Figure 2 . Framework
The research methodology captures quantitative analysis through targeted surveying and qualitative analysis through one-on-one consultations to identify specific workforce challenges for regional organisations in Victoria . Regional organisations with over 300 employees were also invited to participate , ensuring a comprehensive representation of stakeholders from various sectors . Due to the COVID-19 pandemic at the time , onsite visits and consultations were limited , potentially affecting data collection . Larger organisations may not fully represent the perspectives of smaller providers , but best efforts were made to address these limitations .
Ninety Mile Consulting ’ s ( NMC ) workforce research framework is based on the traditional employee lifecycle model , which follows the employee engagement journey with their employers . The purpose of this framework is to segment the participant responses and align them with the case study solutions .
THE OUTCOMES & POTENTIAL SOLUTIONS The workforce research framework enables the reader to follow the solutions with ease , gaining case study solutions for each stage of the employee lifecycle .
Attract Regional Victorian organisations are actively implementing a range of workforce strategies to enhance their employer brand and attracting top talent . These organisations face unique challenges and must employ creative measures to make themselves more enticing to prospective employees .
Councils in rural and remote areas have historically often struggled to entice developers to their regions to prepare greenfield sites and support the growth of their communities . Multiple councils have recently had great success in rezoning land , self-funding development to support their community and provide accommodation opportunities for their workforce . One council is taking this approach to the next level with focus not just on availability , but also affordability . This council has had great success in developing their own land to underpin sustainable growth for their community and workforce and is currently investigating rent to buy schemes for their current and future staff . This rural council is committed to providing affordable housing , which will also add to their ability to attract workforce by enhancing their employee value proposition .
Regional healthcare providers have successfully adopted these measures by providing staff accommodation and relocation packages to position themselves as attractive employers . Many employers in the health sector have traditionally provided accommodation for visiting medical staff and resident GPs , but this strategy has had to evolve to provision for more staff either in on-site premises ( accommodation pods ) or offsite ( organisation-owned or sub-leased houses ).
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