BSBHRM513 Manage Workforce Planning Report: APSI Diploma

This report, prepared by a student, comprehensively addresses workforce planning within the framework of a Diploma in Leadership and Management program. It begins by exploring the importance of effective workforce planning and the factors influencing organizational aims, including internal and external drivers. The report delves into the techniques organizations use to establish workforce objectives, such as consultation, feedback, and budget management. It examines the challenges of understaffing and high employee turnover, proposing solutions like improved communication, training, and fair workloads. The report then presents a PESTLE analysis of the business environment, followed by a discussion of workforce planning tools, SMART analysis, and strategies for managing staff turnover and enhancing employee retention. The report also addresses employee differences and the importance of diversity in the workplace. The student has used this report to fulfill the requirements of the BSBHRM513 unit. The report provides a detailed overview of each assessment activity undertaken as part of this unit and is ideal for students looking for help with their own assignments.

Running head: DIPLOMA IN LEADERSHIP AND MANAGEMENT
Managing Workforce Planning
Student Name
University Affiliation

Managing Workforce Planning
Assessment 1
Introduction
Employees Aims
For a successful and achieving workforce, proper management concerning workforce
planning is essential. The criteria on how organization arrives at the decision on their workforce
aims are the determinant factor. There are various driving forces both internal and external that
can impact the process. Firstly the steps involved include first laying out a plan and a schedule
then carrying out a staffing assessment after which demand data can be developed. Creation of
supply data, comparing demand and supply information proceeds the actual workforce plan
development after which communication, as well as the implementation, evaluation and a review
of the workforce, sums up the whole process (Business Case Studies LLP, 2016.
Now concerning the techniques organizations’ use to arrive at their workforce aims
decision, first, both high and managerial meetings are conducted for consultation purposes. All
the critical aspects are looked into regarding the workforce and the best probable recorded.
Another way that workforce aims are settled is via feedback from the staffing suggesting
possible ways of improving their level. Looking at the budget management in the aspect of the
viability of the existing team for purposes of checking for either excesses or deficiencies,
informed decisions can then follow (Sullivan, n.d.). Equipment quality improvement, need for
proficient employees as well as the need to organize meeting and training for new staff are other
avenues to be used. Moreover, improvement of customer service with installing proficient
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personnel in the customer service department besides publicly displaying the organization's
policy and procedures to correct the picture suggesting the employee's lack of knowledge and
access to the
The understaffing issues mean that the existing could get overworked as suggested by the
experienced staff who had to work more because of having more new staff and untrained.
Concerning the unskilled staff and management, everyone one of them ought to have
their own job responsibilities and descriptions, make a new project, appeal to the bank and
higher authority and restart their business again. The issue of having a high turnover rate could
be potentially the largest expense to you’re a firm. The solution to dealing with turnover entails
knowing why you have high employee turnover. Organising a short hour meeting with all the
staff in turns, to get feedback covering Questions, answers and work on it, so that you know the
problems and the issues in the workplace ("Average employee turnover rates, what's considered a
healthy churn? - XCD," 2018).
The workforce should not be working for longer hours or overloading with more task to
carry on as well as allow to get the right number of workers, with the right skills, in the right
place, at the right time and help to meet the need of the growing organization.
Making sure, replacement workers are available for the organization when needed and
they should provide a clear rationale for spending on recruitment, training and development
activities and finally, ensuring that organization labor costs are kept to a minimum by only
having the right number of workers.
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Regarding the Lists of eligible skilled occupations, a number of them exist including the
Skilled Independent visa , Employer Nomination Scheme, Training visa, Regional Sponsored
Migration Scheme, Temporary Skill Shortage and lastly the Temporary Graduate visa
Assessment activity 2
PESTLE Analysis
PESTLE analysis is a marketing principle concept used as a tool by organizations to keep
track of the external business environment. Being an acronym for Political<Economic, Social
Technology, Legal and lastly the environment, an in-depth description of each aspect is discussed
below. Starting with Political where they didn't follow the government regulation and legal
factors so it affected the business environment and trade market. They didn’t even follow the
employment laws, secondly Economic they had the economic issues, maybe they need to skilled
person who can have a knowledge of economic affairs, maybe training the staff. At third place,
Social know about the customer demography and cultural limitation with lifestyle and attitude
maybe they need to educate the staff and should know about their cultural background
(Academy, n.d.).
At fourth place, technology where you should assess the negative and positive impact on
the service to the customer while introduction into a marketplace. The legal aspects, which come
at fifth, entail the regulations and rules of the physical region. Lastly is the environmental factors
that cover sustainability issues should all be considered.
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The parties to look for contact Quality control where they should prevent the mistakes
and damaged products and cushioning problems. Goods of desired quality should be emphasized
as a result.
