BSBHRM513 Manage Workforce Planning

This document provides the assessment criteria, performance evidence, foundation skills, and knowledge evidence for the unit BSBHRM513 Manage Workforce Planning. It also includes information on reassessment and the elements for competency demonstration.

Name: __________________________________
BSBHRM513
Manage Workforce
Planning
Learner Workbook

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Assessment criteria forBSBHRM513
Manage Workforce Planning
In this document, you will find the foundation of what is required to become competent in
this unit. For further information on each element, you can refer to the Assessment Matrix.
Included in this document are the elements for the unit, foundation skills, assessment
requirements as well as an assessment tool definition list and the crucial observation and
third-party check lists. As well as all the areas covered here, each student must also complete
all workbook activities, case studies and major activities, where stated, to become competent
within this unit.
NOTE – Re-assessment:
Students will have amaximum of two (2) reassessments attempts if competency is not
achieved in the first instance.
The final grade of ‘C’ for Competent or ‘NC’ for Not Competent is only given at the
completion of the unit of competency when all components or parts of the assessment are
graded as ‘S’ for Satisfactory. Unsatisfactory results are marked as NS.
Elements for Competency Demonstration
Elements for Competency Assessment:
1. Research workforce requirements
2. Develop workforce objectives and strategies
3. Implement initiatives to support workforce planning objectives
4. Monitor and evaluate workforce trends.
Performance Evidence:
Evidence of the ability to:
 Review and interpret information from a range of internal and external
sources to identify:
o current staff turnover and demographics
o labour supply trends factors that may affect workforce supply
o organisation's workforce requirements objectives and strategies
 Manage workforce planning including developing, implementing, monitoring
and reviewing strategies to meet workforce needs
 Review relevant trends and supply and demand factors that will impact on an
organisation's workforce
 Develop a workforce plan that includes relevant research and specific
strategies to ensure access to a skilled and diverse workforce

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Foundation Skills:
Reading
 Interprets and critically analyses organisational strategy and data on staff
turnover and demographics
Writing
 Uses broad vocabulary, grammatical structure and conventions appropriate to
audience and context to develop strategies, plans or reports
Oral communication
 Conveys information using language, format and style appropriate to a
specific audience
Numeracy
 Extracts and evaluates the mathematical information and applies
mathematical and problem-solving strategies when monitoring labour trends
and surveying organisational climate
Navigate the world of work
 Understands and interprets organisational goals to develop processes,
objectives or strategies relevant to own role requirements
Interact with others
 Selects and implements appropriate communication protocols to liaise with
personnel in a range of work contexts
Get the work done
 Sequences and schedules complex activities, monitors implementation and
manages relevant communication when researching requirements and
developing workforce objectives and strategies
 Makes a range of critical and non-critical decisions in relatively complex
situations, taking a range of constraints into account when assessing factors
affecting workforce supply
 Anticipates potential problems and uses analytical or lateral thinking
processes to formulate contingency plans

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 Uses a range of digital tools to collect data, and to extract, organise and share
information
Knowledge Evidence:
To complete the unit requirements safely and effectively, the individual must:
 Explain current information about external labour supply relevant to the
specific industry or skill requirements of the organisation
 Outline industrial relations relevant to the specific industry
 Describe labour force analysis and forecasting techniques
Assessment Conditions:
Assessment must be conducted in a safe environment where evidence gathered demonstrates
consistent performance of typical activities experienced in the workforce development –
human resource development field of work and include access to:
 An appropriate range of documentation and resources normally used in the
workplace
 Organisational strategic and operational plans
 Organisational policies and procedures
 Business technology
Assessors must satisfy NVR/AQTF assessor requirements.
Links:
Companion volumes available from the IBSA website:
http://www.ibsa.org.au/companion_volumes

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Any observations and practical assessments must be recorded in the observation checklist.
All practical tasks should be demonstrated during the length of the course. As the instructor,
you must maintain a record demonstrating the date of the practical activities and any
comments relevant to the performance of each student. Where a student is not able to
demonstrate competence in a practical observation activity, further questioning should be put
in its place.
As the instructor, you could be assessing the student’s literacy, numeracy and language skills,
as well as the content and context of his/her answers.
In some cases, you will have to adjust and amend the assessment tools, using different and
varied methods (such as oral assessment), to allow students to be assessed according to their
needs and abilities.

