Manage Workforce Planning

This document provides a comprehensive guide on managing workforce planning for King Edward VII College. It covers the purpose and objectives of workforce planning, external and internal environmental analysis, gap analysis, and contingency plan. It also includes updated recruitment, selection, and induction processes, implementation of diversity objectives, and review of the workforce plan. Additionally, it offers a career development plan and redundancy policy. The document concludes with an evaluation of the workforce plan through a survey.

MANAGE WORKFORCE PLANNING

Introduction
The King Edward VII College has been planning to establish its campus in Sydney and in
Brisbane which requires some accurate planning on the workforce and other considerations.
This would be done in an elaborative manner through considering the previous recruitments
too and the procedures that were followed initially would also be considered for framing up
the new ones. The cost effective and quality reaching techniques and processes would be
provided through the following considerations.
Task 2: Workforce Plan Project
Workforce Plan
Purpose
The purpose of the workforce plan is to provide the organisation with some new and latest
processes of recruitment so that the selection of the workforce could be done in the most
appropriate manner. The section of the workforce has to be accurate as this would build up
the quality of the campus in Sydney and Brisbane (Norton and Cherastidtham, 2016). The
goodwill and the brand image that has been maintained by the college has to be maintained in
the two new campuses too which needs accurate selection of workforce for which the
planning is required.
Strategic objectives and key workforce requirements
The objectives are as follows
 To provide with the best faculty and the best staff which would maintain the goodwill
of the college
 To enhance the teaching capabilities through including latest technologies
 To have the best faculty and technology friendly faculty favouring and supporting the
use of technological teaching
 To provide with the best infrastructure favouring the faculty in providing best
services.
External Environmental Analysis Industrial Relations
The external factors which is expected to impact the workforce plan are the economic factors,
the unemployment factor, the wages factor, the government policies, industry trend, etc. King
Edward VII College workforce plan would be impacted by the government policy and the
employment legislations which levies on the recruitment (Angus, 2015). The economy of the
country has been favouring the educational industry through providing some subsidies and

other tax exemption facilities which would help the establishment of the college and
reduction in cost.
Internal Environmental Analysis
The current workforce of the concerned college has been ranging in the age group of 30-60
which reflects that the college recruits the experienced employees and thus this has been
favouring in the maintenance of quality and the majority has been male employees which
needs to be balanced with the recruitment of more female employees (Marginson, 2016).
Analysis of current workforce characteristics
The current workforce carries the following characteristics
 Only experienced is recruited
 Male employees are favoured more than the females
 Contract based agreements are made
 Sustainability of the employees are not looked after
Future Workforce needs
The future workforce requires
 Long term contracts with the employees
 Giving chance to the fresh talent as this would provide with a new concept of
education
 Balance is to be maintained between the experienced and non-experienced and in
male and female recruitments
Gap Analysis
There exit a gap in the present workforce as there are only experienced and elderly faculty
which needs to be balanced by the fresh talent as this would provide with the use of
technologies in teaching.
Workforce Plan objectives
Issue/Need Actions Outcomes Resources Timelines
Attract and sustain
diverse workforce
and be known as
employer of choice
Updating
recruitment,
selection and
induction
procedures
Add on the
capacity to fill
organisational
vacancy
Human
Resources
End 2018

Acknowledging
calendar days
Developing
calendar of events
Known of some
hidden events
Human
Resources
End 2018
Ageing Workforce,
General Attrition
Plan for
succession in
order to identify
the key roles.
Nomination of
internal
employees for the
action (Darling,
2017).
Create on a
training program.
Adding on the
capability of
filling up the
requirement of
the organisation.
Human
Resources
End 2018
Nonexistence of
proper procedures
and processes of
redundancy and
retirement
Create the
procedure and
effective process
for redundancy
Provide smooth
functioning of the
department
Human
Resources
End 2018
Communication and consultation strategy to assist with organisational changes
Audience Key message Delivery
method
Date/duration of
session (if
applicable)
Location
Chief Executive
Officer
The requirement
of change in
workforce plan
Meeting N/A At CEO’s office
Finance
Manager
The requirement
or the addition
Emails and N/A

