Reference no: EM132614270
BSBHRM513 Manage workforce planning
Activity 1A
Objective To provide you with an opportunity to review current data on staff turnover and demographics.
What is workforce planning at its most basic level?
In your own words, explain why managers need to plan rather than react to environmental and business changes?
What are the two types of business plan?
What is the difference between the two plans?What is their connection with workforce planning?
What information should you scan in an internal audit?
Once you complete a scan of the internal and external data, what may you need to do in the case of a shortage?
Explain why you would complete a skills gap analysis.
What are the main differences between a performance gap and a skills gap?
Where can you find information of demographics in your organisation?
What can happen if you access files without permission.
What is the importance of the ABS?
Activity 1B
Objective To provide you with an opportunity to assess factors that may affect workforce supply.
What is employment forecasting?
What should your external consideration be when you are forecasting supply?
What are the differences between supply and demand when you find either a shortage in staffing or a surplus in staffing?
Activity 1C
Objective To provide you with an opportunity toestablish the organisation's requirements for a skilled and diverse workforce.
What is workforce diversity?
List the different types of diversity that you may find in the workplace.
Should you participate in training if you are not sure about discrimination?
Activity 2A
Objective To provide you with an opportunity to review organisational strategy and establish aligned objectives for modification or retention of the workforce.
How does becoming an employer of choice assist in offering sufficient benefits to attract employees?
What does PRIDE mean?
In your own words, write short definitions for the following words:
Redeployment
Activity 2B
Objective To provide you with an opportunity to consider strategies to address unacceptable staff turnover, if required.
Do you believe that exit interviews are a good method to use to identify reasons for high turnover?
Staff are leaving at an unacceptable rate.In the exit interviews, they are complaining about the way they are treated by management.They are either micro managed or completely ignored.
What do you believe should be done about this problem?Make recommendations.
Activity 2C
Objective To provide you with an opportunity to define objectives to retain required skilled labour.
Why is a skills audit beneficial to an organisation in the current economy in Australia?
Do you believe that offering potential staff with an attractive work environment will assist in minimising some of the skills shortages?Discuss.
Activity 2D
To provide you with an opportunity to define objectives for workforce diversity and cross-cultural management.
What is workforce diversity?
What do you need to understand in order to fully understand diversity?
What factors come into diversity?
Outline what the Workforce Diversity Policy is and what it may include.
Activity 2E
To provide you with an opportunity to define strategies to source skilled labour.
List the strategies you can use to source skilled labour in the table below.
You have been asked to recruit a new engineer to maintain the organisations production robots.What methods would you recommend to be used to advertise the position?Why?
Activity 2F
Objective To provide you with an opportunity to communicate objectives and rationale to relevant stakeholders.
What is the importance of a communication plan to workforce planning?
Why is it important to obtain management support in workforce planning?
Who should be part of the consultative process of the communication plan?
Activity 2G
To provide you with an opportunity to obtain agreement and endorsement for objectives and establish targets.
What is the importance of making the goals measurable?
Why is communication an important part of gaining agreement for objectives and targets?
Activity 2H
Objective To provide you with an opportunity to develop contingency plans to cope with extreme situations.
What is the importance of a contingency plan?
What is the importance of the Business Continuity Plan?
Activity 3A
Objective To provide you with an opportunity to implement action to support agreed objectives for recruitment, training, redeployment and redundancy.
When obtaining support for new training, what does management need to know?
Using the Global Dimensions of Performance demonstrate how you would train staff re-deployed from another branch of the business to another to ensure that the re-deployed staff can learn to close the gap in the legislation due to the move from Albury to Wodonga.
Activity 3B
To provide you with an opportunity to develop and implement strategies to assist workforce to deal with organisational change.
In your own words, explain your responsibilities as a leader and how those responsibilities will assist your workforce dealing with change using Lewin's 3 step model
Activity 3C
Objective To provide you with an opportunity to develop and implement strategies to assist in meeting the organisation's workforce diversity goals.
Explain the process needed to develop and implement Strategies to meet the organisations workforce goals.
Activity 3D
Objective To provide you with an opportunity to implement succession planningsystem to ensure desirable workers are developed and retained.
What is succession planning?
What strategies can you use to assist in implementing succession planning?
Activity 3E
Objective To provide you with an opportunity to implement programs to ensure workplace is an employer of choice.
What is an Employer of Choice?
What is the difference between EOC retention strategies and recruitment strategies?
Activity 4A
Objective To provide you with an opportunity to review workforce plan against patterns in exiting employee and workforce changes.
