A workforce plan to manage the organisational risk associated with our workforce and to meet the challenge of adapting to the rapidly evolving operating context of our times.

The operational workforce plan addresses organisational trends and develops enterprise-wide strategies to ensure TMR has the right people in the right place at the right time with the right capability.

Operational workforce planning assists managers to align their workforce with the business plan. This guide explains the process of operational workforce planning and provides tools to assist with this process.

Managers course on workplace and strategic planning.

A general business skill within the TMR Development Library that offers resources to help you understand the role that strategic capability holds within TMR.

Planning our future workforce is more important than ever — our workforce, workplaces and expectations from the community are changing.

Our most valued resource is our workforce, which makes our employees key in delivering on both TMR's and the Queensland Government's priorities.

Creating, changing or deleting a position or organisational unit is known as 'establishment management'. Resources, policies and procedures are provided to guide you with this process.

TMRs role decriptions templates, guides and processes.

TMR job evaluation and benchmarking processes and procedures.

Key activities must be performed as part of your preparation for recruitment. Consider these guidelines and speak with your local HR Rep for further support if needed.

Overview of how Queensland's workforce is anticipated to change in the coming years and what this means for our workforce.

A publication which focuses on how Queensland's workforce is anticipated to change in the next 3 years. Building on the roadmap published in 2017 with updated strategic imperatives, it provides a pathway for continued workforce transformation across the sector.

This collection contains some useful content and tools to assist you with Succession Planning, Talent Acquisition and Workforce Planning.

Article on the future of work and what you can do to prepare for the future.

The APS HR Workforce Strategy and Action Plan and the Pathways to Professionalisation Framework.

Short article that provides access to a Workforce Planning Community of Practice offering resources and support.

The APS Mobility Framework is a deliverable of the APS Workforce Strategy 2025. Mobility is a key element of a future-fit APS enterprise operating model alongside other tools and processes such as workforce planning.

Resources to strengthen workforce planning capability and a plan to support capability development into the future.

Article that outlines the link between workforce planning and succession planning; the succession planning process and tools used to conduct it.

Organisations need to measure, review and evaluate their workforce planning practices to improve their processes for future success. The following is a guide of relevant considerations to take into account.

Workforce planning is outlined in terms of its purpose and benefits and the role of HR in workforce planning is briefly outlined.

The 5 key steps of workforce planning are outlined: Vision; Supply; Demand; Gap Analysis and an Action Plan.

Article that outlines the considerations and challenges of HR strategy formulation and the use of metrics in their design and evaluation.

In the masterclass you will: understand the key stages of strategic workforce planning, identify opportunities to support business unit leaders in determining gaps and risks, learn how to leverage data to create and review workforce plan.

This Ignition Guide offers end-to-end guidance and best practices for HR leaders in developing a strategic workforce plan.

HR leaders can use these slides to communicate common workforce planning pitfalls and the path to successful workforce planning.

Human resources leaders can use this tool to plan talent needs around skills availability and consider non-traditional talent sources versus only hiring full-time employees.

In response to labor market competition, recruiting leaders are now tasked with providing data on trends for critical roles and skills, talent acquisition, sourcing costs and more. To meet this challenge, they can use this guide to update their workforce planning strategies with essential insights.

Article: How to Measure the Effectiveness of Your Organization’s Workforce Plan.

Workforce planning is rarely realized because the business does not prioritize it, HR does not have the expertise to run it and change thwarts all plans. To address this, HR leaders should decouple tasks from roles to make planning decisions that drive impact and organizational responsiveness.

This tool enables HR leaders to identify critical roles within the organization, helping to inform decision making when prioritizing investments in succession planning.

This research offers HR leaders a few key ideas for how to identify critical skills needs in a continuously evolving work environment.

Landing page of the public facing APSC website that provides a high level overview of and link to, the following components of public service employment: Joining the APS; Integrity; Diversity and Inclusion; Information on APS employment; State of the Service Report 2021-2022.

This collection contains some useful content and tools to assist you with Succession Planning, Talent Acquisition and Workforce Planning. Learn how to facilitate succession planning and knowledge transfer to support your organisation. Select course and videos on how to ensure coverage of critical roles, assessing the value of high-potential employees in your organisation, retaining and developing top talents to tap into their full potential.