to the cost and
expenses of the
organisation due
to change in the
recruitment
process and
procedure
Meeting
As per the
requirement
Operational
head
The accuracy
and the use of
new technology
to be applied in
the organisation
and its benefits.
Emails and
Meeting
N/A As per the
requirement
Contingency Plan
Unplanned or extreme
event
Contingency Action
Selection of wrong
candidate or unproductive
candidate
This would be dealt through taking on a trial basis that is
keeping the employee for 2 months on a trial basis and
observing his developments or else terminate him.
Cost increased more than
expected
This would be catered through controlling other operational
costs and expenses (Tran et al. 2016).
Failure of induction
process chosen Cross checking each of the induction programs and then
authenticating and applying it.
Unsatisfied higher
authorities
Providing with satisfactory future plans and the use of latest
technology in the plan.

Revised Workforce Action Plan
The workforce action plan could be revised through including the concept of utilising the
latest technology in the recruitment and selection procedures. The use of online interviews
and the applications to be submitted online which would help in providing a comfort zone to
the applicants (McGagh et al. 2016). The plan could also be revised on the criteria basis as
the inclusion of the high female members should be avoided and the selection should be
based on merit and not on gender equality terms.
Task 3: Diversity Objectives Implementation Project
Updated Recruitment process
The recruitment process would be based on five simple processes and those are
 Advertising the vacancy through latest technology
 Selection of the applicants online
 Face to Face Interview
 Written Examination online
 Induction of recruited members
Updated Selection Process
The selection of the candidates would be done through considering their qualifications and
then merits of the written online examination. This would be followed by the interview
process and then the best and the confident applicant would be chosen (Masters and Geoff,
2016). The selection would be based on the interview round and the examination merits
achieved which would help in taking on the best candidates and that is the presentable ones
and the one with brains, would be selected.
Updated Induction Process
The induction would be done through maintain the records of the candidates by the human
resource department and then executing the induction (Weldon, 2015). The induction would
be a one month process which would help the employee or the staff or the faculty in
gathering the relevant techniques for the job and thus executing the job in the most effective
manner.

Diversity Calendar 2019
Date Event Celebration Description
25th May, 2019 Brisbane Careers and
Employment Expo
This would be done through
participating in the event
and taking the students to
the event which would
provide them exposure to
the career choices they
would like to make and thus,
the camps would find some
recognition through its
students.
5th June, 2019 International Conference on
Arts, Education and Social
Science
This would be celebrated
through providing the
students with the views of
the conference in the
campus and thus this would
help in providing them with
the effective and factual
information on education
(Dowse et al. 2016). The
faculty would also be
benefited through this
program.
21st June, 2019 B2B Marketing Leaders This event would be
presented in the campus
through recording the actual
event and thus representing
it to the faculty and the
students which would help
them in gathering the
importance of the B2B
marketing and thus

enhancing its usage.
Task 4: Workforce Planning Implementation Project
Career Development Plan for Jackie Smith
Role
Competencies
Jackie’s
assessment
Opportunity to
grab
Assignments to
execute for
developing the
competencies
Duration
(12
months)
Remain updated
about the HR
practices
Do not have it
has it’s been 5
years long gap
in practice
Should explore
the Internet in
order to gain the
updated
knowledge
Remain alert and
active in
gathering
information
about the new
practices in HR
and the new
technologies
applied in it.
1.5 months
Maintenance of
Human Resource
Management
Information’s
Incapable of
aligning the
information’s
Advised to take
up the training
for developing
the skill of
information
management
Training
programs and
acknowledging
the case studies
related to
management of
information
would help in
understanding
and bringing on
this capability
2 months
Leading a team Capable of
doing this
Need to cross
check her
capability and
bring on some
required changes
as per the
transformed
working system
and culture
Enhance
leadership skills
through cross
checking her
actions and
observing their
leaders
2.5 months
Knowledge on
Industrial
Relations
Unaware about
this
Participate in the
seminars and
other programs
in order to gain
knowledge on
industrial
relations and its
importance
Be active in
seminars and
training
programs.
Explore
information on
the internet.
2 months
Knowledge on
project
management
Do not excel in
it
Understand the
vitality of
management and
Exploration of
the books and
theories on
2 months

