are

important to them, these may/may not include and are not limited to:- House and family- Friends and relationships- Education and skills- Hobbies, interests, health

• What jobs will fit this lifestyle? What are the get to’s and got to’?

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Jessica’s future lifestyle(out to 35 yrs)

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Lifestyle Wants Get to’s

House in Adelaide Hills - relaxed home life, community connection, pretty location

Working in Adelaide, not having to move interstate

Husband and 3 children Spend time with family, work flexible hours and/or at home

Multiple qualifications – Business, Management, Training and Education, Real Estate

Continue learning

Self- employment Be in charge of myself and appointments, wear suits, travel

Finding jobs to suit your lifestyle

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?House in the hills

Husband and 3 children

Multiple qualifications

Self-employment

Jobs

Trends

• Portfolio workers• Home based work• Teen, Mum and

Dad trepreneurs• Multiple business

registrations• Family businesses• Skills depth and

breadth

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Values and Behaviours

Strategic Priorities, KPI’s and Targets

Skills and Competencies

Capability Framework – evidence based approach

© Workforce BluePrint – V2 February 2010

Capability Framework

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What is Workforce Planning?

Workforce planning relates to analysing workforce profile data and trends; forecasting demand; analysing supply; and undertaking a gap analysis.

Data analysis, knowledge management, scenario planning and Imagineering are relevant approaches.

Workforce profiling and analysis should reflect organisational structure now and into the future…

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What is Workforce Development?

Workforce development bridges the gap between the current workforce and the future (desired) workforce.

Workforce development strategies address ‘gaps’ from the workforce planning process including competency and training needs analysis, and human resource management.

Workforce development and planningmaximises your staff capabilities and capacity.

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WORKFORCE PLANNING & DEVELOPMENT MODEL

STAGE 1: CONTEXT & ENVIRONMENT

STAGE 2: CURRENT WORKFORCE PROFILE

STAGE 3: FUTURE WORKFORCE PROFILE

STAGE 4: GAP ANALYSIS & CLOSING STRATEGIES

STAGE 5: REVIEW & EVALUATION

•Why?

•Strategic Objectives

•Internal / external environment

•Demographics

•Skills and competencies

•Issues / challenges

•Areas for action

•Priorities

•Resources and responsibilities

•Demand vs. supply

•Skills and competencies

•Scenarios

•Outcomes of the plan

•Implementation

•Monitoring

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Workforce DevelopmentStrategies – common areas

• Demand and supply for priority job roles• Ageing particularly trade/outside workforce• Workplace Health and Safety• Retention, succession planning, knowledge

management, communication, career paths• Training needs analysis/skills stock take, learning

and development plans, leadership development• Work Life Balance – packaging benefits• Employer of Choice, reward and recognition• Barriers to retention – not feeling valued and

respected, attract a higher salary elsewhere, internal politics

• Check on excessive hours, stress management 17

Workforce Action Plan

• Strategic Objectives• Gap/Issue – #1Retention, #2

Recruitment• Priorities/Risk• Gap Type• Workforce Development Strategies• Responsibilities• Resources• Timelines/Due Date

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Workforce BluePrint:www.workforceblueprint.auwendy@workforceblueprint.com.auWPAAwww.wpaa.com.au Keep up to date:LinkedIn: http://www.linkedin.com/in/wendyperryFacebook:

http://www.facebook.com/WorkforcePlanningToolsWendy Perry: http://wendyperry.com.au/

Australian VET Leaders: http://www.linkedin.com/groups/Australian-VET-Leaders-3674687?gid=3674687&trk=hb_side_g

Contact us

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