Manage Workforce Planning

Running Head: BUSINESS AND CORPORATION LAW 0
Manage Workforce Planning
2/26/2019
Student’s Name

MANAGE WORKFORCE PLANNING
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Contents
Question 1........................................................................................................................................2
Question 2........................................................................................................................................2
Question 3........................................................................................................................................3
Question 4........................................................................................................................................3
Project 1...........................................................................................................................................4
Introduction......................................................................................................................................4
Aspects of Workforce Planning.......................................................................................................5
Factors affecting Workforce Planning...........................................................................................12
External factors 12
Internal factors 12
Strategies for retaining and attracting skilled labor.......................................................................13
Contingency plans.........................................................................................................................14
Conclusion.....................................................................................................................................15
Bibliography..................................................................................................................................17
Books/Journals 17
Other sources 17

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Question 1
An organization can gather information about industrially labor supply in many ways. Following
are the list of such ways
 Reading online sources
 Reviewing workload data
 Evaluation of competency assessment
 Monitoring the labor market
 Reviewing government report
 Analysis of workplace profile data
 Analysis research report
 Joining industrial group
 Study of Demographic data
 Study of higher education placement figures.
By using and adopting above-mentioned ways, an organization can get subjective information in
addition to qualification, the area of interest and experiences of related workforces. Further, the
mentioned ways also help an organization to do the workforce planning and to determine the
gaps between demand and supply of labor in a particular industry.
Question 2
The industrial relationship can be understood as the management of work-related entitlements
and obligations between an employer and his/her employees. For the creation and development
of an ethical and positive working environment, industrial relations need to be smooth in

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between the parties. In other words, this is to state that these relations play a very vital role in
maintaining a positive working environment. It helps to prevent skilled labor in an organization.
When an employee gets a good working environment with all the social and economic benefits,
he/she do not think to leave that organization. In addition to this, when an employee develops a
positive industrial relationship with the employment, he/she feel motivate and do not think to
change the employer. It increases employee satisfaction level. In this manner, industrial relation
helps an organization to retain skilled labor.
Question 3
Labor demand forecasting is a process to predict the number, characteristics, and type of future
employees required by a business to achieve the determined goals and objectives. Further, labor
supply analysis is a process to identify the best suitable labor market from where the employer
should arrange labor.
Question 4
Workforce planning is one of the tools using which an organization can analysis the potential
labor demand and supply for the future. Three lead models to identify and analyze future staffing
requirements are mentioned below:-
 Trend analysis methods: - As the name implies, this method calculates the demand of
workers in the future with the help of past trends. In this method, the manager identifies
the trends, which have affected labor demands in past over particular periods. They use
this study to determine continuous trends in the industry in order to forecast labor
demand in future.