BSB51915 - Manage Workforce Planning: Manufacturing Sector Analysis

This essay, crafted for a Diploma of Leadership and Management course, delves into workforce planning within the infrastructure manufacturing and delivery industry. It defines workforce planning, emphasizing its importance in aligning organizational goals with employee skills, improving key performance indicators, and addressing challenges like skill gaps and labor demand. The essay outlines the benefits of effective workforce planning, including employee retention, mitigation of disruptions, and improved business plan implementation. It details the WFP process, from setting strategic direction to review and evaluation. The discussion further addresses issues related to labor demand and supply within the manufacturing sector, identifying gaps and proposing strategies such as technology implementation and employee training to meet current economic climates. The essay concludes by highlighting the significance of strategic workforce planning in ensuring the organization's long-term success and adaptability.

BSB51915
DIPLOMA OF LEADERSHIP &MANAGEMENT
BSBHRM513
MANAGE WORKFORCE PLANNING
TASK 2 template
Trainer Name : PRADIP POHKREL/MATHEW THOMAS
Student Name : I am a LEGEND
Student ID : TAS000000000000

Assessment task 2 - 1500 word essay. Choose an industry…..
MEETING WORKPLACE PLANNING CHALLENGES IN THE CURRENT ECONOMICCLIMATE
INTRODUCTION
Workforce planning is a strategic technique for getting the indication of the future potential of the
organization. The workforce planning can be considered as systematic planning for understanding
the future needs and the scopes for the organization. It helps the organization to meet the long
term and short term business objective. Workforce planning of the organization allows the business
organization to indulge the right people for the right job at right place. It sets up the talent
management and the people strategy for the next 2-3 years. Apart from that it also helps in building
the systematic thinking and ranking the leadership in the organization.
BACKGROUND
In this discussion, I am going to talk about the infrastructure manufacturing and delivery
Industry.
WORKFORCE PLANNING : DEFINITION AND IMPORTANCE, BENEFITS OF WFP
Workforce planning is a term used to describe the planning process undertaken to ensure an
organisation has the right people, with the right skills, at the right time. It is simply a methodical
process that documents the directions in which a work area is heading and provides managers with a
tool for making human resource decisions now and into the future.
WHY DO WORKFORCE PLANNING?
Workforce planning helps an organisation to forecast future conditions and environments, and
allows managers to anticipate change and put strategies in place to ensure the organisation is not
caught out and left ill-equipped to meet the needs of their clients. Workforce planning is a
systematic and strategic approach towards the involvement of the employees in the organization.
The main objective of the workforce planning is to indulge the employees in a right way so that they
can help to achieve the organizational goals. Apart from that the compilation of the work in a right
order can be done through assigning the proper job to the right employee (Wu and Issa 2014).
Understanding the ability of the individual employee and specifying then perfect role for them is one
of the main objectives of the workforce planning. The workforce planning can defined as a part of

the human resource management. The proper work force planning is a framework that will develop
the strategy for proper management of the human resource in the organization.
Improving Key Performance Indicators
There are various significances of maintaining the workforce planning in the organization like
bridging the responsibility of the employees and the organizational goals. The main significance of
the workforce planning is that it provides a tool for the managers and the leaders of the organization
to understand and evaluate the performance of the employees in the organization (Opalek and
Greenberg 2017). Apart from that this framework also indicates the required development in the
recruitment process and talent management in the organization. Through the work force
management the employees in the organization can be evaluated on the basis of the performance
and the required skill development can be done for meeting the dynamic requirements of the
consumers in future.
WHAT ARE THE BENEFITS OF WORKFORCE PLANNING?
Workforce planning assists with responding to challenges within the equipment and resource
manufacturing sector including addressing the requirements of
Proper planning: One of the key performance indicators is the development of the proper planning
and framework for managing the workforce in the organization. This will help the managers in the
organization to keep the track of the human resource in the organization.
Feedback: Feedback can be considered as the indicator for the improvement of the working
environment of the organization (Burton et al. 2016). The feedback can be taken internally or
externally for the organization. The internal feedback will allow the managers to take the feedbacks
from the employees in for the further development of the working culture. Whereas the managers
can give feedbacks to employees on the basis of their performance and provide proper training for
further improvements.
Identification of the current trends and the analysis of the risks: The workforce planning and
management helps in the finding the current trends and practices regarding the human resource and
the management of the employees in the organization. Apart from that the workforce planning also
indicates the risks involved in the process and the future plan for the mitigation of those risks.
Definition of the business objective: Through the proper workforce planning and management the
definition of the objectives for the organization can be understood more clearly (Buchan et al.
2015). This makes the decision making process for the managers regarding the development and
the expansion of the business.
Implementation of the gap closing strategy: Another significant improvement for the development
of the workforce planning is that it helps to close the gap between the requirements of the
organization and the employee skills in the organization (Hewitt et al. 2015). The gap closing
attribute of the proper work force planning helps the organization to deliver the projects and
services meeting all the requirements of the clients.

