BSBHRM513 - Manage Workforce Planning: Assessment Workbook Tasks

This document is a comprehensive assessment workbook for the BSBHRM513 unit, focusing on managing workforce planning. It outlines the assessment process, instructions for students, and guidelines for assessors. The workbook includes five assessment tasks: a research project analyzing an organization's workforce needs, a project establishing objectives and strategies, a project completing a workforce plan, a project developing a succession plan, and a written test with short answer questions. The assessment covers various aspects such as reviewing data, assessing factors, developing objectives, implementing initiatives, and monitoring trends. The document also provides details on assessment outcomes, competency achievement, and the rules of evidence, ensuring a thorough understanding of the unit's requirements and assessment criteria. The assessments are designed to evaluate the candidate's ability to research workforce requirements, develop objectives and strategies, implement initiatives, and monitor and evaluate workforce trends within an organization. This document is designed to provide students with the necessary information and resources to successfully complete the assessment and demonstrate competency in workforce planning.

BSBHRM513 Manage workforce
planning
BSBHRM513
Manage workforce planning
Learner Assessment Workbook
Document Name: BSBHRM513 Manage workforce planning Learner
Assessment Workbook
Version: 2
Responsibility: Program Coordinator
Page 1 of 46
Date Created: Sept 2015
To be Reviewed: September
2018

BSBHRM513 Manage workforce
planning
INFORMATION REGARDING THIS ASSESSMENT TOOL
1. General Information
2. Instructions for Students
3. Instruction for Assessors
4Unit Outline
5. Assessments
6. Student Declaration
1. General Information about this Assessment Workbook
Development of this Assessment Tool
A Training and Assessment Strategyhas been developed for the qualification that contains
this unit. This Training and Assessment Strategy outlines the delivery and assessment
methodology to ensure consistency with our scope and requirements under NVR regulations
and legislations. Furthermore all assessments are written in line with the assessment
guidelines of the relevant training package.
A professional approach is applied to ensure that these assessment resources are current,
valid, fair and flexible assessment tools that accurately relate to the elements and
performance criteria to meet competency standards.
This Assessment Tool has been reviewed to ensure it meets with the unit of competency
evidence requirements.
All resources comply with the appropriate training packages, released on www.training.gov.au
To ensure they are kept current and fair they undergo several types of formal validation
processes. These include:
 Industry validation of our programs via an Industry Consultation committee
 Industry validation of our assessment tools via an Industry Consultation committee
 Trainer/ Assessor validations as scheduled in our programs register
 Feedback from our clients and students is also encouraged to maintain currency and
reflect any changes within the industry.
General information about Assessment
There is a combination of formative and summative approaches to assessment designed for a
learning environment that enables simulation in workplace environments or employment
seeking activities when required. The timeframe for assessment is outlined in each Training
Program Outline that is issued and discussed at enrolment; and each student must complete
the ‘Student Declaration’ to verify both their understanding of the unit assessment
requirements and their readiness to proceed with the assessment process.
Assessment needs to include the full expression of competency which includes assessment
of knowledge, understanding, application and performance reliability.
Formative/Summative definitions:
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BSBHRM513 Manage workforce
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Formative Assessment: Provides feedback to both trainer and student about progress both
of the course program and the individual. It does not necessarily contribute to formal
outcomes, e.g. certification.
Summative Assessment: Summative assessment is by contrast a high value function that
evaluates against a standard; it does contribute to formal outcomes.
Resources needed for the assessment
The assessments are designed for general classroom delivery with access to:
 A relevant simulated environment for the purposes of practical demonstration
 Business technology and organisational processes where required - a computer with
access to the internet, an email function and a word processing application will
generally be provided for the completion of all assessments as required.
Assessment process overview
When you have completed all Assessments, and you have (if required) made a copy of your
completed Assessments; it is time to submit the completed Assessment Workbook to your
Assessor. Your Assessor will provide you with feedback, whether this is verbal or written
responses, and a judgment of competency will be made.
Reasonable Adjustment
Students must apply for special consideration and make reasonable adjustment to
assessment, as appropriate. Information regarding reasonable adjustment can be found in
both the relevant program Training and Assessment Strategy (TAS)
Reassessment Process
Incomplete Assessments will result in Assessment Workbook being handed back to the
student and marking of the respective Assessment(s) will not commence until the
Assessment is completed. If there is a Not Satisfactory assessment outcome, the Assessor
will discuss and provide feedback to the student on the area/s for improvement and confirm
further requirements. At this time a mutually agreed future date for re-assessment will be set.
