BSBHRM513 - Manage workforce planning

WORKFORCE
PLANNING
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Objectives of company business plan
• The primary focus of the company is to help their
customers find success with their agricultural business
without taking into account the nature of the business and
the personal goals of the customers.
• The board and management team of the company
remains committed to meet the highest standards of
corporate governance, business integrity and
professionalism with due respect to all their stakeholders.

Future Workforce functional requirements
The future functional requirements of the workforce of the
company are:
• Highly productive employees who will be multitasking in
nature,
• Highly motivated employees who can work without any
directions and supervisions,
• Highly adaptable and flexible employees who can adapt
themselves to any kind of situation in the market
• Highly creative and innovative employees who are expert
in adapting to the requirements of any new technological
advancements

Environmental Scan
• Political- The political factor which affects the company is the political stability of the
country in which they operate and the policies of the government of Australia such
as taxation policies, minimum wage policy and anti-discrimination policies.
• Economic- The economic factor which affects the company is the purchasing
power of the customers as economic fluctuations affect the buying power of the
customers of the company. Another economic factor which affects the companies is
the fluctuations of exchange rate in the economies in which the company operates.
• Sociocultural- As stated by Lai, Shankar and Khalema (2017) the socio-cultural factors
which impacts the company is the purchasing patterns of the customer of the
companies. Another socio-cultural factor which impacts the company is the
characteristics of the demographics population in the country in which it is located
such as age, income and educational qualifications.
• Technological- The technological factors which affects the company is the rate of
technological advancements in the countries where the company is located as the
rate of technological advancements in those countries determine the effectiveness
of the operations of the company.

Supply Analysis
In the current labour market, Australian employment growth
is slowing sharply after a very sharp period in2017. In
terms of Australian labour market, employment grew by just
4900 following a 6300 decline in March. In the Australian
labour market, unemployment holds steady at 5.5%atil
above the 5% level where wage pressures are expected to
build.

Demand analysis
• The current demand for staffing resources of the company is
approximately 2200 employees who are proficient in working
with new technological advancements and who possesses
various industrial certification or degree in order to match the
requirements of the company.
• The future demand for staffing resources in the company
which is estimated through scenario based planning is
approximately 3000 employees. In the future the company will
look for employees who are highly skilled regarding working
with various kinds of technological advancements. In the
future the company will also require multi-tasking employees
who are ready to adapt to any kind of situation and are ready
to relocate in nay part of the world.

Gap Analysis
• The demand of labour for the company is expected to
increase as a result of the increasing demand for the products
and services of the company and also as a result of
diversification of the company.
• However the supply of demand is expected to decline as a
result of the ageing workforce of the country and due to skilled
individuals working in non-compatible jobs

Workplace issues and challenges
• Reduction in graduate employment arte of the country and
therefore many highly qualified graduates are struggling to
find jobs in the country related to their qualification.
• Employers are reporting undersupply of applicants for a range
of technical roles such as computer science, accounting and
engineering.
• The ageing population of the country is another concern for
the company as they are struggling to replace the retiring
employees of the company.
• As stated by Knox, Musson and Adams (2017) there is observed
a resistance to change among the senior employees of the
company and therefore they are hesitating to learn about
various technological implementations in the workplace.

Recommended Strategies
• Focusing on recruiting candidates from global arena
• Focusing on retention of existing employees
• Providing training to existing employees in order to cope up
with the future requirements of the company.
• As stated by Choubisa (2017) partnering with government
organizations for providing internship opportunities and
training to undergraduate students to address skill gaps.

Action Plans
• To reduce the employee turnover rate to 10% at the end
of the next year.
• Increasing the employee retention rate by 15 % at the end
of the next year.
• Increasing the woman representation of the company by
10% by the end of the next year.
• Increasing the disabled representation of the company by
5% at the end of the current year.
• Increasing representation from indigenous communities
by 15% at the end of the next year.
• Reducing inter-cultural issues and grievances among the
employees to 0% at the end of the current year.

Monitoring, evaluating and revising plan
• The action plan and strategies must be regularly monitored
and evaluated in order to ensure their effectiveness
• Feedbacks and inputs must be collected from the employees
of the company from employee satisfaction surveys in order to
identify and lacking’s or issues in the action plan so that
appropriate action can be taken by modifying the strategy or
action plan and implementing it accordingly.

References
• Choubisa, R. (2017). Millennials and the workplace: Challenges for
architecting the organizations of tomorrow. South Asian Journal of
Management, 24(2), 209-212. Available at https://
search.proquest.com/docview/1938170060?accountid=30552 Accessed as on
4/12/2018
• Knox, E. C. L., Musson, H., and Adams, E. J. (2017). Workplace policies and
practices promoting physical activity across england. International Journal of
Workplace Health Management, 10(5), 391-403. Available at https://
search.proquest.com/docview/1940282312?accountid=30552 Accessed as on
4/12/2018
• Lai, D. W., L., Shankar, J., and Khalema, E. (2017). Unspoken skills and
tactics: Essentials for immigrant professionals in integration to workplace
culture.Journal of International Migration and Integration, 18(3), 937-959.
Available at doi:http://dx.doi.org/10.1007/s12134-017-0513-5Accessed as on
4/12/2018