Workforce Planning and Diversity Strategies

This assignment focuses on developing strategies to achieve organizational workforce diversity goals. It includes creating a plan with specific objectives, succession planning, fostering a positive work environment, and promoting work-life balance. The document also analyzes the effectiveness of existing workforce plans by reviewing employee retention and external labor market trends. It emphasizes the importance of monitoring government policies regarding labor supply and demand and adapting strategies accordingly to maintain a competitive edge.

Assessment Workbook – BSBHRM513 1 | P a g e Version 3.0
Assessment Workbook: BSBHRM513
Manage workforce planning

Version control
Version No. Date Dept. Change
1.0 04/05/2015 Training Original
2.0 22/03/2016 Training Updated content
2.5 18/04/2016 Training Moodle update
3.0 08/08/2016 Training Updated content and changed title from Instructor
Workbook to Trainer Guide
Copyright Statement
© Copyright National Training
Disclaimer
All rights reserved. No part of this publication may be reproduced or transmitted
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permission in writing from National Training. No patent liability is assumed with
respect to the use of information used herein.
While every effort has been taken in the preparation of this publication, the
publisher and authors assume no responsibility for errors or omissions. Neither is
any liability assumed for damages resulting from the use of information contained
herein.
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Contents
How do I use this guide?.................................................................................................................4
Introduction...................................................................................................................................5
Application.........................................................................................................................................5
Elements and Performance Criteria...................................................................................................5
Pre-requisites....................................................................................................................................6
Appeals and reassessment................................................................................................................6
Plagiarism..........................................................................................................................................6
Referencing Materials.......................................................................................................................6
Understanding your results...............................................................................................................6
Results Legend...................................................................................................................................7
Assessment activity........................................................................................................................7
Assessment 1 Instructions..............................................................................................................8
Assessment 1: Project........................................................................................................................9
Project...........................................................................................................................................9
Part A.............................................................................................................................................9
Part B...........................................................................................................................................11
Question 1...................................................................................................................................11
Question 2...................................................................................................................................11
Question 3...................................................................................................................................11
Question 4...................................................................................................................................11
Question 5...................................................................................................................................11
Question 6...................................................................................................................................11
Question 7...................................................................................................................................11
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How do I use this guide?
This guide is divided into two sections:
 The introduction section gives you information about the unit of competency you
will be assessed in. For a comprehensive overview of the assessment process, the
principles of assessment, refer to your ‘Student Handbook’ which was provided to
you, by National Training, when you commenced your training. It’s also available
online via the website: nationaltraining.edu.au
 The second section contains assessment activities each detailing:
o Description of the assessments
o Instructions for completing the assessment activities
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Introduction
This guide, together with the Assessment Activity forms the
assessment tools for:
Unit code Title Training
Package
BSBHRM513 Manage workforce planning
Business
Services
Training
Package
Application
BSBADM506
This unit describes the skills and knowledge required to manage planning in relation to an
organisation's workforce including researching requirements, developing objectives and strategies,
implementing initiatives and monitoring and evaluating trends.
It applies to individuals who are human resource managers or staff members with a role in a policy
or planning unit that focuses on workforce planning.
Elements and Performance Criteria
1.0 Research workforce requirements
1.1 Review current data on staff turnover and demographics
1.2 Assess factors that may affect workforce supply
1.3 Establish the organisation's requirements for a skilled and diverse workforce
2.0 Develop workforce objectives and strategies
2.1 Review organisational strategy and establish aligned objectives for modification or retention
of the workforce
2.2 Consider strategies to address unacceptable staff turnover, if required
2.3 Define objectives to retain required skilled labour
2.4 Define objectives for workforce diversity and cross-cultural management
2.5 Define strategies to source skilled labour
2.6 Communicate objectives and rationale to relevant stakeholders
2.7 Obtain agreement and endorsement for objectives and establish targets
2.8 Develop contingency plans to cope with extreme situations
3.0 Implement initiatives to support workforce planning objectives
3.1 Implement action to support agreed objectives for recruitment, training, redeployment and
redundancy
3.2 Develop and implement strategies to assist workforce to deal with organisational change
3.3 Develop and implement strategies to assist in meeting the organisation's workforce diversity
goals
3.4 Implement succession planning system to ensure desirable workers are developed and
retained
3.5 Implement programs to ensure workplace is an employer of choice
4.0 Monitor and evaluate workforce trends
4.1 Review workforce plan against patterns in exiting employee and workforce changes
4.2 Monitor labour supply trends for areas of over- or under-supply in the external environment
4.3 Monitor effects of labour trends on demand for labour
4.4 Survey organisational climate to gauge worker satisfaction
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4.5 Refine objectives and strategies in response to internal and external changes and make
recommendations in response to global trends and incidents
4.6 Regularly review government policy on labour demand and supply
4.7 Evaluate effectiveness of change processes against agreed objectives
Pre-requisites
Not applicable
Appeals and reassessment
If you disagree with the assessment decision and result, you have the right to appeal and be
reassessed if necessary. Details of the appeals process is contained in the Complaints and Appeals
Policy & Procedure, provided to you prior to enrolment. See Complaints and Appeals Policy &
Procedure for more details.