Reassessment Process:
 Each student is entitled to 2 assessment attempts at no additional cost
 Each re-assessment attempt must be completed within a 48-96 hour maximum
timeframe from the previous attempt.
 Trainer/Assessor will provide direction to the student on the further learning required
for next assessment attempt.
 Assessor may apply reasonable adjustment to the subsequent assessment attempts
if required
 These 2 assessment attempts should be across a maximum period of 2 weeks
 At the end of the second unsuccessful assessment attempt, a formal student/trainer
counseling session will occur, to discuss the student’s suitability to the learning
program or fees for re-assessment may apply
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Assessment Workbook
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BSBHRM513 Manage workforce
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2. Instructions to Students
How you will be assessed / able to demonstrate competency for this unit
To demonstrate competence in this unit you must satisfactorily meet the requirements of this
Assessment Workbook.
The Assessment Workbook represents 1 (one) complete record of evidence. The Assessment
Workbook consists of several different Assessments that may include further pieces of
evidence to be developed by the student. Each Assessment is reviewed by an Assessor and
an outcome determined for each completed Assessment submission.
Assessment Instructions for BSBHRM513 Manage workforce
planning
Five Assessment Tasks in this workbook must be completed for competency
to be achieved in the unit
Assessment 1- Research Project This assessment requires the candidate to consult with
and analyse an organisation to determine workforce
planning needs. Review current data on staff turnover
and demographics. Assess factors that may affect
workforce supply and establish the organisation's
requirements for a skilled and diverse workforce
Assessment 2 – Research Project Establish objectives and strategies to meet
organisational workforce plans. Obtain agreement and
endorsement for objectives.
Assessment-3- Research Project Candidates are required to complete a workforce plan for
the organisationanalysed in Assessment Tasks 1 and 2.
Assessment 4 – Research Project Based on the information gathered in Assessment Tasks
1, 2 and 3, develop a succession plan identifying high
potential/promotable employees and document the
strategies which you would implement to develop and
retain them. Identify strategies for attracting external
candidates and monitor & evaluate workforce trends.
Assessment 5 – Written Questions The test will be of 60 minutes (Maximum) duration and
comprises of short answers questions.
This is an open book test, reference papers, notes,
student workbook, past assignments can be used.
You will need to be deemed satisfactory in all the given
assessments to be competent in this unit
Rules for Completing Assessments
This Assessment Workbook must be completed in Black or Blue pen. White out must not be
used. If you need to amend written information cross it out and rewrite the correct
information. Additional sheets maybe attached if required.
Assessment Length
Where space/lines have been provided for responding to an Assessment you should not see
the size of the space provided as a guide to the length of your answer.
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Assessment Workbook
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Responsibility: Program Coordinator
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BSBHRM513 Manage workforce
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If you require extra room for a response, attach a separate page to this Assessment
Workbook with the following points included – your name, date the response/s were made,
the unit code and Assessment clearly indicated.
How are the Outcomes for Assessments Assessed?
Each Assessment within this Assessment Workbook will be given an outcome of either
Satisfactory or Not satisfactory. What does this mean?
Satisfactory Outcome:
 The Assessor has reviewed the Assessment Workbook against the requirements of
the Assessment and is satisfied that all requirements have been met.
Not Satisfactory Outcome:
 The Assessor has reviewed the Assessment Workbook against the requirements of
the Assessment and is not satisfied that all requirements have been met.
If you receive a Not Satisfactory outcome you will be given an opportunity to discuss and
review with your Assessor the area/s for improvement and resubmit the individual
Assessment as per Assessor’s instructions.
If you receive a Satisfactory outcome for the individual Assessment, then this outcome forms
one part of the requirement used to form a final judgement of competency for this unit.
How is Competency Achieved?
Competency is achieved when you have (4) four satisfactorily completed Assessments within
this Assessment Workbook. The Assessor, understanding the rules of evidence, is also able
to make a determination of competency for you the individual student factoring the need for
reasonable adjustment as required.
Student Please Note:
 There is zero tolerance for cheating and plagiarism
 If you the student are found to have cheated on any forms of assessment, including
plagiarism of another’s work, you will be required to re-sit an alternative assessment
under the supervision of an assessor to confirm competence in this unit.
 You must satisfy the requirements for competency within this
Assessment Workbook to achieve a competency outcome.
You can make and keep copies of all work that you submit. (Optional)
Evidence provided by you is retained for our records and not returned to you.
