Workforce Planning Strategies

This assignment delves into the critical topic of workforce planning, particularly within the healthcare sector. It examines various aspects, including skill gaps, condition-based maintenance impacts, succession planning for leadership roles, and knowledge sharing in dynamic labor environments. The focus is on understanding current challenges, best practices, and future trends in effectively managing skilled workforces.

CASE STUDY- STAR
INDUSTRIES

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
PART A: CURRENT SITUATION OF INDUSTRY.....................................................................1
1. Factors which affect supply of labour.....................................................................................1
2. Factors affecting current demand of labour............................................................................2
3. Government initiatives which can affect labour supply and demand.....................................3
PART B: CURRENT SITUATION OF ORGANISATION...........................................................4
1. Evaluation of Staff diversity for meeting organisational requirements..................................4
2. Current organisational strategy and alignment of workforce..................................................5
3. Analysis of staff turnover........................................................................................................5
PART C: FUTURE ANALYSIS.....................................................................................................6
1. Changes required for altering workforce................................................................................6
2. Analysis of workforce needs...................................................................................................6
3. Current work force capacity to meet predicted demand for companies services....................7
4. Strategies to overcome gap.....................................................................................................7
5. Options of communicating strategies to workers who are affected by change......................8
6. Recommendation.....................................................................................................................8
TASK 2............................................................................................................................................8
PART D: IMPLEMENTATION......................................................................................................9
1. Diversity plan..........................................................................................................................9
2 Future Staffing needs.............................................................................................................10
3. Three key positions which are required to maintain success of planning system.................10
4. Su-cession plan and its two strategies...................................................................................10
PART E: REVIEW OF WORKFORCE PLAN AND EVALUATION........................................11
1.Workforce plan against with regards to existing workers......................................................11
2.Conducting a climate survey for gauging their satisfaction at workplace ............................11
3. Strategies in repose to above analysis for analysing effectiveness of change process.........13
4. Global trends and incidents which can influence workforce planning.................................13
CONCLUSION..............................................................................................................................13

REFERENCES..............................................................................................................................14

