Human Resource Management: Succession Planning, Redundancy and Workforce Plan Review

This article discusses the implementation of succession planning program, redundancy and redevelopment procedure, and workforce plan review and evaluation briefing report in King Edward VII College. It includes a career development plan, definitions of redeployment and redundancy, and analysis of focus group results and exit interviews.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of Student
Name of University
Author Note

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Table of Contents
Task-1.........................................................................................................................................2
1. Implementing succession planning program......................................................................2
2. Developing a redundancy and redevelopment procedure..................................................4
Introduction............................................................................................................................4
Aim of policy..........................................................................................................................4
Key principles.........................................................................................................................4
Definitions of redeployment and redundancy........................................................................4
Redeployment procedure........................................................................................................5
Redundancy procedure, including entitlements as per the Fair Work Act.............................6
Task-2.........................................................................................................................................7
1. Developing a survey...........................................................................................................7
2. Developing a workforce plan review and evaluation briefing report.................................9
Reviewing external trends......................................................................................................9
Reviewing Government policies..........................................................................................10
Analysing focus group results..............................................................................................10
Analysing exit interviews.....................................................................................................11
Effectiveness of workforce plan...........................................................................................11
Bibliography.............................................................................................................................12

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Task-1
1. Implementing succession planning program
Options Start date Completion
date
Skill,
experience,
knowledge to
be gained
How will this be
gained?
Provider
To recruit the
right staffs
for the
college
28th June
2017
4th July
2018
Experience in
recruiting the
best staffs for
the
development
of the college
On the job experience University
To ensure
holiday
calendar is
maintained
and updated
1st January
2018
31st
December
2018
Understand
the various
diverse
festivals in
Australia
On the job experience University
Providing
proper
Session Session end Develop
bright
Coaching Coach

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coaching to
the students
start date date candidates
from the
college
Ensure that
adequate
number of
courses are
provided to
the staffs
Session
start date
Session end
date
Provide
diversity of
courses for
the candidates
and their
future
Courses University
Ensure
financial
services are
maintained
31st March
2018
1st April
2019
Check the
balance sheet
and analyse
the
expenditure
of the college
On the job experience University
Check for
future
development
of staffs in
higher posts
1st June
2018
30th
November
2018
Continuously
undergo a
performance
appraisal test
to monitor the
development
of the staffs
On the job experience University
Table 1: Career development plan

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(Source: Created by author)
2. Developing a redundancy and redevelopment procedure
Introduction
The redundancy and redevelopment procedure of King Edward VII College needs to
be analysed so that the college can maintain legal business with the employees and the
employers can co-exist in a harmonious manner. The policy aims to ensure that key
principles are developed and implemented in the college so that the procedure for
redeployment and redundancy are followed in an efficient manner.
Aim of policy
The aim of the policy is to ensure that a fair process is provided for the redeployment
of employees who possess the risk of being dismissed due to the redundancy or the expiry of
fixed term of contract. Any person suffering from disability is also included in this policy.
Key principles
The Employment Rights Act, 1996 covers the redundancy policy, which includes
dismissal of employee due to the failure of that employee to continue to work in the given
position. The involvement of the MRC can help in reducing the rate of redundancy in the
organisations. At the same time, effective communication need to maintained between all the
parties to reduce the rate of redundancy and redeployment procedure.
Definitions of redeployment and redundancy
According to Hair Jr and Lukas (2014), redundancy is the time in which employers
reduce the work force of employees, as the services are no longer needed. However, losing a
job does not account for redundancy.

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Redeployment can be defined as an opportunity provided to the employees that have
the possibility of losing their jobs. The new job opportunity can be within the premises of the
University so that current employees can fulfil the vacant position.
Redeployment procedure
Figure 1: Redeployment procedure

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(Source: Johnson 2017)
Redundancy procedure, including entitlements as per the Fair Work Act
Figure 2: Redundancy procedure
(Source: Johnson 2017)