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Assessment Tool Definitions
Assessment Tool How is it used? What is it?
Learner Workbook Activities
(Entire completion is required)
Each student should be given a Learner
Workbook which will hold several
activities, both formative and summative,
that all need to be completed in conjunction
with the appropriate sessions. The
PowerPoint, Learner Guide and instructor
should provide further information to help
with the activities.
Observation/Demonstration
(To be completed for each numbered point
as stated on the checklist)
An observation should be completed for
each of the students by the instructor. If the
tasks aren’t everyday actions, a simulated
environment is acceptable, or a
demonstration can be set up. An
observation checklist can be found at the
end of this document.
Major Activity
(Entire completion is required)
A Major Activity is a summative
assessment and can be found in the Learner
Workbook, after all the activities are
completed. This is an extended piece of
summative assessment which should take
anywhere between 1-2 hours and every
student should complete this work. It is a
requirement for each unit to check
knowledge and understanding.
Skills and Knowledge Activity
(Entire completion is required)
A Skills and Knowledge Activity is a
summative assessment and is found before
the Major Activity in the Learner
Workbook. This should take between 1-2
hours and every student should complete
this work. It is a requirement for each unit
to check knowledge and understanding of
the foundation skills and knowledge
evidence.
Case Study
(Entire completion is required)
Not all units will have Case Studies but
those that do will be clearly stated within
the PowerPoint and the Learner Workbook.
It will appear as any other activity, but it
will be named ‘Case Study’ and will
provide an example of a possible real-life
situation for the learner to read, interpret
and then answer questions on.
Learner Guide
(To be used as an informational guide)
The Learner Guide links with the Learner
Workbook as it provides the information
given during sessions and more. It can help
students to further their knowledge and to
also complete the activities.

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Evidence Document
(Not a necessity for completion of unit but
can be used as an aid or to collect further
evidence)
The Evidence Document lists all the
Elements and Performance Criteria with an
area for written reports etc, to add evidence
to the student’s portfolio. It can be used for
any of the performance criteria, especially
those which may not have been covered by
any other assessment tool. The student can
circle several the criteria that they may feel
they need further evidence of or it can be
used as a guide for completing further
Observations and Third-Party reports.

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Observation/Demonstration
Throughout this unit, the learner will be expected to show their competency of the elements
through observations or demonstrations. The observations and demonstrations will be
completed as well as the formative and summative assessments found in the Learner
Workbook. An explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstration will require:
 Performing a skill or task that is asked of you
 Undertaking simulation exercise
Observation is on-the-job
The observation will usually require:
 Performing a work-based skill or task
 Interaction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an observation or
demonstration. Each task must be observed. You will need to ensure you provide the learner
with the correct equipment and/or materials to complete the task. You will also need to
inform the learner of the time they have to complete the task; this will once again vary,
depending on the task.
Learner should be able to demonstrate they can:
 Research workforce requirements
 Develop workforce objectives and strategies
 Implement initiatives to support workforce planning objectives
 Monitor and evaluate workforce trends
Learners should also demonstrate the following skills:
 Reading
 Writing
 Oral communication
 Numeracy
 Navigate the world of work
 Interact with others
 Get the work done

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Observation/Demonstration Checklist
Unit of Competence
(Code and Title) BSBHRM513 Manage Workforce Planning
Demonstration Tasks
Materials and Equipment
Tasks to be observed, demonstrated or
simulated if appropriate
Yes No Comment
1. Research workforce requirements: Did
the learner demonstrate that they could
review current data on staff turnover and
demographics?
2. Research workforce requirements: Did
the learner demonstrate that they could
assess factors that may affect workforce
supply?
3. Research workforce requirements: Did
the learner demonstrate that they could
establish the organisation's requirements
for a skilled and diverse workforce?
4. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could review organisational
strategy and establish aligned objectives
for modification or retention of the
workforce?
5. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could consider strategies to
address unacceptable staff turnover, if
required?
6. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could define objectives to retain
required skilled labour?
7. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could define objectives for
workforce diversity and cross-cultural
management?

