BSBHRM513: Developing Workforce Plan - Ironwood Careers & Training

This assignment solution for BSBHRM513 Manage Workforce Planning addresses key aspects of workforce management, including reviewing staff turnover data, assessing factors affecting workforce supply, and establishing requirements for a skilled and diverse workforce. It details the benefits of embracing workplace diversity, such as increasing the talent pool and enhancing innovation, while also acknowledging potential challenges like language and cultural barriers. The solution further explores measurable and non-measurable workforce plan objectives, strategies for sourcing skilled labor, and the importance of aligning workforce objectives with organizational strategies. It also touches on the implementation of initiatives to support workforce planning, including recruitment, training, and succession planning, and emphasizes the need to monitor and evaluate workforce trends to adapt to internal and external changes. This document is intended to provide students with a comprehensive understanding of workforce planning principles and practices.

Imperial Education Group Pty Ltd
T/A Ironwood Careers & Training
RTO: 40287, CRICOS: 03039E
Assessment Tool BSBHRM513 Manage workforce planning
Name of Candidate For Office use only
Results C/NYC Date
Candidate Id
Number
Assessment
Name of Trainer/
Assessor
Re-assessment
Place of
Assessment:
Result recorded
Candidate Declaration:
I declare the work contained in this assignment is my own, except where acknowledgement of sources
is made.
Candidate Signature Date:
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All the following content is for assessor use only:
Checklist Competency
achieved
Element 1: Research workforce requirements
1.
1 Review current data on staff turnover and demographics Yes No
1.
2 Assess factors that may affect workforce supply Yes No
1.
3
Establish the organisation's requirements for a skilled and diverse
workforce Yes No
Element 2: Develop workforce objectives and strategies
2.
1
Review organisational strategy and establish aligned objectives for
modification or retention of the workforce Yes No
2.
2 Consider strategies to address unacceptable staff turnover, if required Yes No
2.
3 Define objectives to retain required skilled labour Yes No
2.
4 Define objectives for workforce diversity and cross-cultural management Yes No
2.
5 Define strategies to source skilled labour Yes No
2.
6 Communicate objectives and rationale to relevant stakeholders Yes No
Assessment Tool BSBHRM513 Manage workforce planning
Version:1.0 Approved by: Camilo Date approved: 14-11-2017 Page 1 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
2.
7 Obtain agreement and endorsement for objectives and establish targets Yes No
2.
8 Develop contingency plans to cope with extreme situations Yes No
Element 3: Implement initiatives to support workforce planning objectives
3.
1
Implement action to support agreed objectives for recruitment, training,
redeployment and redundancy Yes No
3.
2
Develop and implement strategies to assist workforce to deal with
organisational change Yes No
3.
3
Develop and implement strategies to assist in meeting the organisation's
workforce diversity goals Yes No
3.
4
Implement succession planning system to ensure desirable workers are
developed and retained Yes No
3.
5 Implement programs to ensure workplace is an employer of choice Yes No
Element 4: Monitor and evaluate workforce trends
4.
1
Review workforce plan against patterns in exiting employee and workforce
changes Yes No
4.
2
Monitor labour supply trends for areas of over- or under-supply in the
external environment Yes No
4.
3 Monitor effects of labour trends on demand for labour Yes No
Assessment Tool BSBHRM513 Manage workforce planning Page 2 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Performance Evidence
Competency
achieved
Evidence of the ability to:
 review and interpret information from a range of internal and external
sources to identify:
o current staff turnover and demographics
o labour supply trends factors that may affect workforce supply
o organisation's workforce requirements objectives and strategies
Yes No
 manage workforce planning including developing, implementing,
monitoring and reviewing strategies to meet workforce needs Yes No
 review relevant trends and supply and demand factors that will impact on
an organisation's workforce Yes No
 develop a workforce plan that includes relevant research and specific
strategies to ensure access to a skilled and diverse workforce Yes No
Note: if a specific volume or frequency is not stated, then evidence must be provided t least once
Knowledge Evidence
To complete the unit requirements safely and effectively, the individual must:
Competency
achieved
 explain current information about external labour supply relevant to the
specific industry or skill requirements of the organisation
Yes No
 outline industrial relations relevant to the specific industry Yes No
 describe labour force analysis and forecasting techniques Yes No
Critical aspects for assessment and evidence required to demonstrate
competency in this unit
Assessment must be conducted in a safe environment where evidence gathered
demonstrates consistent performance of typical activities experienced in the
industry capability - workplace effectiveness field of work and include access to:
Evidence
requirement met
 workplace documents Yes No
 case studies and, where possible, real situations Yes No
 office equipment and resources Yes No
 interaction with others Yes No
Assessment Tool BSBHRM513 Manage workforce planning Page 3 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment Tool BSBHRM513 Manage workforce planning Page 4 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment Record
Satisfactorily Completed
Assessment 1 Yes No
Assessment 2 Yes No
Assessment 3 Yes No
The evidence presented by the candidate are: ¨ Valid ¨ Sufficient ¨ Current ¨ Authentic
Unit Completion Statement (circle outcome): Competent Not Yet Competent
Re-assessment required? No Yes
The student has been advised that he/she is entitled to an appeal, if not satisfied with the assessment
outcome.
