BSBHRM513 Manage Workforce Planning: A Comprehensive Report

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BSBHRM513 - MANAGE WORKFORCE PLANNING
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Contents
Question 1...................................................................................................................................................4
How might organizations gather current information about labor supply relevant to their specific
industry or skill requirement? Provide at least 10 examples....................................................................4
Question 2...................................................................................................................................................5
Outline what industrial relations are and how they can assist organizations in maintaining a skilled
workforce................................................................................................................................................5
Question 3...................................................................................................................................................6
Describe labour demand forecasting. What is labour supply analysis?....................................................6
Question 4...................................................................................................................................................7
There are a number of methods which can be used to estimate future staffing requirements and
determine what actions need to be taken when forecasts suggest that organizations will have a shortage
or surplus of employees. Conduct appropriate research to identify and explain three.............................7
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10
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Introduction
The workforce planning is a premeditated arrangement of an association’s individual resources
with the direction of its business. It is a process of recognizing the workforce in an organization.
The recent workforce can be analyzed with the help of workforce planning. It was also helpful
for providing an idea about differences between current and future workforce. It provides
solutions for filling the gap between current and future workforce position.
Workforce planning involves some factors like calculated planning, workload protrusions,
governmental forecast, income analysis and protrusion of budget. The workforce planning
ensures the number of people who are needed to achieve a set target of an organization.
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Question 1
How might organizations gather current information about labor supply relevant to their
specific industry or skill requirement? Provide at least 10 examples.
• StatsCan's data for the development of workforce: The organization can make a survey to
use this method. It needs the cooperation of employers to find out the stage of the industry.
• Neighborhood jobs for relevant data collection: It relates to the data which were
introduced before on the online portals. It can continuously focus on job postings and helpful for
providing relevant ideas related to an organization.
• Data from centralized statistical agencies: The organization can collect needed data from
various centralized agencies. They collect data by arranging surveys based on a national, local
and industrial level.
• Current population survey: This survey can be used to identify the market activities based
on a month. The self-employment activities could be tracked by this.
• FE data collector: It can be used to collect workforce for an organization and the gaps in
between the skills could be found by this.
• Online portals: The employer also uses online portals to arrange workforce for their
organization. These could be paid portals and the organization pays against it.
• Strategic workforce management: the skills can be set by employers to analyze who can be
suitable for the organization.
• Recognizing trends of the market: the organization can understand the recent market trends
related to jobs and skills. The employer can aware of future changes.
• Enterprises survey: It creates employment surveys to identify the level of employment in an
organization.
• Statistical agencies: The agencies collect data by organizing different labor force survey in a
particular country (Momin and Mishra 2015).
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Question 2
Outline what industrial relations are and how they can assist organizations in maintaining
a skilled workforce.
The industrial relationships explain about employee relationships in an organization. It describes
the multifaceted relationship between an employer and an employee. The healthy and positive
industrial relationships increase the productivity of employees and it provides a result of success
for the organization. The better industrial relationships provide the opportunity to the
management to include a better workforce. They can select a skilled and qualified workforce in
their organization. By hiring the skilled workforce an organization can execute a process in a
better way and the better result could be found by them. With the help of skilled employees, an
organization can increase the level of flexibility in their processes.
The industrial relationships are essential to maintain better with the other industries because at
some time they can help another organization to provide a better workforce. The skilled
workforce is helpful to save the time and money of an organization and the time management for
a certain target could become better by the help of good industrial relationships (Wu and Issa,
2014).
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Question 3
Describe labour demand forecasting. What is labour supply analysis?
Labour demand forecasting: It is related to finding the correct number of people, including
correct skills, at the correct time for the organization. It is a process to fill out the gaps coming
into decrease the productivity level.
Labour supply analysis: The analysis is related to the working time which a worker wants to
attend according to the remuneration which paid to them against the duration of working (Lapiņa
and Ščeulovs, 2014).
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Question 4
There are a number of methods which can be used to estimate future staffing requirements
and determine what actions need to be taken when forecasts suggest that organizations will
have a shortage or surplus of employees. Conduct appropriate research to identify and
explain three.
Managerial judgement: In this process, the experienced managers recognize the need for
manpower for the different departments of their organization. This can be completed according
to their past experiences and knowledge about the future workforce. It is a very simple and time-
saving method. At the final stage of this method, the manager combined and supports the
departmental approximations. The method becomes subjective at some points and provides more
benefits to a small organization. The expert on human resource could take some ideas from their
past experiences.
Ratio-trend analysis: The method could become helpful for calculating the ratios on the basis of
past data. The time series analysis helps to measure future data. It is a mathematical approach to
a conservatory the past data into the future. With the help of this method, the company can
analyze the correct number of human resources which they need in their organization. The
organizations can take an idea of needed human resources based on the ratios.
Mathematical models: The mathematical models explain the connection between the
independent changeable and dependent variables. The methods determine different factors that
affect the need for human resource in the shape of formulas. The large organizations can use
different models including in it and these could be deterioration, optimization model,
probabilistic model, etc. These models are multifaceted and suitable for only the large
organization. According to this model the future demands of manpower could be depended on
several factors and those could be:
• Trends of employment: The organization can compare the data of the past five years and
can become able to judge the trends of employment in their organization.
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• Needs of replacement: It could be depended upon an employee’s retirement, death,
resignation or on the termination. The managers can use their past experiences and situation of
retirements according to the future.
• Productivity: The need for manpower could be affected by the increment of productivity.
The better use of available manpower can increase organizational productivity (Oladejo, 2015).
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Conclusion
The workforce is an essential factor for an organization. Better workforce strategies can help the
organization in growing the productivity and profit of an organization. The above report explains
about various workforce methods that can be implemented by the HRM department and
managers of an organization. It also illustrated the labor demand forecasting and the labor supply
analysis. From the help of the above report, the importance of a skilled and knowledgeable
workforce could be understood. The report also explained the importance of industry
relationships in managing a better workforce in the organization. Better industrial relationships
are necessary to maintain a business in a well-organized manner.
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References
Ama, I.I., Ater, P.I. and Odoemenem, I.U., Analysis of Rural-Urban Migration among Farmers
for Primary Health Care Beneficiary Households of Benue East, Nigeria.
EcaterinaANDREICA, M. and Andreica, M., 2014. Forecasts of Romanian industry employment
using simulations and panel data models. Romanian Journal of Economic Forecasting, 17(2),
p.130.
Lapiņa, I. and Ščeulovs, D., 2014. Employability and skills anticipation: Competences and
market demands. Procedia-Social and Behavioral Sciences, 156, pp.404-408.
Momin, W.Y.M. and Mishra, K., 2015. HR Analytics as a strategic workforce
planning. IJAR, 1(4), pp.258-260.
Oladejo, J.A., 2015. Effects of credit accessibility on performance of tomato market in Osun
state, Nigeria. Journal of Emerging Trends in Economics and Management Sciences, 6(7),
pp.277-283.
Wu, W. and Issa, R., 2014. Key issues in workforce planning and adaptation strategies for BIM
implementation in construction industry. Constr. Res. Congr, pp.847-856.
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