Reference no: EM133175338

BSBHRM 524 Coordinate workforce plan implementation

Assessment Task 1

Question 1
What are the five (5) key features/element of the industrial relations system in Australia, as outlined by the Australian Attorney General?

Question 2
a) List five (5) key features of industrial relations in Australia in the hospitality and allied industries?
b) List five (5) key features of the external labour supply available in Australia for the hospitality industries?

Question 3
What are the two (2) tools used by the Australian Bureau of Statistics (ABS) to gather data for their labour force estimates based and labour force analysis?.

Question 4
Does labour force data measure numbers of people or numbers of jobs?

Question 5
When measuring and reporting "employment" using workforce analysis-
a) What is the "one hour rule"?

b) When the ABS classifies people as employed full-time, how many hours have they worked (or usually work)?
c) When the ABS classifies people as employed part-time, how many hours have they worked (or usually work)?

Question 6
When measuring and reporting using workforce analysis-
a) Why is trend data important?
a) What are the two (2) features of seasonally adjusted data which the ABS explains should be understood?

Question 7
Outline three commonly used labour force forecasting techniques-

Question 8
List two (2) sources you could use to monitor changes to government policy on labour demand and supply.

Question 9
Outline the of the five (5) main elements of the programs to build a reputation as an employer of choice, as outlined by Hays Recruiting specialists?

Question 10
Outline two (2) other common programs to build a reputation as an employer of choice.

Question 11
Summarise five (5) of the key aspects that relate to Australian staff turnover rates, excluding demographics (see Question 12 following) , as found by the Australian HR Institute in their latest Turnover and Retention Research Report

Question 12
What are two aspects that relate to Australian staff turnover rates' demographics, as found by the Australian HR Institutein their latest Turnover and Retention Research Report ?

Question 13
a) What are the four (4) main key aspects of the skilled labour supply in Australia?
b) What are the two (2) key aspects of the skilled labour sources in Australia?

Question 14
List five (5) key aspects of successful staff recruitment strategies.

Question 15
List the six (6) stages of effective workplace training strategies together with three (3) key aspects of each stage.

Question 16
List six (6) key aspects of successful staff redeployment strategies

Question 17
List six (6) key aspects of successful staff redundancy strategies.

Question 18
Using the Australian Government Department of Human Service Workplace Diversity and Inclusion Strategy 2016- 19 as aguide, list six (6) key aspects of successful strategies for diversity in the workplace..

Question 19 - Case Study A
You are the manager of a large hotel in the CBD with accommodation and bar/ restaurant facilities. You have just beeninformed that a major sporting event will be held, less than two (2) kms away, in 12-months' time.
Using your own analytical skills or applying lateral thinking, identify three (3) potential issues/ problems that may occur as a consequence of this event, together with two corresponding contingency plans for each issue.

Question 20 - Scenario B
Joes Café is a busy café in the heart of the CBD, which was established over 5 years ago. It's only open Monday -Friday 10am - 4pm, to capitalise on the coffee and lunch trade. Outside of these hours the CBD café trade is virtually non- existent, so it has focused its marketing strategy over the past 12 months to specialise in this market and proving to do very well.
Review, analyse and evaluate the historical data below to determine your answers to Question 20(a) to Question 20(d)following.

Question 20 (a):
What is the current daily average spend per customer in each of the quarters?

Question 20 (b):
If the continued trend in customer numbers and daily spend continues next quarter what will be the expected number of customer per day and they average daily spend?

Question 20 (c)
Use the Ratio Analysis Forecasting technique to determine the staffing levels over the next quarter, based on your above forecast in Question 20 (a) & (b).

Question 20 (d)
Outline below a workforce plan which identifies any positions which will need to be recruited to meet the needs of projected demand.

Assessment Task 2: CASE STUDY (PARTA) & ROLEPLAY

Case Study - Background Information
You have just been appointed as a consultant, to assist JP Catering Pty. Ltd. to assist the company with their workforce planning.
The company was established 3 years ago to fill a gap in the industry for affordable yet high-end catering for functions both big and small. Since JP Catering was established it has over doubled in size and hopes to double again over the next two (2) years.

Following a meeting with the Board the following has been determined:

JP Catering Workforce Objectives
• Expansion into NSW in the next twelve (12) months
• Expand operations by 100% in the next two (2) years
• Reduce staff turnover to a maximum of 10 % pa
• All Front-of-House staff must hold a current RSA & Food handing Certificate
• All Kitchen staff must hold a minimum of a Certificate III in Hospitality Commercial cookery

JP Catering Workforce Strategies
• Recruit qualified and experienced staff
• Use hospitality agency staff for Kitchen & Front of House staff to meet demand (if required)

Activity 1
Review Organisational Documentation and Complete the following Questions

Assess and review the JP Catering Pty. Ltd. documents including:

• Handout - HR Report - JP Catering
• Handout- HR Strategic Plan - JP Catering
• HR Operational Plan - JP Catering
• Diversity Policy & Procedure
• Professional Development Policy & Procedure

Question 1
Review current data on staff turnover and demographics, and complete the following table:

Question 2
Assess and outline why the following factors may impact workforce supply

Question 3
According to the organisations objectives, what qualifications must staff hold to work in the following departments:

Question 4
According to the organisations diversity policy & procedure, what are the organisations diverse workforce requirements for the following:

Question 5
Outline five (5) potential skills that may be required by the organisation to work effectively in the hospitality industry.