What role does the exiting interview help with retention?
What are some of the main causes why employees leave an organisation?
Explain why the employee may leave because of management.
What is engagement?How may it be stimulated?
Activity 4B
Objective To provide you with an opportunity to monitor labour supply trends for areas of over- or under-supply in the external environment.
What labour supply trends can you assess in the external environment in regards to over and under supply?
Activity 4C
Objective To provide you with an opportunity to monitor effects of labour trends on demand for labour.
What is the state of labour trends and the dangers?
Activity 4D
Objective To provide you with an opportunity to survey organisational climateto gauge worker satisfaction.
What is an organisational climate and what does its process look at?
What is the role of surveys?
Activity 4E
Objective To provide you with an opportunity to refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and inci
dents.
Explain the role of environmental scanning.
Activity 4F
Objective To provide you with an opportunity toregularly review government policy on labour demand and supply.
What is the importance of reviewing government policy on labour and supply?
Activity 4G
Objective To provide you with an opportunity to evaluate effectiveness of change processes against agreed objectives.
What should you measure when you evaluate the effectiveness of change?
How can you measure that effectiveness?
Skills and Knowledge Activity
Objective To provide you with an opportunity to demonstrate your knowledge of the foundation skills, knowledge evidence and performance evidence.
Answer each question in as much detail as possible, considering your organisational requirements for each one.
1. Choose an organisation.
Outline the skill requirements of the organisation.
Outline the relevant industrial relations.
Demonstrate forecasting techniques for your chosen organisation.
Put down on paper an outline of a 5-minute oral presentation on the above.
Major Activity
Objective To provide you with an opportunity to demonstrate your knowledge of the entire unit.
This is a major activity - your instructor will let you know whether you will complete it during class or in your own time.
Individually or in pairs, complete the following and present it as a portfolio;
You currently work for a very small but thriving organisation (you may choose the type of organisation that you wish to use for this project) that expects to grow at a very fast rate.Your management team has been asked to develop a workforce plan for the organisation.Your job is to ensure that the plan is ready for the organisation to implement in preparation for this rapid growth.
Note:Discuss proposed profession with your trainer.There should be at least one person who understands the nature of that industry.Provide a brief outline of the profile of your industry to assist your trainer in assessing your competence.
You found this plan and have completed preliminary research and have questions that you must include in the project which you will find below.The answers for each question should be found in the plan.Plans should only reflect the current trends and strategies should be devised towards these trends.
1. Review current data on staff turnover and demographics.
2. Assess factors that may affect workforce supply.
3. Establish the organisation's requirements for a skilled and diverse workforce.
4. What objectives should you use to modify or to retain the workforce?Why choose these objectives?
5. There has been a recent level of high turnover.Develop a tool that can be used to assist in identifying the cause of the turnover. Make a recommendation on how to minimise the possible reason for the turnover and how you can minimise it.
6. Define how you would reach your objectives to retain required skilled labour.
7. What is diversity? Why should it be implemented into your workplace?
What diversity legislation should you be aware of? Complete a sample diversity planwith your answer in consideration.
8. Define strategies to source skilled labour in your chosen field.
9. Who are the stakeholders and how should objectives be communicated to them?
10. How will you obtain agreement for objectives and established targets?Draw a flow chart suggesting the organisational process.
11. What contingency plans should we make? Why?
12. Using a flow chart, design a procedure to action objectives for training, re-deployment and redundancy.
13. Draw up a plan in which management can assist staff cope with change. Your organisation's owner believes that there will be a lot of growth.Draw up the plan outline to reflect that growth.
14. Develop a strategy to help assist in meeting the workforce diversity goals of the organisation.
15. Draw up a basic succession planning procedure using previous research as a way to planning the succession.
16. What program/s would you recommend the employer of choice to offer based on the current profession your organisation is working in?
17. Review exit interview and refine for future workforce demand changes.
18. What may be areas of possible difficulty in your profession?Outline strategies in how to overcome these problems from the external market.
19. What effects will labour trends have on demand for labour in your industry?How would you refine your procedures to take into account these changes?Why?
20. What is the organisation's organisational climate and how can you gauge employer satisfaction. Design an example of the tool you recommend.
21. Recommend changes in light of the global trends or incidents that will have or do have an impact on Australia.
22. Are there any policies that you should consider?Why?What impact will they have?
23. Draw up at least one tool that is a measure of the effectiveness of change processes against agreed objectives. What is the purpose of using environmental scanning in the development of your plan?What skills should in include in the gap analysis?