BSBMGT520

PART A

Read task 1 assessment case study,

Provide:

· Research telecommute and provide a business case for implementation of the flexible work arrangement

· Cover Page (of your Business, Company or Organisation)

· This Template is for your Business Case Report and Flexible Workforce Arrangement Plan

Telecommute Proposal/ Flexible work arrangement

To:

From:

Re: Telecommute Proposal/ Flexible work arrangement

Date:

Dear

The Telecommute Benefits for employee

The Telecommute Benefits for employer

Communication

Information Sharing

Job tasks and reporting

Meetings

Schedules

Equipment

Kind Regards

--------------------------

Table of contents

Executive summary……………………………………………………………………….. 3

Benefits…………………………………………………………………………………………

Risks…………………………………………………………………………………………….

Costing options……………………………………………………………………………..

Measure of success………………………………………………………………………..

Reporting……………………………………………………………………………………..

Recommendations………………………………………………………………………….

References…………………………………………………………………………………….

In this task, you need to implement flexible workplace arrangement of telecommuting for an employee. Research telecommuting and make business case for it.

BUSINESS CASE

________________________________________

Executive summary

Purpose

Background

<Why you want to make flexible work, arrangements (explain the case study)>

Objectives

<A statement that emphasises that flexible working arrangements are implemented to facilitate the accomplishment of work >

Scope

<Whom the flexible work arrangements would apply to>

Process

<An outline of the process involved in identifying positions eligible for flexible working arrangements or aspect of working arrangements that could possibly be modified>

Action plan

· Example: Creation and implementation of flexible workplace policy < Human Resources will develop and implement a new Workplace Flexibility Policy and a Return to Work Guide for Working Parents >

____________________________________________________________________________

BENEFITS <minimum 4 benefits each>

Benefits for employee:

Benefits for employer:

______________________________________________________________________

Risks: <identify risks and process to mitigate them > minimum 4 risks

Example:

Risk:

Mitigation strategy:

______________________________________________________________________

Costing Option

______________________________________________________________________

Measure of success

<How would you measure the arrangement’s success>

______________________________________________________________________

Reporting

< A commitment to regularly review written agreement of the flexible working arrangements in place>

______________________________________________________________________

Recommendations

Outline why you recommend telecommuting. You can support your answer by giving examples of other businesses that have successful flexible working arrangements in place.

______________________________________________________________________

References:

WORKFORCE PLAN

<FOLLOW THE GUIDELINES GIVEN IN QUESTION>

Workforce plan: it is the systematic identification, analysis and planning of the organisational needs in terms of people.

INTRODUCTION

You can complete this template at the beginning of the initial workforce planning process. It is a simple project plan providing all relevant people with an overview of the project.

Stakeholder engagement plan

This template is a table containing the main components of a stakeholder engagement plan.

Workforce segmentation document

You can use this template to help you define the workforce divisions within your organisation and outline the job capability requirements for each segment.

Demand analysis (current and future)

Assume how much workforce is required currently and how much will be required in future. (Assume any numbers)

Based on the demand, what do you think will be profitable: recruiting full time employees or flexible workforce?

Some questions to consider while performing demand analysis:

1. What outcomes does your organisation need to deliver now and over the next one, two, three and four-plus years?

2. How will your funding change over the next one, two, three and four-plus years?

3. What does your organisation need from its workforce, in terms of numbers, skills, and capabilities, to deliver its outcomes now and over the next one, two, three and four-plus years?

4. Where and when does your workforce need to be located to deliver these outcomes?

Internal supply analysis

Workforce Profile:

Assume how many total members you have in your organisation

Out of those how many are in managerial positions and how many you think are long term.

How many are team leaders? And, how may are leaving and by when?

How many remaining employees? Out of these how many are long term and how many are eligible for promotions to replace the leaving team leaders?

Employee survey

You can use this template to survey employee opinion, experience and intentions to complement your quantitative information.

Employee survey can give more clarifications on the skills and capabilities of the internal employees to give them a fair chance for promotion if needed or for managing the changes occurring in workplace due to flexible work arrangements.

External supply (current and future)

You can use this template to examine your workforce’s current and future external supply. Knowing the market availability of skills and capabilities that you require will be useful when you are assessing the options for closing your workforce gaps.

If you have any requirement to hire new employees, what skills are deficient in your organisation? What is the timeframe in which you will hire people with the required skills? Are there any factors stopping you or you need to consider while hiring new employees?

green= skill is in high supply yellow = skill is in moderate supply = skill is low supply

Workforce gap (current and future)

Gap analysis is the process of determining what we have and what we need.

Assess current state and identify problems that are holding you back from reaching the goal.

E.g.: what roles and competencies are needed in the workforce?

Risk and options analysis

Risk can come from two main sources:

Inside the organisation: e.g. the business strategy, inefficient processes, resources, culture, capabilities, competency, structure, leadership, finance, technological, demographic, health and well- being, diversity and inclusion, innovation.

Outside the organisation: e.g. political, economic, technological, sociological, demographic, labour market, industry trends, customers, competitors, supply chain, legislation, regulation, innovation, pandemic events.

= extreme = high = moderate = low

Action plan

You can use this template to outline your chosen strategies and initiatives (in order of priority) and the responsibilities, key performance indicators, timeline, milestones and resources requirements. You should involve line managers and HR managers in this process to ensure you develop a tangible and realistic action plan. If there are links between existing strategies and initiatives and the strategies and initiatives you identify in your action plan, you should make those responsible for implementing them aware of this, and ensure they have the tools needed to coordinate them.

= high = medium = low

Approval:

Approval will be taken from the senior management.

Reference:

PART B

Create an Employee Self-Assessment

The purpose of an Employee Self-Assessment is to assist employees and supervisors in preparing for performance evaluations. ... Your self-assessment can help you to reflect on your performance over the past year and to document your accomplishments and their impact on your department.

To:

From:

Re: Request for Transition to part-time work

Date:

Dear

Kind Regards

--------------------------

Employee Self – ASSESSMENT REPORT

Outline Questions Asked by the Supervisor to the Employee

Recording Form (From the discussion)

Response by: To Management:

PART C

Discuss a range of approaches and solutions to deal with the request. Provided as a report

Request

To:

From:

Re: Proposal for Flexible Work Arrangement (four-day week work arrangement)

Date:

Dear

Kind Regards

--------------------

REPORT

Research different approaches and solutions

(Discuss a range of approaches and solutions to deal with the request)

PART D

To:

From:

Re:

Date:

Dear

Kind Regards

--------------------

Response to the employee’s request

To:

From:

Re:

Date:

Dear

Kind Regards

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OBERSERVATION CHECKLIST