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WORKFORCE DEVELOPMENT
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The FTH Skills Council with the support of the State Government through the Department of Further Education, Employment, Science and Technology has embarked upon a number of major projects to assist workplaces to meet emerging skill needs. Funding for projects has been provided via various industry and Government initiatives.
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TOURISM & HOSPITALITY CAREER GUIDE
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Do you like people?
Enjoy working as part of a team?
Value working in a friendly environment?
Want a job that can take you all over the world?
If you answered YES to any of the above questions then the Tourism and Hospitality Industry could be the perfect industry for you.
FTH Skills Council in conjunction with members of the FTH Tourism & Hospitality Standing Committee have created the "Tourism and Hospitality Career Guide" - a 'how-to' guide for new and existing employees.
The FTH Skills Council Tourism and Hospitality Career Guide is available to download here.
The FTH Skills Council Tourism and Hospitality Career Guide posters are also available in A4 poster download or A3 poster download.
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APPETITE FOR SUCCESS
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We are extremeley proud to announce that Appetite for Success (AFS) was the winner of the 2008 South Australian Training Initiative Award announced at the SA Training Awards on 5th September.
The Appetite for Success program is an industry led and supported professional development program in hospitality and related food industries and is specifically for bakers, cooks and front-of-house staff.
For participants it provides a unique opportunity to increase skills and business knowledge, support from industry experts, social and industry networks and life balance.
For employers it provides a unique opportunity to help your business by improving the quality of your staff and internal processes. These elements will combine to increase your bottom line and assist in staff retention.
The program is currently seeking participants and mentors for 2008. If you are interested in participating or know of someone who may be interested in the program or would like any further information please contact Esther Daniell on 8348 4354.
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COMMUNITY INFRASTRUCTURE CLUSTER PROJECT (CIC)
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The Community Infrastructure Cluster (CIC) project is drawing to a close. The project has been a collaborative arrangement between the Health & Community Services, Food Tourism & Hospitality and Service Skills Boards and the State government to assess the workforce development impacts of mining and defence growth in SA on their industry sectors.
The ultimate aim of the project is to create a workforce development model which can be applied to different South Australian metropolitan and regional areas to help plan for major industrial developments (notably minerals and defence) and at the same time supporting community infrastructure growth.
Other measurable outcomes will be the analysis of the indirect impact of these major mineral and defence developments (on the “community infrastructure” industry sectors), and the provision of information and recommendations to aid policy changes and development around the growth.
If you would like any further information please contact Mike Elliott on 0419 806 043
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INDUSTRY DEVELOPMENT PROGRAM - Supervisor Training for Hospitality Industry Personnel
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The aim of this program is to provide a new and innovative approach to delivering supervisory training to existing workers within the Hotels and Clubs industries with the ultimate aim of improving attraction and retention of staff in the industry.
The program will deliver a suite of short (up to two hours), intensive, flexible and industry-focused workshops for managers and supervisors and will cover topics such as rostering for increased productivity, improving the quality of customer service, strategies for reducing costs and improving employee motivation and performance etc.
FTH is currently considering an individualised “Business Coaching” program as a supplement to the IDP to provide long term personal and professional development to this group.
Further information is available from Belinda McPherson on 83484363.
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MEAT INDUSTRY ATTRACTION AND RETENTION PROJECT
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The Food, Tourism & Hospitality Industry Skills Advisory Council have identified several key workforce issues that require systemic change to allow for the industry’s anticipated growth. These include, but are not limited to:
- Attraction and Retention of workers
- Cultural support for Migrant workers
- Management skills, including induction, performance management, selection techniques
- Wages and Conditions, and
- A Quality Training System
Broadly this Project will design, establish, implement and evaluate tools to increase the availability of a skilled workforce to meet the immediate and future skills needs of the SA Meat Industry.
The following Outcomes will measure the success of this project:
- Development of clearer career pathways that assist in changing public perception of the meat industry for new and existing workers
- Conduct of "Focus Groups" involving employers, employees, registered training providers and other interested parties
- Development of tools from the "Focus Groups" to assist management within industry to embrace and lead change through improved management practices
- Investigation, identification and reporting on the critical issues facing the Industry to the State Government
- Examination and identification of improvements to the delivery of a quality training system within the industry that is responsive and client focussed
As part of this project we have developed a range of resources to support employers and employees in the Meat Industry.
The flagship publication ‘How to become an employer of choice in an industry of choice: a practical guide to workforce development in the Australian Meat Industry’ provides a broad range of information for employers about how to attract, recruit and retain the people they want to employ. It highlights employee development and ‘career progression’ as key issues in both attracting and retaining good employees.