INTRODUCTION
STAR industry is the manufacturer, retailer, wholesaler of premium quality doors and
windows for commercial and residential premises. The focus of firm is on its quality and
competitive pricing. The company is known as first choice of buyers when it comes to designer
and quality homes premises. The report will evaluate current situation of industry by analysing
factors which impact supply of labour and factor affecting demand of labour. Moreover, it will
identify government initiative which impact supply ad demand of labour in industry. Further, the
report will outline situation of organisation by recognising staff diversity and organisational
strategies which are implemented to by STAR to meet organisational goals and objectives.
Furthermore, the report will outline future analysis of company for its Expansion plan in
NSW, for which it will determine workforce needs, Current work force capacity, strategies to
overcome gap and options of communicating strategies which can be implemented by
management of enterprise to make expansion successful. Apart from this, it will evaluate
implementation plan where it will focus on analysing diversity plan
TASK 1
PART A: CURRENT SITUATION OF INDUSTRY
1. Factors which affect supply of labour
Growth of Australian economy has been improving continuously because of which
people prefer designing and making their homes beautiful with extra ordinary designs and
construction. Varied of factors presented here in which the Home furnishing industry is getting
affected in the Australia in more relevant manner. Therefore, the industry has been demanding
high supply of labour in the industry from the last few decades. Growth of Australian economy
has been improving continuously because of which people prefer designing and making their
homes beautiful with extra ordinary designs and construction (O’Neill, Sohal and Teng, 2016).
In case of home furnishing manufacturing and retail industry, from the last few years, it has been
seen that higher amount of play scales and wages in the industry attract the employees to supply
more labour to the industry in order to work is being more attractive rather than its previous
values. Therefore, the supplying curve of labour in the industry is rapidly being higher in the
country effectively.
Substitution affect of rise in wages: With the higher wages and pay scale in the industry,
most of the people is attracting towards working in this industry in order to getting high volume
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of money in terms of proper development of their areas in more relevant form. Moreover, there
are several organisations are operating in the industry and furnishing innovative home indoor and
outdoor furnishing services in more relevant manner. Substitutional companies in the country is
offering high amount of wages and some other attractive monetary advantages to workforces in
the industry which affect the supplying rate of labour in the country is increasing frequently in
effective manner. Substitutional organisations are offering for more hours working in the
companies for getting more wages efficiently.
Employment outcomes: Employment outcomes has been changes in recent times in the
industry in effective form. From this industry, it has been seen that, the strong rate of economic
growth has been increased over recent years in the country effectively. Modest wages has also
made great impact in the recent times by which made wide range of influences on the labour
costs in the industry efficiently (Eichengreen and Hatton, eds., 2012). Moreover, people in the
country is finding more part-time jobs and full-time jobs in the country along with studying in
their lives. Women also have major participation in the industry in order to raise more
employment outcomes in the industry in relevant form. Employers raising demand flexibility in
the industry in effective form and getting job in the industry in part-time and full-time, it recent
era, it has been seen that, people primly prefer to getting employment in this industry.
Demographic changes and immigration: There are varied type of demographic changes
has been occurred in the country in recent few years. It has been increment in the labour supply
in the industry in more effective manner. In Australia, there are numbers of vacancies is opening
in this industry and people who belongs from abroad in the country, also immigrating in the
country in order to fulfilment of the demand which is occurring in the industry in relevant
format. Moreover, as per modernisation, home furnishing industry is raising its effectiveness in
the country and increasing labour demand in the industry at high level.
2. Factors affecting current demand of labour
Multiple numbers of factors are presented here, which is making affect in the recent era demand
of labour in this industry in more effective manner.
Changes in technology: In recent times, it has been seen that technological factor plays
important role in terms of increment in demand of the industry's product and services in
sufficient ways. Frequent changes in technology affect some demand of employees in the
industry and also reduce large numbers of over labour volume in the country effectively
2

(Chalkiti, 2012). Varied of new technological changes is implementing in the business which
demand for various well trained labour in the industry in order to monitor business activities in
more appropriate form. Changes in technology demand for well skilled employees in the
company who can operate technological equipments in proper ways.
Changes in product demand: Frequent changes in the demand also make impact in the
price of the product and services in the industry in more relevant form. Increment in the demand
in the market also make affect the raising in the supply of the demand in more relevant form. A
reduction in the demand of product and services also decrease its price in the industry in more
relevant form. In case of home furnishing and retailer industry of indoor and outdoor, there are
several changes is occurring in the business product and services according to demand and needs
of customers in the country effectively and they are frequently requiring for various innovative
and attractive home furnishing product for improvement in their loving quality effectively.
Hence, it makes increment in the demand of labour in the industry in rapid manner.
3. Government initiatives which can affect labour supply and demand
Initiative taken by government are the major factor which impact labour supply and
demand in STAR industry. The governmental are beneficial for managing manpower in
organisation which is most effective approach that helps in balancing employee turnover.
Government initiatives are as follows:
 Investment in training and education of labourers: The business environment keep on
fluctuating with changing market trends. Therefore, to meet requirement of changing
environment, the Australian government is focused on providing education to people
which helps them in understanding changes and ways to cope up. Training is another
strategy which helps in making workers understands different ways of managing
effective work in accordance to changing market conditions. Further, Australia
government is investing huge amount in educating human capital because it is the only
tactic which helps in increasing knowledge and developing occupational mobility in
labour supply and demand.
 Enabling relaxation in immigration norms: Workers are not consistent and therefore
keeps travelling in search of work from place to another. Therefore, to support workers
interest the government has liberal migration policy where travelling and migration of
3

