Comprehensive Workforce Analysis and Plan for BHP Billiton

This report presents a comprehensive workforce analysis of BHP Billiton, examining both internal and external factors that influence its workforce. The internal analysis covers aspects such as staff turnover trends, workforce segmentation, skills and capacity audits, and workforce profiles. The external analysis utilizes PESTLE and SWOT frameworks to assess the broader environment affecting labor supply. The report also includes a workforce plan that addresses strategic objectives, workforce requirements, gap analysis, objectives, timelines, stakeholder engagement, risk assessment, and monitoring strategies. Furthermore, a questionnaire provides insights into the organization's perspective on external labor supply, industrial relations, labor force analysis, and forecasting techniques, offering a holistic view of BHP Billiton's workforce management approach.

Workforce Analysis of BHP Billiton 0
Title: Workforce Analysis of BHP Billiton
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Workforce Analysis of BHP Billiton 1
Executive Summary
This executive report is an analysis which has been conducted to have a deeper
understanding of the workforce analysis of BHP Billiton. The analysis has been conducted in
two parts, which are, internal workforce analysis and external workforce analysis. The
analysis has been conducted by using the analysis methods PESTLE and SWOT. The
analysis has also been conducted to develop an effective workforce plan which uses the gap
analysis to understand the main issue associated with the workforce of an organization. The
plan has been developed keeping in view the objectives and the goals of the organization and
also the workforce objectives, which focus mainly on the employees’ welfare and
development. At the end of the report, a questionnaire has been answered to provide complete
information about workforce analysis and plan, making sure that the report covers all the
aspects, so as to provide a better understanding of the workforce analysis and planning.

Workforce Analysis of BHP Billiton 2
Contents
Section 1- Workforce Analysis Report..................................................................................................3
Task 1- Internal Workforce Analysis.................................................................................................3
1. Introduction...............................................................................................................................3
2. Organizational Chart..................................................................................................................3
3. Staff Turnover Trends................................................................................................................5
4. Current Workforce Segmentation..............................................................................................7
5. Skills & Capacity Audit.............................................................................................................8
6. Workforce Profile......................................................................................................................9
7. Supplementary Information.....................................................................................................10
Task 2 – External Workforce Analysis............................................................................................10
1 Introduction.............................................................................................................................10
2 Pestle Analysis.........................................................................................................................11
3 SWOT Analysis.......................................................................................................................11
Task 3 – Evaluation.........................................................................................................................12
Section 2 – Workforce Plan.................................................................................................................12
1) Introduction & Overview.........................................................................................................12
2) Current Workforce Analysis....................................................................................................13
3) Organization Strategic Objectives............................................................................................13
4) Workforce Requirements.........................................................................................................13
5) Gap Analysis............................................................................................................................14
6) Workforce Plan Objectives......................................................................................................14
7) Timelines & Targets................................................................................................................15
8) Stakeholders Engagement Plan................................................................................................15
9) Risk Assessment & Risk Management Strategy......................................................................16
10) Strategies to Attain the Key Objectives...............................................................................16
11) Monitoring & Review..........................................................................................................17
Section 3 – Questionnaires..................................................................................................................18
1) A Brief about the Organization................................................................................................18
2) External Labor Supply.............................................................................................................18
3) Industrial Relationships...........................................................................................................18
4) Labor Force Supply.................................................................................................................19
5) Forecasting Techniques...........................................................................................................19
Conclusion...........................................................................................................................................20
References...........................................................................................................................................21

Workforce Analysis of BHP Billiton 3
Section 1- Workforce Analysis Report
Task 1- Internal Workforce Analysis
1. Introduction
BHP Billiton Limited came into existence, after the collaboration of the Anglo-Dutch
Billiton Plc. and the Australian Broken Hill Propriety Company (BHP). The BHP Billiton
Limited deals in copper, aluminium, uranium, manganese, oil, and gas. The company is of the
leading organization in the world which extracts and processes different types of mineral
resources. The company has a huge workforce of around 65,000 employees and contractors,
which are working in different 87 locations all over the world. The purpose of conducting this
internal workforce analysis is to research, understand and evaluate the various aspects
associated with the workforce of BHP Billiton Limited. The workforce analysis has been
conducted by taking into account the organization workforce segmentation, the relationships
between employees, the staff turnovers and the skills and capacity audit. The shareholders
who were involved in the workforce analysis are-
 Australian Foundation Investment Company Limited.
 Milton Corporation Limited.
2. Organizational Chart
The organizational chart of BHP Billiton Limited-

Workforce Analysis of BHP Billiton 4
BHP Billiton Limited
CEO
Andrew Mackenzie
CFO
Peter
Beaven
Sales External
Affairs
Staff
&
Geoscience
HR Chief
People
Officer
CTO
Sustainability
&
Public Policy
Olympic
Dam
Integrated
Operations
Minerals
Americas Petroleum Minerals
Australia
Reporting
Finance
Treasury &
Finance
HR
Vice-President
Organizational
Capabilities
Technology
Operations &
Infrastructure
Technology &
Enterprise system
Technology Center
of Excellence
Manager,
Corporate
Affairs
Head of
Corporate
Affairs,
Canada
Analysis &
Improvement
Resource Engineering
Vice-President Finance,
Minerals Australia
Vice-President, Planning
& Technical, Minerals
Australia

