Workforce Planning: A Strategic HRM Approach for ABC Company

This report provides a Human Resource Strategy for developing a successful Workforce Management Plan, using a fictitious company, ABC Company, as a case study. It focuses on improving employee performance through advanced leadership skills, balancing youth and aged employment, and maintaining equity and diversity. The plan outlines a four-year strategy, emphasizing systematic leadership, addressing diverse employee needs, and promoting inclusivity. It also covers temporal performance monitoring, risk management through technology, and the importance of senior management approval. The report concludes that effective workforce planning is crucial for creating a developed organizational structure and optimizing business prospects.

Running head: HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
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1HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
Executive Summary
The following report presents the Human Resource Strategy that needs to be addressed while
forming a successful Workforce Management Plan. In this process, a fictitious company
named ABC Company has been used as the concerned area of work. The given suggestions
add on to the existing plan and addresses issues concerning improved employee performance
chiefly through advanced leadership skills, striking a balance between youth and aged
employment, and maintenance of equity and diversity aimed at workforce and employer
improvement.

2HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Four Year Plan.......................................................................................................................3
Leadership and Management Skills...................................................................................3
Balancing Young and Aged Employers.............................................................................4
Equity and Diversity..........................................................................................................4
Temporal Frame of Monitoring Performance against Plan................................................4
Risk Management and Technology Usage.........................................................................4
Approval from the Senior Management.............................................................................5
Conclusion..................................................................................................................................5
Reference List............................................................................................................................6

3HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
Introduction
The creation of a successful workforce plan involves the task of a workforce planning
manager to work in tandem with the Human Resource Management (HRM) team and other
executives of the company and look after the acquisition, development and maintenance of
the necessary resources that would help the company to achieve its goals and objectives.
Discussion
The workforce management plan of a company is the focal point of human resource
strategy and ensures that the human capital and strategic management of talents run parallel
strive to achieve the core values which constitute the ultimate aim of the company. ABC
Company is no exception in this regard.
Four Year Plan
Since the development of knowledge, skills and motivation of the employees
constitute the main focus of the HRM, it should ensure that such activities in the coming four
years does not hamper the customer service. It requires considerable amount of tactfulness to
maintain that balance.
Leadership and Management Skills
Ensuring the execution of systematic and unbiased leadership for the next four years,
especially by the management, and bridging the gap between the employees the managers
and the Board of Directors is the job of the HRM, which should constantly keep all the
parties updated about the overall workforce management policies and how they can be
beneficial for individuals as well as the company in the long run. Workforce planner may be
deployed. The workforce plan should take into consideration agreements among the
managers and HRM regarding the HR philosophies which goes into policy making for ABC
Company. That can happen only through rounds of discussions.

4HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
Balancing Young and Aged Employers
The workforce of ABC Company having plurality in terms of age, their variety of
requirements must also be ensured by the HRM which would provide sufficient motivation
for the employees through incentives and other schemes and policies (Sagar 2014). Thus, the
company can implement a dynamism of the highest grade within the corpus of its workforce
management. The taskforce should be rearranged based on age, experience and area of
expertise.
Equity and Diversity
The policies of the company should aim at maintaining equity and diversity among
the workforce, whereby unjust discriminations at the workplace would be identified and
adequate measures would be adopted to avoid disadvantages among equal opportunity groups
(Health.wa.gov.au, 2018). The policies and practices concerning employment should be
inclusive rather than exclusive, which would be substantially motivating for the employees.
Temporal Frame of Monitoring Performance against Plan
The strategic workforce plan of ABC Company’s HRM department for the coming
four years should be able to forecast the staffing needs and ensure the recruitment of skilled
personnel by engaging in strategic filtration during the normative stages of recruitment like
induction or orientation. It has to identify potential talents that can be beneficial for the
company in the long run. The strategic workforce plan also requires looking after the
enhancement of the existing skill set of the company’s current labour force during the course
of these four years (Brewster, Chung and Sparrow 2016).
Risk Management and Technology Usage
Use of projectors and electronic writing boards for mass training programs and
implementation of both online and offline evaluation instruments like questionnaires and time
to time personal interviews to assess the performance as well as needs of the employees can

5HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
help enhance the business prospects of the company. The HRM must ensure task-specific
technological devices are adequately provided and make optimum use of technology to track
and mine data (Vorhauser-Smith, 2018). Proper regulation of the policies would facilitate
retention of skilled employees and prevent burnouts, and provide them the impetus to respond
appropriately and responsibly to the changing needs and aspirations of the company.
Approval from the Senior Management
Approval from the Senior Management can be received by producing all the detailed
reports and results concerning performance and productivity, and how they went into the
development of the workforce plan.
Conclusion
Therefore, it may be concluded by saying that effective use of workforce planning
strategies is a key function of the HRM, which seeks to create a workplace ambience through
a developed organizational structure and communication system, thereby optimizing the
business prospects of the company.

6HUMAN RESOURCE MANAGEMENT AND WORKFORCE PLANNING
Reference List
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Health.wa.gov.au. (2018). Equity and Diversity. [online] Available at:
http://www.health.wa.gov.au/worklifebalance/home/ [Accessed 12 Sep. 2018].
Sagar, M.N., 2014. EMERGING CHALLENGES IN HRM: WORKFORCE DIVERSITY.
Vorhauser-Smith, S. (2018). Workforce Planning: The War Room Of HR. [online]
Forbes.com. Available at:
https://www.forbes.com/sites/sylviavorhausersmith/2015/05/25/workforce-planning-the-war-
room-of-hr/#57ecf1be7b18 [Accessed 12 Sep. 2018].