3. Instruction for Assessors
Evidence Gathering/Collection required
Assessment of a Unit of Competency is based on the review of the Assessments contained
within this Assessment Workbook. This Assessment Workbook has been mapped to cover
the specifics of the Unit of Competency as per the contents of the Training Package and
includes:
 Performance Evidence
 Knowledge Evidence
 Assessment Conditions
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Assessment Workbook
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Responsibility: Program Coordinator
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Date Created: Sept 2015
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BSBHRM513 Manage workforce
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It is also essential that assessment is conducted with the rules of evidence as a primary
focus:
 Authentic
 Valid
 Current
 Sufficient
How to make a judgement of competency using the Assessments
Competency is achieved when you have a combination of (4) four satisfactorily completed
Assessments within this Assessment Workbook. The Assessor, understanding the rules of
evidence, is also able to make a determination of competency for you the individual student
factoring the need for reasonable adjustment as required.
Unit Overview
Application
This unit describes the skills and knowledge required to manage planning in relation to an
organisation's workforce including researching requirements, developing objectives and
strategies, implementing initiatives and monitoring and evaluating trends.
It applies to individuals who are human resource managers or staff members with a role in a
policy or planning unit that focuses on workforce planning.
No licensing, legislative or certification requirements apply to this unit at
the time of publication.
Element Elements describe the
essential outcomes
Performance Criteria Performance criteriaDescribe the performance
needed to demonstrate achievement of the element.
1 Research workforce requirements 1.1 Review current data on staff turnover and demographics
1.2 Assess factors that may affect workforce supply
1.3 Establish the organisation's requirements for a skilled and diverse workforce
2 Develop workforce objectives and
strategies
2.1 Review organisational strategy and establish aligned objectives for modification or
retention of the workforce
2.2 Consider strategies to address unacceptable staff turnover, if required
2.3 Define objectives to retain required skilled labour
2.4 Define objectives for workforce diversity and cross-cultural management
2.5 Define strategies to source skilled labour
2.6 Communicate objectives and rationale to relevant stakeholders
2.7 Obtain agreement and endorsement for objectives and establish targets
2.8 Develop contingency plans to cope with extreme situations
3 Implement initiatives to support
workforce planning objectives
3.1 Implement action to support agreed objectives for recruitment, training, redeployment
and redundancy
3.2 Develop and implement strategies to assist workforce to deal with organisational
change
3.3 Develop and implement strategies to assist in meeting the organisation's workforce
diversity goals
3.4 Implement succession planning system to ensure desirable workers are developed
and retained
3.5 Implement programs to ensure workplace is an employer of choice
4 Monitor and evaluate workforce trends 4.1 Review workforce plan against patterns in exiting employee and workforce changes
4.2 Monitor labour supply trends for areas of over- or under-supply in the external
environment
4.3 Monitor effects of labour trends on demand for labour
4.4 Survey organisational climate to gauge worker satisfaction
4.5 Refine objectives and strategies in response to internal and external changes and
make recommendations in response to global trends and incidents
4.6 Regularly review government policy on labour demand and supply
4.7 Evaluate effectiveness of change processes against agreed objectives
Foundation Skills
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This section describes language, literacy, numeracy and employment skills
incorporated in the performance criteria that are required for competent performance.
Skill Performance
Criteria
Description
Reading 1.1-1.3, 2.1-2.4, 3.1 Evaluates and comprehends textual information from a range of sources and
draws own conclusions
Writing 1.1-1.3, 2.5, 3.1, 3.4,
3.5
Integrates information from a number of sources to develop material that
supports purposes of documentation using suitable grammatical structure and clear,
logical language
Oral Communication 2.5, 3.4 Presents opinions, ideas and organisational requirements clearly and
creatively using language and presentation techniques appropriate to audience and
environment
Elicits views and opinions of others by listening and questioning
Numeracy 2.3, 2.4, 3.3 Evaluates financial and marketing data using whole numbers, decimals and
percentages to make accurate calculations
Navigate the world of
work
2.1 Recognises and follows explicit and implicit organisational protocols and
meets expectations associated with own role
Interact with others 2.5, 3.4 Selects appropriate form, channel and mode of communication for a specific
purpose relevant to own role
Get the work done 1.1-1.3, 2.1-2.4, 3.1,
3.2, 3.3, 3.4
Develops plans to manage relatively complex tasks with an awareness of
how they may contribute to longer-term operational and strategic goals
Makes decisions by systematically analysing information, identifying and
evaluating options against set criteria, and choosing most appropriate option
Evaluates outcomes of decisions to identify opportunities for improvement
Develops new and innovative ideas through exploration, analysis and critical
thinking
Performance Evidence
Evidence of the ability to:
 review and interpret information from a range of internal and external sources to
identify:
 current staff turnover and demographics
 labour supply trends factors that may affect workforce supply
 organisation's workforce requirements objectives and strategies
 manage workforce planning including developing, implementing, monitoring and
reviewing strategies to meet workforce needs
 review relevant trends and supply and demand factors that will impact on an
organisation's workforce
 develop a workforce plan that includes relevant research and specific strategies to
ensure access to a skilled and diverse workforce.
