Manage workplace planning

BSBHRM513ManageworkforceplanningAssessment2.docx

Home >Business & Finance homework help >Management homework help >Manage workplace planning

Assessment Task 2 BSBHRM513 Manage workforce planning

Implement actions in support of workforce planning

Submission details

Candidate’s name	Sami Ullah	Phone no.	0424477305
Assessor’s name		Phone no.
Assessment site
Assessment date/s		Time/s

The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below for details.

Performance objective

This task requires you to demonstrate skills and knowledge necessary to implement initiatives to support workforce planning.

Assessment description

Using the workforce planning report you developed in Assessment Task 1, you will develop a staffing action plan to implement long-term strategies. You will then partially implement the communication strategy developed in Assessment Task 1 to support workforce planning objectives and facilitate organisational change.

Workforce planning report

Communications strategy

Risk management and contingency plan

Assessment Task 1

Staffing action plan

Workforce planning presentation

Assessment Task 2

Organisational climate survey

Evaluation report

Assessment Task 3

Procedure

1. Review the JKL simulated business documents provided by your assessor and the scenario below.

You are an HR consultant contracted by JKL to review workforce planning, implement activities to manage workforce planning, and evaluate workforce planning effectiveness.

The broad recommendations proposed in your report to JKL management have been accepted in principle. You now need to plan the implementation of your proposed strategies over the current financial year, 2014–15.

You will implement part of your communication plan by presenting and explaining your implementation plan to senior management to gain their acceptance and support.

It is now the beginning of Quarter 2 FY 2014–15. You will need to plan and schedule activities to implement your management strategies for workforce planning over the next six months.

2. Review the staffing information in Appendix 1 for FY 2014–15.

3. Applying strategies developed in Assessment Task 1 (and documented in a report, communication strategy and contingency plan) and using the template provided in Appendix 2, prepare a staffing plan for FY 2014–15.

a. Ensure your plan includes implementation of strategies for:

i. recruitment and sourcing skilled labour

ii. retention of skilled labour

iii. promoting diversity

iv. succession planning

v. ensuring the workplace exemplifies and is promoted as an Employer of Choice.

Note: Your staffing plan will need to be more detailed and specific than your description of overall strategies in your report in Assessment Task 1. For example, if your overall, long-term retention strategies include promotion from within, you will need to show how this will be implemented in the current period to meet staffing needs, specify who will be responsible, what resources may be required, dates, specific actions to promote long-term strategies and reduce risk. To demonstrate your ability to apply general and longer-term strategies and objectives to current operational problems, your staffing action plan should be broadly consistent with the strategies you developed in Assessment Task 1.

4. Plan to deliver a presentation to senior management to explain and gain support for your workforce planning and your completed staffing action plan. Ensure your presentation:

a. exemplifies strategies to win support and overcome resistance to change from managers

b. outlines approaches to overcoming resistance to change and managing change so that managers may use these in turn among their own staff

c. explains the need for workforce planning with respect to:

i. external labour supply and characteristics

ii. specific present and future needs of the organisation for skilled labour

d. explains staffing action plan and specific application of broad, longer-term strategies in the current period.

5. Arrange with your assessor to deliver your presentation.

6. Deliver your presentation and:

a. use effective communication skills to build support from senior management

b. be prepared to answer questions and defend your workforce planning, staffing action plan and associated strategies.

7. Submit all documentation as per specifications below. Please keep copies for your records.

Note: For Assessment Task 3, you will need to refer to work submitted for this assessment task.

Specifications

You must:

· submit your staffing action plan

· deliver your workforce planning and strategies presentation

· submit evidence of your presentation, for example, presentation notes, slides, etc.

Your assessor will be looking for evidence of:

· communication and leadership skills to:

· explain the need for change

· gain senior management support for workforce planning initiatives

· literacy skills to read and write reports and succinct workforce plans

· technology skills to communicate with key stakeholders

· knowledge of current information about external labour supply relevant to the specific industry or skill requirements of the organisation.

Adjustment for distance-based learners

· No changes are required to task.

Assessment Task 2 BSBHRM513 Manage workforce planning

Page 1 of

Staffing Action Plan

Appendix 1 indicates that there is 2 exiting branch manager in Brisbane and Canberra and 3 existing line managers this means that the company will have to think of ways to fill in the position. The company in is much need of Salesforce. In every branch it is evident that the number of exiting Salesforce is high. There is also a low number of Salesforce making it a point of concern for the company. There is need to act immediately to increase the number of sales force and also to improve the conditions to prevent individuals from exiting. The rental customer service is overstaffed. It is clear that no employees are required in this section and thus, the company could consider training some of them and moving them to be part of the Salesforce. The company also has a high number of mechanics. The company should consider using contracts or laying off some of the mechanics in order to cut expenses. It is also important to consider the fact that since some of the mechanics will be exiting, there is no need to add more mechanics since the remaining will best fit in the required number.

JKL is in need of both the current and the future situation are skilled mechanics. The report show that the organizations has been outsourcing most of its mechanics considering that most of theirs did not know how to effectively use IT. This is a risk that needs to address to prevent problems. From the data presented, it could be gathered that women and the indigenous populations were not considered during the employment. It I important to note the fact that employing individuals from various background and cultures benefits the organization in a big way. Individuals from other cultures, origins or belief will be able to provide a different view to things being handled by the company. They help the company to be more innovative. Profits and organizational goals will only be achieved through providing of the skilled employees. They ensure they deliver quality work and always come up with effective solutions.

