Workforce Planning: Analysis, Trends, and Strategies

This document provides a comprehensive guide on workforce planning, including the analysis of current workforce, labor supply trends, future skills and staffing requirements, sources of labor, and more. It also discusses the steps in the workforce planning process and provides strategies for managing industrial issues and accommodating future workforce needs. The document covers the subject of workforce planning and is relevant for courses related to human resource management and business management.

Workforce planning
(Participant Assessment)

Table of Contents
Part A- Task.....................................................................................................................................1
Analysis of current workforce, including demographics, skill level, etc...............................1
1. Labour supply trend............................................................................................................1
2. Steps in workforce planning process..................................................................................1
3. Future skills and staffing requirements..............................................................................2
4. Sources of labour................................................................................................................2
5. Broad Draft Budget............................................................................................................3
6. Industrial issues in workforce supply along with contingency plan...................................3
7. Monitor and review business strategies to meet and accommodate future workforce needs
................................................................................................................................................3
Part B- Task.....................................................................................................................................3
Part C- project..................................................................................................................................5
Task1: Labour trend in the manufacturing industry...............................................................5
Task 2: Process to address the immediate HR issues.............................................................6
Task 3: Proposal for being an employer of choice.................................................................6
Task 4: Manage future changes along with survey of its gauge in employees’ satisfaction level
................................................................................................................................................7
Covered In PTT......................................................................................................................7
Task 5: Demonstration of skill...............................................................................................7
K Check - Manage Workforce Planning - Questions 1-4................................................................8
Question 1:.......................................................................................................................................8
a) List 3 negative impacts that high staff turnover could have on a business........................8
b) List any positive impacts on a business that could arise from a moderate turnover of staff?
................................................................................................................................................9
Question 2:.......................................................................................................................................9
The term “demographics” is often used to better understand the nature of your workforce.
Describe the term “Demographics” and list 3 demographic features of your staff................9
Question 3:.......................................................................................................................................9
a) List 2 examples of where an organisation could require an increased workforce...........10

b) List 2 examples of where there may be a requirement to reduce the workforce.............10
Question 4:.....................................................................................................................................11
Workforce diversity or even diversity in the composition of work teams can have a positive
effect on achieving organisational objectives.......................................................................11
Comment on this statement and give some examples to support your comments...............11
K Check - Manage Workforce Planning - Questions 5-8..............................................................11
Question 5:.....................................................................................................................................11
a) Explain what the term “Succession Planning” means in terms of workforce planning...11
b) Describe some of the features of a well-developed succession planning strategy...........12
Question 6:.....................................................................................................................................12
Develop a list of the relevant stakeholders who should be involved in developing, endorsing
and implementing workforce objectives and explain why they need to be involved...........12
Question 7:.....................................................................................................................................12
What are three considerations that you would make when planning for future Human
Resources needs and dealing with variations in labour supply and demand?......................12
Question 8:.....................................................................................................................................13
Describe labour force analysis and forecasting techniques in the context of human resource
planning................................................................................................................................13
REFERENCES..............................................................................................................................13

Part A- Task
Analysis of current workforce, including demographics, skill level, etc.
The current task focus and emphasis on the field of event management that has extensive
experience in managing projects. Currently the company has won a contract to manage key
components of Australian Garden Show thus, it is looking and planning for efficient workforce
to meet the needs of event in a significant and vital manner. The current workforce has
comprised of many demographic factors such as age, race, and sex of employees. A combination
of both male and female is recruitment along with hiring of both young as well as experienced
candidate who belongs to diverse culture and background which are present within the workforce
that ensures and facilitates a highly inclusive and diverse workforce with improved perspective.
Further, the key skills and main competencies of workforce in event management which is
present in employees of companies comprises of Great Communication Skills, being a People
Person and good at Team bonding.
1. Labour supply trend
The labour trend which are currently shown in the event management industry that can
have effect of labour supply comprises of emergence of boomerang workers and challenges
associated with retaining existing employees. Further, an issue of taking over of managerial
position by younger professional is also a latest trend seem which is bringing change in staffing
trends and workforce supply culture. Apart from this, increased use of wearable technology and
boom of part –time and freelancing market are also latest trend which are affecting the current
labour supply in form of shortage of employees.
