Workforce Planning and Management

This assignment focuses on workforce planning and management within an organizational context, specifically examining the BBC. It delves into recruitment and selection processes, emphasizing the importance of identifying suitable candidates based on their skills and experience. The document also explores workforce planning strategies to retain employees and ensure long-term talent development. Key concepts such as job identification, person specifications, and induction plans are analyzed in detail.

Manage Workforce
Planning

Table of Contents
Introduction.................................................................................................................................................3
TASK 1.......................................................................................................................................................3
Researching workforce requirements......................................................................................................3
TASK 2.......................................................................................................................................................3
Developing workforce objectives and strategies......................................................................................3
TASK 3.......................................................................................................................................................4
Implementing initiatives to support workforce planning objectives........................................................4
TASK 4.......................................................................................................................................................4
Develop recruitment, selection and induction policies and procedures....................................................4
TASK 5.......................................................................................................................................................5
Recruit and select staff............................................................................................................................5
TASK 6.......................................................................................................................................................5
Manage staff induction............................................................................................................................5
CONCLUSION...........................................................................................................................................5
REFERENCES............................................................................................................................................7

Introduction
Workforce is important for managing whole process and it is required to complete task or
work within an organization. The planning for develop effective human resource is most
challenging factor of the firm. It includes analyze the objective of business plans; develop
strategies, made plans for success of the business (Schweyer, 2010). This study is based on BBC
Health care firm which is healthcare service center where they provide health related services to
their customers. It headquarter is situated at Melbourne, Sydney. The main motive of this report
is to research al strategies which are required to fulfill workforce and also developing effective
objectives and strategies in proper manner.
TASK 1
Researching workforce requirements
In researching the workforce, the communication strategy is essential to develop by BBC
in effective manner. It is that process and data which assure long term goal for the firm and
provide higher planning that help in communicate with long distance people. The organization
gets approval with workforce planning and also measures it by following individuals:
 Senior management- It is important for the company to take approval for measuring
workforce planning by the top management. They provide a necessary fund which is used
during planning and developing strategies.
 Line management- they also get permission from line management department which
prepares budgets which is examined cost of these activities and functions.
 Workers- The firm workers also agree on this specific workforce planning because they
are key persons who develop this plan and strategies.
On the other hand risk management strategies are prime factors of business planning
which arises during productivity of particular products and services (Jackson, Schuler and
Werner, 2011). There are various types of risks which can apply within an organization such as
transfer, acceptance, mitigation and avoidance.
TASK 2
Developing workforce objectives and strategies
The implementation of strategies in business which are as follows:
Recruitment and sourcing skilled labour- The firm will recruit and hire talented
employee who have basic skill to manage their work in better manner (Lewis and et. al., 2010).
The manager researches that worker who has experience of work in an organization.

Retention of skilled labour- It is for personnel to retain skilled and experienced labour
who have knowledge of work (De Bruecker and et. al., 2015). It is the main responsibility of
company employer is to retain their employees for long time period which assist in increasing
growth and profitability.
Promoting diversity- They should also promoted changes within an enterprise which help
in increasing workers interest in their work.
Succession planning- The main duty of manager is to plan and develop effective
strategies and policies which are helpful in enhancing growth and success of the firm.
TASK 3
Implementing initiatives to support workforce planning objectives
There are various factors which directly or indirectly affects business environment that
includes external and internal factors. For implementing effective strategies, it is necessary to
analyze external environmental factors such as political, economical, technological, legal, social
and environmental (Lent, 2013). The government policies are help in increasing growth and
development of firm. The trends are always changes with the change in customers demand and
its needs are directly affects business activities and growth in efficient manner.
It is the responsibility of BBC Company is to satisfy their workers demand and provide
job satisfaction. They should provide sound working environment with extra incentives or bonus
cost and also motivate them for doing best work that assist in achieving target goals and
objectives.
TASK 4
Develop recruitment, selection and induction policies and procedures
BBC should develop recruitment and selection process which help them for hiring
capable employee who are suitable for job profile (Gilbert, Yan and Hoffman, 2010).
Recruitment is a process which assists in searching suitable candidate for right job and on the
other hand selection is the last step of hiring procedures in which HR will choose capable
employees for their organization. The steps of recruitment and selection process which areas
under:
 Analyze vacant position- It is the first step in which candidate search vacant job position
which are suitable for them.
 Description of job position- Then they required to provide the job roles and
responsibilities which are done by employees who are selected.

