King Edward VII College Workforce Plan

This assignment analyzes the workforce plan for King Edward VII College. It examines factors influencing employee satisfaction and retention, such as pay, job opportunities, and teamwork. The plan considers government policies impacting labor demand and supply. Data from focus groups, exit interviews, and employment statistics are used to assess current workforce characteristics and project future needs. The analysis concludes by proposing recommendations to improve the college's workforce plan and achieve its objectives.

WORKFORCE PLANNING 1
WORKFORCE PLANNING
By (Name)
Course
Instructor’s Name
Institutional Affiliation
The City and State
The Date

WORKFORCE PLANNING 2
WORKFORCE PLANNING
Part I
Workforce planning is defined as a gradual process of assembling the needs and priorities of
an organizations in line to its workforce to meet service and production requirements as well
as the legislative, regulatory and objectives as prioritized. It enables workforce strategies
based on evidence.
Benefits of workforce planning
1. Avoiding disruption and unexpected costs
Workforce planning helps a company in identifying and anticipating issues early and assist in
identifying critical roles and skills of the workforce. This will help to avoid disruptions and
unexpected costs within a company, which would in turn lead to losses
2. Determining staffing level
Since a workforce plan is not limited to hiring new employees or determination of staffing
level, it helps to identify training needs and development initiatives for employees by
identifying a gap in the workforce (Ono Lafortune and Schoenstein 2013).
Options for the scope of workforce plan
 External recruitment and hiring
 Alternatives to developing
Workforce planning process
Workforce process takes stock of the current workforce, forecasting for the future
requirements and identifying gaps. It covers current profile, training and making development

WORKFORCE PLANNING 3
programs. It involves eight steps, which include the scenario question, proximate
environment, driving forces, judging importance and uncertainty, composing the story, sub-
groups and reality checks, implications and strategic visions and oracles (World Health
Organization 2010).
Forecasting models to identify future workforce needs
 Developing and analysing data that identifies HR need
 Developing response to the identified needs
Purpose of labour market information portal
Information portal is developed by the HR as an online resource and its purpose is to help
people understand their labour market. Example of the information included in the portal are
the employment projection, vacancy, report among others (Collins et al. 2010).
ABS labour force survey
They are statistical surveys carried out about labour market in most of the countries
especially those in European Union. The purpose of the surveys is to calculate the
international labour organization and its use in workforce planning. it is to determine the rate
of unemployment (McDonnell et al. 2010, p.150).
National skill need list
This is a list of labour market research analysis and its purpose is to identify traditional trades
that affect national skills.
Part II
Research workforce requirements on King Edward Vii College

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The organization requires top skilled employees like receptionist especially in the new
established campuses to effectively manage the workforce and achieve its objectives.
The employers of King Edward Vii College should consider workforce issues such as the
school strategic plan, workforce changes, and demand for workforce maintenance to attain
strategic work planning.
To meet the overall strategic objectives, the school should set some workforce objectives
such as defining needs, managing costs, setting standards and maintaining competitive
advantage.
King Edward Vii College should employ skilled workers with qualifications, not so old in
age, both male and female of different cultures.
Factors that affect workforce supply especially in the educational sector including the
economic growth, lack of skills among the employees, and competition for workers should be
looked into.
The establishment of King Edward Vii College is to contribute to sustainable and inclusive
economic growth of the country by building effective industrial relations framework. This is
through strengthening the industrial relation with the school framework.
Workforce action plan
Purpose
The purpose of the workforce plan is to develop strategies of achieving the overall objectives.
Objectives and key workforce requirements
1. To be a leader in vocational education and training

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2. To establish and maintain high quality infrastructures for supporting both clients and
staff
3. To ensure high performance, profitability and accountability
The future workforce plan needs include establishing additional campuses, which would
commence in October and in 2018 and employing new manpower
Environmental factors
Factors that influence King Edward Vii College to achieve its objectives include recruitment
of workers such as marketing managers competent accountants and analysis of government
policies for example the taxation policies, among others and internal environment like poor
selection of workers, incapability of workers and many others.
Current workforce
The college currently employs 24 staff members including the marketing, human resource,
finance, administration, and academic managers, the CEO and receptionist.
In future, the college is expecting to employ other receptionists, student services and trainers
in the newly established campuses (Cahill and Sedrak 2012, p.3).
Gap analysis
Comparing the available and future workforce, the college expects to get more skilled
workforce to boost on the existing ones.
Workforce plan objectives
The college is set to retain every employee who performs well his or her duties and will work
hard to attract and diversify the staff. Moreover, the college manages multi-cultural
environment that requires high interpersonal skills

