Manage Workforce Planning

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