 Advertisement and promotions- Company will post ads and promote the vacant position
by using various sources and attracts talented candidates (Stone and Harahan, 2010).
 Short listing- After that HR manager will short list the selected candidate who are
capable for this position.
 Prepare interview- They prepare which should be ask during interviews time to the
selected employee and workers.
 Interviewing applicants- After that they take interview of the applicant and choose best
suitable candidate for the organization.
 Check references- Last step is that manager should check selected candidates
background and all necessary data or information which are required to clarification.
TASK 5
Recruit and select staff
The firm hires correct staff members which help in making perfect business planning.
BBC healthcare service organize workforce plan that assist in identify future requirements of
employees. Recruitment is that process which helps in placing right people at right position in
right job (Rothwell, 2010). There are two factors which used by firm which areas under:
 Job description- It is that process which help in identify right job which are suitable for
specific person. It refers to job title, work place and roles or responsibilities of each
employee.
 Person specification- This is that aspects which specifies individuals abilities and
qualities that needed by organization such as experience, skills, knowledge and
education.
TASK 6
Manage staff induction
Induction plan is that process which is used within an organization for welcoming new
employees in the company and provides all roles and responsibilities which they performed. The
main aim of induction program is that new employees will easily learn company policies and
schemes (Niles, Amundson and Neault, 2011). The manager should control and manage all staff
induction sessions which help in settle down with their work and by this they quickly understand
their roles and duties performed within an enterprise. It is mainly used by describing entire
process in which workers adjust or adapt to their jobs and feel good in sound operational
environment.

CONCLUSION
From the above mentioned report it can be concluded that workforce is manage within an
organization and also plan effective strategies which help in retaining employees for long time
period. Recruitment and selection process is necessary for BBC firm that will help in hiring
talented employee who has skills and knowledge of work. An enterprise should also implement
workforce planning.

REFERENCES
Books and journals
Schweyer, A., 2010. Talent management systems: Best practices in technology solutions for
recruitment, retention and workforce planning. John Wiley & Sons.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
De Bruecker, P. and et. al., 2015. Workforce planning incorporating skills: State of the
art. European Journal of Operational Research. 243(1). pp.1-16.
Gilbert, J. H., Yan, J. and Hoffman, S. J., 2010. A WHO report: framework for action on
interprofessional education and collaborative practice. Journal of Allied Health. 39(3). pp.196-
197.
Rothwell, W. J., 2010. Effective succession planning: Ensuring leadership continuity and
building talent from within. AMACOM Div American Mgmt Assn.
Niles, S. G., Amundson, N. E. and Neault, R., 2011. Career Flow: A Hope-Centered Approach to
Career Development, 1e.
Stone, R. and Harahan, M. F., 2010. Improving the long-term care workforce serving older
adults. Health Affairs. 29(1). pp.109-115.
Lent, R. W., 2013. Career‐life preparedness: Revisiting career planning and adjustment in the
new workplace. The Career Development Quarterly. 61(1). pp.2-14.
Lewis, R. and et. al., 2010. Using a competency-based approach to identify the management
behaviours required to manage workplace stress in nursing: A critical incident
study. International Journal of Nursing Studies. 47(3). pp.307-313.
Online
Manage workforce planning. 2017. [Online]. Available through: < https://ofm.wa.gov/state-
human-resources/workforce-data-planning/workforce-planning/introduction-workforce-
planning>. [Accessed on 22nd October 2017].