There are a range of common workforce issues that will face water utilities across Australia as a result changes in the workforce itself (aging staff, different expectations and values of younger workforce) and the tasks to be completed (particularly as a result of new technology and changing customer expectations). In response the ‘future water industry worker’ project has been identified by the People and Capability Committee (PCC), and also in the National Urban Water Research Strategy, as a key opportunity to be addressed by WSAA.
The project will attempt to forecast some of these major changes and provide suggestions of how these could be addressed proactively, to allow the water industry to continue to attract and retain the right workforce that is fit to tackle the challenges of tomorrow and improve workforce productivity.
- Future scenarios will be explored which may:
- Predict key future requirements of the workforce and the key skill sets and roles needed
- Develop future staff profiles
- Articulate key business drivers that are likely to affect the workforce (develop indicative timelines)
- Develop a value proposition to our future workforce.
- Assess the implications for strategic HR, management and leadership
- Analyse the metro –regional – rural implications
The People and Capability Committee, Human Capital Network and the Research Managers Network have developed a draft Business Case for the project. WSAA has consulted its international research partners, many of which have shown significant interest in the project. The project is expected to commence in April 2016.
16 Dec 2015