‘Career pathways in the Australian Meat Industry: A practical guide to career progression for new and current employees’ specifically addresses this issue, helping new and current employees in the industry identify and progress along pathways which will benefit individuals; the company they work for; and the industry as a whole. The booklet is supported by posters supplied to employers for display at work sites. The ‘Career pathways package’ is an electronic representation of the posters – so that the information may be more readily available to those who need it.
A series of ‘Fact Sheets’ addressing specific workforce development issues for employers in the Australian Meat Industry have also been developed to complement these other publications.
These resources are available to download via the following links:
"How to become an employer of choice in an industry of choice: A practical guide to workforce development for the Australian Meat Industry"
“Career pathways in the Australian Meat Industry: A practical guide to career progression for new and current employees”
“Career Pathways Package”
Fact Sheet 1: Community Relations: How to get more ‘bang for your buck’!
Fact Sheet 2: Keeping Employees through the first three months
Fact Sheet 3: Good workers are worth keeping! Ideas that can help
Fact Sheet 4: Career progression for employees – make it work for you too!
Fact Sheet 5: Succession planning: What makes an effective Supervisor?
UPDATE August 2007 - The SA Meat Industry Workforce Development Project has now concluded its first stage after 18 months. We have trialed a range of models and processes to bring about successful attraction and retention of staff in the Retail and Processing Sectors of the industry. These strategies have included a Collaborative Employment Model, Workplace Culture Change Program, Employer of Choice and Career Pathways Booklets, Employer Retention Fact Sheets and ongoing mentoring for HR and Plant staff.
UPDATE November 2007 - We are currently discussing with the State Government the possibility of funding Phase II of this project. It is anticipated that Phase II will include a more strategic approach to industry development facilitating long term growth and productivity.
UPDATE December 2007 - Phase II of the project has now been funded and is underway. The Project Consultant will be providing a Workforce Development Case Management Service to Businesses whilst also developing a Meat Industry Workforce Development Package that provides and promotes workforce development, up-skilling and attraction strategies for the meat industry.
UPDATE September 2008 - Phase II of the project has now been completed. The following resource has been completed and is available for download via the following link
"Good Practice in Workforce Development - Tools and tips for the Australian meat industry"
For further details of the Workforce Development Framework, Key Achievements, Findings/learning/issues and Planned Future Activities please download the Stage I Report: Weighing in to the meat of the matter : an industry specific approach to workforce development.
For any further enquiries regarding this project please contact John Cassebohm, Executive Officer on 08 83626012.
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MULTISKILLING - Need ready to go multi-skilled staff in Security, Retail or Hospitality?
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Skill and labour shortages are reaching crisis point across service industries in South Australia, particularly in the Retail, Hospitality and Security sectors. This has a significant impact on productivity, growth and profit. This opportunity supports employers as well as providing training opportunities and future employment for both underemployed and unemployed South Australians.
The project provides specialised training and mentor supports for participants at no cost and will provide employers with the opportunity to attract additional part-time and full time staff and improve the skills and flexibility of existing staff. Applicants first information session is being held on April 21st 2008.
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SA TOURISM WORKFORCE DEVELOPMENT STRATEGY
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FTH and the South Australian Tourism Alliance are currently negotiating with the Department of Further Education, Employment, Science and Technology and the South Australian Tourism Commission regarding the resourcing of the Tourism Industry Workforce Development Strategy 2007-2012 which was endorsed by the Tourism Minister’s Round Table in 2007.
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SOUTH AUSTRALIAN WINE INDUSTRY EMPLOYMENT STRATEGY (SAWIES)
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PROJECT OUTCOMES
FTH Skills Council has now completed the South Australian Wine Industry Employment Strategy Project (SAWIES). The following project resources contain a significant amount of information that can assist wine and grape businesses to best plan for their future workforce needs, and are available for download via the following links:
The following career resources are also available. Should you require printed sets please contact our office or download via the following links:
As part of the Steering Committee Recommendations (refer below) it was recommended that DFEEST update the workforce profile data when the 2006 census data became available. Updated report available for download via the following link:
Additional information may also be available from the following websites:
SAWIA: www.winesa.asn.au
PIRSA: www.pir.sa.gov.au/wine
This project was completed by Food, Tourism & Hospitality Industry Skills Advisory Council SA Inc (FTH SKills Council) with funding provided by the Government of South Australia through the Department of Further Education, Employment, Science and Technology (South Australia Works program) and the Department of Primary Industries and Resources SA.
STEERING COMMITTEE RECOMMENDATIONS
The South Australian wine industry is facing the challenge of maintaining profitability in a volatile market environment. In addition, the ageing population coupled with an already tight labour market, especially for skilled workers will have implications for wine and grape businesses, given the projected increase in employment levels required to match anticipated production targets.
