Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,THE PATH TO BEING AN EMPLOYER OF CHOICE,LYN RUSSELL,PSM,CHIEF EXECUTIVE OFFICER,THURINGOWA CITY COUNCIL,DEPUTY PRESIDENT LGMA QLD,NATIONAL DIRECTOR LGMA,THE CHANGING CULTURE OF LOCAL GOVERNMENT,LOCAL GOVT.EMPLOYEE.1980,LOCAL GOVT.EMPLOYEE 2007,Enforcer of policy,Rules and regulations,Protect the Council,Risk averse,Bureaucrat,Subordinate,Delegated authority,Impersonal,Reactive,Specialist,Avoid change,Do things right,Problem solver,Guidelines,Respect the customer,Risk manager,Team member,Stakeholder,Empowered,Customer oriented,Proactive,Generalist;multi skilled,Embrace change,Do the right things,HOW ORGANISATIONS ARE RESPONDING,Being organised differently,Employing and paying people differently,Being managed and led differently,Developing new workforce policies,Training and developing workers in new ways and new skills,MANAGEMENT/LEADERSHIP IS CHANGING,NOW NEEDS TO MANAGE,Independent professionals,Dispersed workforce,Contingent workforce(casuals,temps,contractors),Disillusioned workforce,Non-committed workers,NEEDS NEW LEADERSHIP SKILLS IN:,Communicating vision,Flexible strategy and tactics,Motivating workers,MANAGEMENT/LEADERSHIP IS CHANGING,ATTRIBUTES OF MANAGERS AND LEADERS,MANAGERS,LEADERS,Plan,React,Accommodate,Distant relationship,Group orientation,Formal,Impersonal,Coerce,Control,Transact,Avoid change,Avoid risk,Do things correctly,Follow a plan,Stabilise,Position power,Monitor,Envision,Act,Initiate,Face-to-face contact,Individualised orientation,Informal,Personal,Encourage,Delegate,Transform,Thrive on change,Take risks,Do the correct things,Communicate a vision,Advance,Personal power,Empower,NEW MODELS OF LEADERSHIP,RESULTS-BASED LEADERHIPKEY ELEMENTS,(Ulrich,Zenger,Smallwood,Harvard 1999),DEMONSTRATE PERSONAL CHARACTER,(habits,integrity,trust,analytical thinking),MOBILISE INDIVIDUAL COMMITMENT,(engage others,share power),ENGINEER ORGANISATIONAL CHANGE,(build teams,manage change),SET DIRECTION,(vision,customers,future),THREE CRUCIAL HR CHALLENGES FACING LOCAL GOVERNMENT,The ageing population,Changing workforce expectations,Labour,and skills shortages,POPULATION AGEING 4 DIMENSIONS,Numerical ageing,Increase in numbers of elderly due to increased life expectancy,5000 people now over the age of 100(500 a few years ago).Will generate huge demand for services and local jobs,Structural ageing,increase in proportions of elderly caused by low/falling birthrates,Natural decline,More elderly than children,therefore more deaths than births,Absolute decline,Inability of replacement migration to replace the lost births and increased deaths,POPULATION AGEING 4 DIMENSIONS,Therefore,labour market entry/exit ratio goes negative in 2021.,Options,Accept,Buffer plans,policies,improved conditions,Celebrate population ageing is full of opportunities,POPULATION AGEING 4 DIMENSIONS,Indonesian Demographics,Female,Male,Indonesia 2005,Population(millions),Source:US Census Bureau,Female,Male,Australian Demographics,Australia 2005,Female,Male,Population(millions),Source:US Census Bureau,LOCAL GOVERNMENT DEMOGRAPHICS,Winter 2004,organisational survey:,5,000,staff from:,Blacktown,Burwood,Camden,Cessnock,Dungog,Gosford,Gwydir,Liverpool,Newcastle,Richmond Valley,Rockdale,Rous Water,Shellharbour,Singleton,Tumut,Yass,1 Regional NSW Council,LOCAL GOVERNMENT DEMOGRAPHICS,POPULATION,PRODUCTIVITY AND PARTICIPATION,Population,productivity and participation are the fundamental equation of skills shortage and the ageing society,We either have to increase our population,raise our productivity or increase participation rates if we want to continue to grow,In reality increasing participation rates is the key,but it will,bring unique challenges,as we have to learn how to work with a more diverse workforce(aged,disabled,long term unemployed,ethnic,indigenous etc)!,POPULATION,PRODUCTIVITY AND PARTICIPATION,WHO CAN AFFORD TO RETIRE?,Average superannuation holding for Australian is$62,000,9%will mainly rely on superannuation,51%will work part time,Newspoll Australian Superannuation Association 2004,WHERE HAVE THE WORKERS GONE?,Annual net new entrant to workforce now is 160,000 p.a.,By 2021 it will be 75%less or little more than 40,000 p.a.,By 2021 it will fall to 20,000 p.a.,Businesses will have to recruit from non-traditional areas to sustain their workforce!,The Australian,September 18-19 2004,Vartina Nissen,Manpower Australia,AGEING POPULATION IMPLICATIONS,Need for more and different services,Sea change and tree change,Access and equity issues,transport,Seniors policy/mechanisms,Community wellness,Strategies for inclusion,Impact on volunteerism,THE CHALLENGES,Staff turnover;what level is acceptable,and what are we paying to replace our staff?,Effective recruitment strategies,Retention strategies:holding on to our good people,Poaching staff versus“growing our own,Is skilled migration a solution?,The impacts of baby boomer retiremen