labourers has become easy. This is the practice which supported interest if workers and is
enabled to protect their interest of working with any organisation.
 Reforms for welfare benefits: Government in Australia is aware about the benefits and
welfare schemes which are the necessity of workers life. It is the tactic which helps in
encouraging people to work in industry and therefore to promote this the government has
enforced various welfare schemes to support and protect interest of labourers. The
welfare benefits are developed to enable financial support to workers and his or her
family.
 Initiative for direct taxation: The Australian taxation policies are most complex in
world and comprise 125 taxes which comprise, fringe benefits, goods and service tax,
capital gains, income tax etc. Australian government have been focusing on reducing tax
rates and tax allowances specially for the workers who get less paid by industry. The
reduction in tax rate will assist in motivating people to work and to join labour supply
which will assist the firms in managing human capital.
PART B: CURRENT SITUATION OF ORGANISATION
Star Intranet is the wholesaler, retailer and a manufacturer, the company focuses on
making high quality of designs of windows and doors for commercial and residential purpose.
The firm believes in high price and competing pricing and is known as first choice of consumers
when it comes to high quality and designers homes. Influence of consumers is seen by
connectivity and availability of companies products.
1. Evaluation of Staff diversity for meeting organisational requirements
Staff diversity is related to large organisation whee the firm is focused on recruiting and
working with various employees from different backgrounds. The focus of firm is to hire staff
from different backgrounds to encourage innovation in work practices. The firm aims at
combining different ideas and strategies to attain goal (De Bruecker, Van den Bergh and
Demeulemeester, 2015). Promoting diversity is the major factors which allows organisation to
eliminate discrimination among people which is best step that helps in enhancing value of
business operations. The firm is planning to increase its business in NSW, for better market
services for which the organisation will major focus on 2 diversity variables which are as
follows:
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Establishing Ethnicity: It is the factor which helps the STAR intranet in maintaining
positive workplace environment and helps in building professional relationship. In this the focus
on company is able equal work opportunities to employees regardless of their differences.
Ethical working is the practice which reduce working errors and conflicts because it aims at
practising interest of all employees at same level.
Religion and culture: The company focuses on removing barriers among employees
which occur due to difference in religion believes and cultural values. The firm aims at
respecting rights and beliefs of every person. The management do not discriminate among people
the basis of caste and cultural norms instead the focus of management is to hire different people
who can helps in maintaining quality and in making innovation in companies products and
services.
2. Current organisational strategy and alignment of workforce
Workforce planning and aligning is the most critical process as it is focused on enhancing
employees career and working areas. The alignment of firm is very systematic because employee
has been divided by the firm in different departments which allows in simple segregation of
work. Like in senior management department there is Chief executive officer, human resource
manager, finance and administration and general manager of sales (Lopes, Almeida and Almada-
Lobo, 2015). Further, it comprises general manager of operations, manufacturing and marketing.
This division of department and employees is the best alignment practice which allow the
company in managing successful business functions. Moreover, to make expansion in NSW
successful the organisation has hired staff and officers for every department which denotes
organisational strategy ad workforce alignment.
Apart from this, the success of organisational strategies of STAR intranet are reflected in
its employees motivation and working abilities. Therefore, to boost growth ad functions of
workers the business focuses on rewarding and enabling incentive to staff which is the best
strategy that helps in aligning and establishing coordination and cooperation.
3. Analysis of staff turnover
High rate of employment turnover in the industry is very crucial negative point which
decrease the growth rate of industry in the country in effective manner. It is the general process
for the organisation in which employee comes and go. In case of the home furnishing industry,
there are several kinds of demand employment demand is increasing frequently in the industry in
5

