Workforce Planning and Labour Market Analysis

The assignment requires a detailed analysis of workforce planning, focusing on labour market dynamics, succession planning, and the use of big data analytics to inform business intelligence. It also considers the impact of generational stereotypes on HR decisions, highlighting the need for a systems approach to planning, scheduling, and controlling in project management. The document draws from various sources, including academic journals, books, and online resources.

WORK FORCE
PLANNING
(Assessment 1)

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
Current situation.....................................................................................................................1
1. Factors that affect the labour supply in Star Industry.........................................................1
2. Reasons affecting the demand of labour in the company...................................................2
3. Government role for influencing labour supply and demand.............................................3
PART B............................................................................................................................................4
Current situation.....................................................................................................................4
1. Staff diversity variables required to meet Star Industry requirements...............................4
2. Star Industry's strategies and workforce plans alignment..................................................4
3. Staff turnover is acceptable or not and identification of strategies....................................4
4. Methods to find skilled labour from external sources........................................................5
5. Contingency method for dealing in extreme situations......................................................5
Future Analysis.......................................................................................................................6
1. Star Industry strategy and their modification in workforce................................................6
2. Requirement of some years for organisational workforce to work....................................6
3. Current workforce capacity to meet demands of Star Industry..........................................6
4. Strategies for addressing gaps and supply to future staff...................................................6
5. Staff members who are affected by change should have communication strategies.........7
6. Recommendations to management for applying changes required....................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Work force planning is basically a continual process which is needed to align the
priorities of any organisation with their workforce effort to make sure that this firm would meet
the legislative, services, production requirements as well as regulatory objectives (Auerbach,
Buerhaus and Staiger, 2007). It enables evidences which is bases in workforce to develop its
strategies. This report is based on Star Industries which is an alcoholic beverage producer and
even an importer in Sunny side Queens. This company is offering an extensive line of beverage
product including vodka, gin, cachaca, wine and liqueur. Main purpose of this report is plan a
management system which would carry out recruitment and training process in proper manner.
There are some points which need to be figured out for meeting the staff needs. There are certain
points which makes an organisation according to employee's choice.
PART A
Current situation
1. Factors that affect the labour supply in Star Industry.
There are so many factors which basically affects the supply of labours in this industry.
Labours or workers have so many options and conditions while working in the organisation that
has lot of impact on hiring those labours in this company. The factors include wage rate, where
the amount of salary can either attract or distract somebody from joining the firm.
Another reason for supply of labour can be migration pattern. In this person has to travel
from one place to another according to company needs which might cause some problem to
labours at times (Crumpacker and Crumpacker, 2007). Other important issues can be policies
related to income tax facilities, if that is very high then person becomes very vulnerable and
could not earn much for himself. Sometimes even reformation policies could affect the labour
working in the organisation.
The presence of strong trade union could benefit the labours immensely and also by the
government labour regularities in which they monitor whether any employee is not exploited.
Also, sometimes there can be some policies which would be in favour of the labour's retirement
age plans then it would attract the workers more in that company. Lastly the most important
factor can be no discrimination with the female workforce in the industry then it makes the
environment very warm and comfortable.
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2. Reasons affecting the demand of labour in the company.
The demand for labour requirement basically describes that number of workers are
willing to work at any given wage rate for that given time period. There can be so many reasons
for which the company would require labours (Curson, Dell and Baldauf, 2010). It is obvious
that without social class or workers the company cannot work, but there are times when the
supply is increased and labour requirement becomes a desperate measure for that firm.
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Source 1: Market Labour Need, 2017

Basically, need of labour is actually dependent on derived demand. If the products
needed by the customer should be of certain quality which is very high and also the time period
given to complete the task is very limited or even the skills and art of accomplishing a task is not
easily achieved through existing employees then automatically the demand for the labour
increases.
3. Government role for influencing labour supply and demand.
Demand of skilled labour is higher than unskilled workers as they help in providing good
and better outputs. The role of government is immense in encouraging worker employment as
the market forces has made to increase the large amount of cost and benefit of education as well
as training so that more and more people becomes skilled for their usage in the industry.
Also, some policies of the government which could support the strategies and processing
of the company can help in increasing the supply of labour in that organisation. The demand of
skilled labour can also be increased if the industry grows high and gets good project from the
market to perform well in it (Fowler, Wirojanagud and Gel, 2008).
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Source 2: The Labour market, 2017
Illustration 1: Demand of Labour, 2017