Note: If a specific volume or frequency is not stated, then evidence must be provided at least
once.
Knowledge Evidence
To complete the unit requirements safely and effectively, the individual must:
 explain current information about external labour supply relevant to the specific
industry or skill requirements of the organisation
 outline industrial relations relevant to the specific industry
 describe labour force analysis and forecasting techniques.
Assessment Conditions
Assessment must be conducted in a safe environment where evidence gathered
demonstrates consistent performance of typical activities experienced in the business
development – marketing field of work and include access to:
 relevant legislation, regulations, standards and codes
 relevant workplace documentation and resources
 organisational strategic and marketing plans
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BSBHRM513 Manage workforce
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 case studies and, where possible, real situations.
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BSBHRM513 Manage workforce
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Assessment One – Research Project
Analyse the workforce
Submission details
Candidate’s Name Student
ID
Assessor’s Name Due date
Unit Commencement
date
The Assessment Task is due on the date specified by your assessor. Any
variations to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications
below for details.
Performance objective
To complete an analysis of workforce planning needs for an organisation.
Assessment description
This assessment requires the candidate to consult with and analyse an
organisation to determine workforce planning needs. Review current data on staff
turnover and demographics. Assess factors that may affect workforce supply and
establish the organisation'srequirements for a skilled and diverse workforce
Procedure
1. Identify the organisation:
a. make arrangements to complete this project within your own
organisation with appropriate personnel OR
b. contact an organisation and obtain permission from the appropriate
personnel to complete this project.
2. Using the questions in Appendix 1 as a guide, analyse the workforce in relation
to business plans and develop a report summarising your findings.
3. Consult with appropriate personnel within the organisation as required to
complete an analysis.
4. Conduct research as required to complete the analysis.
Specifications
You must provide:
 submit a completed analysis report
 submitted as a Word or Excel document.
 Your assessor will be looking for
 evidence of consultation with industry
 the inclusion of names and positions of all people consulted and a brief
description of the nature of the consultation.
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BSBHRM513 Manage workforce
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 evidence of research supported by referencing where required.
 established organisational plans and objectives with a determined time
frame
 sourced information relating to current trends or other factors affecting the
industry:
o the impact of legislation or proposed changes to legislation
o economic factors within the business
o changes in labour market
o economic conditions
o changes to technology.
 analysis of internal labour statistics:
o turnover
o staff mix
o Skill Sets
o labour arrangements (contractors/permanent staff)
o current attributes and competencies.
 analysis of external labour market:
o trends in the external labour market
o availability of labour with required skills
o desirability of current labour force to the external market
o sources of labour
o impact of external labour market forces on the organisation's needs.
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Responsibility: Program Coordinator
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BSBHRM513 Manage workforce
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Appendix 1 – Analyse the workforce
Part 1: Workforce objectives/general
 Where is the organisation going in the next three to five years?
 What are the workload drivers for the organisation?
 Will projects or projected services/directions impact on the business?
 What are the organisation’s current and future business, work functions
and activities?
 What are the required workforce composition and competencies?
 What are the anticipated changes over the planning period?
 What does the current and future labour market look like (regarding the
availability of certain occupations and the people necessary to fill them)?
 What are the organisation's requirements and policies relating to diversity?
 How is technology expected to change and how will these changes
influence the type & number of jobs available and the skills & education
needed for these jobs?
 What is the impact of current or future government regulations (such as
affirmative action and equal employment opportunity)?
 How is the economy performing both locally and nationally?
 What are the sources of competition for attracting people (salary, benefit
packages, etc.)?
 What other trends may impact the organisation (such as trends towards
decentralisation, outsourcing or restructuring)?
Part 2: Internal and external workforce
 What is the current staff turnover percentage?
 Are there any trends with regards to turnover? (age/experience levels/time
in job/sex)
 Is staff turnover creating a labour problem?