effective manner which make cause of high employment turnover needs in this industry from the
last few decades in the country effectively.
HRM department of the organisation need to make major focus on keep hiring right
people to the right place in the industry. The industry is bearing high staff turnover in recent
years because of some essential changes in the industry structure and improvement in
technologies which is using in the industry in order to furnishing effective indoor and out-door
home furnishing services in proper manner (Davidson and Wang, 2011). Apart from it, the
industry is offering attractive and competitive pay scale and incentives to their employees in
appropriate form, which has been increased employees volume in the industry in more effective
manner. As per the analysis of staff turnover in the industry, it has been seen that, there are wide
range of staff volume is increasing year by year and the industry needs high rate of employment
in the country in context of growth of industry as well.
PART C: FUTURE ANALYSIS
1. Changes required for altering workforce
For alternating and modifying workforce, it is important for the STAR intranet to
enhance growth opportunities for workers. Developing work options which are according to
skills and abilities of workers is the strategy that will helps the company in altering process and
serving employees satisfaction. Further, it is essential for the firm to organise regular training
and development session to educate staff and to make them aware about changing trends which
can helps them in boosting their career opportunities (Koochaki, Bokhorst and Klingenberg,
2013). However, organising regular training and development programme will assist the
enterprise in making employee aware about the changing designing requirements of consumers
which is the base of companies services. Thus, the management will also focus on enhancing
employer and employee relationship in company because it is the base of managing successful
business functions. Hence, to implement changes it is important for the organisation to provide
workplace training and education to staff as it will assist the management in determining own
weakness and strengths which needs to be overcome in order to stand out in competition.
2. Analysis of workforce needs
In accordance to present condition, it is important for STAR Intranet to enhance
employees working ability with regard to changing market trends for designing. The trends keep
on changing as per buyer requirement and therefore the most essential practice for the
6

organisation in these access to make staff service innovative. The industry is based on
innovation in designing because no one prefers framing same designs of their windows or door
because the world is turning competitive. Apart from this, there is need for enabling training and
education to staff about changing practices. It is the session which will helps the workers in
analysing market trends and buyers changing requirement. Educating staff helps in generation of
new ideas to making innovation in current work practices. On the other hand, it is important for
the STAR Intranet to develop and organise new reward and incentive schemes because it helps in
opening up with staff and serving them satisfaction. In accordance to expansion plan in NSW, it
is important for the firm to promote equality and diversity among employees and to hire
manpower in order to manage employee turnover. The future plans of organisation are focused
on among staff realise real worth of business and its operations.
3. Current work force capacity to meet predicted demand for companies services
The existing sales network and distribution of firm is successful but on the other hand
with expansion, it is important for the firm to hire human resource. Therefore, for workforce
planning, the company is planning for work process and making division according employees
skills and abilities, developing employer and employees relationship to establish positive work
environment. Apart from this the firm is planning for changing wage structure with expansion
plan as it will help to boost efforts of human capital. According to current scenario, STAR
Intranet provides various types of job benefits to employees which is the best strategy that helps
in serving employee satisfaction and encouraging employees to work effectively. However, the
firm is focused on motivating workers in order to accomplish organisational goals and
objectives.
4. Strategies to overcome gap
In accordance to cope up with expansion plan, it is important for the firm to
manage workforces because lack of employee can impact business operations whereas over
supply can affects profits and wage structuring of star Intranet. Therefore, to eliminate risk of
wrong situation, it is important for the firm to recruit talented and educated employee who can
assist in managing gap and eliminating gaps (.Colley and Price, 2010). Apart from this, the best
strategy which will implemented by company to overcome gap will be monitoring of staff work.
It is the plan in which human resource management will focus on promoting, equality, diversity,
vigorous screening training ad analysis of work. Monitoring over these factors will help the
7

