The Workforce Planning in Local Government One Week Intensive Residential Course has been developed to provide leaders with the opportunity to enhance their workforce planning, strategic planning and talent management skills.

The course provides a deep understanding of the workforce planning and development function within NSW councils. Led by industry experts in the field of human resources; the practical sessions draw on case studies and real life scenarios to enable delegates to return to work with the skills they need to aptly plan, manage and grow the people resource in their council. 

Who Should Attend? 



This course has been designed for leaders within local government that are responsible for the resourcing and development of employees within council. It will arm the leaders with tools to critically access the strategic planning and management of the people resource in their council. 



Course Registration Fees



 LG Professionals Member 
 $3,350.00
 Non-Member   $4,355.00
All prices include GST

CHANGE OF DATES: In response to concerns relating to COVID-19 we are going to postpone the current dates of 2 - 6 August 2021 to 16 - 20 May 2022. If you are interested in the course in 2022 and would like to be notified once registrations are open please contact coordinator@lgprofessionals.com.au or 02 8297 1213.

Workforce Planning in Local Government One Week Intensive Residential 2021 - Course Outline

  
 Monday, 2 August 2021
 10.00am - 10.30am Morning tea
 10.30am - 11.30am Welcome
 11.30am - 12.00pm Introduction and Outline of Course and Local Government Professionals
  12.00 - 1.00pm The Importance of Workforce Planning

In this session we will explore the importance of workforce planning for the future and success of achieving council goals. We will also look at why it is important for all leaders to be involved, not just Human Resources, in the planning and implementation of the workforce plan. We will also look at how the HR department can support the organisation more dynamically, with a clear workforce strategy.
 1.00pm - 1.45pm Lunch
 1.45pm - 3.45pm The Workforce Plan

This session examines the workforce planning in detail and how when done well, underpins council’s capacity to deliver efficient and effective services to the community. Conducted annually, workforce planning is a comprehensive process that provides managers with the framework for making staffing decisions to address short- and long-term business needs. The session will cover:

- Understanding the organisations strategic direction and its impact on the workforce;
- Analysing the current and future workforce needs and competencies;
- Analysing the gap between the current and future needs;
- Developing strategies to address workforce gaps; Implementing strategies to align the workforce with future business goals; and
- Evaluating the success of the workforce planning strategies in meeting objectives
 3.45 - 4.00pm Afternoon tea
 4.00pm - 5.30pm The Workforce Plan (continued)
Tuesday, 3 August
 8.30am - 9.00am Morning tea
 9.00am - 12.30pm  The Workforce Plan (continued)
12.30pm - 1.30pm  Lunch
 1.30pm - 3.00pm Attracting and Retaining

This session will explore the needs for employers to be creative with how they go about attracting talent; emphasising the importance of linking attraction, recruitment strategies and activities that align to the organisation values. When it comes to retaining talent, employee engagement is essential, as workers want to feel connected to their daily tasks, their colleagues and their organisation.

 3.00pm - 3.30pm Afternoon tea
 3.30pm - 5.00pm Development of Existing Employees

Developing employees should increase productivity, improve engagement and ultimately support goals and the community strategic plan.  It should also identify leadership talent and create a pipeline of leaders. 

 Wednesday, 4 August
 9.00am - 10.30am  Creating a Development Plan

Planning for development should focus on a combination of hard and soft skills, giving employees a combined development opportunity that support success in their role.  How do we identify essential skills to be developed and what role do leaders play in the support of these development initiatives?

 10.30am - 11.00am  Morning tea
 11.00am - 12.30pm Developing a Framework to Manage Performance

Managing performance often has a negative connotation, however all leaders need to be active in the performance of their teams. This involves the leader clarifying what the expectations are around performance habits, including skills, attitudes and behaviour. Once the expectations are clarified, we should then explore the associated consequences that occur, creating a culture of accountability and making good decisions.

 12.30pm - 1.30pm Lunch
 1.30pm - 3.00pm Developing a Framework to Manage Performance (continued)
 3.00pm - 3.30pm  Afternoon tea
 3.30pm - 5.00pm Creating the Right Culture

Culture is a mix of what you create and what you allow. Creating a positive workplace culture does not happen often by accident. It takes clarity for how people are expected to engage and interact, and a method for keeping each other accountable. It involves engaging all levels of leadership throughout the organisation and empowering people to act appropriately and call out negative behaviours.  

Thursday, 5 August 
  9.00am - 10.30am Succession Planning

With a large portion of the workforce due to retire within the next ten years, developing a strategy to support the transfer of skills and the development of leadership has never been more important. This session will focus on how to prepare people to take the responsibility of leadership and creative initiatives that leverage unique skills within the organisation. How to identify business critical areas, segment your talent and use the appraisal process to support the succession planning process.

 10.30am - 11.00am Morning tea
 11.00am - 12.30pm Critical Thinking and Being a Business Partner

What are the workforce trends that have been developing over the past 5 years? How do these trends impact on our workforce planning, our ability to attract and retain the right staff, while delivering on our community strategic plan? Observing how things have been changing, allows us to prepare for the future workforce needs and be more strategic in our approach to future planning.

 12.30pm - 1.30pm Lunch
 1.30pm - 3.00pm Working with and Influencing Senior Leaders

The workforce plan will be implemented by the organisation, therefore leaders at every level need to be engaged with how they are to implement their responsibilities. An important first step to gaining support is understanding for senior leaders 'what they need to hear'. The information presented needs to be clear and achievable.

 3.00pm - 3.30pm Afternoon tea
 3.30pm - 5.00pm Study time

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