 What is the best balance of staff (employee mix) to achieve business
goals? (management/supervisors/technical staff/support workers etc.)
 Are there any performance management issues?
 What are the competencies, attributes and composition of the current
workforce?
 Is the current workforce sufficiently diverse to meet organisational needs?
 What is the current workload?
 What are current and projected retirements, turnover, secondments, etc.?
 What is the current year's labour budget?
 What current skills are essential to the business?
 What is the demand for and availability of these skills in the external
labour market?
 What occupational groups or skills does the organisation currently obtain
via contracts or casual employment?
 What percentage of employees are on contracts or casual employment?
 What are the key characteristics/skills/profile of contract and casual
employees?
 What work is completed by contingent workforce (areas used, and reasons
why)?
 What is the labour market like in regard to availability of qualified
candidates, ability to recruit these candidates and organisational
challenges (i.e. internal constraints) when recruiting competitively?
 What are the trends in external benchmarking data (e.g. rates of pay and
skill availability)?
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BSBHRM513 Manage workforce
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 What are the trends in external environmental data (i.e. inflation,
competition, unemployment)?
Assessment 1 – Research Project
Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Confirmation of verbal responses if required
Assessor Declaration I declare that the student and I have verbally answered, clarified and
provided the responses as listed above
Date
Trainer Assessor Signature
Student Declaration
That all work undertaken is my own, and I have not participated in
Plagiarism, Copying, Cheating or Collusion to achieve these recorded
results.
Student Signature
If verbal assessment is required a written responses will be provided in RED pen where relevant.
DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite
the correct information. White out must not be used.
Please Note:
 A zero tolerance to cheating and plagiarism is taken
 If a student is found to have cheated on any forms of assessment, including plagiarism of
another’s work, they will be required to re-sit an alternative assessment under the supervision
of an assessor to confirm competence in this unit.
 A Student must satisfy the requirements for competency within this Assessment Workbook to
achieve a competency outcome.
 A Completed Assessment Workbook and any additional evidence provided by the student is
retained for our RTO records and is not returned to the student.
It is important that all areas of this Assessment Workbook are completed prior to submission to the
administration department for final outcome recording.
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BSBHRM513 Manage workforce
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Assessment Two – Case Study
Develop workforce objectives
Submission details
Candidate’s Name Student
ID
Assessor’s Name Due date
Unit Commencement
date
The Assessment Task is due on the date specified by your assessor. Any
variations to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications
below for details.
Performance objective
Establish objectives and strategies to meet organisational workforce plans. Obtain
agreement and endorsement for objectives.
Assessment description
Develop workforce objectives and document strategies for achieving those
objectives in consultation with industry.
Procedure
1. Consult with key personnel within your organisation or a host organisation for
background and research on relevant policies and procedures.
2. Complete each action plan provided in the Appendix.
3. Discuss your recommendations with relevant stakeholders within the
organisation and note their comments and reactions on the relevant section of
the action plans.
4. Obtain sign off from key stakeholders by obtaining their signature on the
completed action plan.
Specifications
You must provide:
 Candidates must submit completed action plans with comments and
signatures of a representative from the organisation.
 Can be completed after Session 2.
Your assessor will be looking for:
 objectives that are specific, measurable, agreed and realistic and timely
 action plans that support the objective
 practical actions and recommendations that are within organisational
guidelines, policies and procedures
 the inclusion of budgets and costs
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BSBHRM513 Manage workforce
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 actions that are cost effective relative to the perceived return on investment
 actions that taken are within legislative guidelines
 actions that support diversity requirements, EEO and affirmative action
policies
 actions that reflect the nature of the external labour market, economic climate
and the nature of the industry.
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BSBHRM513 Manage workforce
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Appendix
Develop workforce objectives and strategies
Staff turnover
In consultation with industry, define objectives to address areas of unacceptably
high staff turnover. Develop an action plan and make recommendations to
achieve the agreed objective.
Ensure you project and document any costs associated with the changes
recommended.
Organization: The organization chosen for this assignment is one of the
Australia’s leading retail industry, “Woolworths.” The organization is considered
as the second largest retail industry in Australia that aims in providing one stop
shopping for customers.
Provide a brief description of the nature of the industry and the current issues
relating to staff turnover.
Woolworths is one of the successful retail industries in Australia and New Zealand
that deals with all types of products, ranging from fruits, vegetables to children’s
toy, clothing etc. The company is operating 995 stores across the country. The
main aim of the organization is to provide better quality services and products to
the customers at affordable rates.