Benefits:
A good workforce planning can deliver the following benefits for the organization:
Retention of the employees: The employee retention can be evaluated in the good workforce
planning. This will generate the engagement of the employees in the workforce through the
recruitment process (Baron 2016). Apart from that the analysis can be done on through the work
force planning where the evaluation of the market trend can be done. Through this evaluation it can
be understood finding the employees in which field would be problematic and the ways that will
make the employees to stay in the organization.
Mitigation of disruptions and delays:
Workforce planning will help the business organizations to complete the projects within the
deadline. This will enhance the goodwill of the company. Maintaining of the deadline can be done
through the proper staffing and assigning the proper amount of the work to the individual
employees (De Bruecker et al. 2015). The clear view can be developed through the workforce
planning in the key areas. This will help the managers in the proper hiring process and prioritize the
works.
Assessment of the workforce planning:
A good workforce planning or the assessment is not exclusively involved in hiring the new employees
in the organization. The assessment is also involved in the identification of the needs for the training
to the existing workforce. Giving proper training to the employees help them to enhance their skills
(Rees et al.2018). This increases the productivity of the organization. The planning also allows the
alignment of the organizational goals with the work force goals, thus improving the working culture
of the organization.
Analysis of the workforce:
The analysis of the workforce can be done through the work force planning. Through the planning
the evaluation of the performance of the employees can be done (Sparkman 2018). On the basis of
the evaluation the training of the employees can be given for the development of the skill. Apart
from that the analysis of the workforce will help the organization to indicate the poor performers of
the organization (Goodman, French and Battaglio Jr 2015). On order to enhance the performance of
the identified employees the organization can take proper measures, thus improving the quality of
the whole workforce.
Implementation of the business plan:
The implementation of the proper business plan can be done on the basis of the workforce analysis
and the planning (Scully, Gregson and Turner 2016). On the basis of the workforce and the
information that can be fetched from the workforce planning, the business plan for the future
development and the implementation of the business can be done.
Monitoring, evaluating and revision:
The monitoring and the evaluation of the performance of the employees can be done through the
workforce planning. This framework allows the employees to give the feedbacks regarding the work
culture and the working environment (Crettenden et al. 2014). This will help the business
organization to identify the need for the disruptions and the modifications of the current
functioning.

THE WFP PROCESS
Workforce planning (WFP) ensures that “the right people with the right skills are in the right place at
the right time.”
Step One– at least 4 points
Set Strategic Direction by accessing planning data and plans:
 Analysis of the current workforce and the existing human resource practice in the
organization.
 Analysis of the current trends of the organization.
 Evaluate the gap between the current trend in the industry and the existing practices in the
organization regarding the employee engagement.
 Set the aims and the implementation deadline for the filling up of identified gap.
 Take the proper measures and the actions for the implementation of the plan.
Step Two– at least 4 points
Analyse current situation by checking on Supply, Demand, and Discrepancies:
 The demand of the services and the products of the organization are analysed at the first
stage.
 It has to be seen that the organization has the enough workforce to meet the demand of the
products. In case, the recruitment can be done in order to increase the supply of the
products and services.
 Supply demand chain is depended on the working process of the organization and the work
force of the organization.
 In case, if the consumer demand more customized products, the skill development of the
employees are needed to be done so that the customization can be implemented in a proper
way.
Step Three– at least 4 points
Scenario planning and forecasting:
 The planning is needed to be done on the basis of the supply demand of the company and
the organization’s situation in the market.
 The planning is to be done for the improvement of the workforce as well as the business of
the organization.
 The forecasting is done on the basis of the assumptions and the calculative analysis.