Assessor feedback to candidate:
Candidate feedback to assessor:
Candidate Sign: Date:
Assessor Name: Assessor Sign Date:
Assessment Tool BSBHRM513 Manage workforce planning Page 5 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Re-assessment Record
Satisfactorily Completed
Assessment 1 Yes No
Assessment 2 Yes No
Assessment 3 Yes No
The evidence presented by the candidate are: ¨ Valid ¨ Sufficient ¨ Current ¨ Authentic
Unit Completion Statement (circle outcome): Competent Not Yet Competent
The student has been advised that he/she is entitled to an appeal, if not satisfied with the assessment
outcome.
Assessor feedback to candidate:
Candidate feedback to assessor:
Candidate Sign: Date:
Assessor Name: Assessor Sign Date:
Assessment Tool BSBHRM513 Manage workforce planning Page 6 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Evidence Plan for Assessment
Element
Observation/
Demonstration of
practical skills
Role Plays
Written assignment
Presentation
Interview
Video
Projects
Supervisor assess/
Position description
Log Book
Establish team performance plan * * *
Develop and facilitate team
cohesion * * *
Facilitate teamwork * * *
Liaise with stakeholders * * *
Please note that this is a sample assessment plan. This plan can be modified to meet local needs and/or
needs of the trainee. The actual training package competency cannot be modified.
Assessment context:
The unit is being delivered and assessed through a combination of tutorial sessions, demonstration,
practicals and assessments in real commercial or simulated environments. All sessions are compulsory!
The assessment tool also addresses employability skills.
Assessment results
On completion of ALL of your assessments for this unit of competency, you will be deemed either
Competent (C) or Not Yet Competent (NYC)
To achieve competency (C) in this unit you must complete all parts of this assessment tool to the
competency level appropriate to your enrolment.
If you receive a NYC result, you are allowed a reassessment opportunity. For reassessment, you must
complete and submit all assessment parts. For more information, please refer to the ICT Policy and
Procedures on Assessment on the Student Notice Board.
Additional student instructions
The assessment tasks can be completed in your own time, as you work through the related topics in
either the Learning guide, or under the guidance of the assessor.
The assessment is due for completion as suggested by your assessor.
Check with your assessor whether it is appropriate to use email for the submission of the assessment
tasks or if the assessor requires a hardcopy (printed) or a hand written version.
Plagiarism
Plagiarism is when you take someone else’s work and submit it for assessment as your own and
neglecting to reference the original source. This can include copying from other candidate's work,
copying blocks of text from sources such as reference books into your own assignment. Plagiarism is a
very serious academic offence in Australia, and harsh penalties apply that may include an automatic fail
in the unit of competency and cancellation of enrolment.
Assessment Tool BSBHRM513 Manage workforce planning Page 7 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment 1: Written Questions
Question 1
Performance
criteria Review current data on staff turnover and demographics
1a
1b
What type of information would an organization seek to learn about their
workforce by conducting a staff audit? (Describe five types of information).
With the help of staff, audit organization wants to learn about the current
performance of employees in the workplace.
1. The effectiveness of policies and regulation has been evaluated through
staff audit which is beneficial for the organization.
2. With the help of staff, audit organization can easily analyze the need for
training and development programs for the employees.
3. Difference between set standard and actual outcomes of the employees
on the basis of their roles and responsibility has been identified easily by
auditing their performance.
4. Organisation gives the best performer and worst performer on the basis
of employee performance.
5. Gap has been anise by the manager through auditing the employee’s
performance
Consider your workplace, or one that you are familiar with and explain the
demographics of the staff.
