HR strategy and workforce planning Which of the following ratings best describes how many essential and advanced practices your organisation has in place? Practices Practices Addressing Addressing Addressing Addressing not relevant not yet some all essential all essential all essential addressed essential practices practices, practices, practices and some and most advanced advanced practices practices N/A 1 2 3 4 5 Essential practices Workforce planning is supported by a documented workforce plan, including: current and projected workforce numbers – current and projected workforce capabilities – preferred workforce composition, such as full time, part time, casual and total – Full Time Equivalent (FTE) Workforce planning has identified the numbers and capabilities arising from implementation of the NDIS, including the need for job role and organisation structure reviews Workforce planning includes succession planning for middle and senior management HR strategy is aligned with organisational strategy, and is responsive to government policy and legislation Advanced practices The workforce is analysed using a range of indicators that inform HR strategy and workforce planning HR strategy and workforce planning processes can easily adapt to changing circumstances or fluctuations in demand The organisation is knowledgeable how to optimise lawful flexible employment practices The cost of HR services is reviewed and controlled, for example, through partnerships with organisations (e.g. shared employment arrangements) Strategies are in to ensure the workforce is diverse enough to match participant characteristics Feedback from staff is valued, collected and acted on, and used to guide workforce planning
HR strategy and workforce planning Which of the following ratings best describes how many essential and advanced practices your organisation has in place? Practices not relevant Practices not yet addressed Addressing some essential practices Addressing all essential practices Addressing all essential practices, and some advanced practices Addressing all essential practices, and most advanced practices N/A 1 2 3 4 5 Essential practices Workforce planning is supported by a documented workforce plan, including: – current and projected workforce numbers – current and projected workforce capabilities – preferred workforce composition, such as full time, part time, casual and total Full Time Equivalent (FTE) Workforce planning has identified the numbers and capabilities arising from implementation of the NDIS, including the need for job role and organisation structure reviews Workforce planning includes succession planning for middle and senior management HR strategy is aligned with organisational strategy, and is responsive to government policy and legislation Advanced practices The workforce is analysed using a range of indicators that inform HR strategy and workforce planning HR strategy and workforce planning processes can easily adapt to changing circumstances or fluctuations in demand The organisation is knowledgeable how to optimise lawful flexible employment practices The cost of HR services is reviewed and controlled, for example, through partnerships with organisations (e.g. shared employment arrangements) Strategies are in to ensure the workforce is diverse enough to match participant characteristics Feedback from staff is valued, collected and acted on, and used to guide workforce planning