In recent times the issue of the boomerang employees is continuously rising in the business
environment that has been also faced by the BlueScope Steel's as emerging as one the most
recent HR problems. This, scenario is basically related with the Boomerang employees are the
ones who left the company for a better job or salary, and after some time they are re-hired into
the organization. Thus, in such situation it become vital for organisation to effectively look out at
the ways that can be adopted to rehire and retain employees which can include Increased
Loyalty, Engagement, and Commitment. Another benefit of rehiring employees is that they will
likely be more engaged and committed to the organization upon their return. They also bring a
fresh perspective along with them that could lead to important changes within an organization.
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2. Steps in workforce planning process
The process of workforce planning comprises of analyzing, forecasting, and planning
workforce supply and demand, assessing gaps, and determining target talent management
interventions to ensure that an organization has the right people - with the right skills in the right
places at the right time. The main steps of workforce panning comprises of:
 Set strategic direction- this step is related with linking the workforce planning process
with the overall organisational strategic plan and annual performance/business plan along
with main work activities required to achieve the set goals and objectives.
 Analysis of workforce- this step comprises of identifying the skills gap of existing
workforce. It has been analysed that lack of effective communication and team bonding
are identified skill gap in current workforce.
 Develop action plan- this step comprises of ensuring efficient training and development
programmes for employees in order to fill the identified skill gap which can be done
through recruiting, training and succession planning for talented employees.
 Implement action plan- this step comprises of meeting all the set human and fiscal
resources to understood the set plan through effective communication and coordination in
order to executive plan to achieve set strategic objective.
 Monitor, evaluate and revise plan- this step comprises of monitoring progress against the
set milestones to ensure continuous improvement in identified skills and competencies of
employees.
3. Future skills and staffing requirements
The Future skills and staffing requirement to meet the requirements of current contract
consist of willingness, Flexibility and a Positive Attitude along with effective communication
and team bonding to perform the various task lime crowd management, vehicle access, security,
etc. Beside this, Highly Organised and Efficient employees along with effective Budgeting
Capability and attention to Detail and Pride in Work together with a Determination to Succeed
and Stamina to Work Hard is also required within the employees to perform all the required jobs
and task in an efficient manner. Effective knowledge of new technology and safety techniques is
also required to ensure efficient lighting and effective security during the event. Along with this,
use of the Wearable technology is also a latest trend seen in HRM practises which allows
employees in sectors such as emergency services, construction, etc. to request for help much
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faster. Wearable technology when integrated with HR software provides the HR department with
vital health insights including sleep activities, steps, exercise routine, etc. of their employees.
4. Sources of labour
The various sources of labour that can be used by company to hire skilled and competent
workforce consists of support from recruitment agencies that set a link and connection between
employer and employee along with supporting improved hiring. Beside this, campus selection
also provides an effective way to hire fresh candidate within improved perception to meet the
current workforce needs of the company. Further, providing training for existing employees is
also a vital way to meet the current requirement of efficient workforce. Pocket HRMS believes
that wearables can greatly drive workplace efficiency and productivity. Reason being wearable
technology when integrated with HR software helps collect data pertaining to employees that
were difficult to obtain previously. Wearable technology when effectively integrated with HR
software provides the HR department with vital health insights including sleep activities, steps,
exercise routine, etc. of their employees. Along with this, the data collected about the habits and
routine of the employee can be further effectively utilized by the HR to come up with suitable
health programs and activities to ensure employee well-being and workplace safety.
5. Broad Draft Budget
Following Broad Draft is prepared for meeting the current workforce planning needs and
meeting the requirements of workforce:
Particulars Amount ($)
Recruitment expenses 500 $
Expenses of training 300 $
Campus selection 350 $
Commission of recruitment agency 150 $
Other expenses 200 $
Total expected expenses 1500 $
6. Industrial issues in workforce supply along with contingency plan
The potential industrial issues in workforce supply that can be faced during current
contract comprises of shortage of labour supply along with incompetent workforces. Beside this,
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Revenue shortage and changing of technology and workforce demographic could also be faced
as potential industrial problem. Effective workforce planning provides best possible contingency
plan to overcome the issue of shortage of labour supply. Further, providing regular training and
maintaining diversity at workplace offers most vital solution for the issue of changing
technology and workforce demographics. Further, preparation of efficient budget provides a vital
way to mitigate the problem of revenue shortage.
7. Monitor and review business strategies to meet and accommodate future workforce needs
To monitor and review the set business strategies, use of KPI (Key performance indicator)
would be made as it facilitates better control and check over the performance and efficient level
of all employees along with keeping a monitoring on the workforces planning and recruitment
process rom met future workforce need as the business expands.
Part B- Task
The succession planning is mainly associated with a leading an efficient strategy which
helps in passing on leadership roles to an employees or group of employees to ensure smooth
working of a company and to move on and grab new opportunities. A simple strategy to
overcome the issue of high employees turnover and to retain its experienced employees
comprises of providing and ensuring better growth opportunities and promotions for them. An
analysis can be made that future growth opportunities and appraisal facilitates and ensures a high
level of motivation in existing employees to retain in a company which also ensures there
professional and financial growth.
Further, implication of government policy lead out by the provision of equality act, 2010
also ensures and leads out a vital strategy formulation and effective succession planning through
ensuring high level of equality and diversity at the workplace which also plays a vital and
important role in attracting and retaining talented employees. Thus, providing an equal job
opportunity for all employees irrespective of there age, gender, culture or background ensures
and leads out a more talented and creativity workforce for better accomplishment and
achievement of set objectives.
Besides this, having a more systematic and analytical hiring of employees would also
lead and ensures a more talented workforce and trainers for a firm to maintain its integrity and
productivity level. Further, providing regular training and development programme also facilities
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and ensures an effective success planning and strategy for a firm to develop improved skills and
competencies in its employees which makes them better leaders and improve their efficiency.
Further, implication of participative management at workplace also offers an effective strategy to
bring improved equality and overcome the issue of high employee’s turnover through ensuring
and leading out improved communication and bonding at workplace. An analysis can be made
out that participative form of management provides equal involvement of all employees in
decision making and strategy formulation thus ensures better accomplishment of diversity and
equality at workplace along with leading improvised succession planning.
Further, to become employer of choice it is vital and important for a firm to focus and
emphasis on proper salary and compensation thus, it is recommended to provide competitive
salary package and regular perks and incentive to employees to get the status of employer of
choice. Further, workplace culture and reputation of firm also forms a major role in making a
firm employer of the choice thus, maintaining equality and diversity is vital for a company to
have improved reputation in business environment. Beside this, skills of the senior leadership
also plays a vital role in making a firm employer of choice thus, implication of participative
management is recommended and suggested to ensure a more positive and healthy employer and
employee relation at workplace.
Part C- project
Task1: Labour trend in the manufacturing industry
There are many labour trends which are currently seen in the manufacturing industry of
UK which are discussed and evaluated as below:
 More skilled and technically viable employees- The most vital trend which is seen in
manufacturing industry consist of the fact that they are willing to recruit and select only
highly skilled employees. Further, being technically sound and having all vital
information about ongoing innovation and automation has also become a vital part of
labour trend in manufacturing industry.
 Maintaining Diversity and equality- The policies of government has made the it
necessary and vital for all manufacturing organisation to ensures and have proper
management of equality and diversity at workplace. This legal requirement has brought a
new labour trend of manufacturing industry where all the companies are now looking for
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hiring a diverse workforce which enhance the overall creativity and productivity level of
a firm.
 Ageing Population- Currently, the manufacturing industry faces a labour shortage
exacerbated by the aging of the manufacturing workforce and gradual retirement of the
baby boomer generation. Thus, ageing population is also a new labour trend seen in
labour market participation improve, population aging is expected to lead to significantly
slower increases in real output and income and increase the possibility of labour
shortages.
 Positive workplace environment and regular wage growth- The employment act and
health and safety act was implemented by government policies which has bring to the
trend of providing a safe and sound workplace environment to all employees at
manufacturing site which has become a new labour trend. Beside this, Fair Work Act
2009, of government of Australia has also made it mandatory for manufacturing
organisation to provide a minimum amount of wages with regular increments that is seen
as a new labour trend in manufacturing industry.
Task 2: Process to address the immediate HR issues
The immediate HR issue faced by BlueScope company is related within reating ist
multicultural workforces and treat them with trust and respect thus, following step and process
can be adopted to address these issues:
 Hire right people- it must be being the first step to hire right people on the basis of some
analytical recruitment process to maintain the efficiency and integrity level of employees
in order to retain them for longer period.
 Regular compensation and performance based perks- the another vital aspect to maintain
and retain talented employees along with motivating them for hire productivity
comprises of providing regular compensation and performance based perks.
 Equality in recognition and rewarding employees- providing regular recognition on
equality basis without any discrimination on the basis of culture, sex and background
would lead a more satisfied and motivated employee which keep them retained for
longer period of time.
 Offering flexibility and prioritising employee engagement also facilitates an effective
way to overcome the issue of high employee turnover and dissatisfaction in employees.
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Task 3: Proposal for being an employer of choice
The current situation in BlueScope steel is facing certain issues related with high staff
turnover along with rising level of dissatisfaction among staff about the pay. Further, many
employees are also having a thinking that their efforts are not properly recognised and there is
also lack of professional development for talented employees. Beside this, the female employees
are seemed more concerned about the issue of gender discrimination in providing promotional
opportunities. Thus, current proposal is made up for management with the main objective of
emphasizing and mitigating the issue of high employee’s turnover applying with ensuring higher
motivation and satisfaction level in employees. Further, mitigating the risk and issue of gender
discrimination and bringing equality at workplace of BlueScope Steel are also the main objective
and concern of current proposal.
To meet the set objective of reducing high employee turnover it is recommended for the
BlueScope company that it must focus on providing a competitive salary for its employees which
motivates them for higher retention. Apart from this, option of flexible working schedule and
improved employee engagement by the means of effective communication are also vital ways
which can be adopted by BlueScope company to overcome and mitigate the issue of high
employees turnover. Beside this, providing regular performance based incentives and perks on
equality basis are also vital to boost up the morale and satisfaction level of employees to mitigate
the current HR issues in BlueScope. Further, regular training and development programmes
along with unbiased and performance based promotion and growth opportunity ensures and
facilitates higher satisfaction among females and also mitigate the issue of gender discrimination.
Further, to overcome the various HR issues and to return to the Status of being employer of
the choice comprises of following recommendation for BlueScope company:
 Ensuring job security for employees as it plays a vital role in boosting morale and
confidence level of employees which improve their loyalty and commitment level for a
firm and makes it employer of the choice.
 Providing relevant empowerment and authority is also a vital way to create a feeling of
respect and trust among the employees which boost their motivation and satisfaction
level.
 Improved opportunity for growth is also a vital recommendation for BlueScope company
to become employer of the choice as it lead to better performance development planning,
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career paths, and internal and external training opportunities for better personal and
professional development of employees.
 Providing work-life balance and fairness are also vital components and aspect of
employer of choice which is recommended for the BlueScope company through ensuring
flexible scheduling choices and fairly developed workplace policies.
Task 4: Manage future changes along with survey of its gauge in employees’ satisfaction level
Covered In PTT
Task 5: Demonstration of skill
Communication of objectives and rationale
Objectives
 To have improvement in satisfaction and motivation level of employees.
 To overcome the issue of high turnover and gender discrimination.
The selection of current research topic is rationale as it ensures status of employer of choice
through leading a more equitable and motivated workplace for employees.
Agreement and endorsement for its objective
Agreement and endorsement to above stated objective would be provided through
providing regular perks and incentives to employees along with proper recognition. Further,
improved training and growth opportunity would also be provided to employees to ensure higher
retention of talented employees.