While some wine and grape businesses are aware of these workforce issues and have started to adjust their recruitment and retention practices, many have not yet fully embraced workforce planning and development in a strategic way. In order to meet the industry’s future workforce needs the Steering Committee recommends that:
The SA Wine Industry Council consider the following actions & strategies endorsed by the SAWIES Steering Committee and establish a reference group to drive the implementation of the following specific strategies, and other workforce development best practice emerging from projects undertaken by the Industry Skills Boards generally. Specific strategies include:
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DFEEST to update workforce profile based on 2006 census and labour force data, plus PIRSA scorecard data by Jan 2008.
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Updated Workforce Profile to be distributed to government, industry and regional networks.
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DFEEST to use template survey tools to assist with standardised industry workforce planning.
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Repeat industry survey every three years to track changes in recruitment and retention after reviewing survey impact and effectiveness of tools.
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Combine skills shortages and training needs information obtained from surveys and forward to TAFE SA and Registered Training Organisations to guide development and/or delivery of appropriate skill development responses.
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Seek response from Agri-Foods Industry Skills Council on how they have used the Task Audit Summary and raw data to inform the current Training Package review.
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Conduct further analysis of SAWIES project research data.
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Dissect and produce mini reports for specific agencies, for example highlight regional infrastructure issues raised to Regional Development Boards and Planning SA.
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Conduct specific research into needs & skills of seasonal workers in order to gain a complete picture of the wine industry workforce.
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Review and evaluate career information kit.
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Access funding to develop additional high quality career information and planning tools.
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Publish the enhanced information kit in sufficient quantity to disseminate widely.
Thank you to all those who contributed to this project and we trust the resources produced assist you with workforce planning and development.
The South Australian Wine Industry Employment Strategy project was proposed to identify:
- Current and future workforce requirements taking into account both numerical and structural change
- Issues affecting the attraction and retention of staff
- Career pathways and disseminate career advice, and
- Recommend future directions including pragmatic strategies for the way forward to 2010 and beyond.
The following Primary Key Performance Indicators were to be addressed within the context of the Project.
- Identification of current and future workforce requirements
- Undertake a scan of recent and ongoing studies relating to workforce requirements
- Develop a profile of the industry that identifies the current and future workforce requirements
- Identification of issues affecting the attraction and retention of staff
- Establish attraction and retention strategies for industry adoption Identification of career pathways
- Document clear career pathways to ensure accurate representation of all potential employment opportunities
- Improve awareness of career pathways and opportunities through production and dissemination of career advice Recommend future directions for the way forward to 2010 and beyond
- Identify future workforce skill development requirements to meet industry growth targets
- Identify pragmatic strategies to assist industry meet future requirements
- Identify external factors affecting industry growth and performance and recommend appropriate intervention strategies
Additionally the Project would provide:
- a clear picture of the current skills within the wine industry, where skills are located, and the limitations these place on the industries future expansion
- a clear picture of the future direction of workforce needs within the wine industry
- practical strategies for addressing identified gaps and shortages
- a workforce development plan, including processes, for the wine industry
- increase workforce planning in the wine industry as a central component of wine industry development
- a clear picture of the barriers to employment in the wine industry and how they might differ from region to region
- a clear picture of those barriers that are industry-based and therefore require an industry response, and those that require a response from government both state and local
- strategies and action for addressing identified barriers and impediments
UPDATE APRIL 2008: FTH Skills Council has now completed the South Australian Wine Industry Employment Strategy Project (SAWIES). The establishment of a SA Wine Industry Reference Group to implement the recommendations arising from the project has been approved by the SA Wine Industry Council and work is underway to finalise the structure, membership and long term role of that group.
For further information regarding this project please contact John Cassebohm, Executive Officer on 08 83626012.
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STANDARDS AUSTRALIA WORKFORCE PLANNING HANDBOOK
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In May 2003 Standards Australia formed a Human Resources and Employment Committee to create a Workforce Planning tool for industry in recognition that workforce planning was rapidly emerging as a discrete specialist discipline and an essential element in the achievement of business strategies and corporate objectives.
The committee has acknowledged that workforce planning was not just an imperative for expanding workplaces or those that need to replace workers, it is also critical when downsizing or undergoing restructures, mergers and acquisitions.
Accordingly, the committee has produced a Workforce Planning Handbook to inform business managers on the topic. The guidelines contained in the handbook provide an overview of a simple and proven approach to incorporating workforce panning into normal business practice.
The guidelines are available in hard or electronic copy from the link below.
It is the intention of FTH to create a simple template combining both workforce planning and development to assist industry in the development of its workforce.
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ADELAIDE AIRPORT AND WESTERN REGION SKILLS PROJECT
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The new Adelaide Airport and Western Regional development will generate in the order of 1000 new jobs in Retail, Tourism and Hospitality in Adelaide's Western region.
To ensure the terminal and environs has a workforce that is capable of delivering a unique gateway experience the FTH Skills Council in partnership with Service Skills SA, Hudson Global Resources and the State Government has embarked upon a project aimed at creating a pool of job ready applicants to meet the new workforce requirements and minimize the employment drain on surrounding businesses.
