Sept 30, Mgmt 308
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Workforce Planning in New Zealand MGMT 308 Sept 30 – Oct 14 2008
Sanna Malinen [email protected] Room 208 @ Psychology Ext 3620 (/4125)
Outline
Our overall theme = HR planning
Day 1
Issues influencing workforce planning in NZ: the labour market Janine Lipsys (HR Manager) from Holcim (NZ) Ltd
Day 2
HRIMS – support for HRP?
The legal context of planning in NZ
Day 3 – Test • Essay style questions (around 1 page each) – six questions, you choose three.
You should have around half an hour per question
• Based on lecture material and chapters 3 and 8 of your text book (note that this test includes questions on performance management)
HRP –theory already covered with Yehuda
”HRP is like a navigating ship...it decides on a course and speeds towards destinations, with the constant need to take further readings and make necessary adjustments in order to reach that destination” (Nankervis et al., 2008)
The Process: 1. Context analysis 2. HR forecasting 3. Gap analysis 4. Policies and practices
Remember this from last year?
Arguments on labour shortages
The common view: Due to reduced fertility rates and the ageing population, we will (if not already have) a labour shortage
Not enough people to ensure strengthening economy.
Arguments on labour shortages
The alternative view: Perhaps our challenges should be focused on the employment relationship rather than on the shortfall of employees due to demographic changes. “…the problem is not a workforce issue, but a workplace issue…”
Arguments on labour shortages
What do you think?
Let’s look at some data
Labour market in NZ Overall, our labour market is tight
•
Expected to ease only slightly
The contributing factors: 1.
Employment growth
3.
Low unemployment
5.
High labour force participation
1. Employment Growth
Mid last year – 1.5% increase • Part-time employment Why? • Staff hard to find vs. organisations’ reluctance to make long-term commitments?
Demographic changes • European vs. Maori & ‘other’
2. High Labour Force Participation & 3. Low unemployment
Labour force participation at record high (68.8%) • Driven by traditionally underrepresented groups in the labour market
Unemployment at 3.6%
Long-term unemployment continues to decline
Quality vs. quantity?
Labour shortage vs. skill shortage
What areas are most affected in NZ?
1. 2. 3. 4.
Overall, 54% fill rate
Focus on retention!
The key word? Retention!
Why do people leave 1. 2. 3. 4. 5. 6. 7. 8.
Compensation & benefits Career development New experience Job security Career change Poor management Boredom Conflict with values
Women in employment
Obvious? NZ context Raised expectations. Both family and career expected
Changes in: 1. 2. 3. 4. 5.
The family Education Self-perception Technology The economy
But, women still earn 86.40c (NZ) for every dollar a man makes!
Older employees in NZ
More older people in work than ever before - and still increasing • Growth of 5.9% in 2007 (vs. 1.9% total) • NZ near top in participation • Very low unemployment • Participation at 40.7% (49.3% men, 33% women) • Why?
Older employees Challenges for HRM –
•
Four(-five) generations of workers 1.
Swing generation
1.
Silent generation
1.
Baby-boomers
1.
Generation X
1.
Generation Y
Employees with disabilities
In the US, two-thirds of persons with disabilities between the age of 16-64 are unemployed. Employers’ lack of knowledge.
Supportive discouragement
NZ context: Human Rights Act, 1993
Reasonable adjustment
Come back to this next week
HR responses?
Discussion &/or independent research: • Women • Older employees • People with disabilities • Other groups?
Janine Lipsys HR Manager – Holcim (NZ) Ltd
Sanna Malinen [email protected] Room 208 @ Psychology Ext 3620 (/4125)
Outline
Our overall theme = HR planning
Day 1
Issues influencing workforce planning in NZ: the labour market Janine Lipsys (HR Manager) from Holcim (NZ) Ltd
Day 2
HRIMS – support for HRP?
The legal context of planning in NZ
Day 3 – Test • Essay style questions (around 1 page each) – six questions, you choose three.
You should have around half an hour per question
• Based on lecture material and chapters 3 and 8 of your text book (note that this test includes questions on performance management)
HRP –theory already covered with Yehuda
”HRP is like a navigating ship...it decides on a course and speeds towards destinations, with the constant need to take further readings and make necessary adjustments in order to reach that destination” (Nankervis et al., 2008)
The Process: 1. Context analysis 2. HR forecasting 3. Gap analysis 4. Policies and practices
Remember this from last year?
Arguments on labour shortages
The common view: Due to reduced fertility rates and the ageing population, we will (if not already have) a labour shortage
Not enough people to ensure strengthening economy.
Arguments on labour shortages
The alternative view: Perhaps our challenges should be focused on the employment relationship rather than on the shortfall of employees due to demographic changes. “…the problem is not a workforce issue, but a workplace issue…”
Arguments on labour shortages
What do you think?
Let’s look at some data
Labour market in NZ Overall, our labour market is tight
•
Expected to ease only slightly
The contributing factors: 1.
Employment growth
3.
Low unemployment
5.
High labour force participation
1. Employment Growth
Mid last year – 1.5% increase • Part-time employment Why? • Staff hard to find vs. organisations’ reluctance to make long-term commitments?
Demographic changes • European vs. Maori & ‘other’
2. High Labour Force Participation & 3. Low unemployment
Labour force participation at record high (68.8%) • Driven by traditionally underrepresented groups in the labour market
Unemployment at 3.6%
Long-term unemployment continues to decline
Quality vs. quantity?
Labour shortage vs. skill shortage
What areas are most affected in NZ?
1. 2. 3. 4.
Overall, 54% fill rate
Focus on retention!
The key word? Retention!
Why do people leave 1. 2. 3. 4. 5. 6. 7. 8.
Compensation & benefits Career development New experience Job security Career change Poor management Boredom Conflict with values
Women in employment
Obvious? NZ context Raised expectations. Both family and career expected
Changes in: 1. 2. 3. 4. 5.
The family Education Self-perception Technology The economy
But, women still earn 86.40c (NZ) for every dollar a man makes!
Older employees in NZ
More older people in work than ever before - and still increasing • Growth of 5.9% in 2007 (vs. 1.9% total) • NZ near top in participation • Very low unemployment • Participation at 40.7% (49.3% men, 33% women) • Why?
Older employees Challenges for HRM –
•
Four(-five) generations of workers 1.
Swing generation
1.
Silent generation
1.
Baby-boomers
1.
Generation X
1.
Generation Y
Employees with disabilities
In the US, two-thirds of persons with disabilities between the age of 16-64 are unemployed. Employers’ lack of knowledge.
Supportive discouragement
NZ context: Human Rights Act, 1993
Reasonable adjustment
Come back to this next week
HR responses?
Discussion &/or independent research: • Women • Older employees • People with disabilities • Other groups?
Janine Lipsys HR Manager – Holcim (NZ) Ltd
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