Plagiarism
While co-operative effort and the sharing of information are encouraged, you must ensure your
assignments and assessments are representative of your own effort, knowledge and skills. You must
not take the work of others and present it as your own. Plagiarism may result in the
assignment/assessment being deemed to be “not yet competent” by the assessor.
Students accused more than once of academic misconduct, including plagiarism, may be dismissed
or cancelled from their course at the discretion of the National Training Manager.
Plagiarism can take several forms;
 Quoting from a book or an article without acknowledging the source
 Handing in someone else’s work as your own
 Stealing and passing off another person’s words or ideas and claiming them as your own
 Giving incorrect information about the source of a quotation or idea
 Downloading information from the internet without acknowledging the source
 Copying a section of a book or article and submitting it as one’s own work
 Presenting as a new and original idea or produce something which was derived from an
existing source
Referencing Materials
National Training prefers that students utilises Harvard Style referencing. Generally, Harvard
Reference List citations follow this format:
Books: Last name, First Initial. (Year published). Title. City: Publisher, Page(s).
Journals/publication: Last name, First initial. (Year published). Article title. Journal, Volume (Issue),
Page(s).
Websites: Website name, (Year published). Page title. [Online] Available at: URL [Accessed Day Mo.
Year].
Understanding your results
The great thing with competency based training is that you either deemed 'competent' (you can
demonstrate the required skills and knowledge) or 'not yet competent' (at this time you haven't
been able to demonstrate required skills or knowledge). The key word is "YET”.
Your trainer will provide you with feedback on your assessments so that you know what you have
done well in your assessment and what you need to improve upon or fix. An "NYC" result does not
mean that you have failed and that is it - you have the opportunity to try again. It could be that one
question in your assessment was deemed not yet satisfactory and this is the only question that will
require review.
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Results Legend
C Competent Has successfully completed unit and has met the minimum
competency criteria and demonstrated the required skills and knowledge
NYC Not Yet
Competent
Has not met minimum competency criteria for the unit - certain section/s
require review due to not meeting the requirements and being deemed
not yet satisfactory
CT Credit
Transfer
Application required
RPL Recognition of
Prior Learning
Application required
For further information regarding Recognition of Prior Learning (RPL) and Credit Transfers (CT),
please contact on our office on [phone]
Assessment activity
The assessment activities contained below have been designed for the following unit(s) of
competency:
BSBHRM513 Manage workforce planning
This is a summative assessment process. For the student to be assessed as competent in each Unit
of Competency, all questions and activities need to be satisfactorily completed.
Each assessment activity contained within:
Assessment 1: Case Study
This is a summative assessment activity, which means it is an assessment of what you have learnt
and used towards the assessment of your overall competency.
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Assessment 1 Instructions
Student Instructions
Type of
Assessment
This is a summative assessment activity, which means it is an assessment of what you
have learnt and used towards the assessment of your overall competency.
General There is a project. You must attempt all parts and sections. If you have difficulty with
understanding the question or completing the answers then talk to your trainer.
Your trainer is there to help you understand and help you demonstrate your
understanding, not to complete the answers for you.
You are required to answer all of the project and provide as much detail as you can.
This project is not required to be completed under exam conditions.
Context and
purpose of
assessment
The project has been drawn from the information contained in your workbook/
learning materials. Therefore you should have a good understanding of the answers
Assessment
instructions
Read information provided and fully complete all parts and sections as asked.
Resources,
equipment &
material required
Learner Guide
Computer
Internet
How you will be
assessed
Upon completion of your responses will be assessed against a standard answer sheet
to ensure that you have covered the question and are consistent with others. You are
required to get every question correct,
For more information on the specific criteria contained in the unit descriptor, speak
with your trainer. They will provide you with a copy of the criteria or see your learner
guide which includes the performance criteria.
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Assessment 1: Project
The objective of this section is to demonstrate BSBHRM513 Manage workforce planning
Project
You have just been appointed as a consultant for National Camper Trainers to assist the organisation
with their workforce planning.