In this course, Richard Dubuisson explains how you can start moving toward skills-first talent acquisition today at your organization. Richard covers the tactics of what it takes to recruit, evaluate, and hire talented people without formal degrees. He also teaches the equally-important aspects of managing the more nuanced cultural and mindset changes that need to happen as well. Learn how to lay the foundation of skills-first hiring at your company, how to engage in skills-first screening, and how to assemble a diverse interview team and train them to consistently evaluate candidates.

Develop your recruitment plan by reviewing your establishment, role descriptions and planning your workforce and succession.

Learn about our employer brand and inclusive recruitment practices to attract the right applicant.

Learn how to utilise our employment brand in recruitment to effectively attract the right people to TMR.

Outlines the principles to consider to ensure accessibility, inclusion and cultural safety from the start of your recruitment and selection process.

Outlines the principles to consider to ensure accessibility, inclusion and cultural safety from the start of your recruitment and selection process.

Recruiting and hiring processes for permanent, temporary and casual employees, contractors and consultants.

To attract people to your job you need to know your target audience, write engaging and accurate ads and advertise in the right market.

Selecting the right applicant doesn't have to be hard if you do your due diligence, follow the process and document your decisions.

Provides links to all applicable stages and processes for shortlisting and assessing applicants, as well as making the final recommendation to your employment delegate.

Provides links to a TMR procedure and directive relevant to employment screening and outlines screening principles to consider at the Federal level.

Outlines the steps and relevant considerations for appointment, or relocation of employees.

Entry pathways provide students and graduates from schools, university and educational institutions with experience and skills to prepare them for work.

Entry pathways provide us with options to attract and recruit identified skills, knowledge and experience in specific roles and help us develop our future workforce.

Our graduate program recruits university graduates into specific roles to help them gain practical skills, personal development and mentoring.

Work placements are one of TMR's career entry pathways that provide opportunities for students to develop practical skills and knolwedge in their area of study.

Landing page on the externally facting TMR site that links to 6 entry pathways to employment with TMR.

Landing page on the externally facting TMR site that links to 6 entry pathways to employment with TMR.

Good onboarding and induction processes help new and returning employees connect with the department's culture and values, makes them feel welcome and gain confidence in their job.

The first year plan includes the onboarding activities for new and returning employees. Following the plan provides an informative and consistent induction experience across the department.

Introduce new and returning employees to your branch and team structure, projects, colleagues and workplaces.

As part of your induction, watch the following videos and work through the content on this page — see who we are, what we do and why people choose to work for us.

Information for volunteer induction buddies. Outlines what a budy is and what the role involves over the allocated timeframe.

Develop a new employee's performance plan by having positive and constructive conversations, shared expectations, objectives aligned to strategies and setting development goals.

Discover the power of transferable skills, why they matter, and how to take advantage of them with prospective employees. Explore use cases of soft and hard transferable skills with specific examples drawn from Don’s personal and professional experiences. By the end of this course, you’ll be ready to fully identify the value of transferable skill sets to make your company a place where employees choose to stay.

In this course, expert inclusive employer branding consultant Desiree Booker shares her knowledge on how to engrain inclusion into the DNA of your employer identity and build a brand that attracts and retains the right talent to your organization. Desiree starts by breaking down the potential ROI of having a strong employer brand. She then walks you through the key factors that influence your employer brand and how to identify gaps that may be causing you to miss out on top talent. Finally, Desiree shares strategies to create your brand messaging to ensure that it resonates with your ideal candidates. This course equips you with the tools to craft, amplify, and refine an inclusive employer brand that makes your candidates and employees feel a strong sense of belonging.

As a buzzword, "diversity" sounds good, but speaking frankly about age discrimination, gender bias, and hiring disparities can take many talent acquisition professionals out of their comfort zone. In this course, Stacey Gordon explains how to confidently approach the topic of bias and successfully address it when recruiting. She outlines the most common mistakes that recruiters make as well as ways to assess your current recruiting strategy to achieve success.

Section of the Digital and Data capability within the TMR Development Library that will assist you to build a deep understanding and appreciation of internal client problems, needs and opportunities.

