1.Manage+workforce+planning

= Manage Workforce Planning - BSBHRM504A = This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives.
 * Unit Purpose**

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

Elements of Competency and Performance Criteria:
 * 1) Assess supply and demand
 * 2) Develop workforce objectives and strategies
 * 3) Implement initiatives to support workforce planning objectives
 * 4) Monitor and evaluate workforce trends

= Assessment = Important: Please read the attached document and acknowledge by email to your trainer as soon as you commence this course. Student Assessment guide Assessment - download the assessment tasks. Discuss due dates for assessments with your trainer.

= Facilitator and Textbook = Facilitator: robyn.ford@det.nsw.edu.au

Ensure you have a copy of the textbook **Managing Human Resource Systems 2nd Edition** by Rod Jones – Pearson Education ISBN 978 144 2511 828. It is written directly to the Dip HR. You can order directly from Pearson as it can be quicker, but be aware that if you’re ordering online or over the phone

= What to do now? = LESSONS AND RESOURCES FOLLOW BELOW Work through the lessons, powerpoints and readings

**Lesson 1 Determining the required labour supply and what is workforce planning**. Questions about labour supply and demand.: > are the labour supply issues applying to your business/ industry?
 * Analyse your existing workforce to determine where there are excesses and shortages.
 * How does this fit in with your overall business plan eg expansion?
 * What are the labour supply issues applying to your business/ industry?


 * Lesson 2 Unemployment, workforce participation rates and researching the external labour force. Consider best practice in Workforce Planning.**




 * Lesson 3 How workforce planninginteracts with other HR and Management Practices**

**Lesson 4 Consultatioon with managers on workforce planning**

Review sites such as [|www.diversityaustralia.gov.au]. Look for best practice ezamples / cases of how diversity works eg ATO, Ford, BHP, Sara Lee. Refer to Better Workpractices- Employer Resource Kit (Retain and Support staff) resource on the net. Besides considering ethnic and cultural diversity we need to look at generational differences in the workforce eg GEN Y, Baby boomers as well as returning mothers.
 * Lesson 5 Diversity in the workforce- an ethica approach. More than just applying Antidiscrimination and Equal opportunity approaches** **.**

**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 HR Transition process in the Australian Master Human Resources Guide 5th edition, Sydney p577. Things to consider are joining/ selling parts of the group, skills to be acquired, retention strategies, intentions of employees, policy compatibility, merging cultures, contractual arrangements.



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

=Research:= Standards Australai has produced a Standard on Workforce Planning HB299-2008. It is particularly good for Risk assessment and there is a checklist at the end. Ask your TAFE librarian if you cannot access this on line at work. In additon I have included some interesting articles, resources and documents on the topic. Let me know if you find something to include.

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 government sites dealing with workforce planning and providing checklists and resources. Try university sites also as they often have examples of guidelines, plans and strategies.