Workforce Planning and Industrial Relations for National Bank of Australia

This report provides a workforce plan for National Bank of Australia and discusses the industrial relations of the bank. It includes steps for workforce planning, current and future workforce profiles, gap analysis, and review and evaluation. The report also highlights the importance of industrial relations in developing a productive environment at the workplace.

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Assessment 2

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Table of Contents
Introduction................................................................................................................................3
Part A: Workforce planning.......................................................................................................4
Part B: Industrial relations.........................................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
The aim of this report is to prepare a workforce plan for National Bank of Australia.
Workforce plan will align the priorities and needs with its workforce to ensure that it can
meet regulatory, legislative, production and service requirements in proper manner.

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Part A: Workforce planning
There are five steps that can be used in developing an effective workforce planning for
National Bank of Australia. The workforce planning will be helpful in identifying and
documenting the profile of current workforce and projected future workforce for the bank.
Step 1 – Context and environment
My future goal is to attract the customers through providing innovative and better financial
services in the finance industry of Australia. As well as, my future goal is to implement better
marketing efforts to promote these financial products in better manner.
These future goals will improve the skills, qualification and employee attributes as the
employees will be helpful in developing their knowledge with achievement of these goals.
At current time, the organization is facing the challenge of changing technology and
employee retention issue.
At present time, the knowledge, skills and motivational level of the employees is presenting
capability and capacity of the employees to deliver products and services.
The employee loyalty towards organizational objectives is capability of the employees to
deliver the future products and services of the organization.
Step 2 – Current workforce profile
Details of current workforce profile:
Employee name Age Job title Location
Kenneth R Henry 54 Chairman South Australia
Andrew Thorburn 52 Chief
executive
officer
South Australia
Anderson 45 Branch
manager
South Australia
Herry 40 Operation
head
South Australia
Charlos 44 Customer
relationship
manager
South Australia
Conclusions:
It is analysed that the organization is facing issue of aging employee, which is not good for an
organization to be competitive in the associated industry.
Step 3 – Future workforce profile

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The organization will provide innovative financial products and services with better return
and lowest cost in the industry.
The future needs of the organization are to implement proper training and development
programs to retain the employees for long-term.
The workforce will require better knowledge about the financial services provided by the
organization and proper leadership to manage the implemented innovations to perform their
job in better manner at the workplace.
In order to meet the future goals, we will give priority to make proper supply of skilled
employees and implement appropriate training and development programs for the employees.
Step 4 – Gap analysis
There is gap between employees understanding and implemented technology in business
operations. Therefore, employee engagement strategy will be helpful in developing a working
team and improve the skills of employees from skilled and experienced employees.
Step 5 – Review and evaluate
The key areas to focus on priority basis are employee behaviour as the changing
circumstances can influence to employee behaviour. Therefore, employee behaviour will be
managed in proper manner with help of an appropriate action plan.
The major resources will be key staff members of the organization as these employees will be
helpful for me in distributing the innovative products and services in the market. The short-
term actions will recruit skilled employees and develop effective marketing strategy,
medium-term actions are motivate and encourage the employees and long-term actions are
develop competitive position, get better return and develop better corporate image in the
associated industry.
Part B: Industrial relations
National Bank of Australia has better industrial relations in the associated financial industry
of Australia, which is making it a leading bank of Australia. Through industrial relations the
organization has made better employment relations such as interrelationship between
employees and employers, employer organizations, trade unions and state (Veblen, 2017).

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Conclusion
From the above discussion, it is analyzed that proper workforce planning is helpful for an
organization in identifying the requirements of an organization to attain the organizational
objectives in desired manner. As well as, industrial relations enable the organization in
developing a productive environment at the workplace.

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References
Veblen, T. (2017) The instinct of workmanship and the state of the industrial arts. USA:
Routledge.