Tony WigginsProject Manager Organisational Development

Children’s Health Services

Queensland Health

Here We Go Again !

Developing Talent to Build an Agile and Resistant Workforce

to Meet Future Challenges

Who is Queensland Health?

• > 85,000 staff• 3rd largest employer in Australia• 15 health service districts • 178 hospitals and healthcare facilities• Delivers a range of integrated health services:

– hospital inpatient, outpatient and emergency services 

– acute and community mental health services

– primary healthcare

– chronic disease management

– 398,724 admissions to emergency departments (2009/10)

– 922,790 admissions to hospitals (2009/10)

Queensland Health SHECC

Patients flown to Brisbane aboard medivac-equipped air force Hercules planes.

Disease a threat to flood clean-up teams

Evacuations at the hospital and aged care facilities.

Aeromedical

Ambulances

Immunisation

Queensland Health StatewideHealth Emergency

Coordination Centre

Policy Unit

Contracts UnitClinical Retrieval Coordination Unit

Emergency Management Unit

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Integrating Research and Data (1+1=3)

HCI Talent Management Model

Integrating Research and Data (1+1=3)

10:20:70 Rule - Workplace Learning

Source: Human Capital Institute

Employee retention is the cornerstone of our business and is critical to the long term health and success of HCSD. The ability to retain and attract our best employees ensures customer satisfaction, satisfied staff, retention of organisational knowledge and learning and effective succession planning.

Understanding the profile of HCSD current workforce and future talent requirements will ensure talent strategies are fully aligned to the needs of the business, now and in the future.

Leaders at all levels are the driving force behind shaping the workplace culture and employment experience which in turn affects how individuals and teams perform in meeting challenges of today and tomorrow

To build and foster the transferability of core skills and knowledge of team members through work based experiential activities.

Identifying key talent at various levels and implementing a talent development strategy is critical to unleashing the potential of the workforce and building the work unit’s business continuity strength

Align staff with the DCHO/HCSD organisational strategy Skill current leaders to effectively engage and inspire staff Build and foster the transferability of core capabilities through

secondments, job rotation and stretch assignments Minimise turnover through formal reward and

recognitionstrategies and developing good working relationships.

Defining the employee value proposition (EVP) and finding innovative ways to communicate this internally and externally, is critical for the attraction and retention of employees.

Engage

Acquire

Deploy

Develop

Retain

Lead

Plan

Employee Value Proposition

Onboarding - QH online learning - DCHO Orientation - HCSD Workplace Induction

Coaching Mentoring Succession Planning

Secondments Job Rotation

Leadership Development Leadership Discussions Leadership Shadowing

Reward, Recognition and Appreciation

Staff Culture Survey New staff feedback Recruitment process feedback Exit Interviews

Workforce Planning

Description Product/Resource

Improved HCSD

Business Outcomes

Strategic Intents And Directions National Health Reform Agenda Planning Documents Queensland Health Strategic Plan

Division of the Chief Health Officer

Health Services Coordination Directorate

Unit Plans

Talent Management Life Cycle

HCSD Talent Management Strategy

Roundtable Discussion

Discuss and share situations where as a HR/Learning and Development practitioner you have had to use a different approach to skills analysis.

Group Feedback - Lessons Learnt •Conflicting business priorities and resource planning•Unrealistic timeframes to understanding the business, teams and individual needs•Need to talk to customers, have a plan and engage stakeholders•Start building skills within the organisation•Business needs to know what business it is in and how to guide and direct training

Tony Wiggins

Project Manager Organisational Development

Children’s Health Services, Queensland Health

Email: tony_wiggins@health.qld.gov.au