Managing Workforce Planning for Desklib Online Library

Running head: DIPLOMA IN LEADERSHIP AND MANAGEMENT
Managing Workforce Planning
Student Name
University Affiliation

Managing Workforce Planning
Assessment 1
Introduction
Employees Aims
For a successful and achieving workforce, proper management concerning workforce
planning is essential. The criteria on how organization arrives at the decision on their workforce
aims are the determinant factor. There are various driving forces both internal and external that
can impact the process. Firstly the steps involved include first laying out a plan and a schedule
then carrying out a staffing assessment after which demand data can be developed. Creation of
supply data, comparing demand and supply information proceeds the actual workforce plan
development after which communication, as well as the implementation, evaluation and a review
of the workforce, sums up the whole process (Business Case Studies LLP, 2016.
Now concerning the techniques organizations’ use to arrive at their workforce aims
decision, first, both high and managerial meetings are conducted for consultation purposes. All
the critical aspects are looked into regarding the workforce and the best probable recorded.
Another way that workforce aims are settled is via feedback from the staffing suggesting
possible ways of improving their level. Looking at the budget management in the aspect of the
viability of the existing team for purposes of checking for either excesses or deficiencies,
informed decisions can then follow (Sullivan, n.d.). Equipment quality improvement, need for
proficient employees as well as the need to organize meeting and training for new staff are other
avenues to be used. Moreover, improvement of customer service with installing proficient
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personnel in the customer service department besides publicly displaying the organization's
policy and procedures to correct the picture suggesting the employee's lack of knowledge and
access to the
The understaffing issues mean that the existing could get overworked as suggested by the
experienced staff who had to work more because of having more new staff and untrained.
Concerning the unskilled staff and management, everyone one of them ought to have
their own job responsibilities and descriptions, make a new project, appeal to the bank and
higher authority and restart their business again. The issue of having a high turnover rate could
be potentially the largest expense to you’re a firm. The solution to dealing with turnover entails
knowing why you have high employee turnover. Organising a short hour meeting with all the
staff in turns, to get feedback covering Questions, answers and work on it, so that you know the
problems and the issues in the workplace ("Average employee turnover rates, what's considered a
healthy churn? - XCD," 2018).
The workforce should not be working for longer hours or overloading with more task to
carry on as well as allow to get the right number of workers, with the right skills, in the right
place, at the right time and help to meet the need of the growing organization.
Making sure, replacement workers are available for the organization when needed and
they should provide a clear rationale for spending on recruitment, training and development
activities and finally, ensuring that organization labor costs are kept to a minimum by only
having the right number of workers.
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Regarding the Lists of eligible skilled occupations, a number of them exist including the
Skilled Independent visa , Employer Nomination Scheme, Training visa, Regional Sponsored
Migration Scheme, Temporary Skill Shortage and lastly the Temporary Graduate visa
Assessment activity 2
PESTLE Analysis
PESTLE analysis is a marketing principle concept used as a tool by organizations to keep
track of the external business environment. Being an acronym for Political<Economic, Social
Technology, Legal and lastly the environment, an in-depth description of each aspect is discussed
below. Starting with Political where they didn't follow the government regulation and legal
factors so it affected the business environment and trade market. They didn’t even follow the
employment laws, secondly Economic they had the economic issues, maybe they need to skilled
person who can have a knowledge of economic affairs, maybe training the staff. At third place,
Social know about the customer demography and cultural limitation with lifestyle and attitude
maybe they need to educate the staff and should know about their cultural background
(Academy, n.d.).
At fourth place, technology where you should assess the negative and positive impact on
the service to the customer while introduction into a marketplace. The legal aspects, which come
at fifth, entail the regulations and rules of the physical region. Lastly is the environmental factors
that cover sustainability issues should all be considered.
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