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

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Initiatives to supportHR practice in
TAFELiz RoadleyDirectorEnterprising
Results Pty Ltd
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Purpose of presentation

• Initiatives to support HR practice in TAFE

• Report on work to date

• Where to from here

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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

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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

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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

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Raising professional standards
THE CENTRE
Promote professional standards of leaders,
educators and workers.
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Managing the workforce strategically

• Reforms to human resource management practices
  and initiatives that reflect the importance of
  workforce management

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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

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• HR Initiatives Project

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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

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HR Initiatives Project (contd)
Aligning the management to HR with strategy
Source Walker, 1992, p. 12
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HR Initiatives Project (contd)
HR roles in building a competitive organisation
Source Ulrich, 1997, p. 24
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HR Initiatives Project (contd)
Work to date

• Research
• Consultation with
• Institute Directors,
• Deputy Directors,
• Corporate Service Managers,
• HR Managers and
• Identify priority HR initiatives

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HR Initiatives Project (contd)
What the research identified

• Sector level
• Professional development
• Priority of ANTA, OTTE, individual TAFEs
• Leadership development
• Workforce planning at sector level
• OHS
• Industrial relations

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HR Initiatives Project (contd)

• Institute level
• Varied across Institutes, includes
• HR strategy development
• Professional development
• Leadership development
• Workforce planning
• HR systems
• Performance development
• Anti-discrimination

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What the research identified
Whats 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
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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
• OHS/Work Life

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Priority issues identified through consultation
(contd)
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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

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Next steps

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

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