northern territory public sector hr/ir skills audit
TRANSCRIPT
![Page 1: Northern Territory Public Sector HR/IR Skills Audit](https://reader030.vdocuments.mx/reader030/viewer/2022032703/56649d0f5503460f949e4e8b/html5/thumbnails/1.jpg)
Northern Territory Public Sector
HR/IR Skills Audit
![Page 2: Northern Territory Public Sector HR/IR Skills Audit](https://reader030.vdocuments.mx/reader030/viewer/2022032703/56649d0f5503460f949e4e8b/html5/thumbnails/2.jpg)
Background
• Audit Start and Completion• Processes (including scoping,
surveying, validations and reporting)• Sample Size (small, medium and large
categories)• Results/Products
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![Page 4: Northern Territory Public Sector HR/IR Skills Audit](https://reader030.vdocuments.mx/reader030/viewer/2022032703/56649d0f5503460f949e4e8b/html5/thumbnails/4.jpg)
Demographic Profile• Average Age (42)• Gender (82% F, 18% M)• Average years to retirement (19)• Number of years experience in HR/IR (9)• Number of years with the NT Public
Sector (12)• Location: Darwin (81%)
![Page 5: Northern Territory Public Sector HR/IR Skills Audit](https://reader030.vdocuments.mx/reader030/viewer/2022032703/56649d0f5503460f949e4e8b/html5/thumbnails/5.jpg)
Job Levels and Appointments
• AO6 (21%)• AO7(15%)• SAO1(16%)
• Nominal (69%)• Temporary (24%)• Temporary
transfers (7%)
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Educational Profile (HRIR/Non HRIR)
• Undergraduate Degree (80 – 30/50)• Certificate IV (75 – 38/37)• Diploma (64 – 37/27)
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Main Area of Operation
• HR Consultancy (20%)• Learning and
development/Organisational development (17%)
• HR Management (16%)• IR Specialists (3%)• IR as part of function (66%)
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Training and Development Needs
• Technical• Performance Management• Recruitment and Selection• Workforce Planning and
Succession Management• Discipline• Advice and interpretation of
employment legislative framework (IR)
• Generic• Negotiation and mediation
skills• Report writing• Change management• Coaching or mentoring
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Training Activity & Type• Activity
• Yes (68%)• No (32%)
• Type• Northern Territory
Government Short Course (56%)
• Other professional development (56%)
• Accredit VET (23%)
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Training Barriers
• No time in the workplace due to workload (42%)
• No barriers (25%)• Cost of training (24%)• Staff not available to backfill (24%)• Availability of training (24%)
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Training Method Preference
• Classroom / workshops (smaller groups) (80%)
• On-the-job (49%)• Seminars / conferences (larger
groups) (42%)• Online (32%)
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Attraction• Career and promotional opportunities
(45%)• Suited to personal interests and abilities
(40%)• Ability to build skills in a particular area
(36%)• The people they would be working with
(31%)
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Employment Commitment and General Comments
• I intend to remain with the NT Public Sector for the next 2 years (80% Agree, 15% Unsure)
• I intend to continue employment with my current department/agency for the next 2 years (57% Agree, 33% Unsure)
• I would like to continue working in a HR/IR related role (77% Agree, 16% Unsure)
• I would recommend HR and IR as rewarding and sustainable career options to others (73% Agree)
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Questions and Comments