Skills utilisation in the new zealand workplace
Download
1 / 7

Skills Utilisation in the New Zealand workplace - PowerPoint PPT Presentation


  • 115 Views
  • Uploaded on

Skills Utilisation in the New Zealand workplace. Robert Haig Strategic Research Evaluation and Monitoring. What is Skills Utilisation and why are we interested in it?.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Skills Utilisation in the New Zealand workplace' - ama


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Skills utilisation in the new zealand workplace

Skills Utilisation in the New Zealand workplace

Robert Haig

Strategic Research Evaluation and Monitoring


What is skills utilisation and why are we interested in it
What is Skills Utilisation and why are we interested in it?

  • Defined as ‘‘policies and practices which support people to participate effectively in the workforce and to develop and apply skills in a workplace context…” (Skills Australia 2012)

  • NZ has invested heavily in education and training. However, productivity performance remains low relative to OECD countries

  • Interest in better skills utilisation is increasing in countries like UK and Australia as focus shifts away from skills supply, towards skills demand


Four main interview questions explored
Four main interview questions explored

• Main triggers for better skills utilisation

• Role of management and leadership

  • What kind of practices and processes are successful

  • What are the outcomes.

  • The research used an interview framework recently developed by Skills Australia (AWPA)


How we ran the project
How we ran the project

  • We interviewed 5 firms in the construction, retail, tourism, local Government, and health sectors

  • Face-to-face interviews at different levels from senior management down to front-line staff

  • The interviews were used to produce five case studies that highlighted key themes across each organisation


Main findings triggers and practices that made a difference
Main findings – Triggers and practices that made a difference

  • A variety of triggers, but a desire to retain staff was stated by all organisations

  • Practices and processes that made a difference:

    • Investment in internal training and staff mentoring arrangements

    • Identifying and developing ‘soft skills’ (esp for current and future managers)

    • Capture and reward systems for staff ideas and innovation

    • Flexible and ‘family friendly’ arrangements for work and further study


Better practices start from the top
Better practices start from the top … difference

  • Role of managers and leadership was crucial:

    • Set out a business philosophy/vision

    • ‘Walk the talk’

    • Lead the development of actions and oversee their introduction

    • A flat management structure was a common feature of the organisations interviewed

  • The most commonly reported benefits were:

    • A reduction in staff turnover

    • Visible recognition via special awards (e.g. Kenexa best Workplaces) to build morale and promote the organisation


Next steps
Next steps difference

  • Case studies and research will be published at MBIE website early next year – [email protected]

  • Introduction to Don Stock …


ad