Manage Workforce Planning

BSBHRM504A

Elements of Competency and Performance Criteria

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.  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. / Develop workforce objectives and strategies / 1.  Establish objectives for the modification to or retention of the workforce
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
3. / Implement initiatives to support workforce planning objectives / 1.  Implement action to support agreed objectives for recruitment, training, redeployment and redundancy
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
4. / Monitor and evaluate workforce trends / 1.  Review workforce plan against patterns in exiting employee and workforce changes
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

This is a Graded assessment

Assessment 1: Labour market analysis report (Weighting 40%)

(Element 1 & 2) This is a Graded assessment

Conduct research using a range of sources to review:

·  Current and predicted external labour supply data, and

·  Demographic and economic data to forecast human resources supply.

·  Organisational diversity requirements in the workforce

Prepare a short report of (approximately 1500 words) that analyses the labour market based on current labour market statistics in an industry of your choice.

Your report should clearly show an interpretation of market statistics to address the following performance criteria:

·  Develop knowledge of labour demand and supply relevant to the specific industry currently and in the short term through labour force analysis

·  Determine predicted areas of organisational growth and downsizing and associated labour requirements

·  Analyse existing workforce of the organisation to determine areas where there are excesses or shortages

·  Analyse the organisation's current workforce’s capacity to meet current and predicted demands for business goods and services

·  Research and review current and predicted external labour supply data, and demographic and economic data, to forecast human resources supply

·  Make recommendations for workforce planning.

Due:


Assessment 2: Succession planning and workforce plan evaluation
(Weighting 60 %) (Element 3 & 4) This is a Graded assessment

Briefly examine an organisation's current workforce plan to:

·  Evaluate whether the current workforce plan is effective and

·  Make recommendations to provide a more effective usage of the organisation's labour market and to promote the organisation as an employer of choice.

Develop a plan that addresses internal labour needs in the medium to long term, utilising succession planning principles and incorporates a retention plan.

The succession plan may be based on a current organisation of the your choice, a case study from a relevant text or a scenario from your workplace.

The succession plan should address the following performance criteria:

·  Longer term organisational goals and their effect on required labour supply

·  Current and potential future demand for labour

·  Identify areas with unacceptably high staff turnover and define objectives to address this aspect of workforce planning

·  Implementation strategies to assist workforce to deal with organisational change

·  Implementation strategies in your succession plan to ensure desirable workers are developed and retained and programs to ensure workplace is an employer of choice

·  Clearly define objectives in relation to workforce retention

·  Government influence on labour demand and labour supply

Due: