Workforce Planning: Analysis, Trends, and Strategies

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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