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As per the Fair Work Act, redundancy can occur if an employer does not need the
services of an employee and that other people can do the job. At the same time, if the
employee becomes insolvent or bankrupt then the redundancy of employees can take place.
Changes in the technical factors in a business, closing down of business, relocation or
restricting may lead to redundancy of employees.
Task-2
1. Developing a survey
Question 1
What is your opinion about the workplace?
Question 2
How much do you like the new initiatives that have been taken at the college?
Question 3
What are the motivating factors in an organisation?
Question 4
What are the satisfactory factors that prevail in the work place?
Question 5
Do you think that the satisfactory factors exist in this organisation?
Question 6
How much satisfied are you with the concept of monetary incentives?
Question 7

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How much satisfied are you with the concept of non-monetary incentives?
Question 8
Do agree with the terms and conditions of services provided in the organisation?
Question 9
Are you satisfied with the relationship that you have with your employer?
Question 10
On a scale of 1 to 10, how will you rate the impact of the changes developed by the
organisation?
Question 11
How much do you agree that laws need to be maintained at the workplace?
Question 12
What views do you have on the implementation of the legal laws and procedure at the
workplace?
Question 13
Do you think that the new initiatives can help in the development of the organisation and its
policies?
Question 14
In your opinion, what should be the safety policy at a workplace?
Question 15

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On a scale of 1 to 10, how will you rate the impact a democratic leader may have in an
organisation?
Question 16
Do you agree with the fact that the new policy that has been developed can help you in
becoming a proper candidate?
Question 17
Do you agree with the fact that customer satisfaction leads to employee satisfaction and
improves the performance of the organisations?
Question 18
How much satisfied are you with the customer handling procedure of the organisation after
the implementation of the new policies?
Question 19
What recommendations can you provide to organisations to deal with improving the
satisfaction of the employee?
Question 20
What recommendations do you suggest so that the changed policy can be more successful?
2. Developing a workforce plan review and evaluation briefing report
Reviewing external trends
The review of the Labour Market Information Portal suggests that the employment
projections for Australia are on the rise particularly in the educational sector. This is mainly
because, most people from across the globe look to expand its business in Australia or seek

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colleges in the country. Therefore, these people get the required training for success in the
Australian market. Hence, it can be said that the Australia Government provides the people
with an opportunity to expand their horizons in business market. However, with respect to the
college, the position that has an undersupply is that of the Human Resource. At the same
time, the demand for labour is in the training sectors as people belonging to other culture aim
to impart the cultural structure within the people of the country.
Reviewing Government policies
The Government policies that affect labour demand and supply includes the
Employment and Labour Law along with the Fair Work Act. These laws provide an idea
about the labour demand and supply in the country and the manner by which it can be applied
for the proper benefit of the company. The policies affect the labour demand and supply by
providing an idea about the latest trends that exist in the business. The importance of the
Government policy is that the labour demand and supply are affected by the manner in which
the development of the economic condition takes place. The amount of success that the
Government can manage assists in analysing the business.
Analysing focus group results
The analysis of the focus group results show that most people are inspired to work die
to the goal oriented atmosphere and the bond that is formed between the people. The fact that
the contribution made by the employees directly affects the organisation provides inspiration
for its success. The new and exciting challenge that is brought about everyday makes it an
inspiration for working in the company. At the same time negativity in the form of lack of
training, less communication between staff and management, unable to reward for the effort
are the main cause of concern for the company and the employees. The people have a clear
view of the future and aim to work hard for its development.

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Analysing exit interviews
The main reason for leaving the job is the fact that the employees gain better
opportunities in other sectors. The better opportunity consists of better work-life balance,
remuneration and opportunity for promotion. At the same time certain factors such as
increase in pay and the reputation of the organisation prevents employees from leaving. The
overall assessment of the job has been mixed, as people have been glad to leave the
organisation as well as have enjoyed being a part of the college. Some people also believed
that the job was reasonable but lacked opportunity for growth. The manger received mixed
reviews and opportunities for development and training were limited in the organisation.
Effectiveness of workforce plan
The evaluation of the workforce plan in terms of objectives may be changed given the
fact that the employment opportunities in Australia fluctuate with that of time. In the case of
the college, the fact that the exit interview and focus group results show that people have a
mixed opinion of working in the college helps in identifying the opportunities that exist in the
business. The leadership and managerial goals of the college need to be specified so that the
King Edward VII College can remain a reputed educational centre in Australia and provide
best quality education in the country.

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