Section of the Digital and Data capability within the TMR Development Library that helps you step into your internal client's shoes and see the business from their perspective.

Digital Capability SharePoint page that describes what a digital mindset is and why we need it. Links are provided to descriptions of the 8 characteristics of a digital mindset.

Landing page for the DigiCAT tool that outlines what DigiCAT is, why we use it and how to use it.

Digital tool that allows employees to measure and grow their level of digital capability against six core capabilities and 21 competencies in the Digital Capability Framework.

Outlines how digital transformation begins with people and what being human-centred really means.

A self-directed online course which introduces learners to the concept of a digital mindset and why its important. Note the pre-requisite of DigiCAT.

Outlines why digital leadership is so important and how to practice it. Links are provided to descriptions of the 8 characteristics of a digital leader and related topics.

Factsheet that outlines the 3 steps of the TMR Digital Leadership Learning Pathway which ends with the Digital Leadership course.

Link to enrol directly into the Digital Leadership course, via Accelerate. Note the pre-requisite of Digital Mindset Coach and DigiCAT.

Landing page that describes what change managment is; who is involved and the eight stages within the change process. Change support tools are provided, as well as tips for employees and supervisors who are leading change efforts.

As of 2023, the most applied training resource for TMR Change Practioners.

The Human-Centred Design (HCD) landing page within the TMR Customer Experience Hub that defines HCD and outlines its process and the advantages of applying it. Benefits of HCD for government and Queensland residents are also outlined.

Site within the Customer Experience Hub that describes how and why Human-Centered Design is applied and by who.

Combines what HR practitioners should know, what they are expected to do and what their peers expect of them, in terms of behaviours and capabilities.

Choose from a selection of Australian Public Service Academy curated resources in support of public.

In a rapidly evolving business environment, HR professionals are being asked to take on a broader range of responsibilities. HR leaders and professionals can use this tool to understand key competencies and behaviors that are necessary to maximize effectiveness.

This video outlines why learning agility is important and advises how to develop and follow a learning plan that is customized to your learning style and goals.

Video that provides top tips on setting and achieving goals. Learn how to scope and refine your objectives and stay on track.

Motivation is a key factor of successful learning outcomes. Explore this collection to gain an understanding of motivational factors, to generate greater learning engagement for your employees.

This collection is designed to enhance your understanding of the principles and components of a successful learning culture and the required mindset shifts to achieve it.

This course explores the core mindsets, key questions, tested approaches, and building blocks to help you create or maintain and drive a learning culture in your organization.

This course reviews the current state of learning and development and how generative AI will impact the field. The opportunities that gen AI can unlock are explored - including personalized learning at scale, measuring learning, ethical considerations, and more.

The HR capability model describes what the public sector needs from its HR practitioners and provides a consistent understanding of the knowledge, skills and attributes needed for effective HR performance.

Understand how we learn in TMR and explore the steps of training design and development. Uncover our 7 learning options, explore LinkedIn Learning and build your capability within your current role, or for leadership positions.

Discover how we learn at TMR and how we connect employees to continuous learning opportunities that offer development in more than one way.

Understand why adopting a learning culture is critical to organisational resilience and performance.

Do you support clients to evaluate the effectiveness of their learning initiatives? we have pulled together a range of fit for purpose evaluation methods to help guide you.

Register for, activate and launch your free LinkedIn learning account here. Discover some great tips for learning online in the process.

Explore TMRs 7 learning options to support your learning, understand how we learn and develop at TMR and uncover useful resources for individuals and managers.

Build your capability through the many tools and resources we have to offer. Explore the TMR Learning Calendar; the OneTMR capability framework; our learning strategy and learning personas, or browse our annual learning subscriptions and learn about our study and research assistance (SARAS) scheme.

This online guide assists managers to find information and resources to support them in positive peformance management and developing their teams.

Are you required to provide advice to clients on best ways to develop their teams? familiarise yourself with the TMR Learning Personas and how they can support a positive adult learning experience by considering the way our employees work and learn.

Explore the vast repository of resources through TMR's annual learning subscriptions, which aid learning in the flow of work. Includes links to AHRI, IPAA and CEDA.