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8. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could define strategies to source
skilled labour?
9. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could communicate objectives
and rationale to relevant stakeholders?
10. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could obtain agreement and
endorsement for objectives and establish
targets?
11. Develop workforce objectives and
strategies: Did the learner demonstrate
that they could develop contingency
plans to cope with extreme situations?
12. Implement initiatives to support
workforce planning objectives: Did the
learner demonstrate that they could
implement action to support agreed
objectives for recruitment, training,
redeployment and redundancy?
13. Implement initiatives to support
workforce planning objectives: Did the
learner demonstrate that they could
develop and implement strategies to
assist workforce to deal with
organisational change?
14. Implement initiatives to support
workforce planning objectives: Did the
learner demonstrate that they could
develop and implement strategies to
assist in meeting the organisation's
workforce diversity goals?
15. Implement initiatives to support
workforce planning objectives: Did the
learner demonstrate that they could
implement succession planning system to
ensure desirable workers are developed
and retained?
16. Implement initiatives to support
workforce planning objectives: Did the
learner demonstrate that they could
implement programs to ensure workplace
is an employer of choice?

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17. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could review workforce plan against
patterns in exiting employee and
workforce changes?
18. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could monitor labour supply trends
for areas of over- or under-supply in the
external environment?
19. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could monitor effects of labour
trends on demand for labour?
20. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could survey organisational climate
to gauge worker satisfaction?
21. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could refine objectives and strategies
in response to internal and external
changes and make recommendations in
response to global trends and incidents?
22. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could regularly review government
policy on labour demand and supply?
23. Monitor and evaluate workforce
trends: Did the learner demonstrate that
they could evaluate effectiveness of
change processes against agreed
objectives?
The candidate’s
performance was:
Not Satisfactory Satisfactory
Further Comments:

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Support Questions for observation checklist
Candidate’s Name
Assessor or Observer’s
Name
Unit of Competence
(Code and Title)
Date of Assessment
Location
The candidate’s performance was: Not Satisfactory Satisfactory
Client Feedback

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Candidate’s Signature
Assessor/Observer’s
Signature

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Table of Contents
Table of Contents.....................................................................................................................1
Candidate Details...................................................................................................................12
Assessment – BSBHRM513: Manage Workforce Planning............................................12
Competency Record to be completed by Assessor...........................................................13
Observation/Demonstration..................................................................................................14
Activities..................................................................................................................................15
Activity 1A.......................................................................................................................15
Activity 1B........................................................................................................................18
Activity 1C........................................................................................................................19
Activity 2A.......................................................................................................................20
Activity 2B........................................................................................................................21
Activity 2C........................................................................................................................22
Activity 2D.......................................................................................................................23
Activity 2E........................................................................................................................24
Activity 2F........................................................................................................................25
Activity 2G.......................................................................................................................25
Activity 2H.......................................................................................................................26
Activity 3A.......................................................................................................................26
Activity 3B........................................................................................................................28
Activity 3C........................................................................................................................28
Activity 3D.......................................................................................................................29
Activity 3E........................................................................................................................29
Activity 4A.......................................................................................................................30
Activity 4B........................................................................................................................30
Activity 4C........................................................................................................................31
Activity 4D.......................................................................................................................32
Activity 4E........................................................................................................................32
Activity 4F........................................................................................................................33
Activity 4G.......................................................................................................................33
Skills and Knowledge Activity.........................................................................................35