Work Force Planning and Strategies Presentation:

JKL is a highly reputable company that strive to provide value to investors and owners through increasing the overall profitability of the business by 10% of the next three years. This will be achieved through reducing the costs by negotiating with the suppliers, having effective HR management efficiencies, increase customer value and exit of the underperforming factors. The internal and external labour supply predictions is of great importance in understanding the most sensitive areas of the company. The mechanics are not easily replaced making it a high risk. The senior officials and other ranks are easily replaced making it an area of low risk (Alexander, 2013).

The government policy influences the way in which JKL conducts its businesses. Over the years the policy has been constantly changing influencing their training and hiring process among other functions. The data presented revealed JKL to have a low government policy risk meaning the company conducts its activities as it is required of it. The organizational future demands are realistic. An increase of 10% in the next three years is realistic and achievable.

Skills are very important assets for any organization. Based on the records presented by JKL it is clear that the organization has the financial capability to hire skilful individual. The company’s top management is narrow and thus a small amount of money will be used to pay for the salaries and allowances. JKL has a high retention rate. This is attributed to the good salary package offered to employees. There is need to promote workforce diversity. Most of the employees are men. The company do not have indigenous individuals in working for them which is not a good image for a competitive company like JKL (Bird, 2014).

The company should participate in corporate social responsibilities. There is need to employ marginalized communities. Good salary and allowance packages will help to improve the employee retention rate. The proposed process of developing detailed targets is consistent with the objective consultation with manages. The proposed solutions take into consideration the financial capability of JKL among other factor (Darbi, William & Paul, 2016)

Evidence of Presentation:

The communication strategies that will have be adopted by JKL will as follows:

· There should be clear communication of goals and objectives for every department. Having a clear communication will enable the employees to understand what is expected of them and also align them to the mission of the company. When employees feel engaged to the company they are more likely to have open conversations with other workers

· There is the need to strengthen the company communication. There are many ways in which people do communicate while at work. The communications include, texts, emails, and phone calls among others. Communicating in a single location would, however, produce more desired results.

· Everyone in the company should be allowed to communicate. The military style of leadership fails to produce the desired results. It is for these reason that there is need for open communication between workers to be established in a means to help them to meet the organizations goal.

· Information should be made available each time. It is important to meet organizational goals through availing information to staff each time

For individual employees to meet the organizational needs, the company should be able to have an inclusive communication strategy. This strategy is employed in organizations for individual employees. It allows all the employees to be part of the decision-making process. Each communication or interaction should be result-oriented. It should place huge focus on obtaining productive results to an organization (Besley, John, Anthony, Dudo, Shupei Yuan, et al. 2016)

Appendix 2 – Staffing action plan template

Staffing objectives:	Recruitment of skilled labour, Diversity, Succession Plan, Employer of Choice.

Activity: (staffing move, promotion, new hire, etc.)	Timeline	Strategy/rationale	Resources	Person
Recruitment and sourcing skilled labour		The company in is much need of Salesforce. In every branch, it is evident that the number of exiting Salesforce is high. There is also a low number of Salesforce making it a point of concern for the company. There is need to act immediately to increase the number of sales force and also to improve the conditions to prevent individuals from exiting. The rental customer service is overstaffed. It is clear that no employees are required in this section and thus, the company could consider training some of them and moving them to be part of the Salesforce	Customer Service Staff
Retention of skilled labour		To retain skilled employees in our company we will try to instil positive culture and create professional environment that makes our employees feel like asset of our company. We will also offer growth opportunities and show appreciation via compensation and benefits for their work	Effective policies
Promoting diversity		From the data presented, it could be gathered that women and the indigenous populations were not considered during the employment. It I important to note the fact that employing individuals from various background and cultures benefits the organization in a big way. Individuals from other cultures, origins or belief will be able to provide a different view to things being handled by the company. They help the company to be more innovative	Indigenous and minority population.
Succession planning		To make an effective succession plan we will encourage employees to participate in this process. We will select people in this process who process oriented, knowledgeable about job competencies and effective communicators.	Internal staff
Ensuring the workplace exemplifies and is promoted as an Employer of Choice.		To make our company as employer of choice we will provide great work culture, growth opportunities and environment to attract and retain superior employees.	Effective Policies

Reference

Alexander, D (2013). 'Operational Plans', Encyclopedia of Crisis Management, (2013), pp. 689- 694.

Atkinson, R., M. Lad, S. Bhatti, et al. (2006) 'A Proposal for Coalition Networking in Dynamic Operational Environments',MILCOM 2006 - 2006 IEEE Military Communications Conference, (2006), pp. 1-8.

Besley, John C., Anthony D. Dudo, Shupei Yuan, et al. (2016) 'Qualitative Interviews with Science Communication Trainers about Communication Objectives and Goals',Science Communication, vol. 38/no. 3, , pp. 356.

Bird, S (2014) 'Emotional Intelligence', Journal of Australian Ceramics, the, vol. 53/no. 2, , pp. 24-27

Page 11 of