Part A
The Review of National Camper Trainers Pty. Ltd is done and the data collected from the review is
presented below:
WORKFORCE PLANNING REPORT
This report has been developed for National Camper Trailers Pty. Ltd.
This report will be
communicated to
these identified
relevant
stakeholders
Directors, CEO & Senior Management
Section 1: Current workforce data
Current staff
numbers
50 staff members
Staff turnover
rate in the past 12
months 5% pa
Current
demographics
(Including charts)
22-60 age employees
22-30 30-40 40-50 50-60
0
5
10
15
20
25
Employe Number
Employe Number
Current factors
that may
potentially affect
Resource allocation
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workforce supply
Outline of the
organisations
requirements for
skills and diverse
workforce
Better opportunity and work balance life
Section 2: Workforce strategy and objectives
Summary of
objectives for
modification or
retention of the
workforce
Workforce need to be more focused towards work. Further motivation will
reduce the workforce turnover.
List of strategies
to address
unacceptable
staff turnover
1) Work life balance
2) Positive Environment
3) Motivation
Objectives to
retain required
skilled labour
Motivate employee as much as possible
Objectives for
workforce
diversity and
cross-cultural
management
It should be there and should be positive
Strategy to source
skilled labour
Better recruitment process. We need to Hire best HR manage who will do this
job
Recommended
workforce
planning targets
Recruit best.
Section 3: Action Plan/ Implementation
(For agreed objectives for recruitment, training, redeployment and redundancy)
Description Recommendation/ Action required Agreed Date of
implementation
Completion
sign -off
Call for Interview HR manager should give a call to
candidate
Written Exam HR manager should conduct this
One to One
Interview
Technical Manager should Conduct this
Strategy/ies to
assist workforce
to deal with
organisational
change
Better Recruitment
Strategy/ies to Proper Goals should be maintained
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assist in meeting
the organisations
workforce
diversity goals.
Succession
planning system
to ensure
desirable workers
are developed
and retained
Positive Environment
Program to
ensure workplace
is an employer of
choice
Work Life balanced Activities
Endorsement
Agreement and
Endorsement for
enclosed
objectives and
established
targets
______________________
CEO Signature
_______/_______/________
Date
Part B
1) Review of the workforce plan of National Camper Trailers against patterns in exiting
employee and workforce changes can be done by ensuring the contribution of the
employees in the retention, attraction and development of a very capable and skilled
workforce for achieving the goals of the company (Storey, 2014). The effectiveness
of the activities associated with the planning and strategies in regards to the
implementation and business operations needs to be evaluated while reviewing the
plan for the workforce. Reclassification of the profiles and positions that are to be
administered is to be re-evaluated (Nel, et al., 2014).
2) National Camper Trailers’s Regulation and monitoring of labor supply trends for
areas of over or under supply in the external environment can be done by evaluating
the reasons that caused the under or over supply to happen (Sparrow, Brewster &
Chung, 2016). If it appears that the cause is short termed, then alternate workforce has
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to be recruited and tasked in the areas where under supply is identified. In the areas
where over supply is identified, retention of the employees need to be devised
(Stredwick, 2013).
3) Regulation of effects of labor trends on demand for labor can be done by monitoring
the macroeconomic performance, devising proper income support and taxation
system. By having strategies regarding regulation of the implication of the labor
market on the labor demand and supply of the organization, objectives in this regard
can be achieved (Nickson, 2013).
4) The satisfaction of the employees in the organizations has a great association with the
organizational climate of the company. If the organizational climate of the company
encompasses creativity, good and healthy interpersonal relations, innovation, friendly
mentoring, amicable teamwork, development of staff, enhanced communication in
both horizontal and vertical direction of the organizational structure, then the
satisfaction level of the workers is definitely going to be high (Purce, 2014).
5) The changes in the external and internal environments of an organization have a
significant implication on the strategies and objectives of the organization.
Organizations need to alter and modify their strategies regarding managing human
resources and business operations in accordance to the changing trends and
requirements of the business markets in order to maintain a good position and
competitive edge.
6) The review of the government policy on labor demand and supply would be done by
evaluating the effectiveness of the strategies and plans that were previously
implemented by the government (Reiche, Mendenhall & Stahl, 2016). Further, the
government policies need to be implemented by the organizations in regards to the
labor demand and supply so that there would be no legal obligations or issues
regarding the labor supply and demand that can hamper the business operations of the
company (Renwick, Redman & Maguire, 2013).
The evaluation of effectiveness of change processes against agreed objectives can be done by
ensuring that the business activities are kept within the strategic parameters of agreed
objectives and aims (Riley, 2014). It can also be done by ensuring and assessing the
activities of change process in regards to the mission, values and visions of the company.
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