company in overcoming gap which can occur in expansion plan. Training session will also help
the company in overcoming gap which will arise due to retirement of old people.
5. Options of communicating strategies to workers who are affected by change
STAR Intranet focuses on managing effective communication with employee as it hep
the firm in determining loopholes at initial level. The basic management function of firm enables
communication to build strong employer and employee relationship. Communication strategies
offers the process by which organisation outreaches firm goals and objectives. Generally,
communication is implemented by company enhancing public relation and for effective
marketing instead STAR will implement communication to enhance internal business functions.
Like in this the organisation will focus on organising training programmes where the
management will promote interaction with the help of which the human resource manager will
able to determine problems faced by organisation. Thus, in expansion plan, the company will
focus on implementing communication strategies which will be focused on key message,
resources required and feedback mechanism. These are the three key communication strategies
to will assist in managing change with workers.
6. Recommendation
In accordance to future plans, there are few recommendations which can made for STAR
Intranet that can helps the organisation in managing successful expansion plan. The
recommendation are as follows:
 The firm should focus on recruitment where the motive is to promote diverse culture in
order to innovation as per changing marketing trends.
 Enabling regular training and development of staff members for making them aware
about the changing business and business environment (Leavy, 2015).
 STAR Intranet should focus on implementing effective communication because it is the
strategy which will assists the firm in analysing of internal environment which can be
related to resources, professionalism, ethnicity etc.
TASK 2
Internal
labour needs
identified
Strategies to address need Reso
urces
and/o
r
Budg
DATE
8

et
requir
ed
To deal with
problems of
workforce planning
like lack of
employees and
shortage of young
workers the firm
will ficus on
implementing
diversity initiative
for the future Asian
expansion
The management will check record of
present workers as per their ethnic
background and age.
New recruitment process will be set with
the focus of hiring young staff for
especially of Asian background and
culture which be helpful in expansion
plan.
$3500
$4500
20 June
2018
20 August
2018
Organizing training
and development
session in order for
introducing new
product in market.
Training of 15 staff for development of
new product
For managing future vacancies of 2019,
performance of 28 staff will be analyzed
in order to demonstrate the requirement.
15 by $1000
28 by $2000
By 20
August
2018
By 10 Nov
2018
Recruitment and
selection
Recruitment of 15 staff to fill the vacancy
of staff who will resign. Approximately it
will require 28 staff by 2018/19
Recruitment of 28 staff for expansion plan
of South Australia.
15 by $1500
28 by $2500
By 20
SEPTEMB
ER 2018
By 10 Nov
2018
PART D: IMPLEMENTATION
1. Diversity plan
Diversity plan of STAR Intranet will comprise steps which are described under:
 Recruitment and selection: In this the manager will be focused on hiring employees on
the basis of their skills capabilities to meet organisational objectives. However, when the
9

focus of firm will be limited to goals of company than it this objective will assist in
managing diverse employment. The recruitment plan of firm will be conducted for at
least 2 months in which the management will focus on hiring staff from internal and
external sources. In this the manager will recruit employee from different regions and
from different cultural and educational background because it is the strategy which will
helps in promoting diversity and will assist in making successful innovation (Shen and
Cannella, 2013). However, this will be done by the firm to overcome retention which is
occurring due to retirement. Therefore, in firm the firm will recruit individual according
to requirement of specific department that is in production 3, sales team will increase by,
finance team will be increased by 1 and operations team will be increased by 4
employees.
 Training for diversity management: In this the focus on manger will be to organise
training session where the motive of company will be enhance employee and employee
relation. Further, in this the manager will make sure that working condition is safe of
individual and every person is comfortable working with each other. Moreover, it will
assist in making employees are aware about changing market trends and managing work
with every worker regardless of their diverse background and beliefs. The session will
also assist the company in managing shortcoming in work practices which are arising due
to retention and retirement. Training will be focused on improving relationship among
employees, introduction of new strategies of managing work and involvement with
diverse people.
 Fair working practices: In this the manager of company will ensure fair working
practices for all employees where all the individuals will be targeted and paid fair
according to National minimum wages Act. This compliance with regulation will assist
the organisation in promoting safe an equal working environment for all employees.
Thus, it is the practice which will assist in establishing equality and diversity in work
culture.
2 Future Staffing needs
As per the analysis it has been determined that, turnover in organisation is occurring due
to age because there are numerous old age people who are about to get retired. The recorded
employee turnover of Star Industry last year was 15 %. In accordance to this, it can be said that
10

