Diversity in the Community and Workforce Management

This report explores the importance of diversity in the community and how effective workforce management can help organizations meet their objectives. It includes case studies, recommendations for staff retention, and strategies for aligning business vision with staff requirements.

Analysis

Table of contents
Introduction......................................................................................................................................3
Assessment task 1............................................................................................................................3
Assignment task 2............................................................................................................................8
Part 1................................................................................................................................................8
Part 2..............................................................................................................................................10
Part 3..............................................................................................................................................11
Assignment task 3.........................................................................................................................11
Assignment task 4..........................................................................................................................13
Reference list.................................................................................................................................16

Introduction
Diversity in the community helps the organization to respond effectively to the emerging needs
of the customers and the clients. Managing the workforce helps the organization to meet out the
required objectives and goals of the organization. It helps the employees to retain for a longer
time in the organization. This report is based on some case studies which have been analysed and
evaluated to find some answers.
Assessment task 1
1. Staff statue analysis:
To ensure improvement and avoid the failures that the Baddocks is facing related to staff
turnover it is important for the company that it must adopt staff analysis that will help it to take
required initiative. Staff analysis is a regular activity in which proper records are to be
maintained and further required discussion with the supervisor over it. The purpose of this
analysis is to know about the level of workload that every staff must be allotted, the structure of
the organization and job satisfaction among employees. An analysis of employee turnover helps
to know the reason behind leaving the organization and what strategies can be applied to retain
the employees. This analysis starts with preparing a spreadsheet and collect all the data of the
employees who left the organization in some last years. Baddocks can include employees’ name,
position, department, the reason for termination, Fair labour standards act status, annual salary,
EEO information and the total cost to replace the employee (Trittin & Schoeneborn, 2017).
Department/position: Baddocks must find out the departments with the highest turnover staff as
it may be considered that this department may require more HR attention and positions having
high turnover needs to be restructured (Harrington & Voehl, 2016).

Reason for termination: Baddocks must focus on finding out the reason behind every
termination. For example, if an employee is leaving the company due to family reasons,
Baddocks must adopt more family-friendly policies (Leverence et al. 2017).
FLSA status: High turnover in nonexempt positions requires the jobs to be restructured while
turnover in exempt positions can be a reason for a serious matter for financial resources
(Sjöström et al. 2018).
EEO status: Baddocks must focus more on minority groups as turnover in this group can be due
to the unintentional effect of certain policies (Seckinger et al. 2018).
Annual salary: It can be an indicator for Baddocks to focus more on attractive compensation
and pay plans (Gallivan et al. 2015.
Date of birth: An analysis of the age of the person with the help of this data can help in
ascertaining the gen X, Gen Y or baby boomers that need to be addressed (Auffray et al. 2016).
Date of termination: This data helps to know the kind of termination of the employees as to
know whether it is seasonal termination or they are leaving after getting annual bonuses (Bulger,
2018).
Tenure: If the departure of the people is more during their first year of work it will let to know
that the issue is in the recruitment process, orientation or employee training (Chadel et al. 2016).
2. Employee turnover is a part of every organization that it experiences. This sometimes has a
great impact on the organization. Similar is in the case of Baddocks (BLC) company. Here are
some recommendations that it must use to rectify the retention of staff in the workplace (Valeva
et al. 2017).
Hiring the right staff: Baddocks must employ the right people with adequate skills and
knowledge in their field. It must use proper methods while hiring the staff for its company.
Employees must always have strong skills and match with the vacant positions. Baddocks must
hire those employees who can fit into the behavioural and cultural environment of the business.
They must be interviewed regarding there techniques to face various situations. They must be
made clarified about the working environment while hiring (Baur et al. 2017).