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Major Activity...................................................................................................................36
Candidate Details
Assessment – BSBHRM513: Manage Workforce Planning
Please complete the following activities and hand in to your trainer for marking. This forms
part of your assessment for BSBHRM513: Manage workforce planning.
Name: _____________________________________________________________
Address: _____________________________________________________________
_____________________________________________________________
Email: _____________________________________________________________
Mobile Number:_____________________________________________________________
Declaration
I declare that no part of this assessment has been copied from another person’s work except
for where I have listed or referenced documents or work and that no part of this assessment
has been written for me by another person.
Signed:
____________________________________________________________
Date: ____________________________________________________________
If activities have been completed as part of a small group or in pairs, details of the
learners involved should be provided below;
This activity workbook has been completed by the following persons and we acknowledge
that it was a fair team effort where everyone contributed equally to the work completed. We
declare that no part of this assessment has been copied from another person’s work except for
where we have listed or referenced documents or work and that no part of this assessment has
been written for us by another person.
Learner 1: ____________________________________________________________
Signed:
____________________________________________________________
Learner 2: ____________________________________________________________
Signed:
____________________________________________________________

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Learner 3: ____________________________________________________________
Signed:
____________________________________________________________

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Competency Record to be completed by Assessor
The learner has been assessed as competent in the elements and performance criteria and the
evidence has been presented as;
Assessor Initials
Authentic
Valid
Reliable
Current
Enough
Learner is deemed: COMPETENT NOT YET COMPETENT
(Please circle)
If not yet competent, date for re-assessment:
____________________________________
Comments from Trainer / Assessor:

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Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements through
observations or demonstrations. Your instructor will have a list of demonstrations you must
complete or tasks to be observed. The observations and demonstrations will be completed as
well as the activities found in this workbook. An explanation of demonstrations and
observations:
Demonstration is off-the-job
A demonstration will require:
 Performing a skill or task that is asked of you
 Undertaking a simulation exercise
Observation is on-the-job
The observation will usually require:
 Performing a work-based skill or task
 Interaction with colleagues and/or customers
Your instructor will inform you of which one of the above they would like you to do. The
demonstration/observation will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an observation or
demonstration. Your instructor will ensure you are provided with the correct equipment
and/or materials to complete the task. They will also inform you of how long you must
complete the task.
You should be able to demonstrate you can:
 Research workforce requirements
 Develop workforce objectives and strategies
 Implement initiatives to support workforce planning objectives
 Monitor and evaluate workforce trends
You should also demonstrate the following skills:
 Reading
 Writing
 Oral communication
 Numeracy

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 Navigate the world of work
 Interact with others
 Get the work done
Activities
Activity 1A
Estimated
Time
1 Hour
Objective To provide you with an opportunity to review current data on staff
turnover and demographics.
Activity Define workforce planning.
Workforce planning can be defined as procedure of making sure that an
enterprise has access to human capital presently as well as in the future. It
can also refer to as procedure of planning, determining workforce supply
and demand.
What are two types of Workforce planning? Explain
Strategic and operational are the two types of workforce planning.
What are the two types of business plan?
Strategic as well as growth are two types of business plan.
What is the difference between two types of business plans? What is
their connection with workforce planning?
Stratergic busines plan is bsaically a admontrative activity which is
utilised for setting priorities. Whereas, growth business plan can be
defined as strtaergic activity which provides enterpreneur an ease in
tracking organic growth in their revenue.
The strtaergic business plan assist in making sure that workers nad other
stakeholders are working towards accomploshemement of desired

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objectives. On the other hand, the growth business plan helps
management in determining the numberr of employees is required to be
recruited for exapnsion of business.
What information should you scan in an internal audit?
The internal audit is conducted in order to determine the areas of risk on
business. In addition to this, main purpose of internal audit is to confirm
the availability of resources. The other aim of performing the internal
audit is to address the training needs by employees.
Once you complete a scan of the internal and external data, what may
you need to do in the case of a shortage?
In case of shortage of resources such as human resource , manager in an
organisation is required to develop proper plan for recruitment and
selection.
What is a skills gap analysis? Explain.
Skill gap analysis can be referred to as a tool that is utilised for
determining the training needs by workers in an organisation. It is the
analytical technique which assist in identifying the difference in existing
as well as need competencies level. The skill gap analysis also assists in
identification of suitable ways for minimising the variances in skills

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What are the main differences between a performance gap and a
skills gap?
Performance gap can be referred to as variation in actual as well as
present performance. On the other hand, skill gap can be defined as
the difference between actual as well as required abilities for
performing specific task in an organisation.
What is demographic information and Where can you find this
information in your organisation?
An individual can seek support from governmental agencies for collecting
the demographic information. In context of organisation, the demographic
data can be collected by conducting internal survey.
Explain the disciplinary procedure if you access files without
permission in your organization?

