Workforce Planning Analysis Report: BlueScope Steel, HR Issues

This report provides a workforce planning analysis for BlueScope Steel, a major player in the Australian steel industry. It begins with background research on labor trends within the manufacturing sector, highlighting the industry's evolution, decline in GDP contribution, and the impact of outsourcing and technological advancements. The report then explains the process for developing a workforce plan to address HR issues, such as skill gaps and employee turnover, emphasizing the importance of training and talent management. Finally, it presents a proposal for management, focusing on addressing employee concerns, improving diversity, and implementing training and performance management programs to enhance employee retention and foster a more inclusive workplace. The analysis underscores the importance of adapting to changing labor market dynamics and aligning HR strategies with business objectives to ensure BlueScope's continued success.

Running head: WORKFORCE PLANNING ANALYSIS
WORKFORCE PLANNING ANALYSIS
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction......................................................................................................................................2
Task 1 – Background research into labor trends in manufacturing industry of Australia...............2
Task 2 – Explanation of the process to used to develop a plan.......................................................4
Task 3 – Development of a proposal for the management..............................................................4
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
Blue Scope has been operating in the steel industry of Australia from the year 1915 and
has been a major part of the economy of the country. The heritage of the organization is based on
the operations that have been developed by the organization in the steel industry and the
contribution that it has provided to Australian economy. The future of the organization mainly
lies in the technology, expertise and innovation in the high growth based markets
(Bluescope.com 2019). The strong growth based foundation that has been formed by the firm is
also related to a diverse portfolio that is developed by different businesses. Blue Scope has been
able to form a successful track record of the global partnerships in diverse parts of the world. The
customers of Blue Scope mainly belong to the Fortune 500 companies list (Bluescope.com
2019).
Task 1 – Background research into labor trends in manufacturing industry of Australia
Manufacturing has been able to play a key part in proper growth of the Australian
economy and the levels of employment and output that are provided by the organizations as well.
Technological innovation has been supported by the manufacturing sector in Australia and the
economy of the country is influenced by development of organizations in this sector as well. The
major aspect related to the operations of organizations in manufacturing sector in Australia is
mainly based on the variations that have taken place in its role. In the 1960s the manufacturing
industry has mainly accounted for the one-fourth of the GDP of Australia (Florén, Rundquist and
Fischer 2016).

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The contribution provided by this sector has started decreasing in a huge manner within
the year 2019. The decline that has been depicted by the Australian economy has a major impact
on the manufacturing industry of the country. The 30 percent decline in the share of
manufacturing in the GDP of the country is based on the slow growth of the prices of different
goods and services. The decline of the manufacturing operations is also able to reflect the levels
of outsourcing in the industry. The structural changes that had taken place in the organizations
operating in manufacturing industry of Australia have an impact on the developed economies.
The levels of relative productivity have started growing and there is a major drop in share of
manufacturing employment in Australia. Manufacturing is also able to play a key part in the
national economy and the growth of the country as well (Deery and Jago 2015).
Blue Scope has been operating in the manufacturing industry for the last few years and
the variations that have taken place in the trends can have an impact on the workforce of the
organization. The increase in levels of outsourcing has affected the impact that manufacturing
organizations have on the Australian economy. The industrial relations and government policies
have a major level of effect on the business operations and the demands for labor. The demand
and supply based trends have an influence on levels of profitability and revenues that have been
earned in the industry as well (Collings, Wood and Szamosi 2018). The changing trends and
labor requirements have been able to influence the operations of Blue Scope in the
manufacturing industry. The company has been able to fulfill the workplace based needs with the
support that is provided by development of operations based on the changes in demands. The
labor market trends of different Australian sectors have a major impact on the trends in the
manufacturing sector of the country. The lower levels of the education in the labor sector are also

4WORKFORCE PLANNING ANALYSIS
a major factor related to low share of the employees who have been provided with university
training (Brewster et al. 2016).
Task 2 – Explanation of the process to used to develop a plan
The organizations like Blue Scope that is a part of the manufacturing sector of Australia
have started facing major HR issues due to changes that are taking place in the labor market. The
HR issues are mainly related to the lack of proper levels of skills of the employees based on
performing proper research and development in the firms. The proper resolution of the HR issues
will be able to help the organization to improve its operations in an effective manner. The plan
based on solving the issues will be mainly related to the training that can be provided to the
employees in order to enhance their skills (Albrecht et al. 2015).
The talent management and performance management programs can also be developed
by the organization in order to enhance the levels of services that are provided by them. The
proper enhancement of talent will be able to support the future operations of the firm and
improving the profits as well. Blue Scope will also gain success in proper implementation of the
labor trends in the industry with the support that is offered by the talented employees. The
immediate levels of HR based issues that Blue Scope has started facing due to increasing
demands in the labor market can be solved in an effective way with the help of the human
resource management plans (Bratton and Gold 2017).
Task 3 – Development of a proposal for the management
Blue Scope Steel had been able to develop its place in the manufacturing industry as one
of the best employers in the industry. The benefits that are provided to the employees have been