Pays and rewards: Baddocks must offer well compensation, attractive way with other benefits
also. They must be provided with their essential necessities such as housing, food and other
utilities. Additionally, the provision of extra money for extra work is also crucial as it sometimes
becomes the key reason behind the high turnover in a company. Employees always want good
benefits from the company. Hence, Baddocks must always try to compensate better than their
competitors to minimize the risk of staff turnover.
Recognition and praise: Every employee needs some recognition and appraisal for the work
done. Baddocks must give praise to their employees on successful completion of the task. The
reason is to encourage them and support them for their task and create a positive working
environment. When employees feel motivated, respected, acknowledged and desired they like to
stay at one job and hence decrease staff turnover (Council, 2017).
Show the career path: Baddocks must show their employees a clear path to upgrade their skills.
It will help them to get some direction and purpose for the future. Employees always want to stay
at one job and upgrade their skills. Baddocks must know the career requirements of every
employee and must give them direction according to it (World Health Organization, 2015).
Flexible schedule: Employees must be given flexible work schedules so that they can make a
balance for themselves. It helps them to adjust their work time and location and get time for their
family. If it is not possible for Baddocks then it can offer flexibility wherever possible such as
flexible lunchtimes etcetera.
3. Every business has a vision of its own. Creating a vision is simple but aligning employee
ever with it quite tricky. Completion of the vision is only possible with the help of adequate and
skilled staff. Hence Baddocks must also take some steps to align business statement with staff
requirements. It will help them to meet company needs along with staff needs (Wrench, 2016).
Making the vision a part of company process: Baddocks must try to make their employees
clear about their vision. It must hear their employees all the time whether it is their query or a
suggestion. The whole process of working must be discussed regularly. Employees must be
made clear about the Baddocks’ output, uniqueness, progress and importance of human
resources.

Tie the vision with the goal: Baddocks should integrate the business statement with the business
goals. It will help to convert the vision as a daily task. As everyone will try to work with full
efforts to achieve its goals it will help the company to achieve the vision also. It will get the
contribution of every employee in the vision. Integrating the company's vision with staff
requirements is an important aspect of a successful company.
Clear communication: Braddock must always try to focus on concise and clear communication
with the employees. There must be no misunderstanding between them. Company goals and
objectives integrated with vision must be made clear to employees with the help of proper, clear
and reliable methods of communication. Baddocks must use face to face communication along
with some high tech resources also such as emails, blogs, texts and other platforms.
Company transparency: Baddocks' leaders must focus on maintaining transparency in the
working of the business. It helps the employees to get motivated if they know that one is working
hard to achieve the vision of the company they also give their full efforts. Baddocks must
promote transparency as it will help the business to build good relationship and trust among
employees and customers. They will come to know about the guidelines established by the
company and hence will work according to it.
Follow-ups and check-in: Baddocks must always get review and feedback from the employees
to help them by guiding for their queries. It will also help them to align with the company needs.
Check-ins must be regular and frequent. Baddocks must make monthly or weekly check-ins as it
will help the staff to feel motivated and supported. Check-in on the projects and deadlines of the
employees will make them work towards the progression and aligning with the company’s
vision.
4. Employee retention is the need for every organization to achieve its goals. It is the
methods that can be adopted by the company to retain its staff for a longer period of time.
Employee retention strategies are a method of retaining the employees for maximum time and
making efforts to ensure the growth of the employees. There exist many objectives, and it has
great importance of retaining required skilled labour (Lopes et al. 2015).
Hiring is not an easy process: Recruiting the right employee for the right job is not an easy
task. Recruiters follow a complex and long process to hire an employee. They have to find the

best employee from a number of choices, conduct several interviews and take many preliminary
tests to take a decision. Hence it is not an easy process to hire an individual (Cascio, 2015).
Takes time and money: An organization invests a lot of time and money in making him work
according to the requirements. Company has to train an employee when he joins the company,
and it takes much time. When an employee leaves the company all the money and time goes in
vain, and HR has to follow the complex process again.
Competition: Sometimes it becomes possible that when an employee leaves the company, he
may join the competitor company. In such cases, it becomes possible that they take policies,
strategies and methods to other company. It can be chances that they may leak the secret
information and statistics to the new company.
Policies and guidelines: Those employees who were working for a longer period of time with
the company have all the information related to policies and guidelines of the company. Hence,
they perform much better than new individuals. New individuals take much time to understand
all the rules and regulations of the company. Employees who are already involved in the
company can perform better and effectively.
Loyalty: Also those employees who remain with the company for a longer time have more
chances of being loyal. When they get all the required benefits of their choice, they feel more
attached to the company. Hence, they show more loyalty than a new individual. For them, the
company is their first priority over all other things.
Potential: Those employees who are working within the company for a long time show their
potential in work. They perform the task and activity assigned to them with full efforts. They try
to show their creativity. New individual ma lacks talent and may not be as much hardworking as
an already working employee.
5. Workforce diversity and cross-cultural management refer to managing the activities of
the organisation related to hiring, supervising, use the skills and promoting employees of
different backgrounds (Lopes et al. 2015). It is essential for the organization to know about the
dynamic workforce. They play a crucial role in the HR policy such as:
Increased innovation: Diverse workforce means a range of ideas, expressions and creativity. It
is generally related to new ideas that help the organization to create new products and provide

