Bsbhrm513 Manage Workforce Planning : Assessment Answers

Answer:

Task 1

That includes the staffing information of JKL industries for the fiscal year of 2014-15, it can be said that the company is having problems related to employee turnover. For the role of Senior Manager in Sydney, the organization needs 4 managers; however, one manager is exiting. It will make one empty position which might hurt the decision making process. On the other hand, In Brisbane and Canberra there are only two branch managers, one for each location. Both of them are exiting. Without branch managers it will be impossible to run the operation of those branches smoothly. In the case of Lime manager, offices in Sydney, Brisbane and Perth have two lines managers in each location. In those locations two line managers are needed; however, from each of those locations, one line manager is quitting. However, the biggest problem is faced by the sales department. From the staffing information, it is clear that none of the locations have required amount of sales force. In addition, at average, almost 3 salespersons are exiting from each location which will make the job of sales department more complex and tough.

1.1 Projection for future workforce needs 

Strategic Direction

Within workforce planning model, this aspect will help to identify the amount and type of jobs and skill required to meet the mission and considered goals of the organization. From the appendix 1, it can be seen that sales department of the organization is facing most of the turnover related problem. Therefore, through this aspect, the management will be able to identify what jobs and skills should an employee have to meet the mission of the company.

Workforce analysis

There are three steps in the workforce analysis phase which are determining demand of workplace, determining supply for workforce and gap analysis.

In the first step which is determining demand of workforce, the management of the organization will identify skills that are required in workplace to meet projected demands, staffing partners and workload changes.

On the step 2, management will consider staffing levels, employee skills and demographics and employment trends. It will help to develop an existing workforce profile and future profile.

In the step 3, gap analysis must be conducted that will include comparing the projected workforce supply to the forecasted workforce demand attempting to answer the questions mentioned below.

• What new type of skills will be required to achieve goals and objectives?
• Whether the current workforce of the organization have the required skills or not?
• What type of jobs and skills will no longer be needed?

1.2 External factors that affect workforce supply 

There five factors that influence workforce supply in an organization, Those factors are hereby mentioned below.

Promoting staffs from within the company

Promotions are considered as reliable sources of supply of experienced and skilled individuals who do not required to be trained and are familiar with the goals of the organization. Some empty positions can be filled by transferring employees from one department to another or from one branch to another (Hensvik and Skans 2016).

Availability of needed talent in the outside labor market

This can be evaluated by the unemployment figures, a survey of private and public employment agencies and other trusted sources.

Competition for talent

If the competition is extremely high then it will become tough to tap the supply and cost of extra workers will become too much high. On the other hand, if the need for a specific talent is not high enough then the supply will remain flexible and easy.

Trends related to population movement

Any change in the demographics will also affect the sources of supply. For instance, in among the people, there is a propensity to move from countryside areas to urban areas, then supply in the rural areas will dry up. Additionally, immigrants from outside of a country have a tendency to settle in cities. It will automatically increase the supply in urban areas (Breaugh 2013).

Trends of enrollment in schools and universities

Supply of skilled labor and personnel will increase if ample amount of students are joining training programs in colleges and universities. On the other hand, it is also true that if education cost is high, then a decline in enrollment will be seen which will affect the workforce supply.

1.3 Industrial relations information 

Worker Compensation Board or WCB delivers educational services, inspections and investigations along with resources to make sure employees and employers are aware of their workplace rights and responsibilities. Every employee that is working has some rights which are hereby mentioned below.

• Employees have the right to know about every information and challenges that can affect health and safety in the workplace.
• Employees also have the right to contribute in your workplace safety by reporting unsafe or unhealthy work situations.
• Employees have the right to refuse any type of unsafe and unhealthy work
• Employees will also have to fulfill their responsibilities to make sure that workplace is safe. That includes,
• Reporting any unsafe situation in the organization and any type of injury to the employer
• Employees must work safely and must follow the health and safety rules and regulations
• Employees must ask for training programs that they will need to fulfill organizational goals and objectives (Campbell 2012).
• All types of protective equipments must be used by the employees
• They must also report any type of partiality happening in terms of incentives or promotions to the senior management of the organization.
• Employers also have their own responsibilities. They must always monitor and assess the performance of the employees in order to find out those employees who are not performing well. Employers will have to communicate with those employees to find out what type of challenges they are facing in the organization.