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An individua first of all is required to develop file server permission
policy which clearly defines permission management procedure. In
addition to this, at this phase, an individual need to create domain
local group in AD with the permissions.
At this face, as person need to configure NTFS permission. The above
created group utilise for setting NTFS permission to the appropriate
user rights.
The last stage is configuring t5he shared file.
What is the importance of the Australian Bureau of Statistics?
The Australian bureau of statistic has great significance as it helps as well
as promotes informed decision making. In addition to this, The
Australian bureau of statistic also provides crucial information which can
be helpful for companies in relation to making good business decisions.

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Activity 1B
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to assess factors that may affect
workforce supply.
Activity What is employment forecasting?
Employment forecasting can be defined as the procedure of determining
the requirement of human resource by organisation for performing
different business functions
What are external factors you need to consider when you are
forecasting supply of labour force?
The external factors which are required to be considered while forecasting
supply of labour force are :
Human resource manager in an organisation need to consider the business
operations which are required to be performed in international
environment. Intensity of competition between workers ta global level.
Population movement trends is another external factor which is required
to be consider by human resource manager while determining the supply
of workforce.

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Define supply and demand concept in workforce planning scenarios ?
Demand forecasting can be referred to as the procedure of determining
the future requirement of human resource by company. Supply in
workforce planning can be referred as process of determining the labour
need by an enterprise for accomplishing business objectives
Activity 1C
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to establish the organisation's
requirements for a skilled and diverse workforce.
Activity What is workforce diversity?
Workforce diversity can be referred to as similarities as well as difference
between workers in context of culture, age, race religion etc
List the different types of diversity that you may find in the
workplace.
Different types of workforce diversity are : race as well as ethnicity,
religious as well as spiritual beliefs, socio economic status and

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background, age as well as generation etc.
Should you participate in training if you are not sure about training
purpose?
No, I would not participate.
Activity 2A
Estimated
Time
25 Minutes
Objective To provide you with an opportunity to review organisational strategy
and establish aligned objectives for modification or retention of the
workforce.
Activity What is the concept of ‘employer of choice’? Explain
Concept of the employer of choice means an employer who offers good

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working culture as well as environment at workplace.
What does PRIDE stand for?
Pride stands for personal rights in defence as well as education.
In your own words, write short definitions for the following words:
a) Redeployment
Redeployment is basically a transfer of worker to other job within same
enterprise.
b) Redundancy
Redundancy can be referred to as state of no longer in employment
c) Triple Bottom Line
.
Triple bottom line is basically a reproach which states that companies
commit to focus on social and environmental concerns just as they do on

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profits.

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Activity 2B
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to consider strategies to address
unacceptable staff turnover, if required.
Activity What is exit interviews? How does it help organizations?
Exit interview is basically a meeting with worker before an individual
leaves an organisation .The exit interview given by employees enables
management to obtain honest feedback.
Situation:
Staff are leaving organization at an unacceptable rate. In the exit
interviews, they are complaining about the way they are treated by
management. They are either micro managed or completely ignored.
What should be done about this problem? Make recommendations.
In such case, management need to first bring improvement in their
communication channel. In such situation management need to
communicate with employees on regular basis. Secondly, They need to
implement clear policies.

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Activity 2C
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to define objectives to retain
required skilled labour.
Activity Why is a skills audit beneficial to an organisation in the current
economy in Australia?
The skills audit is beneficial as it assist management in development of
valuable workplace skill plan. In addition to this, skills audit also aids
enterprise in minimising the training as well as development expenditure.
What skills shortages are present in you organization? How do you
manage it?
Through skills audit it has been found that there3 are many
employees in my organisation who lacks technical knowledge as
well as skills. Considering the fact , management in an
organisation has appointed experts for providing the technical

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training to staff.
Activity 2D
Estimated
Time
20 Minutes
Objective To provide you with an opportunity to define objectives for
workforce diversity and cross-cultural management.

