Reference no: EM133112938

BSBHRM524 Coordinate workforce plan implementation

Assessment 1 - Written Assessment

Question 1: Prepare definitions for the following workforce plan coordination and implementation terminology.
a. Contingency plan
b. Cross-cultural management
c. Employer of choice
d. Organisational climate
e. Redeployment
f. Redundancy
g. Skilled labour
h. Staff retention
i. Staff turnover
j. Stakeholders
k. Succession planning
l. Workforce diversity
m. Training
n. Skill requirement
o. Recruitment
p. External labour supply
q. Industrial relations

Question 2: What programs can you implement to become the "Employer of Choice"? List the minimum of THREE (3) programs.

Question 3: List and explain in your own words, the main reason that the given strategies will help in meeting workforce diversity goals (200-250 words).

Question 4: List four (4) considerations when you train re-deployed staff from interstate.

Question 5: What strategies can be utilised to close skills gaps and retain skilled labour within your industry? (50-100 words)

Question 6: Explain how you can analyse labour force trends and forecast future HR demands (50-100 words).

Question 7: Briefly explain the key features of external labour supply relevant to your industry.

7a) Identify at least four sources of skilled labour supply.
7b) In your own words, briefly outline the key reason why each of these sources is preferred as a source for getting skilled labour.

Question 8: What are the benefits of exit interviews? Explain in your own words in 100 to 150 words.

Question 9: Describe common programs you can implement to make your organisation a preferred workplace, in your own words (150 to 200 words).

Question 10: Explain the advantages and disadvantages of external recruiting and internal recruiting (150- 200 words).

Question 11: As a leader manager, you have responsibilities to format the content of the workforce plan in accordance with organisational policies and procedures. List and briefly explain these responsibilities in your own words in 150 to 200 words.

Question 12: List and explain TWO (2) strategies you can implement for succession planning (50 to 100 words).

Question 13: Outline three key characteristics of industrial relations relevant to your industry.

Question 14: Briefly explain, in your own words, how each of the given forecasting techniques is applied at workplace.
Delphi method
Nominal group technique

Question 15: If you face global pandemic diseases, what organisational objectives and strategies wouldyou review as HR Manager in relation to workforce planning? What would you recommend/suggest? (50 to 100 words).

Question 16: How can you evaluate the effectiveness of change strategy in relation to the structure of the organisation workforce planning? Describe in your own words in 100 to 150 words.

Question 17: a) Check the Australian Bureau of Statistics (www.abs.gov.au) website.

Explain current labour force trends in your own words in 100 to 150 words.

b) Which of data could you use to forecast labour shortages?

Question 18: List and briefly explain 2 government policies that will impact on labour demand and supply (100 to 150 words).

Question 19: Read the recent "Employment Reports" by Seek.

Research and explain current labour supply in the industry with the highest job advertisement growth in 150 to 200 words.

Question 20: Strategic planning includes being prepared for extreme situations by developing contingency plans. List at least FIVE (5) questions to assist in developing and formatting those plans.

Question 21: Develop SEVEN (7) questions that you could use to gain feedback from workers on their level of satisfaction with their current employment.

Question 22: Check the recent Australian labour market update publication by the Department of Education, Skills and Employment.

Briefly explain how the labour market trends affect your current workforce.

Assessment 2 - Project

PROJECT

You will be required to undertake and create TWO (2) project tasks in order to successfully complete this assessment. This project assessment requires you to demonstrate evidence of your ability to:

» Review and interpret information from a range of internal and external sources to identify:
o Current staff turnover and demographics
o Labour supply trends factors that may affect workforce supply
o Organisation's workforce requirements objectives and strategies
» Manage workforce planning including coordinating, implementing, monitoring and reviewing strategies to meet workforce needs
» Review relevant trends and supply and demand factors that will impact on an organisation's workforce
» Coordinate and implement a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce

You are to assume you are employed by GH&I Pty. Ltd. See the scenario below for details.

In order to be competent in this unit, you will be required to complete TWO (2) workforce planning tasks as outline below:

1. Analysing information
• Analyse various information and identify staff turnover and demographics
• Identify trends, supply and demand factors in the context of workforce supply
• Determine organisaiton's workforce requirements, objectives and strategies

2. Coordinating and implementing a workforce plan
• Coordinate a workforce plan
• Implement, monitor and review a workforce plan and strategies

Scenario:

You are the HR Advisor at GH&I, a business consulting firm in Caulfield. Historically, the employees of GH&I were predominantly men whose first language is English with post-graduate degrees.

The company has shifted from viewing diversity as simply an operational requirement to recognising its strategic value. This is due to global trends in equal employment opportunity, legal requirements in Australia and increase in interests about gender equality.

Diversity is now seen by GH&I as fundamental to supporting good decisions about resource optimisation: Eliminating barriers to working effectively; delivering strong performance by attracting, engaging and retaining diverse talent; and innovation, by drawing on the diverse perspectives, skills and experience of employees.

Diversity goals at GH&I are:
• Attract and recruit a diverse workforce
• Develop and retain a diverse workforce
• Workforce diversity as part of everyday business

PART A - Researching Various Information For Gh&I I.E. Internal /External Sources
Examine the data below.

Survey Question 1: What % of employee turnover has your workplace experienced in the last 12 months?
Survey Question 2: Which groups have the highest % of turnover?

1. Information Analysis
Review the data and explain your findings regarding the following:
a) Current Turnover rate in general
b) Current Turnover - Age
c) Variation Turnover - Position

2. Trends Analysis
Access the following website called Quickstats
Enter Caulfield in the location filed. Click on Caulfield, Vic (SCC). Click on the TAB labelled "People".

Given the demographics, education and cultural diversity information about Caulfield, what would you need to consider when recruiting middle managers in the area?

Survey Question 3: What are the main reasons why employees choose to leave? (Multiple answers allowed.)

Top 5 reasons why employees decided to leave GH&I

3. Workforce Requirements, Objectives and Strategies Identification
Based on the data provided and information from Quickstats;
a) What are the requirements at GH&I to have sufficient and skilled human resources?

b) Outline a list of strategies that you could implement to fulfil the identified requirements and achieve organisational goals.

PART B - COORDINATE AND IMPLEMENT GH&I WORKFORCE PLAN

1. Workforce Plan Coordination
Referring to the Appendix 1 template, develop a workforce plan to ensure access to a skilled and diverse workforce.

2. Workforce Plan Implementation
You now will need to get the support of all the relevant stakeholders for implementation.

Explain:

a) Who you would consult/ engage in discussion i.e. internal and external stakeholders;
b) How you would complete the process of gaining support; and
c) The process of implementation of the plan

3. Workforce Plan and Strategies Monitoring/Reviewing
How would you monitor, evaluate, review and adjust (as necessary) a workforce plan after it is completed, approved and implemented?

Attachment:- Coordinate workforce plan implementation.rar