career advice for teens v0.1 18.6.12 wp
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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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