principles and
practices
the management
of project
principles needs
to be assessed
through various
projects.
management.
Observe the
senior and
aligning
managers closely.
Confident about
the personal
actions
An average
performer
Gain knowledge
on required
scope and this
would help in
boosting
confidence
Take personality
development
classes and excel
in confidence and
true speaker.
2 months
Redundancy Plan
Introduction
King Edward VII College has not been utilising any formal process for redeployment and
redundancy actions which has been witnessing some negative impacts on the working of the
college. The plan for redundancy and redeployment would help in gaining a smooth working
conditions in the organisation and thus, bringing on some quality to the services.
Aim of Policy
The aim of the new redundancy and redeployment policy would be to provide a smooth
working of the organisation through bringing on the changes in the human resource
department on utilising the redundancy and the redeployment policy (Naccarella et al. 2016).
This would also help in gaining quality in the services of the organisation.
Key Principles
The key principles of the policy would be
 Maintain the dignity of the employees and not to hurt any employee’s sentiments.
 Redundancy would be made on justified grounds and redeployment would be
provided with proper justification.
Definition of redeployment and redundancy
Redeployment: This could be defined as the repositioning of the existing employees to the
category or post which would prove to be more productive for them as well s for the
organisation.
Redundancy: This could be defined as the un-employing an employee because of some
justified and authentic reason.

Redeployment procedure
Redeployment would be done through the following procedure:
 Acknowledging all the existing employees on the basis of productivity
 Shortlisting the unproductive employees or low productive employees
 Acknowledging their capability and stamina
 Redeploying them on the basis of the acknowledgement
 Signing the redeployment formal agreement
Redundancy Procedure
The redundancy would be exercised in King Edward VII College through the following
procedure
 Acknowledging the existing employees through exploring their past records
 Shortlisting the unproductive or the employees who contributed less than 25% of the
total output of the organisation.
 Providing them with the details of their contribution to the organisation
 Applying redundancy policy with formal procedure.
Task 5: Workforce Plan Review and Evaluation of Briefing Report
Survey
First Questionnaire
Questions 1 2 3 4 5
What attracts
you to the
concerned
organisation?
What feature
of the
organisation
appears
unattractive
to you?
Environment
of the
organisation
is a vital
factor for
you.
Cultural
aspect of the
organisation
plays a vital
role for your

decision
making?
Reason of
irritation or
frustration at
work place is
associated
with
colleague’s
behaviour.
Being the
CEO of the
organisation
what
changes
would you
make to the
organisation?
Flexible in
work
motivates
you to work
with more
dedication.
Second Questionnaire
Questions 1 2 3 4 5
Transformation
in HR
department
would help in
attracting new
employees.
HR department
needs to take
up the new
employment
laws and other
considerations.
Work force
plays a vital
role in creating
a strong
organisation.
New
Workforce
plan would
help in gaining

confidence of
the new
employees.
Redeployment
plan would
help in gaining
more
productive
workers.
Redundancy is
a necessity of
an
organisation.
Change is
required in an
organisation to
be updated.
Report
Introduction
The transformation in the workforce plan has been made through regressive understanding of
the workforce need and this has helped in creating some effective and fruitful plan for the
organisation.
Analysis of workforce Information Data
The comparison of data of the year 2017-2018, it has been revealed that the organisation has
brought up some changes in the recruitment logic, as previously it used to have more of the
elderly staff but in 2018 some medium aged people has also been employed.
Review of External Trends
The flow of the labour supply has been over supplied in the Australian education department
which has helped in gaining some of the most productive employees.
Review of Governmental Policy
The government policies which has been impacting the labour demand and supply has been
the Child Education Law and Child labour law which has been providing with a criteria for
the children to be educated enough till the age of 18 and do not be committed to any
workforce.
Analysis of Focus Group Results
The objectives of the workforce planning has been achieved as the organisation has received
some satisfied workers.

Analysis of exit Interviews
The reason for leaving the interviews has been the lack of time and the uninterested people.
Effectiveness of Workforce Plan
All the objectives of the workforce plan has been achieved and this could be seen through the
improved quality of the organisation services.

References
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