PART B
Current situation
1. Staff diversity variables required to meet Star Industry requirements.
This organisation has basically some commitments towards diverse workforce staff
members. Thus, its main aim is to enhance and improve the qualities and skills of every
individual working in the company. These bifurcations of diversities are actually required for
meeting the goals and needs of the firm. Focus of workplace diversity of Star Industry lies on
promotion of individuality in organisation and then acknowledge every person that may bring
something good to the company.
According to the traditional notion of this workplace these diversities basically refer to
symbolising so many factors like race, gender, caste and religion. Now days the theory of the
workplace has totally changed as it has diversified to a new level which is all-encompassing.
Along with this there is also some other variables which affect the nature of the company that
includes personality, age, style, skill-set, education and background of particular individual.
2. Star Industry's strategies and workforce plans alignment.
Alignment among the organisational strategy of Star Industry with its group and
individual is necessary for ensuring that individual needs to be properly working on their
efficiency and efforts for improving their performance which ultimately contribute to fulfilling of
the company's goals and objectives (Kadushin and Harkness, 2014).
When the alignment is properly set and successfully achieved then the goals can be
clearly evident for the organisation to work over it. They are responsible for clearly
communicating with all of their hierarchical levels. Through this alignment, employee
motivation is being promoted which basically enhances their energy to perform the task and see
clearly what kind of strategies to be used to complete the work which will contribute to broaden
organisational goals.
3. Staff turnover is acceptable or not and identification of strategies.
The industry mentioned in this report has not only provided exceptional customer
services but with that there is also some provision of huge employment benefits that arise in Star
Industry. This company is an alcoholic producer and even other beverages that is provides an
exceptional team effort and product quality for ensuring low staff turnovers which might include
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employees and even baristas in this company. The strategies involved in this firm would possible
include extensive training about the beverages and alcohol before they could begin their working
(Kent and ed., 2012).
For this the employees in the company has to have full education on every type of topic
related to these products. After having all the information about subject then they would be able
to answer correctly and accurately when customers require them. There can be high growth rate
which is recorded in this company due to numerous employment benefits provided by the firm.
4. Methods to find skilled labour from external sources.
For carrying out selection process it is often very difficult to find out what are the people
with proper skills. In this company, skilled labour becomes a challenging task to be discovered,
that is why there is certain methodology which needs to be followed.
 Star Industry tries to conduct frequent selections process where they try to figure out
more and more employees to be which are the people with best skill power.
 After carrying out the selections process those people who get selected have to undergo
intensive training to make them well worse with the harmful conditions that may come in
future.
 Both the methods are very useful for selecting successful and skilful labour then
including this they also encourage staff diversity as well as makes sure to hire people
from different culture for getting the best talent in this company.
5. Contingency method for dealing in extreme situations.
Contingency planning does not actually explains the dealing with major disasters but it
is about preparing for many other events like loss of data, customer, client, supplier and other
disruptive measures that occur every now and then (Kerzner, 2013). That is the reason why this
concept of contingency in Star Industry is very important and is a normal part of making the
business function in an efficient manner.
Basically, this contingency planing emerges and rises through performing appropriate
analysis of any kind of risk that this firm comes up with.
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Future Analysis
1. Star Industry strategy and their modification in workforce.
In the modern business history, this corporations have tried to unlock the attempts of
value by matching their structures to the required strategies needed. This company has generated
enormous economy of scale by performing some operations like sales and finance. This firm has
been diversified to provide new offerings and has moved to new region for rival model
emergence. For maintaining the workforce, it is essential for Star Industry to develop its career
guidelines and provide more opportunities. By providing continuous training and education
program this could be achieved (LaValle, Lesser and Kruschwitz, 2011).
2. Requirement of some years for organisational workforce to work.
According to the process and activities that this company is performing , it is obvious that