The main reason that leads to highest amount of staffs turnover in Woolworth,
basically most of the employees in the organization are not engaged with their job
role. Furthermore, they do not receive proper training to develop their skills and
talent that results in employee turnover in the organization.
Specific objective: In order to become the leading retail industry globally,
Woolworths has implemented certain objectives that includes
 Increasing the number of employees through proper training.
 Equal opportunities for all employees in the workplace.
 Providing healthy environment to the employees.
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Action
Physical and
financial
resources
required
Human
resource
s
required
Timeframe
s
Increase in the number of
staffs through proper
training
Financial resources
required for
training workshop
Human
resource
manager
should
conduct
proper
training
session
2-3 weeks
Tackling of poor
performance
Budgets should be
allocated for
rewards
Through
performan
ce and
developm
ent, HR
should
review
employee
performan
ce.
4 months
Motivating employees Budgets required
for providing
monetary rewards
and incentives.
HR should
implement
various
reward
system
3 months
Providing safety to
employees
Budget allocated
for medi-claim
HR should
provide
better
working
environme
nt
2 months
Promoting equal
opportunities for all
Providing
continuous
feedback to
address employee
goals and
expectations
HR should
introduce
transpare
nt
appraisal
system.
3 months
Understanding employees
problem
Creating an online
portal to address
employee
grievances.
Introducin
g face-to-
face
session
employees
.
5 months
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BSBHRM513 Manage workforce
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Action
Physical and
financial
resources
required
Human
resource
s
required
Timeframe
s
Making work fun
Budget allocation
for employee
gatherings.
Conductin
g floor
activities
and
rewarding
winners.
2 months
Involvement of employees in
decision making
Creation of online
polls in the
company portal
regarding company
decision.
HR should
ensure
sense of
belonging
s in
employees
.
3 months
Prioritizing employees’
happiness
Allocate budget for
recognition such as
star of the months
and more.
HR should
ensure
transpare
nt
processing
of
recognitio
n.
3 months
Other recommendations/comments/contingency plans.
With transparent communication with the employees, where employees can
freely voice their grievances, could be beneficial for reducing employee turnover
of the organization.
Name of learner Signature
Name of organisational representative Signature
Document Name: BSBHRM513 Manage workforce planning Learner
Assessment Workbook
Version: 2
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2018

BSBHRM513 Manage workforce
planning
Action
Physical and
financial
resources
required
Human
resource
s
required
Timeframe
s
Position of organisational representative
Retaining skilled labour
In consultation with industry, define objectives to address opportunities for
retaining required skilled labour. Develop an action plan and make
recommendations to achieve the agreed objective.
Ensure you project and document any costs associated with the changes
recommended.
Organisation: The chosen organization for this case study is Woolworths.
Provide a brief description of the nature of the industry and the current issues
relating to staff turnover.
The industry is a retail industry that aims to provide customers one stop
shopping experience. Major issues related to staff turnover related to excessive
work pressure, where employees are forced to work for long hours that exceed
their working hours.
Specific objective: In order to retain skilled employees in the workforce,
Woolworths has introduced specific objectives
 Woolworths tend to provide better packages to employees.
 Providing healthy work environment
 Reducing the cost of turnover
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BSBHRM513 Manage workforce
planning
Action
Physical and
financial
resources
required
Human
resource
s
required
Timefram
es
Lucrative packages to
employees
Financial resources
for retaining skilled
employees.
HR should
implement
packages
with
incentives
and bonus.
3 months
Healthy work culture
Budget allocated
for better staffing
and employee
recognition.
Transparen
t grievance
redressal
system.
4 months
Reducing turnover cost
Budget required
for gratuity and
anniversary
appraisals.
Ensuring
performanc
e based
rewards to
reduce
attrition.
6 months
Strengthen employee-
manager relationship
Conducting
session involving
team skills and
growth.
Introduce
floor
workshop
to promote
exchange
of ideas
across
hierarchies.
6 months
Increase employees’ growth
Creating an online
portal with online
courses.
Certificates
or rewards
on
completing
specific
growth
courses.
5 months
Monitoring employee work
performance
Providing constant
opinion to address
employee goals
and prospects
HR should
introduce
transparent
appraisal
system.
4 months
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BSBHRM513 Manage workforce
planning
Action
Physical and
financial
resources
required
Human
resource
s
required
Timefram
es
Other recommendations/comments/contingency plans.
Introduction of modern technology within the workforce can help
employees to work faster; hence will help in retaining skilled labor.