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Key workforce plan issues
The key workforce plan will include strategic plan, workforce changes, and demand for
workforce maintenance.
Contingency plan
In case of unplanned events, the college will ensure that it has employed skilled personnel for
such pitfall event.
Part III
Assessment 3
Update of recruitment, selection and induction policy
King Edward Vii College is committed to recruiting diversified and highly qualified
experienced staff who will be able to put the school at a higher standard. Selection decision
will be made with a lot of care to avoid any discrimination and selection to base on
competence. Advertisement for vacant posts will be publicised in press and interview will be
conducted in an appropriate time (Lyon et al. 2011, p.240).
Assessment 4
Career Development plan for Jackie as a human resource manager
Start date Completion
date
Skill, experience,
knowledge to be
gained
How it will be gained Provider
Jan 2018-
march 2018 coaching Organisation of
workshops on human
resource
Human resource
department
March 2018- April 2018 Human resource
skills training
Internal human
resource seminars
Human resource
department

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April 2018-
June 2018 Monitoring and
supervision
Compiling with the
work done and
assessment
Managing director
July 2018
Sept 2018 Monitoring
progress
By setting aside
regular appointments
Human resource
department
Sept 2018
Dec 2018 Learning and
improving natural
abilities
Committing to
ongoing learning
environment
Supervisor or any
expert
Redeployment and Redundancy procedure for King Edward Vii College
King Edward Vii College located in Melbourne was established five years ago and
has over 500 students enrolled in different courses and wishes to erect two more/ additional
campuses in Brisbane and Sydney.
Aims and policy
For employees who are re-deployed or made redundant, proper procedures are set up
with a good reason to be followed to ensure continuous coordination of the staff.
Key principles
In case of redeployment or unavoidable redundancy, employees will be assigned to
other vacancies that is only if available, a suitable career development plan is drafted for that
specific employee, and effective communication is ensured throughout the whole institution
(Dussault et al 2010).
Definition
Redeployment means a staff member or any employee transferred to another post as a
result of redundancy (Wieck et al. 2010)

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Re-deployment procedure
Notification in a written form, selecting a vacancy, carrier development plan, and
organising interview
Redundancy procedure
Exploration, notification to staff, understanding terms and conditions and carrier
guidance.
Part 5
A survey
Survey questions about general satisfaction with workplace at King Edward Vii
College
1. What best pleases you working with this college?
2. What are the sources of stress when working with the college?
3. What do you hate about the college?
4. What changes and innovations can you bring to the college
5. What if you were the CEO, what can you do to the college?
6. What makes you like your job?
7. How do you see this college in 5 years to come?
8. Why do you sometimes put extra effort?
9. What could be done to create teamwork among employees?
10. What hinders teamwork in this college?
11. What makes you admire your work?
12. What if you are mistreated, would you quit work?
13. What brings frustration at work?

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Workforce plan review
Turnover of staff in percentage
Employment area 2017 2018
Academic staff including trainers 50% 60%
Management 15% 0
Administration 0% 25%
Workforce characteristics
For the year 2018, the workers are of more mature age and the gender remain
balanced with different backgrounds.
Government policy
Policies of the government such as imposing heavy taxes and implementing strict
laws have seriously affected labour demand and supply.
Focus group results
In overall, according to the answers to the focus group questions, the employees are
satisfied with their jobs and committed to work.
Exit interview
By increasing on pay and creation of more job opportunities, it would prevent
employees from leaving their jobs. This will help in improving job retention in the college
In conclusion, the work plan designed corresponds to the school aims and objectives
and therefore if achieved it will lead King Edward vii college to the next step.

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References
Cahill, T.F. and Sedrak, M., 2012. Leading a multigenerational workforce: Strategies for
attracting and retaining millennials. Frontiers of Health Services Management, 29(1), pp.3-
15.
Collins, F.S., Glass, R.I., Whitescarver, J., Wakefield, M. and Goosby, E.P., 2010.
Developing health workforce capacity in Africa. Science, 330(6009), pp.1324-1325.
Dussault, G., Buchan, J., Sermeus, W. and Padaiga, Z., 2010. Assessing future health
workforce needs. Copenhagen: World Health Organization.
Lyon, A.R., Stirman, S.W., Kerns, S.E. and Bruns, E.J., 2011. Developing the mental health
workforce: Review and application of training approaches from multiple
disciplines. Administration and Policy in Mental Health and Mental Health Services
Research, 38(4), pp.238-253.
McDonnell, A., Lamare, R., Gunnigle, P. and Lavelle, J., 2010. Developing tomorrow's
leaders—Evidence of global talent management in multinational enterprises. Journal of
world business, 45(2), pp.150-160.
Ono, T., Lafortune, G. and Schoenstein, M., 2013. Health workforce planning in OECD
countries.
Wieck, K.L., Dols, J. and Landrum, P., 2010, January. Retention priorities for the
intergenerational nurse workforce. In Nursing Forum (Vol. 45, No. 1, pp. 7-17). Blackwell
Publishing Inc.
World Health Organization, 2010. Models and tools for health workforce planning and
projections