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Activity Why is it important to understand diversity in organization?
To build trust, respect .
What factors are included in workforce diversity?
Gender, race , age etc.
Outline your organizational Workforce Diversity Policy.
Fair payment policy.
Activity 2E
Estimated
Time
15 Minutes

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Objective To provide you with an opportunity to define strategies to source
skilled labour.
Activity List the strategies you can use to source skilled labour in the table
below.
Internal External
1. Promotion as internal
source
Job advertisement
external source
You have been asked to recruit a new engineer to maintain the
organisations production department. Suggest methods of advertising
the position? Which is the most beneficial and Why?
Job advertisement on Likin din. It is a site where all professional search
for Job.

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Activity 2F
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to communicate objectives and
rationale to relevant stakeholders.
Activity What is the importance of a communication plan to workforce
planning?
It will provide ease in managing people
Why is it important to obtain management support in workforce
planning?
Though management support employees can be strategically and
effectively managed.
Who should be part of the consultative process of the communication
plan?
Management

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Activity 2G
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to obtain agreement and
endorsement for objectives and establish targets.
Activity Define SMART principle in management? Apply one example on this
principle.
It refers to criteria for establishing goals and objectives, namely that these
goals are: Specific, Measurable, Attainable, Relevant, and Time-bound.
What are different methods of communication used in your
organization?
Telecommunication and face to face
Activity 2H
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to develop contingency plans to
cope with extreme situations.
Activity What is a contingency plan? Give an example of contingency plan.
a plan Formulated considering possible future event or circumstance.
Define Business Continuity Plan?

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Course of action that company will take for dealing with uncertain
situation.
Activity 3A
Estimated
Time
30 Minutes
Objective To provide you with an opportunity to implement action to support
agreed objectives for recruitment, training, redeployment and
redundancy.
Activity Define the benefits of training in the organization?
Increase employee morale and job satisfaction .
Using the Global Dimensions of Performance demonstrate how you
would train staff re-deployed from another branch of the business to
another to ensure that the re-deployed staff can learn to close the gap
in the legislation due to the move from Albury to Wodonga.
Performance
Dimension
Example Key Antecedent
Job-Specific Task
Proficiency
Deliver Training Knowledge, Skill,
Ability,
Motivation
Demonstration of
effort
Deliver Training
with enthusiasm
Knowledge, Skill,
Motivation,
Compensation,
Organisational
Commitment
Personal Discipline No Early Dismissal Motivation, Self-

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from
Training
Concept,
Organisational
Commitment
Helping others
Informally
mentoring junior
colleagues
Knowledge, Skill,
Ability,
Motivation,
Personality
Display organisational
conscientiousness
Defending
educational
objectives
Motivation,
Personality,
Compensation,
Organisational
Commitment
In your own words, explain this table:
Job specific training will be given to employees.
Activity 3B
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to develop and implement
strategies to assist workforce to deal with organisational change.
Activity What is Lewin’s 3 step model of change? Explain.
There are three stages involved in change these are unfreezing, change
and unfreezing

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Activity 3C
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to develop and implement
strategies to assist in meeting the organisation's workforce diversity
goals.
Activity The Strategies are ready for implementation, what steps will you
follow?.
Allocation of resources and discharge of functions.
Activity 3D
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to implement succession

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planning system to ensure desirable workers are developed and
retained.
Activity What is succession planning? Explain with an example.
Systematic procedure of recognizing and developing leaders .
Activity 3E
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to implement programs to
ensure workplace is an employer of choice.
Activity What are important factors employee consider for choosing an
Employer?
Reputation and renumeration.
What methods are used to retain staff in organizations? Which
method is followed in your organization?
Reward method

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Activity 4A
Estimated
Time
25 Minutes
Objective To provide you with an opportunity to review workforce plan against
patterns in exiting employee and workforce changes.
Activity Do you believe the exit interview help with retention? How?
Yes
What are some of main reasons that employees leave an
organisation?
Poor environment
Give one example from your life when you left an organization?
Explain the reasons.
I leave organisation because of my wedding.
What is engagement? How may it be stimulated?
It is basically an arrangement which is done by an individual for doing
something within a particular period.