Targets and systems of evaluating
 The target set for current objectives is, “To have a reduction of 20% in issue of employee
turnover”.
 To evaluate the success of achieving target use of KPI (key performance indicator would
be made) which provide better analysis of success of above strategies in reducing and
mitigating the issue of high employee turnover.
K Check - Manage Workforce Planning - Questions 1-4
Question 1:
Answer all parts to the question.
Staff turnover is a factor that impacts on all organisations.
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a) List 3 negative impacts that high staff turnover could have on a business.
The three negative impact that high staff turnover has on a business comprises of
following main points:
 Cost of high staff turnover- The foremost negative impact of high turnover comprises of
fact that replacing of staff is a very expensive process which consist of many cost like
cost of advertisement, recruitment cost, etc. Therefore, high cost and enhanced business
expenses is the biggest negative impact of high employee turnover for a business.
 Low workplace morale- the another negative impact high employee turnover consist of
the fact that result in low employee morale as it leads to increased workloads and
responsibilities on remaining employees and also the newly recruited employees are not
much immune to new workplace which creed low morale level.
 Deteriorating quality and productivity of business- high employee’s turnover is also a
main reason behind lower productivity and sub-par quality of work as it lead to disruption
in daily operations. Thus, high employee turnover has an adverse effect on overall quality
and productivity of business due to an overall low number of employees at workspace or
due to presence of inexperienced employees without complete training.
b) List any positive impacts on a business that could arise from a moderate turnover of staff?
Some positive impacts are also lead out and created by moderate turnover of staff which
consist of the fact a replacement employee might have is a better fit for the job and more
productive. Beside this, a new employee ensures and comes up with fresh ideas and improved
morale that can lead a positive impact on business performance. Beside this, moderate turnover
of staff is also beneficial for business as company is no longer in debt for high wages tenured
employees earn as maintaining long term employees is expensive as compared to starting salaries
for less experienced workers.
Question 2:
The term “demographics” is often used to better understand the nature of your workforce.
Describe the term “Demographics” and list 3 demographic features of your staff.
The term demographic is mainly related with the basis characteristics of a population
which comprises of study of factors such as age, race, and sex. Beside this, the term employee
demography or workforce’s demographics can be defined as the study of the composition of
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population and social entity of the workforce in terms of its members' attributes”. Thus, the
Demographics nature of workforce comprises of various factors like gender, age, ethnicity,
occupation, seniority, salary levels, marital and family status. Within the BlueScope company the
3 main demographic features of staff consist of their age, gender and seniority level. The
company is tending to hire and require candidates who belong to young age as they are more
energetic and have new and more efficient way. Beside this, for top post some experienced
employees are also employed. Further, to maintain equality at workplace both male and females
candidates are equally employed by BlueScope company. Beside this, seniority level has also
taken as a key demographic future of staff as employees at various level comprise pf top,
medium and lower level are working which is defining their demographics based on seniority.
Question 3:
Staffing requirements may vary at different times according to the business demands of the
organisation. Consider both temporary and permanent factors.
In each part of the question.
a) List 2 examples of where an organisation could require an increased workforce.
The two examples where an organisation need and required an increased workforce consists
of following two main reason:
 For effective management and launch of a new project (temporary factor) – Sometimes
to effectively come up with a new project and to properly manage the new work an
organisation need an increased workforce to perform various task and responsibilities
related with that project. It is optional for the organisation to hire permanent or temporary
employees for a project as sometime the new workforce is only employed and remaining
part of project till the new project last but sometime they also continue to work as
permanent employee.
 Expansion of business or enhancement in productivity (permanent factor)- The another
time when a business required more workforce consists of the time when a company is
planning to expand its business operation or aim at increasing its productivity. It has been
analysed that for improving productivity and have expansion of business at various
location it is essential and vital to recruit a larger number of workforce to effectively
bifurcate all the needed roles and responsibilities among them.
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b) List 2 examples of where there may be a requirement to reduce the workforce.