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able to play a key part in increasing their satisfaction levels. However, the organization has
recently faced some issues related to employee turnover that has a major impact on the
processes. The high levels of turnover in the organization have an adverse impact on the
profitability levels of Blue Scope. The female employees in the organization have also depicted
their dissatisfaction towards the work process and the lack of the lack of proper recognition that
they are facing as well (Brewster et al. 2016). The employees have also not seen any future
career opportunities in the organization and they wish to quit within one year. The issues related
to high levels of turnover have reduced the growth of Blue Scope in the industry and labor issues
have also become quite prominent in nature. The organization thereby needs to address the
concerns of the employees in order to maintain its operations in a profitable manner and enhance
the growth levels as well (Collings, Wood and Szamosi 2018).
The development of suitable training programs will be able to play a key part in
providing future career opportunities to the employees. The employees will be offered training in
different areas so that they can improve their skills in an effective way. The future growth will be
able to play a major part in proper enhancement of the revenues that are gained in the industry.
Growth opportunities will be able to support the employees so that they can maintain their future
work process in an effective way (Deery and Jago 2015). The employees will be able to offer
their services to the organization with the support that is provided to them by the management
based on their future career based activities. The increase in levels of diversity within the
organization will also be helpful in proper enhancement of the opportunities that are provided to
the male and female employees as well (Florén, Rundquist and Fischer 2016).
The reduction of gender gap will support the growth of Blue Scope in the industry and
will also help the organization to maintain its position in the industry. The organization will also

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be successful in maintaining its employee base and will retain the employees with the
implementation of talent management programs. The performance management programs will
also be implemented by Blue Scope in order to provide them with recognitions. The recognitions
that are offered to the employees based on their work will be able to help Blue Scope in proper
maintenance of the operations of the firm. This will also help the organization to regain its status
as the employer of choice and it will also be able to retain the talented employees (Garavan et al.
2016).
Gender gap has a major impact on the effective operations of an organization like Blue
Scope that operates in a highly competitive manufacturing industry. The lack of proper and
skilled employees in the employees who have the right levels of talent is considered to be a
major issue for organizations in this sector. The importance of retaining the talented employees
is thereby considered to be quite high for the organizations (Katou and Budhwar 2015). Blue
Scope thereby needs to improve the training processes in an effective way for the purpose of
maintaining the operations in a profitable way. The growth of Blue Scope will also be enhanced
with the support that is mainly provided by the changes that will take place in the performance
management and proper recognitions that are provided to them as well (Guest 2017).
The retaining of employees in the organization will also be made possible with the
support that is mainly provided by the development of a diverse environment. Diversity will also
play a major role in increasing the levels of innovation within the organization. The innovative
processes will support growth of Blue Scope in the manufacturing industry. The contribution
provided by manufacturing sector to the economy of the country is high. Blue Scope will also be
successful in increasing the contribution that it provides to the improvement of the economy and
can further retain its position in the sector as well (Lee et al. 2019).

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Conclusion
The report can be settled by stating that Blue Scope will be able to maintain its position
in manufacturing industry with the help of different human resource management based
programs that are implemented. The talented employees will be retained in the organization with
the support that is provided by the talent management programs and training opportunities as
well. The diversity within the organization will be able to provide major support to Blue Scope
in order to enhance the innovation levels and improvement of the manufacturing process as well.
The organization can also regain its position in the manufacturing industry as employer of choice
with the help of different recognitions and growth opportunities that the organization can use to
maintain its growth.

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Bluescope.com 2019. About Us - BlueScope Corporate. [online] Bluescope.com. Available at:
https://www.bluescope.com/about-us/ [Accessed 9 Nov. 2019].
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016.International human resource
management. Kogan Page Publishers.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Florén, H., Rundquist, J. and Fischer, S., 2016. Entrepreneurial orientation and human resource
management: effects from HRM practices. Journal of Organizational Effectiveness: People and
Performance, 3(2), pp.164-180.
Garavan, T., Shanahan, V., Carbery, R. and Watson, S., 2016. Strategic human resource
development: towards a conceptual framework to understand its contribution to dynamic
capabilities. Human Resource Development International, 19(4), pp.289-306.

9WORKFORCE PLANNING ANALYSIS
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal,27(1), pp.22-38.
Katou, A.A. and Budhwar, P., 2015. Human resource management and organisational
productivity: A systems approach based empirical analysis.Journal of Organizational
Effectiveness: People and Performance, 2(3), pp.244-266.
Katou, A.A., 2015. The mediating effects of psychological contracts on the relationship between
human resource management systems and organisational performance. International Journal of
Manpower, 36(7), pp.1012-1033.
Lee, H.W., Pak, J., Kim, S. and Li, L.Z., 2019. Effects of human resource management systems
on employee proactivity and group innovation. Journal of Management, 45(2), pp.819-846.