KEY OBJECTIVES
- Create a pool of job ready applicants (approximately 1000) able to meet the impending new workforce requirements of the Adelaide airport environs
- Ensure all staff including outlet, facility, government agency, management and existing staff have the combination of skills/attributes required to fully deliver a complete gateway and retail experience.
- Minimise the impact of employment drain from surrounding businesses.
- Promote the airport environs as an excellent career opportunity hub and in doing so strengthen retail, tourism and hospitality as career paths.
ADDITIONAL EXPECTED OUTCOMES
- Maintenance of skills standards
- Upgrade of skills for existing airport staff
- Promotion of the airport as a tourism and retail hub through a concentrated marketing platform.
- Concentrated quality professional training with economies of scale.
- Maximise the involvement of new work entrants, mature re-entrants, migrants and indigenous people.
- Develop a model from the project to use for other major state retail and tourist ventures.
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COOKS RETENTION
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National and international industry data indicates a continuing shortage of well qualified and experienced staff in the hospitality industry. Past attempts to address these ongoing shortages have tended to focus on either training more people for the industry and/or importing more qualified staff from overseas.
Neither of these initiatives have worked as we continue to experience growing shortages, which are now being mirrored around the world, particularly with the continued growth of tourism in the world market.
This project aims to develop a far closer working relationship with industry during the initial and post graduate training of our staff through the development and implementation of a series of new initiatives including:
- The use of new technology that will enable the development of customised training plans for apprentices, trainees and general industry staff, which in turn will provide a far more flexible approach to training and professional development for industry staff and managers, as well as those people seeking to enter the industry, including current school students involved in VET in Schools programs.
- The provision of an on-line RPL assessment process and far better integration of skills development that is achieved on the job.
- The appointment of “case managers“ to work directly with industry in the continuing management of training plans for current staff and to better identify short term training needs of current staff (particularly in small to medium enterprises).
- The development of “Appetite for Success“ program for young industry professionals that identifies potential future young leaders and engages them in a ten year program of professional development that is strongly mentored by industry professionals.
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FRONT OF HOUSE RETENTION - "STAFFING MATTERS"
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A study currently being undertaken by the Adelaide University indicates that South Australia is facing a “looming crisis“ with indications that the State will not have sufficient workers to run its economy within 5 to 10 years due largely to an ageing workforce.
To tackle the crisis the State Government has provided funding to produce an action plan to address the loss and where possible come up with strategies to fill vacancies that have been created in the worst affected industries.
Within the Tourism and Hospitality industry, recent data indicates that the attrition rate for front of house staff in hotels, restaurants, cafes, and clubs is in the order of 45 to 50% and in the absence of a managed approach to staff retention, the problem could reach crisis point.
In view of the decreasing pool of available workers and significant loss of staff from the industry it is essential that businesses adopt practices that assist them to not only retain good staff but also significantly improve their bottom line.
The Workforce Development Project managed by the Food, Tourism and Hospitality Industry Skills Council involves both front of house staff and management in a process that identifies those issues that impact on staff and their retention/long term employment in the industry.
Both employer and employees have been involved in the process to ensure that strategies developed are implemented successfully. Joint ownership of the problem and agreed strategies will be the impetus for building a more stable and productive industry with the capacity to respond to future demand.
For further information please refer to website: Staffing Matters
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ISB MAJOR PROJECTS MATRIX AND EDITORIAL 2007
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The aim of South Australia's nine Industry Skills Boards is to provide both industry and government with advice in relation to workforce planning and development and strategies to meet emerging skill needs across the State.
In keeping with this aim the ISB's have commissioned the Australian Institute for Social Research to produce a model for the assessment of the workforce implications of major projects in South Australia known as the "Workforce Impact SA Report".
In addition the ISB's have produced the "Major Projects Matrix and Editorial 2007" which identifies the major industrial developments which have recently commenced or are planned to occur in South Australia in the near future.
The purpose of the initiative is to assist industry and government identify the workforce implications of these major projects and to suggest steps that might be taken to address projects skill and labour shortages particularly in some regions where a number of large projects are occurring simultaneously.
The matrix provides an industry and regional analysis of the current major projects that will impact significantly on the workforce both directly and indirectly.
Also available to download is the editorial that was released with the matrix and the Workforce Impact SA (WISA) Report which is a model for the assessment of the workforce implications of major projects in South Australia.
Reports are available to download via the following links:
ISB Major Projects Matrix Version 1 June 2007
Workforce Impact SA (WISA) Report
Workforce Impact SA (WISA) Report Attachments
ISB Major Projects Editorial
** Please note: The ISB Major Projects Matrix and Workforce Impact Reports were meant to be updated in 2007. We have since been advised that Version 2 will not be available. We apologise for any inconvenience.