1.4 Government Policy 

Fair work Ombudsman: It delivers knowledge and advice about workplace rights and obligations in Australia.

Jobactive: This is governmental employment service to help Australian people into work. It also helps the employers to find the right people for their organizations (Ofori and Aryeetey 2011).

Department of Employment: This department is responsible for all types of national policies and programs that help the Australian people to find and keep workplace safe and fair.

Fair work commission: It is Australia’s national workplace relations tribunal which is accountable for maintaining a safety net of minimal wages and employment situations.

Gender equality agency: This department is accountable for gender equality in Australian organizations.

1.5 Workforce Planning Report 

In this part of the report, a workplace plan will be provided for the organization that includes the development of strategies to address upcoming gaps and surpluses. Strategies include policies and practices that will assist in recruiting, establishing and retaining the critical employees needed to accomplish the mission and strategic goals of the company. It will also deal with workers or skills that are no longer required (Chan and Kuok 2011).

1.5.2 Organization’s requirements for a skilled and diverse workforce

From the appendix 1 it can be seen that the organization is having serious employee turnover issue in their workplace. Most of the departments do not have ample amount of employees to deliver proper operations. However, the major issue can be seen in the sales force department. The organization does not have ample amount of staff members in sales department in none of the branches of the organization. It can hamper the sales related operations of the organization (Absar 2012). Therefore, it can be said that the management of the organization, especially its human resource department will have to recruit skilled and diverse workforce in the sales department of the company.

On the other hand, it is also seen that the organization does not have diverse workforce. There are 4 senior managers and 6 branch managers. However, all of those managers are male. In the mechanic department also, number of women employees are minimum (Breaugh 2012). Therefore, the organization will have to recruit more number of women employees.

1.5.3 Discussion of the data you have considered and analysis of the impact on organisational objectives

 The mission of the organization is to deliver value to consumers and investor via highly trained, motivated and expert workforce. JKL Industries is working to sell forklifts, small trucks and spare parts to several other industries. Now it is obvious that the sales department of the organization is responsible for developing positive relationship with the consumers and for increasing the sales amount and profitability of the company. If ample amount of sales personnel are not there in the sales department, then it will hamper the sales operations significantly. In the case of JKL, it is seen that all the branches of the organization does not have ample amount of sales personnel (Klotz et al. 2013). Therefore, it is obvious that it will hamper the profitability of the company and will not allow the company to deliver valuable services to the consumers.

On the other hand, it also hampers the revenue of the organization. It is not possible to state the exact cost of turnover as it varies from company to company. However, it can easily go beyond 200 percent of an employee’s annual salary. That clearly means, if a sales person in the JKL Industry is getting $50,000 annually, the management will have to spend nearly $200,000 while replacing him (Scott 2014).

1.5.4 Recommendation 

Develop relationship: The management of the organization must become active about getting to know the sales person without being invasive.

Recognize achievement regularly: The management must be sure to pay attention to the achievements of the sales people. Senior management must reward them for their performance, especially when they have made major contributions (Podsiadlowski et al. 2013).

Sales contest: The management can also introduce strategic sales contests. It will help to drive result and will motivate sales team to perform better.

Incentives: The management of the organization can also offer incentives. Incentives must not always include monetary rewards only. Management can offer gift cards, gadgets and desk toys to motivate the sales personnel.

Organization events: Parties and employee celebrations can be planned to show the appreciation of the management towards the employees.

1.6 Communication Strategy 

1.7 Risk Management Strategy

Task 2

From the Appendix 1 that includes staffing information for fiscal year of 2014-15, it can be seen that the organization is currently facing issues related to employee turnover. Besides, they also do not have ample amount of employees in most of the departments, especially in sales department. For senior manager post, 4 senior managers are there; 1 is exiting there 1 senior manager is needed. For branch manager post, 6 branch managers needed where two branch managers are exiting from Brisbane and Canberra. Therefore, 4 branch managers are needed. In the case of line manager, 12 line managers are required where one from Sydney, one from Brisbane and one from Perth is exiting therefore 3 line managers are required. For salesforce, a total of (8 in Sydney, 9 in Melbourne, 8 in Brisbane, 7 in Perth, 7 in Adelaide, 7 in Canberra) 46 employees are required. For the post mechanics, 16 employees are needed.

2.1 Staffing Plan 

Task 3