Workforce Analysis of BHP Billiton 5
The current organizational chart-
3. Staff Turnover Trends
Quantitative Data- The staff turnover from 2012-2017 has been represented in the following
chart.
Manager
Superintendent
Supervisor
Operator
GM

Workforce Analysis of BHP Billiton 6
Total Australia South America Africa North America Asia
0
5000
10000
15000
20000
25000
30000
35000
40000
45000
50000
Chart Title
2012 2014 2016 2017
Image Source: (www.statista.com).
Qualitative Data-
Employee 1 comment
According to a former employee of BHP Billiton, the individual has worked as a
finance senior manager for five years.
Pros- The organization has well-defined policies, which many times also lead to bureaucracy.
They have a nice working environment and provide good facilities for their employee.

Workforce Analysis of BHP Billiton 7
Cons- The organization has a culture, which is very aggressive, where results are given the
topmost priority, at the cost of the health of the employee, safety, and the employees’ work-
life balance. The manager calls the employees’ after working hours for trivial issues which
disturbs the personal space of an employee.
4. Current Workforce Segmentation
Job Family Job Functions Job Capability Requirements
Outputs to be
Delivered
Essential skills &
Capabilities
HR
(Specialists)
 Hiring and
recruiting
employees.
 To derive
the best
potential
out of an
employee.
 To help an
employee in
achieving
better work-
life balance.
 Discretion.
 Multitasking
 Conflict
Management
Supervisor
(Doers)
 Managing the
employees,
belonging to the
labor class.
 Supervisors
have to
work
efficiently,
as they are
the
foundation
 Interpersonal
skills.
 Encouraging
a diverse
workplace.

Workforce Analysis of BHP Billiton 8
of the
organization
and all the
functions
are directly
or indirectly
related to
the labor of
the
company.
5. Skills & Capacity Audit
Employee Name &
Title
Department Qualification Skills, Knowledge,
Attributes
ABC Health and Safety M.sc Online training,
which will help the
employee in
recognizing hazards
and issue associated
with his job quickly.
PQR Contracts Specialist MBA The employee
should go through a
training, which will
help him prioritize

Workforce Analysis of BHP Billiton 9
his actions.
XYZ Mining Engineer in
Adelaide.
Mechanical
Engineering.
Participate in
communication
activities.
6. Workforce Profile
Employ
name
and title
Gender
m/f
Age FTE Employment
type &
arrangements
Years
months of
employment
Salary
Mike P
Henry
M 51 60 hours President of
operations,
Minerals
Australia
Since 2003 $2,412,000
(Annual)
Daniel
Malchuk
M 51 60 hours President of
operations,
Minerals
America
Since 2004 $2,052,000
(Annual)
Steve
Pastor
M 51 60 hours President of
operations,
Petroleum
Since 2001 $1,846,000
(Annual)
The BHP Billiton Limited has a diverse workforce and also possess the qualities of
the Aboriginal and Torres Strait Islander Workforce Strategy, which promotes a workforce
that is flexible, talented, diverse and inclusive. The strategy also promotes the involvement of
employees in the organizational activities and empowering them.

Workforce Analysis of BHP Billiton 10
7. Supplementary Information
The BHP Billiton Limited promotes and encourages cross-cultural management. The
current appointment strategy includes the process of recognizing the intrinsic qualities in
employees, which is given more preference than the years of experience and qualifications of
an employee. The training practices which the BHP Billiton practice should include the
following aspects-
 The workforce with high-performance level should be guided and directed efficiently
to gain bigger profits out of them.
 The organization of meetings of the Quarterly Performance Development Planning
(PDPs), that help in aligning the directions, objectives and the goals of the company.
Task 2 – External Workforce Analysis
1 Introduction
The external workforce analysis has been conducted to understand the various aspects
which might affect the supply of labor in the organization. This analysis has been conducted
with the tools, which are PESTLE and SWOT analysis process. The certain documents that
provided with various information, are labor policies, rights, and the number of labors at
different working stations. The shareholders who helped in the process of this analysis are-
 HSBC Custody Nominees (Australia) Limited.
 AMP Life Limited.
2 Pestle Analysis
Political- The current situation states that the company has the beneficial
political environment.
Economic- The company has a high demand for labor, due to the high demand

Workforce Analysis of BHP Billiton 11
for resources from China and Japan.
Social- There is a highly skilled workforce, which is multi-lingual and
well educated.
Technological- The company invests significantly in the R&B technology.
Legal- The legal policies are associated with the risks, training and
privacy policies.
Environmental- The environmental impact due to extracting and mining can have
adverse effects, due to the increment in the waste from the mining,
oil and gas industries, which will increase pollution and affect the
environment massively.
3 SWOT Analysis
Strengths
 A diversified working environment.
 The organization promotes work-life
balance.
Weaknesses
 Increasing employee turnover.
 Major human resources which are
uneducated and unskilled.
Opportunities
 The aim of getting gender equality
will also help in improving the
standard of the workforce.
Threats
 The reduction in the demands from
China.