Have you identified a knowledge or skills gap in your Division, Branch or business area? Follow these three steps to explore the various options that TMR has to offer.

Landing page for the Leadership and management development offerings of TMR Corporate HR and our external partners.

A series of online learning sessions designed to assist new and emerging leaders understand and build capability in managing others.

A capability within the General Business Skills section of the TMR Development LIbrary. Continuous and intentional learning will help you learn more effectively.

Located within the Resource Management capability in the TMR Development Library, this competency will assist you with internal project reflections, 1:1 performance review conversations and to use coaching techniques to build staff capability.

Located within the Resource Management capability in the TMR Development Library, this competency will help you determine whether any capability gaps exist, or to identify key individuals who should be involved in a project.

Browse in one central place and register for upcoming development opportunities across the department.

A list of potential mentors currently active in the department.

A list of potential coaches currently active in the department.

A list of leadership development programs based on leadership streams.

Section of the Digital and Data capability within the TMR Development Library that will improve your capability to build relationships to help you achieve a goal, develop skills or explore a new topic.

Our learning strategy enhances learning across TMR through targeted priority capability areas. Deliverables under the strategy provide employees with resources and tools to fill those gaps and support continuous and intentional learning.

Contact the Corporate HR Learning and Development team with this email.

Develop a network map of the key stakeholders who relate to a specific role or to your career progression and analyse this network for opportunities and bottlenecks.

Understanding stakeholders and the needs of the key players in an organisation's field of influence is a key element of personal and organisational success. This course will develop your understanding of which stakeholders are relevant, why, and how their needs can best be met. Gain effective influencing and negotiating skills to create authentic dialogue with key stakeholders in order to achieve successful outcomes. Explore the agenda, costing and associated requirements to book this valuable course.

Organisations are experiencing unprecedented levels of change in an uncertain economic environment. This has a profound impact on the way in which HR practitioners consult with their business partners within the organisation. HR professionals are now expected to be ‘internal consultants’ to line managers and senior managers.

Outlines the positive performance process (the process). The process is initiated at induction and during the probation period and continues to be supported by Performance and Development Agreements (PDAs) throughout the employee's work lifecycle.

A competency that sits within the Resource Management capability in the TMR Development Library.

A competency that sits within the Resource Management capability in the TMR Development Library.

Probation allows you and your employer time to assess how well you fit the role and organisation you've been appointed to.

Covers topics such as performance management principles,talking with your manager,performance and development agreements,information sessions,senior officer and executive performance,recognition and reward.

Covers topics such as early intervention,improving attendance,performance improvement process,grievances and discipline,improving attendance, role of a support person,conduct and performance excellence.

Covers topics such as capability frameworks,capability assessments,leadership competencies for Queensland,MyCAD capability assesment,Lead4QLD leadership capability assessment.

Covers topics such as business and capability providers and change management.

If you're a leader, you're responsible for establishing the culture in your organization. In order to remain competitive, you need to build a culture of high performance. In this course, executive coach and consultant Mike Figliuolo reveals how to define your organization's culture, set direction, manage organizational performance, and ensure the right platforms and processes are in place to reinforce the culture. Throughout the course, Mike brings this topic to life by sharing actionable tips and real-world examples.

As a leader, you are deemed a success when your direct reports thrive and reach their goals and full potential. In this course, join instructor Nigel Cumberland as he dives into the subject of performance management, explaining how to manage and optimize your team's performance in support of your company's mission and overall objectives. Nigel—a prolific author, leadership development expert, and executive coach—explains how to set up your team up for success by ensuring that employees have clear, measurable, and achievable goals. He shares tips for delivering feedback to employees, as well as how to determine when 360° feedback is needed. In addition, he discusses how to define your team's learning needs; craft an individual—and team—training and development plan; manage both poor- and high-performing individuals; and maintain a working environment that encourages, acknowledges, and rewards exceptional performance.

Management Fundamentals is designed to assist emerging and new managers and supervisors to understand the key TMR operational aspects of managing others. It aims to assist new team leaders to understand the foundational requirements of 'managing a team' within TMR by providing a series of learning sessions on key management topic.

This learning session complements the Positive Performance Engagement session and will provide guidance to managers, supervisors and team leaders on how to identify and address lower level (category 1) conduct and behaviour in the workplace, and the benefits of early intervention.

The Case Management Service Model provides the governance system for the management of complex people matters. This service model is used in conjunction with relevant legislation and departmental policies and procedures. The service model ensures that complex people matters are managed and implemented in the most effective and efficient manner whilst considering the individuality of each case. The intent of this service model is to de-escalate where appropriate to the local level in the first instance.

For help with more specific queries or for information on department wide programs contact Corporate HR.

Providing support and opportunities early and effectively helps prevent underperformance and inappropriate behaviour.

The Legal, mediation and justice of the peace landing page within the Queensland Government website. Displays the different types of dispute resolution training available and links to these.

If you're a leader, you're responsible for establishing the culture in your organization. In order to remain competitive, you need to build a culture of high performance. In this course, executive coach and consultant Mike Figliuolo reveals how to define your organization's culture, set direction, manage organizational performance, and ensure the right platforms and processes are in place to reinforce the culture. Throughout the course, Mike brings this topic to life by sharing actionable tips and real-world examples.

As a leader, you are deemed a success when your direct reports thrive and reach their goals and full potential. In this course, join instructor Nigel Cumberland as he dives into the subject of performance management, explaining how to manage and optimize your team's performance in support of your company's mission and overall objectives. Nigel—a prolific author, leadership development expert, and executive coach—explains how to set up your team up for success by ensuring that employees have clear, measurable, and achievable goals. He shares tips for delivering feedback to employees, as well as how to determine when 360° feedback is needed. In addition, he discusses how to define your team's learning needs; craft an individual—and team—training and development plan; manage both poor- and high-performing individuals; and maintain a working environment that encourages, acknowledges, and rewards exceptional performance.

Effective feedback can enhance your employees' efficiency and overall performance in the workplace. That’s why it’s important to know how to craft feedback to reap these benefits. In this course, instructor Amber Vanderburg, an expert in business and management, helps you develop the necessary skills for clear feedback communication. Follow along as Amber explains the purpose and qualities of great feedback, how to receive feedback yourself, and the correct ways to confront a variety of unprofessional behaviors. Plus, get tips for determining how often to give feedback, as well as how to foster a culture of feedback ownership.

As a manager, you want to set your employees up for success by helping them create smart goals that align with the needs of your organization and the skills the employee has and needs to develop. In this short course, the first installment in the Performance Management series, Dr. Todd Dewett digs into the manager’s role in managing performance, helping you master both goal setting and performance management. Learn how to create an environment that’s data driven and ensures support and accountability, as well as help your direct reports define and align smart goals.

As a manager, it's your job to make employees feel appreciated. And to properly reward employee performance, you need to consider a lot more than just money. In this course, HR expert Don Phin outlines the purpose and types of employee rewards, and then dives into specific approaches managers can take depending on the strategic needs they're supporting. Don explains how to use discretionary and nondiscretionary rewards to enhance work performance, as well as how to select the right reward for an individual or the team. He also discusses how to make sure employee incentives don't backfire, and how to think about rewards like a marketer so you get a good return on investment.

Learn how you can transform the performance review for your team. Explore resources designed to help your team members learn and grow. Watch courses or select videos of most interest - including goal setting, constructive feedback, coaching, psychological safety, equity first, cultivating a growth mindset, creating a high performance culture, managing high and low performers and much more! Select videos that appeal or view whole videos to support your development and your team.

TMR supports the growth of leadership skills. If you are a leader or manager in TMR or are looking to become future ready for whatever comes your way, explore the key competencies within this priority capability of the TMR Development library.

TMR Human Resources intranet page that provides an outline of and links to, some of TMR's leadership and management development offerings.

Management Fundamentals is a series of online learning sessions designed to assist new and emerging leaders understand and build capability in managing others. Register for upcoming sessions or watch prior recordings here.

The Leadership Ladder program supports the growth of contemporary leadership skills in emerging female leaders to prepare them for senior officer and executive roles in TMR.

Outlines the Leadership competencies for Queensland framework including its inception and application within TMR.

Get practical leadership skills you can use every day by exploring the qualities of a great leader, theories of motivation, leadership styles and core proficiencies.

Data is revealed in terms of why its important to be a manager who demonstrates empathy and inspires loyalty. Tips are shared on how to build trust, display integrity and remain inclusive, whilst inspiring your employees to grow.

In this course, leadership expert Sara Canaday shares the differences between managing, training, and coaching, and provides managers with coaching models and skills to support the development and growth of their employees.

The 2023–24 Master series addresses themes including the future of work, whole-of-government working and system stewardship, performance conversations and feedback, policy capability development, leading for a diverse and inclusive future of work, and more.

Complete these online leadership courses and use these resources to build your leadership skills in our 3 leadership competency areas; Vision (leading in context), Results (leading teams) and Accountability (leading self).

Australian Public Service Academy curated resources in support of public sector excellence.

Overview of how Queensland's workforce is anticipated to change in the coming years and what this means for our workforce.

A publication which focuses on how Queensland's workforce is anticipated to change in the next 3 years. Building on the roadmap published in 2017 with updated strategic imperatives, it provides a pathway for continued workforce transformation across the sector.

The landing page for succession planning resources within the TMR HR Intranet.

A guide to provide managers/supervisors and HR practitioners with a roadmap to facilitate succession planning with their local business areas. Tools and resources will assist the identification of critical roles; potential successors for critical roles and strategies to plan for critical role vacancies.

A workbook to guide you through the succession planning process for a role.

This collection contains some useful content and tools to assist you with Succession Planning, Talent Acquisition and Workforce Planning. Learn how to facilitate succession planning and knowledge transfer to support your organisation. Select course and videos on how to ensure coverage of critical roles, assessing the value of high-potential employees in your organisation, retaining and developing top talents to tap into their full potential.

This resource provides introductory information about the link between Workforce Planning and Succession Planning; steps you through the Succession Planning process and two tools commonly used within this process.

This tool enables you to identify succession candidates for specific roles within your organization and lead a discussion to evaluate identified succession candidates.

HR leaders can create more effective succession plans by helping leaders to identify a pool of successors for critical roles, and to prepare them for a variety of future scenarios.

In this masterclass, you will: Understand how DEI objectives can be advanced through succession management processes,identitify parts of the sucession management processes that are susceptible to DEI challenges., Mitigate DEI risks in sucession management by following best practices.

A suite of masterclasses to further your succession planning knowledge.

In this masterclass, you will:

• Identify the challenges involved in the traditional pipeline approach
• Learn about the evolution of succession planning
• Learn about the steps to take to improve the impact of succession management.

Outlines and links to initiatives that capture, cultivate and communicate TMR workplace culture, as well as causes and community initiatives that TMR support.

A group of volunteer employees from across TMR who work together to bring the OneTMR culture to life.

Links to the TMR Code of Conduct and provides guidance on a number of topics including, but not limited to: Preventing and responding to unreasonable behaviour; bullying, sexual harassment and discrimination; conflicts of interest; ethical decision making; public interest disclosure and your responsbility in regards to receiving gifts and benefits.

Outlines and links to 13 topic areas related to domestic and family violence, including employee support; DFV training and leave and community initiatives.

Links to topics such as pay, superannuation and payroll, timesheets and work hours, leave, flexible work, employment conditions and career opportunities.

Department of Transport and main roads is committed to building an inclusive and accessible culture, embrace diversity and increase workforce participation. In order to achieve our vision of ‘a single integrated transport network accessible to everyone’, we must continue to build a culture of inclusion and ensure our diverse community is represented in our workforce.

Covers our road map for change, all abilities opportunities for all, First Nations Australians, LGBTIQ+ equality and inclusion, gender equity, TMR Wonder Women, Cultural Insusion, EEO census.

The Department of Transport and Main Roads' (TMR) Equity and Diversity Plan (the Plan) identifies actions for improving equity and diversity within employment matters for diversity groups. The Equity and Diversity Plan 2023-2024 is outlined on the public facing TMR website in terms of its purpose and intent and a link is provided to download the Plan.

TMR are an inclusive organisation that embraces diversity of though, culture, life experiences and people, to ensure we reflect the communities we serve. This is the landing page for all of our inclusion and diversity plans and programs.

Outlines the principles you'll consider from the start of your recruitment process to ensure accessibility, inclusion and cultural safety.

Outlines and links to awards and recognition within TMR and Public sector.

Outlines the intent of P4P Week and links to historical material from the past 20 years of this celebration.

Outlines the annual CUBIE awards program and nomination process. The Cubies are TMR's recognition program that acknolwedges individuals and teams who live by Queensland public service values, collaborate across the department, deliver great outcomes for our customers and make TMR a great place to work.

Outlines the TMR Wonder Women program, which celebrates the diverse and inspirational women of TMR that work across our many disciplines and help us drive the journey.

As part of your induction, watch the following videos and work through the content on this page — see who we are, what we do and why people choose to work for us.

Good onboarding and induction processes help new and returning employees connect with the department's culture and values, makes them feel welcome and gain confidence in their job.

The first year plan includes the onboarding activities for new and returning employees. Following the plan provides an informative and consistent induction experience across the department.

Introduce new and returning employees to your branch and team structure, projects, colleagues and workplaces.

Information for volunteer induction buddies. Outlines what a buddy is and what the role involves over the allocated timeframe.

Standard processes that need to be completed before employees go.

Understand how we learn in TMR and explore the steps of training design and development. Uncover our 7 learning options, explore LinkedIn Learning and build your capability within your current role, or for leadership positions.

A general business skill within the TMR Development Library that will enhance your learning experience and demonstrate how learning will aid your development in different and surprising ways.

Outlines and links to some of TMR's leadership and management development offerings.

The safety capability within the TMR Development Library is one of 6 priority capabilities identified for capability uplift. By understanding your roles, knowing how to identify and manage risks and being confident to speak up and get involved, together we can reduce work-related injuries and illness.

A competency within the Leadership Competencies for Queensland that sits within one of the 6 identified priority capabilities - Leadership and Management. These resources will assist you to foster an inclusive workplace, where health, safety and wellbeing is promoted and prioritised.

TMR Management Fundamentals Series course content: Safety,Rehabilitation and Return to work.

TMR Management Fundamentals Series course content: Psychosocial Health and safety at work.

The course provides learners with an introduction to psychosocial factors in the workplace. Learners will gain a basic knowledge of workplace psychological health and psychosocial factors, including the identification of risks and protective factors to manage and enhance employees' experiences in the workplace.

This is a 30-minute interactive course to increase employee knowledge of the Queensland Work Health and Safety (Psychosocial Risks) Amendment Regulation 2022 and Workplace Health and Safety Queensland Managing the Risk of Psychosocial Hazards at Work Code of Practice.

Landing page on the TMR intranet site that lists all wellbeing initiatives, in line with TMR's vision to incorporate wellbeing into everything we do.

The wellbeing capability within the TMR Development Library is one of 6 priority capabilities identified for capability uplift. These resources are designed to help you to improve and enhance your overall wellbeing and be the best version of yourselves.

TMR Management Fundamentals Series: Employee Wellbeing recorded session. The Performance and Engagement team has developed a multi-faceted wellbeing program based around our Mental health and wellbeing strategy 2022-2024.

A source of discussion, campaigns and resources.

Landing page within InsideTMR, to the dedicated Rehabilitation and return to work SharePoint page.

The Rehabilitation and return to work competency sitting within the Safety Capability of the TMR Development Library. Familiarising yourself with the resources available will make this process easier and assist to achieve positive outcomes.

Email inbox to contact the Rehabilitation team.

Fact sheet that assists managers/supervisors to manage an employee’s absence due to a work related injury/illness and determine if the Rehabilitation Services team need to be engaged to assist with an employee’s return to work.

Fact sheet that assists managers/supervisors to manage an employee’s absence due to a non-work related injury/illness and determine if the Rehabilitation Services team need to be engaged to assist with an employee’s return to work.

Information regarding the responsibilities of Rehabilitation and Return to Work Coordinators.

Landing page of the Workers' Compensation Regulator that outlines their function and provides links to more specific resources and Workers' Compensation Laws.

Information regarding mental health at work.

Page within the Human Resources site that links to quarterly workforce reports and access points for TMR employee statistics.

Basic employee details, absences, leave and pay reports available to managers and supervisors.

Standard workforce reports for local HR representatives to assist with establishment management and workforce planning.

Local HR representatives can view more detailed reports and metrics updated nightly from SAP HR.

Dashboards of TMR demographics, leave patterns and recruitment for local HR representatives, managers and senior leaders.

A competency from the Digital and Data capability within the TMR Development Library.

A competency from the Digital and Data capability within the TMR Development Library.

A competency from the Digital and Data capability within the TMR Development Library.

A competency from the Digital and Data capability within the TMR Development Library.

A competency from the Digital and Data capability within the TMR Development Library.

Landing page that links to the latest strategic workforce plan, driven by workforce insights.

The Queensland Government's 10 year plan for a strong, skilled and diverse workforce ready to seize today's jobs and adapt to future opportunities.

A place to connect and share in the discussion across industry and community groups, education and training sectors to help find and keep the right workforce.

Whitepaper that compiles the perspectives of workforce analysts who use analytics as part of their HR toolkits to understand the workforce and predict future capabilities.

Insights from the 2023 ACT Data Roadshow that explores the requirement of a new data paradigm where HR data moves beyond information, into intelligence using predictive analysis.

Landing page for the APSED that advises why Australian Public Service data is collected, how it is used and provides links to data summaries and interactive dashboards.

Realise the possibilities of using data to make smarter decisions that impact the business.

This masterclass will help HR professionals create narratives using talent data to make data come to life.

Provides over 300 key HR metricks with guidance on how to collect, calculate and interpret each metric from across the HR function.

Article that will help you understand how to better visualise data to communicate insights.

Learn practical steps to measure skills and leverage data analytics to hire, develop, and retain employees.

Provides insights to the ELT and TMR people regarding TMR's workforce and can be used to make informed decisions.

Landing page within public facing Queensland Government website that provides links to matters relating to Pay, benefits and leave; Directives, policies, circulars and guidelines; Career development and Health, safety and wellbeing.

Directive.

Internal communication that assisted HR Practitioners in the transition from the old to the new Public Sector Act. Provides a background summary; an overview of significant changes and the implications of new or amended directives on existing processes, over 3 tranches.

TMR HR Intranet page that directs staff to Acts, awards, directives, agreements, reviews and more.

Intranet site landing page that outlines the formal grievance process, providing guidance procedures and directives and contact details of relevant units.

Summary page for the Individual employee grievances directive, with a direct link to the Directive.

Summary page for the Workplace investigations directive, with a direct link provided to the Directive.

Sharepoint document that provides advice around the transition to the Public Sector Act 2022.

Email address to contact the Employee Relations team within TMR.

Landing page in the TMR Human Resources site for Industrial Relations. Provides a link to the Industrial Relations Act 2016; industrial organisations and links to external Industrial Relations sites.

Landing page in the TMR Human Resources site for Industrial Relations. Provides a link to the Industrial Relations Act 2016; industrial organisations and links to external Industrial Relations sites.

Landing page in the TMR Human Resources site for Industrial Relations. Provides a link to the Industrial Relations Act 2016; industrial organisations and links to external Industrial Relations sites.

The Industrial relations section of the Office of Industrial Relations website. Defines Industrial Relations (IR), outlines its functions, laws and legislative and regulatory obligations.

Outlines the framework intent and provides links to the key framework components; notes the defining features of the State industrial relations system and links to the Employment Information Statement document.

A framework that describes the specific skills and capabilities essential for success as a competent industrial relations practitioner in the Queensland Public Sector.

Defines Industrial Organisations, outlines their obligations and how compliance is managed. Links are provided to Chapter 12 of the Industrial Relations Act 2016; the Queensland Industrial Relations Commission and framework and the Queensland Government site - 'Working in the Public Sector'.

Links to each component of the framework, provided by the QIRC, for industrial relations and arbitration of workplace decisions under the Industrial Relations Act 2016.

A Queensland Government Policy which applies across the public service.

A Queensland Government Policy which applies across the public service.

A Queensland Government Policy which applies across the public service.

Directives landing page for all of Queensland Government.

TMR HR Intranet page that links to compreshensive information regarding pay, superannuation, timesheets, leave, flexible work arrangements and employment conditions.