the best services. Different individuals have different creativity. Hence, they show variance in
their work and provides the products with an innovative touch.
Improved customer service: Different people have different abilities and capabilities. Some
individuals have patience while some have better communication skills. Hence people from
different culture helps the organization to meet the diversified demands of the clients.
Social responsibility: workforce from different cultures is a symbol of diversification in the
organization. The cross-cultural team helps the organization in showing that they support every
community and hence have a positive impact on society. An organization with a diverse
workforce can be shown as a company which believes in equity and diversity.
Increased adaptability: Workers from different culture have different talents among them. They
can perform the same task differently while helping the organisation in bringing the
diversification in the working also. This helps them to be more flexible and adaptable to the
dynamic business environment. It helps the organization to meet the dynamic demands of the
market and grow their business successfully.
Broader service range: Diverse workforce provides the benefit of knowledge of different kinds
of languages at one place. It helps the organization to expand the business globally. It reduces the
chances of being not successful due to incomplete knowledge of different languages of other
countries. It helps the organization to interact in better ways and hence, brings growth
opportunities.

Assignment task 2
Part 1
Template One – Workforce projections
Dean Bakeries Current Staff Staff required Shortfall Surplus Recommended Hire
date
Bakers Other Bakers Other Bakers Other Bakers Other
St. Kilda 2 7 1 5 - - 1 2 Sep 2019
Windsor 2 12 2 10 - - 0 2 Nov 2019
Essendon 2 12 1 2 - - 1 10 Dec 2019
Brighton 2 12 2 8 - - 0 4 Sep 2019
Pakenham 2 12 2 10 - - 2 12 Sep 2019
Kyabram 2 12 1 6 - - 1 6 Dec 2019
Sale - - 1 6 1 6 - -
Shepparton - - 4 24 4 24 - -
Total 10 67 7 43 5 30 5 28
1. The best organizational structure for the dean bakery shall be functional structure as it is
generally used to organize workers. In this structure, people are grouped on the basis of their
skills and knowledge. It is structured vertically from top to bottom (De Bruecker et al. 2015).
This kind of structure follow different functions such as research, marketing etcetera its
advantages are:
 specialization in the working
 enhanced productivity

 accountable staff
 the clarity in employees' roles
Disadvantages:
 aligning priorities
 the flow of communicating and information
 collaboration
 co-ordination while taking any decision
 management of other departments
2. There are numerous jobs and skills that are needed to meet organizational strategies.
Required skills can include positive attitude, good communication skills, teamwork, self-
management, willingness to learn, thinking skills such as decision making ability, problem
solving assessment, resilience, employability skills, being reliable and dependable while jobs can
be classified as managing consultants, business developers, strategic cost analyst, operation
analysts and corporate developers etc (Noe et al. 2017).
3. As both Glen and Tom are concerned about hiring new staff for the new stores, they must
hire them around two months before any season or festival. This is because it will take around
one month for the training of new member and to one more month to gain experience about what
the work is. It will take around two months for a new individual to adapt to the working
environment. Most of the hiring must be done from September 2019 to December 2019.
4. They can use several strategies to make up the shortfall as notice period before leaving
the organization, job rotations and exit interviews for the job, recruitment of additional staff,
good recruitment network with agencies and reference friends and relatives etc. for new
recruitments they must check their job background and specific knowledge and skills test,
reasons for leaving the last job, references if any etcetera recruitment in each section must be
done on the basis of skill gap analysis (Murphy et al. 2017).
5. The strategies that could be engaged to manage a staff surplus include:
 Other employees must not include that this has been done to cut labour cost; rather it
must be seen as employees have no choice than doing more work due to a reduction in the
workforce.
 Use outsourced staff while labour deficits as it will help to work out smoothly.