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Activity 4B
Estimated
Time
10 Minutes
Objective To provide you with an opportunity to monitor labour supply trends
for areas of over- or under-supply in the external environment.
Activity Do research in Australian labour market and indicate which sectors
are over supplied and which industry is undersupplied for
employees? In other words which skills are required in Australian
economy and which are not in demand.
Shortage of labour in teaching occupation . Teaching skills are more in
demand.
Activity 4C
Estimated
Time
10 Minutes
Objective To provide you with an opportunity to monitor effects of labour

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trends on demand for labour.
Activity What is the state of labour trends and the dangers in your industry?
Approx. 1297900 persons are working in retail sector of Australia.
Shortage of labour due to increase in employment rate.
Activity 4D
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to survey organisational climate
to gauge worker satisfaction.
Activity What is an organisational climate and what does its process look at?
It is basically a set of unique characteristics and features which are
perceived by workers about their company.
What is the role of surveys? Why do you conduct survey?
Survey play crucial role in business development.
Activity 4E
Estimated
Time
15 Minutes

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Objective To provide you with an opportunity to refine objectives and
strategies in response to internal and external changes and make
recommendations in response to global trends and incidents.
Activity What is environmental scanning with reference to workforce
planning?
Procedure of identifying the factors which might influence workforce.
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to regularly review government
policy on labour demand and supply.
Activity Why is it important to review government policy on labour and
supply?
To eliminate ethical or legal issues.
Activity 4F
Activity 4G
Estimated
Time
15 Minutes

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Objective To provide you with an opportunity to evaluate effectiveness of
change processes against agreed objectives.
Activity What should you measure when you evaluate the effectiveness of
change? In other words what are indicators that change is effective.
Increase in profit, improvement in performance of workers etc.
How can you measure that effectiveness?
By setting objectives.

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Skills and Knowledge Activity
Estimated
Time
45 Minutes
Objective To provide you with an opportunity to demonstrate your knowledge
of the foundation skills, knowledge evidence and performance
evidence.
Activity
The answers to the following questions will enable you to demonstrate
your knowledge of:
 Reading
 Writing
 Oral communication
 Numeracy
 Navigate the world of work
 Interact with others
 Get the work done
 External labour supply relevant to the specific industry or skill
requirements of the organisation
 Industrial relations relevant to the specific industry
 Labour force analysis and forecasting techniques
Answer each question in as much detail as possible, considering your
organisational requirements for each one.
Choose an organisation.
1. Give brief introduction of the organization
Tesco, it is multinational retail organisation
2. Outline the skill requirements of the organisation.
Retail and customer service skill.
3. Demonstrate workforce forecasting techniques for your chosen
organisation.
Survey
Prepare presentation on the above (Minimum 10 slides) and attach

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with this activity.
Major Activity
Estimated
Time
60 – 120 Minutes
Objective To provide you with an opportunity to demonstrate your knowledge
of the entire unit.
Activity
You must individually, answer the following questions in full to show your
competency of each element:
1. Research workforce requirements
2. Develop workforce objectives and strategies
3. Implement initiatives to support workforce planning objectives
4. Monitor and evaluate workforce trends
INSTRUCTIONS:
Case:
You currently work for a very small but thriving organisation (you may
choose the type of organisation that you wish to use for this project) that
expects to grow at a very fast rate. You have been asked to develop a
workforce plan for the organisation. Your job is to ensure that the plan
is ready for the organisation to implement in preparation for its rapid
growth.
Assume: Your workforce plan has following format:
Workforce Plan
Overview
Background: The need for workforce planning
Workforce planning: Including its importance to best
practice and the organisation
Purpose: The reason why the organisation needs a workforce
plan
Goals and Objectives: Usually aimed at ensuring that the
workforce is managed, and goals and objectives are put in
place for the development of strategies and actions.