Name of learner Signature
Name of organisational representative Signature
Position of organisational representative
Sourcing skilled labour
In consultation with industry, identify opportunities and strategies for sourcing
skilled labour.
Ensure you project and document any costs associated with the changes
recommended.
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BSBHRM513 Manage workforce
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Organisation: The organization for this assignment is the Australian Woolworths
Company.
Provide a brief description of the nature of the industry and the current issues
relating to staff turnover.
Woolworths being one of the leading industry deals with many types of quality
products and services for the customers. As it has highest number of
employees, the management failed to increase employees’ growth, hence
results in employee turnover.
Specific objective: In order to source skilled labor in the organization, Woolworths
has implemented certain objectives that are as follow:
 Utilizing of social site sourcing
 Hiring candidates through the reference of employees
 The organization should see every resumes minutely.
 The organization should provide brief information regarding the job
profile.
Action
Physical and
financial
resources
required
Human
resources
required
Timefram
es
Utilizing the best social sites
Allocate budget for
Optimization and
filtering of available
resources
Use of
digitization
and social
media as
medium to
contact
eligible
candidates
3 months
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BSBHRM513 Manage workforce
planning
Action
Physical and
financial
resources
required
Human
resources
required
Timefram
es
Selection of candidature
through reference
Introducing referral
bonuses to induce
a higher scale of
references
Ensuring
proper
screening
of
referenced
resources
4 months
Observing every resumes
minutely.
Using automated
techniques
followed by manual
screening
Negotiation
to ensure
recruitment
bases on
demand of
skillset at
minimum
expenditure
3 weeks
Highlighting the culture of
the organization
Pre-placement
presentations and
sessions depicting
company culture
and policies
Pre-
placement
sessions
1 month
Enabling of potential job
searches
All job openings
should be made
available across all
job searching
mediums
Following
up all
available
openings
2 months
Employees should be hired
based on their skills
Screening
available talent
pool to meet
organizational
needs
Negotiating
to ensure
recruitment
based on
priority
2 months
Smart sourcing Use of Digitization
and automation in
screening available
resources
Following
up on all
smart
source
recommend
ations
3 months
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BSBHRM513 Manage workforce
planning
Action
Physical and
financial
resources
required
Human
resources
required
Timefram
es
Other recommendations/comments/contingency plans.
With the advent of digitization and automation , Usage of social media should be
of utmost importance in screening of talent , profile and having a brief idea of
candidate personality.
Name of learner Signature
Name of organisational representative Signature
Position of organisational representative
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BSBHRM513 Manage workforce
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Assessment 2 – Research Project
Date: Satisfactory Not Satisfactory Trainer/Assessor
Initial
Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor
Initial
Confirmation of verbal responses if required
Assessor Declaration I declare that the student and I have verbally answered, clarified and
provided the responses as listed above
Date
Trainer Assessor Signature
Student Declaration
That all work undertaken is my own, and I have not participated in
Plagiarism, Copying, Cheating or Collusion to achieve these recorded
results.
Student Signature
If verbal assessment is required a written responses will be provided in RED pen where relevant.
DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite
the correct information. White out must not be used.
Please Note:
 A zero tolerance to cheating and plagiarism is taken
 If a student is found to have cheated on any forms of assessment, including plagiarism of
another’s work, they will be required to re-sit an alternative assessment under the supervision
of an assessor to confirm competence in this unit.
 A Student must satisfy the requirements for competency within this Assessment Workbook to
achieve a competency outcome.
 A Completed Assessment Workbook and any additional evidence provided by the student is
retained for our RTO records and is not returned to the student.
It is important that all areas of this Assessment Workbook are completed prior to submission to the
administration department for final outcome recording.
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BSBHRM513 Manage workforce
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Assessment Three –Observation
Implement initiatives to support workforce planning objectives
Submission details
Candidate’s Name Student
ID
Assessor’s Name Due date
Unit Commencement
date
The Assessment Task is due on the date specified by your assessor. Any
variations to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications
below for details.
Performance objective
To develop a workforce plan for an organisation of your choice based on research
conducted to ensure access to a skilled workforce.
Assessment description
Candidates are required to complete a workforce plan for the
organisationanalysed in Assessment Tasks 1 and 2.
Procedure
1. Review the data collected in Assessment Tasks 1 and 2.
2. Complete a workforce plan using the format in the Appendix or a similar
document.
Specifications
You must provide:
 candidates are required to submit a completed workforce plan using the
template provided or a similar document
 may be completed in conjunction with Assessment Task 1
 recommended submission date – following Section 3.