it is important for the firm to recruit more workers in order to manage successful business
functions. The focus on firm will be providing training and education to employee in order to
make them work according to old staff who will be retired next year. Updating staff according to
existing staff plays most important role in effective functioning of organisation (Bruce and
Picard, 2016). Apart from this, it is important for the human resource manager to recruit
employees according to requirement of every department of STAR Intranet.
On the other hand future staffing needs of organisation are also based on communication
in order to maintain ethnicity of functions. To make communication successful the enterprise
will implement the use of three key drivers of communication that is key message which will be
on organisation goals and objective. Feedback mechanism where everyone will be allowed to
share their view point on working practices. Lastly availability of resources where the firm will
focus on confronting about availability of resources to management.
3. Three key positions which are required to maintain success of planning system.
With regards to companies chart, it can be said that it is important for the firm to ensure
there are adequate staff available in three key position that is manufacturing, operations and
finance and administration. There are the key department of STAR in which it is important for
the firm to ensure adequate availability of human capital. In manufacturing department skilled
workers and assembly workers are the key employees. Whereas in finance department,
availability of General Manager in every department is essential like for financial is mandatory
because these are the individuals who assist the company in analysing business success, profits
or loses. Apart from this, general manager in sales department and manufacturing is required in
order to maintain effectiveness of business operations.
4. Su-cession plan and its two strategies
Succession plan is the process by which firm is able to identify new leaders who can
replace old leader. This is the most important part for company because there are many workers
who are getting retired next years and filling key positions of business is the most important
function which determines its successful functioning (Ibarra, 2015). For succession plan, the firm
will implement the use of two development strategies that is, training and education programs to
make workers learn skills of old employees who are working their retirement period. This is the
strategy which will help the employees of STAR Intranet in learning leadership skills. Apart
from this the organisation will focus on recruiting new skilled and diverse people who will be
11

focused on special project assignment which will assist in implementing innovation and
managing work of employee. The three key position for succession plan are described below:
GENERAL MANAGER OF
SALES
(Phil Ayoub)
GENERAL MANAGER OF
MANUFACTURING
(Al Perez)
GENERAL MANAGER OF
FINANCE
(Kevin Coaster)
NSW Sales Manager (Tina
Bourke)
Quality Control Manager
(Ellen Xavier)
Accountant (Sarah Gleeson)
Thus, assigning special project to individuals of every department will assist STAR
industries in managing succession planning. The project will help in analysing individual
abilities to cope up with different situations. Special projects are time constraints and therefore
will be beneficial for the firm in determining time management ability of key person to perform
job function by combining efforts altogether. It will be assigned to boost individual efficiency of
performing. Further, it assists in effectiveness of distributing responsibilities to individual as per
job function on one special project. Further, the industry will enable short management program
in which the focus of firm on analysing individuals ability to cope up with dynamic market
within time constraints. In addition, acting for different positions in organisation will be another
strategy with help of which the firm will be able to analyse need of recruitment and repositioning
in organisation.
PART E: REVIEW OF WORKFORCE PLAN AND EVALUATION
1.Workforce plan against with regards to existing workers.
The existing work force alignment of firm is based on department where every
department has individual working group. However, the new plan of firm are based on dividing
work according to skills and capabilities of employees instead of department. The current plans
are more effective because in this the employee have right to communicate and work with
ethnicity which helps in encouraging them to work together and promoting equality and
diversity. To manage retention the firm will be focusing in organising learning and development,
where the management will focus on training its existing employee according to skills and
working abilities of old age employees who are about to get retired. Apart from this, the
company will focus on providing flexible working hours in order to enable work life balance to
workers. This is the strategy which will assist management in gaining trust and loyalty of
12