Assessment activity 3
Workforce Planning Tool
Its covered to link or connection to the human resource practice, training in human
resource management, HR strategy, and payroll processing but as they are all different rolling out
work schedules that are flexible as well as training and effective and employees achieving
workplace balance.
Greater commitment and resource practice in the aspect of budget management and
payroll process should be carried out. Acceptance of the policies and practice involved where
rules and regulations should be followed, always get approval from the consent authority.The
Qualitative methods which deal with quality assurance of the product and pieces of equipment
You should consider that you should have a skilled and knowledgeable person or staff in
the job market, you should know the number of employees you need. They should plan their
growth in their business; they should plan the number of staff with specific skills.
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Assessment activity 4
SMART Analysis
There were techniques used to align the organization's aims, why they are relevant, how
they relate to action plans and explain SMART. Business outline approaches are very crucial,
starting with making that all stakeholders are working towards achieving the firm’s goals then
ensuring that the chosen strategy if effective plays a major role in attaining the intended target.
The set business strategies are the starting point for any business planning to get a competitive
advantage and edge its rivals .Techniques need to work together to utilize and ensure the
maximum is achieved by the organization.
Vertical Arrangement
A organization's ambitions as well as aims will be key in shaping the techniques it adopts.
The vertical arrangement approach guides and ascertains that ambitions are common to those of
the organization’s target and objects. The strategies are an indication of the firm desire to achieve
its goals. In most successful cases, a single organization can have diverse strategies to deal with
diverse issues. Of importance is that the techniques are in line with targets to avoid resource
over or under utilization.
Peer or Horizontal Arrangement
This arrangement refers to the unified techniques which ensure no rivalry is experienced
by cooperative . During establishment of business strategies, it is imperative to have only those
techniques, which do very different task and are aimed at achieving a very different outcome. ,
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Functional Arrangement
The functional arrangement of techniques warrants the given task to be carried as
planned. . Whilst techniques designate the accomplishment of ambitions and aims, tactics denote
the exact thing to be done in order to achieve the target. With most organizations being unable to
afford all the needed resources, its essential that the available resources are utilized with wastage
while at the same time getting highest results. Concerning the operational or functional
arrangement, it denotes that particular time of the task, personnel and processes to be followed in
accomplishing a specific task. s
Starting with Specific, they should make a plan before they start a plan, identify the
requirements and identify the location to start ur business, you think you will have more
customer and sale, it should be within the time frame. At second place stands Measurable….you
should get feedback from your internal and external customer regarding your product and
organize a meeting to discuss your plane with the resource person. You should stay on track and
reach your target dates
Attainable at third you should be the role model, you should develop the attitude,
abilities, skills and financial capacity. Realistic referring to trustworthy and reliable at fourth
place and finally Timely, there should be a time frame to aim your goal, login in and login out
should finish the work on time, they should serve your customer in a faster way to avoid waiting
and to avoid standing in the queue for a long time. Deliver product at the given time or order.
Assessment activity 5
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Staff Turnover
Concerning managing workforce turnover, Poor workplace communication, they should
build communication to know what is left behind, they should have a short-term staff meeting to
discuss the issues, personal or official in addition to the fact that . They should keep privacy for
the staff if they have personal problems, the manager should try to live and give time and thirdly
be knowing about the wages for the staff, whether they are happy about it or not, you should
know the capability of the staff, their job description, . You should see or know regarding staff
knowledge and skills they have to make them work on the skills they have.
Moreover, you should know about the workload, for example, sometimes more work and
less staff, which will make the staff stress more. It is good for them to have short hour meeting
fortnightly or monthly basis. They should have mandatory training and training to update their
skills and knowledge, make them work on their field as per their job description and ability
together with following the workplace health and safety, they should have registration on their
business, work approval and they should follow workplace legislation, they should all have
certificate to their own field.
Assessment activity 6
Employee Retention
You should get feedback from the internal and external customers regarding the product
and service they provide, in this way the management of the organization know what they going
to do in next step or what is the issue going in the organization. You should even get feedback
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from the staff regarding workloads and issues in the workplace; they can even use a suggestion
box to drop their feedback (Prachi, 2016).
The leader and the staff need to have new behavior; they should have new tools and skills
for the current system and culture to achieve the target ambitions to improve your organization
from downing. They should have full staff potential with positive measurable results.
Risk management in which organization should think of all possible risk, ethical practice issues
and insurance.
Human rights Act 2004
Discrimination Act of 1998
The 1988 Privacy Act
1989 Occupational health and safety Act
Examples of techniques are:
A precise as well as defined plan outline that in focus retail wishes to create a steady and
lengthy correlation with the vendees. Strategy formulation takes shape just like any other
competitive organization which commences with definition of an organization’s target. Having
the right mission which can be attained is crucial because the other aspects of gaining the
competitive advantage can be achieved as the business operates.