workforce of this firm needs to be updated with soon as its processing are lacking current trends.
. The new trending drinks, alcohols and beverages which are been developed has to be updated
with the company elements.
There can be so many programs required for making the working environment open and
shareable for combining the ideas and innovation easily. Star Industry is actually offering many
opportunities to all the employees working in this organisation in form of health benefits and
insurance for the firm.
3. Current workforce capacity to meet demands of Star Industry.
This industry is established and serving so many places all across the globe which is in
fact increasing daily. On an average of two to three stores are increasing on daily basis. While
having some rise in the company through expansion, this firm has hired huge workforce to
basically handle and control the business in different locations.
For these points to be accomplishes what is actually required is the plan for workforce to
execute their tasks. This company is basically providing job to any individual not only for
giving them employment but also to give them a chance to improve their career (Leigh and
Blakely, 2016).
4. Strategies for addressing gaps and supply to future staff.
This company would require. a talented workforce to monitor the working of the
employee so that the manpower become competent. The development team including HR of this
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company is present at every location for encouraging the staff members to be diversified and
become vigorous in screening rounds for carrying out recruitments as well as training process
(Leung and Chan, 2009).
5. Staff members who are affected by change should have communication strategies.
This is the most needful requirement for any firm to be considered as the most normal
and natural management operations which is providing some kind of framework for conducting
effective human activity plans. This is basically developed for creating positive relationship with
the stakeholders and also with the employees. There are some communication techniques which
is essential for building public relation strong with the company.
6. Recommendations to management for applying changes required.
From all the points discussed above some of the recommendation that the government of
UK suggests are:
 Huge demand of workers from various places so that firm can have diverse office culture.
 This company focuses on training of employee extensively to enhance them properly.
 Formulation of effective communication strategies for transferring important information
about the establishment (Zhu and Sherali, 2009).
CONCLUSION
From the above report, it has been concluded that actually a planning technique which is a core
function for any human management resources. This is actually related to organised
determination and analysis of the organisation's need in various terms like size, type, experience
and skills of their workforce. All these factors are required to achieve their objectives and
generate business intelligence for informing the organisation to current, transition and future
impacts of external as well as internal environment.
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REFERENCES
Book and Journals
Auerbach, D.I., Buerhaus, P.I. and Staiger, D.O., 2007. Better late than never: Workforce supply
implications of later entry into nursing. Health Affairs. 26(1). pp.178-185.
Crumpacker, M. and Crumpacker, J.M., 2007. Succession planning and generational stereotypes:
should HR consider age-based values and attitudes a relevant factor or a passing fad?
Public Personnel Management. 36(4). pp.349-369.
Curson, J.A., Dell, M.E., Wilson, R.A., Bosworth, D.L. and Baldauf, B., 2010. Who does
workforce planning well? Workforce review team rapid review summary. International
journal of health care quality assurance. 23(1). pp.110-119.
Fowler, J.W., Wirojanagud, P. and Gel, E.S., 2008. Heuristics for workforce planning with
worker differences. European Journal of Operational Research. 190(3). pp.724-740.
Kadushin, A. and Harkness, D., 2014. Supervision in social work. Columbia University Press.
Kent, J.A. ed., 2012. Riegel's handbook of industrial chemistry. Springer Science & Business
Media.
Kerzner, H., 2013. Project management: a systems approach to planning, scheduling, and
controlling. John Wiley & Sons.
LaValle, S., Lesser, E., Shockley, R., Hopkins, M.S. and Kruschwitz, N., 2011. Big data,
analytics and the path from insights to value. MIT sloan management review. 52(2).
p.21.
Leigh, N.G. and Blakely, E.J., 2016. Planning local economic development: Theory and
practice. Sage Publications.
Leung, S.C. and Chan, S.S., 2009. A goal programming model for aggregate production planning
with resource utilization constraint. Computers & Industrial Engineering. 56(3).
pp.1053-1064.
Leung, S.C., Tsang, S.O., Ng, W.L. and Wu, Y., 2007. A robust optimization model for multi-
site production planning problem in an uncertain environment. European Journal of
Operational Research. 181(1). pp.224-238.
Zhu, X. and Sherali, H.D., 2009. Two-stage workforce planning under demand fluctuations and
uncertainty. Journal of the Operational Research Society. 60(1). pp.94-103.
Online
The Labour markets. 2017. [Online]. Available Through:
<http://www.economicsonline.co.uk/Competitive_markets/The_labour_market.html>.
[Accesses On 10th August 2017].
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