An organization like Woolworth recruits employees on the basis of their
qualities, skills, knowledge, and qualification without making any
discrimination on the basis of nationality, age, family status, gender, ethnicity
etc. It is very much important for the organization to select employees
without doing any kind of discrimination the basis of sex, caste, colour, and
nationality. By selecting employees according to the person’s skills,
knowledge and qualification company will get best employees who help in
achieving set goals and objectives. It will create a great image of
organization among employees and customers which will increase
performance in the marketplace (Bogatova, 2017).
Additional Resources:
http://www.apsc.gov.au/publications-and-media/current-publications/workforce-planning-guide/
workforce-planning-explained
Assessment Tool BSBHRM513 Manage workforce planning Page 8 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 2
Performance
criteria Assess factors that may affect workforce supply
2a
2b
Describe five factors that may affect workforce supply.
There are so many factors that affect workforce supply which is given as
below:
 Change in organizational structure
 Demand for new products and services
 More outsourcing of work in the workplace
 Change in working arrangements
 Change in roles and responsibilities
Consider your workplace or one that you are familiar. What workforce supply
factors have impacted (either positively or negatively) on their ability to find
suitable staff?
If Woolworth provides suitable working hours and effective organizational
structure then it impacts positively on the employee’s performance which
enhances the profitability of the organization (Duda and Žůrková, 2013).
But if roles and responsibilities changes after short time period then it will
impact negatively on employee’s performance.
Occupational Skill Shortage Data
https://www.employment.gov.au/occupational-skill-shortages-information#want-to-know-more
Labour Information Market Portal
http://lmip.gov.au/
Assessment Tool BSBHRM513 Manage workforce planning Page 9 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 3
Performance
criteria
Establish the organization's requirements for a skilled and diverse
workforce
3a
3b
Describe four of are the benefits of embracing workplace diversity?
There are so many benefits to the organization from embracing workplace
diversity which is examined as under:
 Help in increasing the talent pool
 It assists in creating innovation
 Enhance employee’s performance
 Reduce culture and language barriers
 If employees come from different background and working style
then they can provide the great idea and creative mind.
Consider your workplace, or one that you are familiar with and describe how
workplace diversity impacts day to day activities. Name at least two positive
consequences and two negative consequences.
Diversity workplace improves the relationship between employees and
reduces conflicts between them which enhance their performance level. The
problem will also resolve easily if organization follow diversity workplace.
Apart from this, there is a various negative consequence of workplace
diversity which impacts performance. There are huge language barriers and
a cultural problem arises in the diversity workplace.
Assessment Tool BSBHRM513 Manage workforce planning Page 10 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 4
Performance
criteria
Review organizational strategy and establish aligned objectives for
modification or retention of the workforce
4a
4b
Describe four measurable and four non-measurable workforce plan
objectives.
Four measurable workforce plan objective
 Employees attendance in the workplace can be easily measured
 Sales of the organization can be measured in term of profitability
 The production level of products and services
 The growth of production can be measurable by analyzing the total
revenue
Nonmeasurable workplace plan objective
 The effectiveness of training and development programs
 Improvement in the workflow structure
 If organization set 94% staffing level during the situation cannot be
measurable in term of numerical
 Quality of production
Consider your workplace, or one that you are familiar with and describe what
strategies they have in place to reduce staff turnover. If no strategy is in
place, what would you suggest?
To reduce employees turnover various strategies developed by the
organization like Woolworths which increase job satisfaction of staff.
 By providing benefits such as proper working, effective salary, less
workload, good working culture and others help to retain employees
with the organization for the long time period (Rissanen, 2017).
Assessment Tool BSBHRM513 Manage workforce planning Page 11 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 5
Performance
criteria
Consider strategies to address unacceptable staff turnover, if
required
5a
5b
Outline eight of the impacts associated with staff turnover.
 High turnover of employees reduce the performance of the
organization
 Decrease sales and productivity
 Influence workflow of business activities
 Influence negatively daily task of the organization
 High turnover increase operational cost
 Reduce image of the company
 Goals and objectives will not be achieved in a certain time period
 Reduce goodwill of the company
Consider your workplace or one that you are familiar with an outline and
describe two of the main causes of staff turnover.
Woolworths provide high-quality goods and services to customers in which
employees give their full affords to achieve set goals and objectives.
The main reason for employee’s turnover in the organization is a workload
and less salary of the staff according to their allocated task. Also because
of lack of growth opportunities (Jagun, 2015).
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