Activity 2

Develop a Workforce Planning Report and Action Plan

Assess and review the JP Catering Pty. Ltd. documents to assist you in the development of your Workforce Planning Report. Documents you are required to review include:
• Handout - HR Report - JP Catering
• Handout- HR Strategic Plan - JP Catering
• HR Operational Plan - JP Catering
• Diversity Policy & Procedure
• Professional Development Policy & Procedure

Use the template provided below to develop a Workforce Planning Report, for the Directors, CEO and Senior Management which includes each of the following requirements:
a) Current staff turnover and demographics (You may copy charts from the HR report if you wish);
b) Labour supply trends/ factors that may affect workforce supply;
c) Workforce objectives and strategies;
d) Establish aligned objectives for modification or retention of the workforce;
e) Recommend two (2) strategies to address current high staff turnover;
f) Recommend two (2) objectives to retain required skilled labour;
g) Confirm two (2) objectives for workforce diversity and cross-cultural management;
h) Recommend two (2) strategies to source skilled labour;
i) Identify two (2) strategies to assist workforce to deal with organisational change and organise implementation;
j) Identify two (2) strategies to assist in meeting the organisations workforce diversity goals and coordinateimplementation;
k) Include an Implementation Action Plan to coordinate implementation.

Section 1: Current workforce data (based on last year's staffing numbers)

Section 2: Workforce Objectives and Strategies

Section 3: Workforce Plan/ Implementation Action Plan

Workforce Plan activities in support of proposed objectives and strategies identified above in section 2. Which may include: recruitment, training, redeployment or redundancy.
List a minimum of five (5) Activities. Must include succession planning activity to ensure desirable workers are developed and retained and program toensure workplace is an employer of choice.

Activity 3

Conduct Workforce Planning Meeting (Role play)

You are required to conduct a consultation meeting to determine the workforce planning process and seek approval for implementation.
For this task, you are required to discuss your Workforce Planning Report outlined in Activity 2.During the meeting you must:
a) Explain and present each of the proposed objectives and strategies in Section 2 of the report
b) Present proposed associated workforce activities in Section 3 of the report, to support the implementation ofthe objectives
c) Seek approval for the Proposed Workforce Plan
d) Convey information using language, format and style appropriate to audience

Your assessor will play the role of the CEO and ask another student (not being assessed during this simulated meeting), to play the other roles. Your assessor will provide a general script for each role to be played.

Activity 4

Implement Workforce Plan (Email)

Your assessor will provide an email address to you, so you can submit this assessment activity.
For this task, you are required to communicate and implement the Workforce Plan via email to all JP Catering staff.Write an email to all staff, advising them of the following:
a) Implementation of the Workforce Plan
b) Outline the implementation activities and individual/s responsible for each activity
c) Attach a copy of the Workforce Activity Plan

You must send your email, to the email address your assessor nominates and print a copy of the email and attachment and also submit in hard copy.

Assessment Task 3: CASE STUDY (PARTB)
Case Study - Background Information
It has been twelve (12) months since you coordinated the implementation of the JP Catering Workforce Plan toachieve the following agreed workforce objectives
JP Catering Workforce Objectives (Agreed last year)
• Expansion into NSW in the next twelve (12) months
• Expand operations by 100% in the next two (2) years
• Reduce staff turnover to a maximum of 10 % pa
• All Front-of-House staff must hold a current RSA & Food handing Certificate
• All Kitchen staff must hold a minimum of a Certificate III in Hospitality Commercial cookery
The last twelve (12) months have been very challenging with global trends in the hospitality industry moving to a solely casual employment model to safeguard organisations following a global pandemic, forcing all hospitality businesses to cease trading , and/or change trade to take-away meals only, for a periods of time, whist maintainingrunning costs such a salaries, rental lease on the office premises etc..
In addition, JP Catering suffered a number of cancellations due to bush fires over the summer months.

It has been identified (as a potential issue), that a large percentage of the current workforce are university students aged 17-22 who are relying on the position to sustain them through their time of study. This will not assist in obtaining retention or age diversity objectives.
Despite the challenges over the past twelve (12) months, JP Catering has managed to navigate these challenges to achieve the following outcomes
During the last twelve (12) months JP Catering has achieved the following:
• Expanded the business operations into Sydney (NSW)
• Increase operations by 25%
• Current staff turnover 14%
• All front-of-house staff now hold a current RSA & Food handing Certificate
• JP Catering hold quarterly training opportunities for staff to update their RSA & Food handing Certificate
• All Kitchen staff now hold a minimum of a Certificate III in Hospitality Commercial cookery

Activity 1
Read the Case Study background information and complete the following questions

Question 1
Evaluate the effectiveness of the Workforce Plan and outline your analysis again each of the five (5) agreed objective.

Question 2
Outline below two (2) refined objectives and two (2) strategies in response to internal and external changes over the last twelve (12) months.
Question 3
Outline two (2) recommendations in response to global trends and incidents.

Activity 2
Coordinate survey of organisational climate( Email)

Your assessor will provide an email address to you, so you can submit this assessment activity.
For this task, you are required to coordinate a survey of all JP Catering staff, seeking their input so that an assessmentmay be made of staff satisfaction and the current organisational culture.
Write an email to all staff, attaching the survey and asking them to complete it and return it to you within the nextweek. Your email should-
• Encourage them to complete the survey by advising that their feedback is valued
• Encourage honesty in responses and assure them that responses will remain anonymous

Activity 3- evaluate staff survey results

It is now 10 days later and eighty-one (81) staff members have responded. Their feedback is summarised in the table below. You are to answer Questions 1 and 2 based on the worker satisfaction results that you have collected from the survey.

Question 1
Which three (3) of the survey questions have indicators of issues that have most likely contributed to the staff turnover rate of 14% remaining higher than the objective of 10%? Include your rationale.

Question 2
From the staff survey, identify the two (2) survey response questions which indicate the most room for improvement.

Attachment:- Workforce plan implementation.rar