employees that will aid in controlling retention and on the other hand will help in increasing
working productivity.
2.Conducting a climate survey for gauging their satisfaction at workplace
Questionnaire
Q.1 Are you satisfied with the working policies and process undertaken by Star Intranet?
 Satisfied ()
 Highly satisfied ()
 Neutral ()
 Dissatisfied ()
 Highly dissatisfied ()
Q.2 Do you agree that leadership style adopted by Star Intranet is highly prominent?
 Agree ()
 Strongly agree ()
 Neither agree nor disagree ()
 Disagree ()
 Strongly disagree ()
Q.3Do you agree company takes initiatives for resolving the queries of employees within the
suitable time frame?
 Agree ()
 Strongly agree ()
 Neither agree nor disagree ()
 Disagree ()
 Strongly disagree ()
Findings
Theme1: Personnel are highly satisfied from the working environment
Particulars Views of respondents % of respondents
Satisfied 3 30%
Highly satisfied 4 40%
Neutral 2 20%
Dissatisfied 1 10%
Highly dissatisfied - -
Total 10 100%
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Theme 2: Leadership style adopted by Star Intranet is highly prominent
Particulars Views of respondents % of respondents
Agree 4 40%
Strongly agree 2 20%
Neither agree nor
disagree
3 30%
Disagree 1 10%
Strongly disagree - -
Total 10 100%
Theme 3: Company takes initiatives for resolving the queries of employees within the suitable
time frame
Particulars Views of respondents % of respondents
Agree 2 20%
Strongly agree 3 30%
Neither agree nor
disagree
4 40%
Disagree 1 10%
Strongly disagree - -
Total 10 100%
Discussion
From assessment, it has found that employees of Star Intranet are highly satisfied from
the working policies and leadership style followed by it. In survey, majority of the respondents
entailed that such business unit lays focus on taking suggestions from their personnel while
taking decisions. This in turn places direct and positive impact on employee motivation and
satisfaction. This aspect can clearly be supported from secondary evaluation which shows that
employees feel high level of satisfaction when business unit involves them in the decision
making process.
3. Strategies in repose to above analysis for analysing effectiveness of change process.
In accordance to analysis, it has been demonstrated that workers are working effectively
according to their job functions and the due to retirement there is no change because the
succession plan assisted the firm in managing new leader responsibility among staff which was
the best practises and change which helps the firm in boosting morale of existing employees and
14

managing change as well (Seymour, 2013). Further, as per survey, it has been analysed that the
best part of change plan is communication of management with workers which helps them in
sharing their queries and sharing their feedback. The interaction of employees and manager is the
change process which is helping form in accomplishing business goals and objectives.
4. Global trends and incidents which can influence workforce planning.
Fluctuation in labor market and competition are the major factor which impacts
workforce planning of company because there are certain circumstances when management is
unable communicate with staff members due to workload w\and in such cases the individual
feels exploited. Apart from this, lack of human capital impacts the business operation and creates
pressure of existing employee which is another factor which impacts work force planning. Apart
from this, unemployment and labor market changes are the major factors which impacts
workforce planning of organisation. Further, increasing immigrants across the globe will assist
the firm in managing employee's requirement during expansion plan. Star Industry is focused on
expansion in south Australia and in Asia which increase the risk and impact of global trends
which comprises increasing import, competition, expansion, developing market, attract
consumers. Hence, these benefits denote potential expansion to Star industries for growth in
Asia.
CONCLUSION
The report summarized about STAR Intranet company which focuses on designers and
windows and doors for residential and commercial premises. It evaluated labour market demand
and supply which are impacted by government initiatives and changing labour market
operations. Further, the report outlined companies analysis by analysing its workforce alignment
which is based on different departments. Apart from this, in task 2 it concluded with changing
business plans as per analysis of changed planing and climate survey of 10 employees.
15

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