 The implementation of the plan is the responsibility of the manager of the organization.
Step Four– at least 4 points
Identify planning initiatives and strategies -develop action plan
 The aims and the objectives of the planning are needed to be clear at the initial stage.
 The requirements of the planning are based on the aims and objectives.
 The dependencies are identified in a proper way.
 The action plan needs to have the fixed deadline and the involvement of the all stakeholders
of the organization is needed.
Step 5
Implement workforce plan – at least 4 points
 The roles of different employees involved in the plan are needed to be mentioned properly.
 Implementation of the workforce plan is needed to be done within timeline.
 The routine feedback is needed to be taken.
 The implemented plan is needed to be reviewed and proper communication in the
organization is needed to be maintained.
Step 6
Review and evaluation– at least 6 points
 The workforce plan is meeting all types of requirements needed for the organization to
achieve the goal.
 The workforce plan is employee friendly.
 The plan is bringing the flexibility in the human resource management of the organization.
 The proposed plan supports the implementation of the current trend in the business
organization.
 The workforce plan is able to bring the positive disruption in the organization.
 The workforce plan supports the proper flow of communication between different
employees in the organization.

ISSUES FOR LABOUR DEMAND AND SUPPLY IN THE manufacturing SECTOR
IDENTIFICATION OF GAPS manufacturing industry AND STRATEGY DEVELOPMENT
Examples of strategies to consider for addressing gaps include: - at least 6 points
 Implementation of the technology which will support the use of the emerging
innovation in the manufacturing industry.
 The employees are needed to be trained to handle the newly implemented system.
 In order to maintain the implementation accurately, proper project management
planning is needed to be done.
 Before the implementation of the disruption, the current market trend is needed to
be evaluated.
 It has to be seen that the implemented disruption is relevant in the field of the
manufacturing industry.
 The implemented system to fill the business gap should maintain the sustainability
for doing the business.
TECHNIQUES USED FOR FORECASTING LABOUR DEMAND AND SUPPLY THROUGH WFP
PROCESS
i. Recruiting and retention by making sure the right employees are employed and
those that already employed are retained for the future.
ii. Selection – by using strategies that not only select best candidates but selects them
at the right time in the right positions.
iii. Training and development by continuously train and develop employees so that they
always know what to do and become more productive. This process will also make
sure that employees are motivated and therefore will be committed to go the extra
mile when doing their job tasks.
HR STRATEGIES TO ADDRESS WFP– all good workforces (industry specific) have good HR
strategies going forward.
● Forecasting and assessment. ……..

● Succession planning. …………………
● Leadership development. ………………….
● Recruiting. ……………………………...
● Retention. ……………………………….
● Performance management. ……………………
● Career path. …………………………….
● Environmental forecast…………………………..
● Identifying job and competency needs. ………………………..
ISSUES TO WORKFORCE DIVERSITY – 2 paragraphs OK here.
The diverse workforce is an assets for any organization as it helps the solving of the
problems in the industry from different perspective. However, there are certain issues regarding the
workforce diversity. Some of the difference in the workforce may cause problems. These factors are
cultural and ethnic difference, lifestyle acceptance, gender.
Most of the organizations in the industry are taking many initiatives to achieve the gender
diversity in the organization. However, in some cases, the issues regarding the workforce diversity
can be mitigate through imposing of the general company rules and regulations. A good workforce
planning will include the steps for the mitigation of diversity issues.
CONCLUSION
The discussion is regarding the workforce planning and the significance of the workforce planning in
the organization. It can be concluded from the discussion that the proper workforce planning is
depended on the requirement and objective of the business organization. There are certain factors
those should be included in the good workforce planning. Apart from that the diversity in the
workforce is needed to be considered as a factor during the implementation of the workforce
planning.
Reference section
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