 Redistributing excess staff can also help in managing staff surplus. They will provide
more flexibility in the work.
 Offering early retirement and contract buyouts can provide sufficient attribute to reduce
labour surplus.
 Labour surplus can also be managed by hiring new staff seasonally. One can also hire
staff only for the labour deficit period.
6. To ensure that they are able to source skilled labour as compared to their competitors
they must use the following strategies such as:
 Reshaping recruitment efforts
 Recruiting and retaining contract employees with long term growth potentials
 Recruiting more flexible workforce
 Committing to the employees
7. There are many strategies should be in place to retain skilled labour such as paying a
competitive salary, making them a member of the team, offering proper training, promoting
informal organizational structure, allowing room for advancement, making time, encouraging
suggestions and offering praise and acknowledgement to them (Rice, 2015). Hiring the right
candidates for the right job and creating an environment that suits their needs are some of the
ways to retain more workforce.
8. They can get staff in Kyabram where the existing businesses are facing staff shortages
and where most of the workforce is ageing by looking for the talent in the existing staff
(Riccucci 2018). Provision the training and development to already working staff can help them
to get rid of the situation. Adjusting the hiring criteria according to the needs like hiring only
professionals who can meet all job requirements and hiring those who are a mix of talent pools is
also a good solution. Another means to deal with staff shortage is transfer. They can transfer
their staff from one bakery to the required one.

9. Global trends or incidents can lead to a change in their objectives and strategy. Hence
there is a need to understand coupling behaviour and dynamic change that occur (Squires et al.
2017). Employment type must be changed from full time and permanent to contract based, and
they should rely on consultants to reduce overheads and improve flexibility.
10. Strategies that should be in place to have a succession planning system, organisational
climate and employer of choice are as follows:
 They must have a clear understanding of the required talent needs.
 Must follow the business based approach
 Ensure a pool of skills in the organization
 Focus on development
11. Staff retirement, annual leave and maternity leave plans affect the organisation and its
ability to deliver services in a positive way. Employees feel job satisfaction and work for a
longer period with the company. Every employee needs to fulfil personal objectives along with
organizational goals. These kinds of leave plans help the employee to deliver the best service to
customers (Pozo-Martin et al. 2017).
Template Two – Action Plan
Action Physical and financial resources
required
Human resources
required
Timeframe
s
Responsibility
Providing
the
required
asset
Microwave oven baker Ten days Purchase
manager
Completio
plates assistant 15 days Purchase

n of basic
amenities
manager
Proper
utensils
availability
Serving bowls assistant One month Purchase
manager
Part 2
Table One – Cost projections
Table One – Cost projections
Positions Hourly
Rate
Hours
worked
Gross
Pay
Superannuation
(9% of Gross
Pay)
Daily Cost
(Gross pay+
Superannuation)
Weekly
Cost
Annual
Cost
Service
Assistants
$20.00 6 $120 $9.6 $ 129.6 $907.2 $45360
Service
Assistants
$20.00 8 $160 $14.4 $174.4 $1220.8 $61040
Baker $25.00 8 $200 $18 $218 $1526 $76300
Total $ 522 $ 3654 $ 182700
Part 3
1. No all the staff is not happy as they have different requirements. Some like evening shift
while some find a rotational shift to be quite feasible.

2. Yes, the shift must be rotational as it will be beneficial for all the staff who have issues
from changed working hours especially Tina and Roger. Not all the employees fell satisfactory
working in assured time. They are making the working hours rotational will help them to choose
the working hours of their choice.
3. Staff must be allocated more work according to their ability to compete with different
tasks at one time. They can also hire more staff from consultant agencies. These can be those
employees who have holidays on Friday and can get ready to work for extra pay.
4. Some of the benefits of having more experienced female bakers at Dean’s Bakery are :
 Greater diversity helps in earning more revenue
 Women can relate with more empathy
 Multi-task and multi-focus
 Possess the skill to unite people
 Draw together opinions and proposals of the staff
Assignment task 3
Question 1)
a. It is because technology is rapidly changing and hospital systems are getting complex.
Urgent care centres have become common now, and workforce plans are required to recruit the
right people at the right job with the right skills (Culp et al. 2015).
b. The hospital would require diversity in its workforce because it will be good for the sake
of the patients. It will help the hospital in improved satisfaction for racial and ethnic minority
patients. It will also increase the ability of the workforce to effectively address the healthcare
needs of different communities (Hejase et al. 2016).
c. The Skilled Occupation List help fill the shortages in the hospital by finding out the
shortage of workforce in a particular department. It helps to search out the requirement of the
particular staff and fulfils it by the proper recruitment process (Mitchell, 2018).

d. The hospital workforce for excesses or shortages can be analysed by preparing the skilled
occupational list. To determine the excess and shortage; the audit of the labour force in the
workplace can be conducted. It will provide details and information about the employee's
occupation, promotion, training, task history etcetera (Schreiber, 2015).
Question 2)
a. organization can
 gather information from ABS
 consult different groups
 ascertain the number of university graduates, vocational education and training system
 read research reports
 attend conferences
b. An example of statistics from ABS that one might need to take into consideration when
preparing a workforce plan in the health care sector is related with the annual turnover of the
staff due to lack of hospital facilities provided to them. It will help in assessing the reasons
behind their turnover ratio.
Question 3)
a. by clearly defining the change and aligning it with business goals
b. by following some steps such as identifying critical positions, identifying competencies,
identifying succession management strategies, documenting and implementing succession plans
and evaluating effectiveness.
c. By offering good working vulture and workplace environment that helps to attract and
retain the workforce.
d. With the help of a questionnaire that can consist of some questions related to the
organizational and personal needs of the staff.

Question 4)
There are a number of methods which can be used to estimate future staffing requirements .
some of them are:
 Developing a workforce plan: to estimate future staff requirements are must be a
workforce plan that needs to be developed to meet out the adequate requirements. It includes
laying out a proper plan and performing staffing assessment. It is followed by developing
demand and supply data, and the data needs to be compared. The plan must be communicated
and implemented to the required personnel, and hence after evaluation, it must be updated if
required.
 Trend analysis method: This is a technical analysis that is based on predicting future
stock price movements based on trending data. It is generally related to the idea that what will
happen in future.
 Scenario planning method: It is related to developing some scenarios for the market that
enable an individual to concern its impact and plan for the future. It is a fundamental task and an
important part of a manager role.
Question 5)
Workforce diversity can be managed by hiring the required kind of staff only. This requirement
can be according to to the age, gender or culture. The proper ratio must be maintained while
recruiting staff for the hospital. It must not be done that all the workers are male o female or
more young staff is available as compared to an experienced one. This is because older people
have more experience while young staff are freshers.
Assignment task 4
1. Given below are some issue in terms of workforce planning that must be addressed:
 Predicting areas of organizational growth and organizational failure
 Labour demand forecasting
 Staffing strategies
 Identifying the areas of shortages and excesses
 Labour supply audits

 Labour supply analysis
 Skills and performance gaps
 Workplace diversity
 Workforce capacity to meet demands
 Strategic workforce planning
 Triple bottom line objectives
 External labour supply data and review of demographic data
 Review of economic data along with staff budgets
 Redeployment, retrenchment and redundancy
 Retention strategies
 Recruitment methods
 Analyzing staff turnover
 Change in management policies
 Contingency planning
 Establishing workforce planning targets
 Communicating workforce planning objectives
2. There is a shortage of human resource and an excess of marketing staff. There is a need
for analyzing the peak time and the kind of job they are doing. It is essential to know the working
hours they are doing the job. Also, marketing staff can make to help the human resource in the
best way as possible. Reducing the members in marketing staff and increasing in the human
resource will help the organization to prepare the tables as targeted and complete the task within
the assigned time.
3. Organizational plan can help in managing the required workforce in future by keeping
control over all the staff. It will help to enable the required staff adequate.
4. To stop the high turnover various strategies and objectives can be taken into
consideration such as offering a salary to those who live away from the site (Addicott et al.
2015). Competitive benefits packages can also help the staff to retain an organization for a longer
time. By involving them in the decision making can help them to mould the decisions according
to their comfort level. Providing proper training to other staff members related to the task of

artisans can be a good option for future turnover. Creating a positive workforce will help them to
adjust their schedule and work smoothly.
5. Due to the merger of the two sites into one, morale has been dropping down in staff.
Some staff is unhappy with the move as they live far away and will have to face certain issues on
reaching to site. The high turnover in of highly skilled artisans and research development team
will result into various organizational issues. Hence there must be certain objectives and
strategies that can help in retaining and sourcing skilled labor.
6. There can be many initiatives that can be implemented to support workforce planning
objectives. These can include:
a. Recruitment: the workers must be recruited according to the required needs of the
organization. They must be recruited on behalf of emerging needs and targets made. Recruiting
the right person for the right job can help in supporting objectives of the organization that can be
fulfilled with the help of skilled staff.
b. Training: the workforce is planning objectives can be achieved by providing the required
training and development opportunity to the existing staff in their working fields. This will help
them to get better growth opportunities and direction for a future career.
c. Redeployment: redeployment helps the employees to get a chance to find new jobs when
their position is at risk. The risk can be due to change in an organization or limited budget; hence
managers sometimes used redeployment to fill the vacancy.
d. Redundancy: it generally happens when an employer removes the excess staff from the
company. It will help the organization to reduce labour cost and minimize the risk of staff
turnover as others may feel job satisfaction due to higher benefits of bonus and feel motivated.
e. Organisational change: changes in the working environment according to the needs of the
staff can help the staff to feel motivated and give their full efforts in completion of a task. It will
help them to work with their full potential and result in workforce planning objective to be
achieved.
f. Succession planning: if the objectives of the planning are achieved successfully, it will
present a direction for succession planning it will also help to take a step forward to meet future
requirements.

g. Programs that improve morale to ensure Goulburn Furniture Manufacturers is an
employer of choice it will help to offer required working culture and workplace environment. It
will attract the employees to give their full efforts and retain for a longer time. This program
generally follows well being of employees and customers and hence it is the most important
initiative that can be taken to achieve workforce planning and objective.
8. An effective leader has to follow many strategies to drive their employees to work harder
and achieve their goals. One can follow certain approaches. Every leader must be consistent by
treating every member of the team equally while focusing on clarity, accuracy and thoroughness
in communication. He must set the goals of the team according to the skills and reward and
recognize the hard work done by an employee in front of everyone. Every leader must be an
example for everyone in terms of his behaviour, punctuality and ideals. He must take every
individual strength, weakness and ideas differently and try to remain as transparent as possible.
He must also encourage all the ideas and opinions given by the staff as it will help them to enjoy
working. He must not always keep order but also listen and ask the questions from them.
9. Yes, there can be several other individuals or other organizations that can be involved as
they have an interest in the organization. They can help the organization by sharing profits or
losses. They can be in the form of stakeholders who can help in starting an employment training
program. They can also make efforts to improve racial harmony and enhance the work life of the
employees. When people feel more satisfied, they work with full efforts. Some environmentalists
can also be involved for protection o open space, conservation of required resources, and can add
other environmental efforts to everyday life. Neighbouring companies can provide work safety
initiatives and help in policing high crime suggestions. Other people can be a racial or ethnic
group, residents, particular organization, policy makers, families, schools, doctors, health
organizations, police and other law agencies, landlords, contractors, developers, employers,
government, media and leaders. They can be sometimes harmful as they have an adverse effect
on the company. More interference in the working of the organization can result in different
problems. Family-related issues let the employees distract from heir working. Many times
leaders and some policymakers create an issue for the company. Similarly, some harsh taxes

levied by the government also act as barriers. Residents and neighbours also make complaints
regarding some pollution or environmental problems (Cho et al. 2017).
10. Different staff have different requirements that need to be fulfilled at every level. By
facilitating a positive transition to one site, it is recommended some support and additional input
such as:
 Extra pay to those who are reaching at the site from far away
 More compensation opportunities to the skilled workers
 Double wages per hour for overtime
 Additional incentives such as health facilities or one-time meal etcetera.
 Family benefits such as free schooling
 Target based work and better pay benefits

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