The 2 possible examples where there may be a requirement to reduce the workforce are
provided and discussed as follows:
 Reduce costs of operation- The main reason when there is requirement to reduce the
workforce comprises of the fact that reduction in workforce result in costs of operation.
Thus reduction in workforce is lead out by a company as a process that is used to reduce
their costs by reducing cost of salary and other perks in order to effectively increase their
profits.
 Improve efficiency (by replacing employees with machinery)- The another example
where business tend to reduce their workforce is based on leading improvement in their
efficiency as replacing employees with new and more innovative machinery ensures
higher level of productivity and efficiency.
Question 4:
Workforce diversity or even diversity in the composition of work teams can have a positive
effect on achieving organisational objectives.
Comment on this statement and give some examples to support your comments.
Diversity in the composition of work teams have a positive impact in achieving
organisational goals and objective as it ensures and leads to a more competent and skilled
workforce. The term diversity is mainly related and associated with presence of range of people
from various racial, ethnic, socioeconomic, and cultural backgrounds along with individuals
from a diverse lifestyle, experience, and interests. Thus, diversity leads many positive impacts in
enhancing the productivity and creativity level of a firm. For example: when employee’s who
belong to a diverse culture would work at common place then it would lead to improvement in
their knowledge and skills level as each of them have a diverse and new perceptive.
The another benefit and positive impact of cultural diversity consist of the fact that it
allows a wider pool of talented employees which plays a significant role on improving the
efficiency level of workforce that have positive impact on success of a firm. Apart from this, the
another positive impact of diversity in the composition of work teams comprise of the fact that it
improved overall brad image and reputation of a firm which in turn leads to improved sales and
productivity.
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K Check - Manage Workforce Planning - Questions 5-8
Question 5:
Answer both parts of the question.
a) Explain what the term “Succession Planning” means in terms of workforce planning
Succession Planning is basically representing the process of identifying and tracking high-
potential employees within a firm who will be able and possess capacity to fill top management
positions when they become vacant. Thus, succession planning aim at developing leadership skill
in the employees which consists of a process of recognizing and creating future leaders. Further,
succession planning involves and focused at understanding the organization's long-term goals
and objectives in order to identify the employee development needs along with determining the
current trends to ensure more effective workforces planning in terms of skill development and
bifurcation of roles in team.
b) Describe some of the features of a well-developed succession planning strategy.
Some of the vital features of a well-developed succession planning strategy are described
and listed as below:
 Identify Prospects- The main feature of succession planning comprises of identifying
critical roles along with competencies required to perform the role to ensure more
efficient workplace planning.
 Be transparent- The another key feature of a well-developed succession planning
strategy consists of be transparent in strategy formulation as it facilitates and leads to
more clarity which ensures more effective succession planning for workforce.
 Focus and skill development- It is essential to develop well-structured succession
planning that it must focus and emphasis on effective skills development of employees
and should comprise of learning initiatives, learning content purchases, and development
plans.
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Question 6:
Develop a list of the relevant stakeholders who should be involved in developing, endorsing and
implementing workforce objectives and explain why they need to be involved.
The list of relevant stakeholders who needs to be involved in developing, endorsing and
implementing workforce objectives comprises of board of directors, managers, employees and
other associated parties as they are directly and indirectly related with the organisational
objectives and forms a significant impact on all decision making and strategy formulation of a
firm.
Question 7:
What are three considerations that you would make when planning for future Human Resources
needs and dealing with variations in labour supply and demand?
 Evaluating current employee’s potential
 Determining the training needs of the existing employees
 Putting an effective succession plan to meet future labour needs and workforce supply.
Question 8:
Describe labour force analysis and forecasting techniques in the context of human resource
planning.
Labour force analysis is basically a vital process which includes Identifying the area
within which employers are competing for labour, Conducting or participate in market surveys
within the labour market to determine the salaries being paid for specific positions along with
Identify market trends such as: ancillary pay, merit and pay practices. The various forecasting
techniques which are used in context of human resource planning comprises of Delphi technique
which is a systematic and interactive forecasting method that was originally conceived as a way
to obtain the opinion of a panel of experts without necessarily bringing them together face to
face.
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