Managing your staff: workforce planning
Induct, train and develop workers
New employees who are introduced to your business in a formal induction process tend to feel welcome and settled in the workplace.
Likewise, investing in your employees’ training and develop will ensure they feel valued and help to improve your staff retention.
The downloadable resources on this page are referred to in Your Workforce - a workforce planning guide.
Read about How to use the workforce templates to customise the documents for your business.
Your obligations under both Federal and Northern Territory legislation cover all of the following:
- terms and conditions of employment
- modern awards and enterprise bargaining agreements
- workplace health and safety
- managing performance and warnings
- workers compensation
- bullying and harassment
- termination of employment.
Include all of the following in your induction program:
- taxation, superannuation and payroll details
- a tour of the workplace
- an introduction to other employees and managers
- an introduction to the organisation’s mission
- general workplace information such as:
- work times
- shift information
- meal breaks
- recording procedures for hours worked
- processes for notification of absences such as sick leave
- reiteration of the workplace agreement, contract or award conditions
- social activities such as social club, regular social functions
- a Fair Work Information Statement
- confirmation of legal entitlement to work in Australia
- an introduction to policy and procedures, which should cover:
- Workplace Health and Safety and rehabilitation
- employee code of conduct including harassment, drug and alcohol use
- your service standards
- emergency evacuation procedures
- performance management processes
- grievance policies.
Identifying training needs
Conducting a training needs analysis will help you identify any skills gaps in new employees, and allow you to implement an effective training planning.
When conducting a training needs analysis, ask yourself all of the following questions:
- Can the skill or knowledge gap be addressed by mentoring with other staff members?
- Is there anyone within my business who could deliver a formal training session?
- Are there others who would benefit from the same training, skill development or professional development?
- Can we start a group learning program to save money?
- Do I need to engage an external provider?
- Can they deliver in the workplace or will staff need to go off site?
- Is the training accredited or non-accredited?
- Is there financial assistance available from the Territory or Australian government for training staff?
Employee development and career planning improves employee morale and encourage teamwork.
Career planning can be managed through the performance management process, which allows you to do all of the following:
- set career goals and develop a career plan for the individual
- determine how the career plan will be evaluated to ensure that the individual is developing the right skills for the career they want to pursue.
Last updated: 02 February 2016
Share this page: