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What role do we play? (Actions (Where do the 73,500 come from? (What…

- - - - What do they provide
  - - - Prove it can work
- - - - Sit with a business with tech to challenge them on their future
        
        Identify blind spots
      - Ask the business where they see their staff fitting into the future
      - Map out the options for the business
      - Engage directly with the employees
      - Follow up with the business and employees
    - - Do a budget for the first 2 years
      - Commission the people who are in the know for the sectors and tech
      - Salary - business sustainability
    - - What does success look like?
  - - - Are we?
    - - Sector
      - Skills
      - Cost
  - - - Ian Fraser
        
        Seed
        
        Sell to govt/other company
      - Wil McLellan
        
        Businesses
        
        Callaghan Innovation
        
        % from Govt: MBIE & NZTE
        
        Define the engagement: when and how
        
        Make it easy for the govt to say yes
    - - Focus on SMEs - do not have the resources
        
        Ian Fraser
      - Target large organisations - they have the funding resources, not as mature as we think
        
        Wil McLellan
        
        Bill Bayfield
- - - - Implications
        
        Workforce needs new skills
        
        Let's provide an avenue/plug the gap
        
        Solution
        
        Pivot skillsets
        
        Show that it's real
        
        Offer discounted price
        
        relationship with skill providers
        
        bulk discounts
        
        handle on emerging markets
        
        Reporting
        
        Subscription based model
        
        Based on #employees
        
        feedback to training providers on skills/training needs
        
        Phased rollout
        
        Allows organisations to not have to hire specialised staff to do this work
      - New skills are required/Current skill sets are not fit for the future
      - Automation
      - Increased rate of technology adoption
  - - - linking skills shortages to training
- - - - Bruce Keightly
    - - Edwin D
      - Clients
        
        Fletcher
        
        Becca
        
        Kiwibank
      - Focus
        
        Leading you through a transformation process
        
        Sustainability
        
        Provide people that can train
- - - - Psychometric testing
        
        Occupational Personality Questionnaires
        
        Variations of measures, the standardised version commonly used is the 32 item questionnaire
        
        Reference: Goldberg, L. R. (1993). The structure of phenotypic personality traits. American psychologist, 48(1), 26.
        
        Big five personality traits
        
        Openess to experience
        
        Conscientiousness
        
        Extraversion
        
        Agreeableness
        
        Neuroticism
    - - Current vacancies
      - Upcoming vacancies
  - - - e.g. Singularity
      - Gregor Urquhart
      - Roger Dennis
  - - - Skills
      - How much are people willing to pay?
        
        30-40k to exit
        
        50-100k
        
        Losing an employee and retraining
        
        51k per person that could not be redeployed
        
        219k to PwC identify and prepare proposal
        
        Good val for money considering scale
        
        Pitch more conservatively
    - - Less painful exit
      - Reducing costs
      - Reducing time