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The strategic workforce planning process; including key
elements, in consultation with key stakeholders
Data collection and analysis: How will data be collected?
Usually includes a scan of the internal and external factors
that influence supply and demand
Strategic Development: Use key findings to develop
strategies and activities to address key findings and gaps in
data collection and analysis
Implementation: Who is responsible for implementing
specific strategies in the workforce plan and who they are
required to report progress to and when.
Project Governance: Usually provided as an organisational
chart, all senior management and project managers are
displayed so key personnel can identify who they need to
report to.
Monitor and evaluation: The success of the workforce plan
is demonstrated by meeting the organisations goals and
objectives.
Implementation Policy: How will this workforce plan be
implemented?”
Assume:
 You have completed first draft of your workforce plan and have
done preliminary research (or would do some more research).
 You are presenting this draft in Board of Directors meeting for
approval.
 Prepare yourself with following questions which may be asked
by Board members:
1. How did you review current data on staff turnover and
demographics?
Internal Survey
2. What factors may affect workforce supply?
Changes in industry and market conditions
3. What are the organisation’s requirements for a skilled and

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diverse workforce?
For developing innovative and creative environment at workplace.
4. What techniques and methods you will use to retain the
workforce? Explain.
Training and development technique.
5. Assume there has been a high level of employee turnover. What
tool will you develop to identifying the cause of the turnover?
What are your recommendations to minimise the possible reason
for the turnover?
Internal assessment. Poor organisational environment or culture.
6. Prepare some objective to retain skilled employees.
Executing business activities in ethical manner
7. In your opinion what is diversity? Why should it be implemented
into your workplace? What diversity legislation should you be
aware of?
Diversity means accepting as well as respecting the belief and value of
other people.
8. Define strategies to fill skilled labour in the organization?
Internal and external recruitment. Employee referral , networking ,
newspaper advertisement are techniques of external recruitment.
9. Who are the stakeholders and how should organizational

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objectives be communicated to them?
Stakeholders are those people who get easily effected by the business
activities. Face to face communication
10. How will you obtain agreement for objectives and established
targets? Draw a flow chart suggesting the organisational process.
Clear communication , justifications , consultation with workers
while setting objectives.
11. What contingency plans should we make? Why?
Related to the cross-training employees. It will help organisation in
gaining various benefits.
12. Using a flow chart, design a procedure to action objectives for
training, re-deployment and redundancy.
13. How will you assist management in coping with change? We
believe that there will be a lot of growth. Draw up the plan outline
to reflect that growth.
14. What is organizational strategy to meet the workforce diversity
goals?.
Recruitment : fair and equitable recruitment practices
15. Explain succession planning procedure for the organization?
Includes identification of key business areas, Ascertainment of

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competencies, addressing interested employees, development and
implementation of succession strategies.
16. What program/s would you recommend the employer of choice to
offer?
Career development
Business ethics and social responsibility
17. What is your opinion about exit interview? Do you have
recommendations to make it an effective tool for friendly
organizational environment.
It is the procedure conducted by HR manager for identifying the
reason for person leaving Job.
18. What can be the highest employee turnover department in the
organization? Do you have any plans to reduce it?
The utilities industry has less than 9 percent turnover, and the
insurance industry has less than 12 percent turnover.. Company
need to focus on providing training to employees.
19. What is your opinion of full-time permanent, part-time
permanent, contractual and casual staff? Which factors will you
keep in mind to select employment status?
Employees satisfaction is basically an extend up to which workers are
happy with their job. By providing regular training and career
development opportunities. Number and type of operation to be
performed an individual is required to keep in mind to select
employment status
20. What is employee satisfaction. Recommend some strategies to

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keep employee morale and satisfaction high?
Employees satisfaction is basically an extend upto which workers are
happy with their job. By providing regular training and career
development opportunities.
21. What changes do you see in global economic situation and do they
any impact on Australian economy?
Yes.
22. Are there any policies that you should consider? Why? What
impact will they have?
Anti-discrimination policy, it will have positive effect on reputation of
organisation.
23. What is the purpose of using environmental scanning in the
development of your plan? What skills should in include in the
gap analysis?
To determine the skill for performing business activities. Customer
service skills.