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Assessment activity 7
Employee Differences
Workforce differences refers to likeables as well as diversities among the staff in terms of
physical abilities religion, cultural background, disabilities, age, race, gender, and sexual
orientation. People can never be same. People are different in not only, in their perspectives and
prejudices regarding their perception of ideas, culture,strong emotions and even decisions that
affect multitudes . for many years, many people globally have had issues regarding the
aforementioned subjects. Conversely, the differences make the work place rich.
Starting with diversity ambitions which are guidelines for controlling the impacts of new
responsibilities within a company.
Moreover, proceeds are realized from the different ways different individuals think.
Combining groups that have been trained using different methods is very beneficial, since they
will combined their diverse skills into one very robust proficiency. In addition, the advantage of
diversity and inclusion embracing affects the baseline revenues of business and can be build or
break of any business. Ignoring the existence of diversity in the global market will keep the
business loss on its productivity and profitability of the business if the business has older or
experienced staff. Lastly, they will help the new or younger staff to learn skills and knowledge
they have learned before and the younger or new staff will help the older staff with technologies
as they have better knowledge with new technologies.
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Assessment 8
Diversity policy development
First, they should have extremely knowledgeable and helpful staff; they should be
professional, friendly staff, looks for hassle, and stress from the workplace. They should organize
training for the new staff and mandatory training for all the staff every year.Carrying out
Auditing on Customer, employment and the whole world is highly in demand that arrangements,
product, as well as services be compliant with all set. The organization always find ways of
complying, managing risks and scale up the firm . In addition, there is need to consistently
ensure food security at all times
Developing proficiencies as well as education needed required for effective completion of
a given job then relating his/her standard to the required one. Top executives can intervene a
meeting with the subordinates to deliberate on the pressing issues. The primary causes for the
gaps in competencies include lack of proper training and education as a changing an individual’s
job. Concerning the recommended competency levels normally include description of entrant or
new duties on introduction of new processes, responsibilities or technologies.
Workforce diversity example, our institution is devoted to being establishment of
teamwork and the best option for employees.provision of chances as well as growth and
development is our primary objective. The organization appreciates and recognizes the integral
part played by the workforce.
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for enhancement of staff job satisfaction as well as individual experience, they are given
chances to take Part in development schemes and other relevant trainings . creation of wide and
all inclusive workplace environment for healthy coexistence of all employees is our core belief.
Example of work diversity policy
Are the Employment equity and workforce diversity policy
Assessment activity 9
A communication plan template
Communication Plan
Communicate what Purpose Frequency
/duration
Communicate to Communication method
Team Stakeholders
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Assessment activity 10
Backup plan
A back up plan refers the ground-plot developed for the results or end product which is
usually different from the expected plan. Back up plans are naturally usually adopted for risk
management scenarios for provision of a fall back point in case of a fall out of the main
expectation.
The contingency plan is a second plan that provides other options to have changed in the
original plan. You should plan ahead, rather than reacting to the unplanned situation. The
organization always have standby staff or casual staff when they fall in sick or taking a sick
leave. They use to have more temporary staff than regular staff, they actually should have more
staff who is regular and experience. There is the interest of the employees when they are
permanent and they can be faster to work which is allocate on them as they know what is
happening in the workplace. It was hard for the workers who are not permanent to work along
with the regular staff. Nowadays staffs have got much experience and they also have different
skills and knowledge which may be useful not only in one area or department. So they need to
employ them so that they can be mobilized in any area when there is short staff in any
department.
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References
Academy, P. (n.d.). Marketing Theories - PESTEL Analysis. Retrieved from
https://www.professionalacademy.com/blogs-and-advice/marketing-theories---pestel-
analysis
Academy, P. (n.d.). Marketing Theories - PESTEL Analysis. Retrieved from
https://www.professionalacademy.com/blogs-and-advice/marketing-theories---pestel-
analysis
Average employee turnover rates, what's considered a healthy churn? - XCD. (2018, April 24).
Retrieved from https://peoplexcd.com/average-employees-turnover-rates/
Business Case Studies LLP. (2016). Workforce planning - Managing workforce requirements -
ScottishPower | ScottishPower case studies and information | Business Case Studies.
Retrieved from https://businesscasestudies.co.uk/scottish-power/managing-workforce-
requirements/workforce-planning.html
Five steps for strategic workforce planning | Predictive Index. (2018, July 26). Retrieved from
https://www.predictiveindex.com/blog/five-steps-for-strategic-workforce-planning/
Prachi J. (2016). Employee Retention - Meaning and Important Concepts. Retrieved from
https://www.managementstudyguide.com/employee-retention.htm
Sullivan J. (n.d.). The Ideal Turnover Rate | Monster.ca. Retrieved from
https://hiring.monster.ca/hr/hr-best-practices/recruiting-hiring-advice/strategic-
workforce-planning/employee-turnover-rate-canada.aspx
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