Manage+Workforce+Planning

Manage Workforce Planning​Manage Workforce Planning

 * BSBHRM504A**
 * Unit Purpose **

This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives. It includes aligning workforce objectives with business plans, analysing labour market trends and predictions, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes.

Specifically you will be able to:

· assess supply and demand · develop workforce objectives and strategies · implementation initiatives to support workforce planning objectives · monitor and evaluate workforce trends

Grading: The student result is based on the evidence provided to meet the criteria for competence as specified in the unit of competency and grading criteria.

The result CD, CC, AC or NC is entered in CLAMS representing Distinction or Credit or Competent or Not yet Competent respectively.

Where the unit contributes to the course grading, a nominal mark is used to calculate the final course grade. The nominal mark is: Distinction 88 Credit 75 Competent 61 Not yet Competent 44


 * Elements of Competency and Performance Criteria **

2. Analyse existing workforce to determine areas where there are excesses or shortages 3. Review organisational requirements for **diversity** in the workforce 4. Analyse current workforce's capacity to meet current and predicted demands for business goods and services 5. Consider existing organisational structure and its strengths and shortcomings in relation to foreseeable changes 6. Research and review current and predicted external labour supply **data,** and demographic and economic data, to forecast human resources supply 7. Review staffing budgets to predict cost of workforce changes || 2. Define objectives to address areas with unacceptably high staff turnover 3. Define objectives to retain required skilled labour 4. Define strategies to source skilled labour 5. Communicate objectives and rationale to relevant stakeholders 6. Obtain agreement and endorsement for objectives and establish targets 7. Develop contingency plans to cope with extreme situations || 2. Develop and implement strategies to assist workforce to deal with organisational change 3. Implement **succession planning** system to ensure desirable workers are developed and retained 4. Implement programs to ensure workplace is an employer of choice || 2. Monitor labour supply trends for areas of over- or under-supply in the external environment 3. Monitor effects of labour trends on demand for labour 4. Survey **organisational climate** to gauge worker satisfaction 5. Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends or incidents 6. Regularly review government policy on labour demand and supply 7. Evaluate effectiveness of change processes against agreed objectives ||
 * || **Element** || **Performance criteria** ||
 * 1. || **Assess supply and demand** || 1. Review **business plans** to determine predicted areas of organisational growth and downsizing and associated labour requirements
 * 2. || **Develop workforce objectives and strategies** || 1. Establish **objectives** for the modification to or retention of the workforce
 * 3. || **Implement initiatives to support workforce planning objectives** || 1. Implement action to support agreed objectives for recruitment, training, redeployment and redundancy
 * 4. || **Monitor and evaluate workforce trends** || 1. Review workforce plan against patterns in exiting employee and workforce changes

Lesson 1 Determining required labour supply. __Questions__ Analyse your existing workforce to determine where there are excesses and shortages. How does this fit in with the overall business plan? What are the supply issues applying to your business? Lesson 2 Unemployment- understanding the terms and researching the external labour force. (best practice in Workforce planning) Lesson 3 How workforce planning interacts with other HR and Management practices.
 * What do you need to do?**

Lesson 4 Consultation with Managers on workforce planning



Lesson 5 Diversity in the workforce- an ethical approach More than just anti-discrimination! Review sites such as [|http://www.diversityaustralia.gov.au] Look for best practice examples/ cases of how diversity works eg ATO, Ford, BHP, Sara Lee Refer to the Better Workplaces-Employer Resource Kit (retain and support staff) resource on the net- besides considering ethnic and cultural diversity we need to look at generational differences eg GEN Y, Baby Boomers as well as returning mothers. Lesson 6 Implementing initiatives to support workforce planning objectives. Google **talent management, continguency labour, succession planning, retention strategies.** Consider what would happen to your workforce in the event of a merger or acquisition. Refer to the Hr transition process in the Australian Master Human Resources Giude 5th Ed CCH Sydney p 577 Things to consider are joining / selling parts of the group, skills to be acquired, retention strategies, intentions of employees, policy compatibility, merging cultures, redundancies, contractual arrangements.



Lesson 7 Monitor and evaluate workforce trends- measuring organisational climate and employee opinion surveys.





Research
Standards Australia has produced a Standard on Workforce Planning HB299-2008. It is particularly good for Risk Assessment and the checklist at the end. Ask your TAFE librarian if you cannot access this at work. In addition I have included some interesting documents from resources and articles on the topic. Do your own research along the way by googling **workforce planning, succession planning, skills shortage, aging workforce, exit interviews, employee opinion surveys.** You will find there are various State and Federal goverment sites dealing with the workforce planning and providing checkilists and resources for studying and improving workforce planning issues in your workplace or industry.Try university sites also as they often have examples of guidelines, plans and strategies etc



Assessment Task
Discuss with your trainer a due date for assessments.