Your assessor will be looking for:
 identification of current staffing numbers
 identification of roles or individuals who are critical to the success of the
organisation
 identification of staffing categories
 an identified projected turnover in each category
 identified business needs including projected changes
 identified surplus/deficiencies in labour needs based on projections
 a documentation of the gap which highlights the issues
 issues that are addressed in order of priority.
.
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BSBHRM513 Manage workforce planning
Appendix
Workforce plan
Position Current
Structural change
+/-
Vacancie
s
Management turnover Surplus/
Shortag
eTermination
s Promotions Resignatio
n
Maternit
y leave Total
Superviso
r
Yes No changes 0 0 2 1 0 3 2 surplus
Manager Yes No changes 0 0 1 2 3 months
leave
3 1
shortage
Employee No Left for better profile 3 0 0 1 0 4 5 surplus
Senior
Employee
Yes Same position 2 0 1 0 3 months
leave
3 2 Surplus
HR
manager
No Left for better
opportunities
1 0 0 2 0 3 1
shortage
Customer
service
employee
No Terminated 5 1 0 0 5 months
leave
6 5 surplus
Senior Yes No changes 1 0 1 1 0 3 No
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BSBHRM513 Manage workforce planning
Superviso
r
shortage
or
surplus
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BSBHRM513 Manage workforce
planning
Assessment 3- Observation
Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Confirmation of verbal responses if required
Assessor Declaration I declare that the student and I have verbally answered, clarified and
provided the responses as listed above
Date
Trainer Assessor Signature
Student Declaration
That all work undertaken is my own, and I have not participated in
Plagiarism, Copying, Cheating or Collusion to achieve these recorded
results.
Student Signature
If verbal assessment is required a written responses will be provided in RED pen where relevant.
DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite
the correct information. White out must not be used.
Please Note:
 A zero tolerance to cheating and plagiarism is taken
 If a student is found to have cheated on any forms of assessment, including plagiarism of
another’s work, they will be required to re-sit an alternative assessment under the supervision
of an assessor to confirm competence in this unit.
 A Student must satisfy the requirements for competency within this Assessment Workbook to
achieve a competency outcome.
 A Completed Assessment Workbook and any additional evidence provided by the student is
retained for our RTO records and is not returned to the student.
It is important that all areas of this Assessment Workbook are completed prior to submission to the
administration department for final outcome recording.
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BSBHRM513 Manage workforce
planning
Assessment Four –Research Project
Monitor and evaluate workforce trends
Submission details
Candidate’s Name Student
ID
Assessor’s Name Due date
Unit Commencement
date
The Assessment Task is due on the date specified by your assessor. Any
variations to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications
below for details.
Performance objective
To implement a succession planning system for an organisation to ensure
desirable workers are developed and retained and that workforce trends are
monitored and evaluated.
Assessment description
Based on the information gathered in Assessment Tasks 1, 2 and 3, develop a
succession plan identifying high potential/promotable employees and document
the strategies which you would implement to develop and retain them. Identify
strategies for attracting external candidates and monitor & evaluate workforce
trends.
Procedure
5. Identify key positions and document on the succession plan (Appendix 1 or a
similar document).
6. Identify suitable internal applicants to fill the positions and the time frames
they will require for development.
7. Complete a development plan for each internal successor (Appendix 2 or a
similar document).
8. Identify any gaps in your succession plan and document the strategies you
would use to attract suitable applicants from the labour market (complete
Appendix 3).
9. Identify contingency plans you could utilise in extreme situations (complete
Appendix 3).
10. Describe programs or strategies used within the organisation to promote the
organisation as an employer of choice (complete Appendix 3).
11. Describe methods used to monitor and evaluate workplace trends (complete
Appendix 3).
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BSBHRM513 Manage workforce
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Specifications
You must provide:
 candidates must submit a completed succession plan (Appendix 1 or
similar document)
 for each employee identified as a potential successor (internal personnel),
submit a completed development plan (Appendix 2 or similar document)
 complete and submit Appendix 3.
Your assessor will be looking for:
 identification of key positions
 identification of internal successors for each position
 development plans that detail current skills and knowledge gaps
 development plans that detail strategies for acquiring skills and knowledge
through a variety of methods such as training, coaching, mentoring,
practical experience, job rotation, etc.
 identification of any shortages in skilled/qualified labour resources
 strategies for addressing these shortfalls that reflect current labour market
conditions (e.g. shortage of skilled trades; competitive salary packages
offered by competitors, etc.)
 strategies for making the workplace an employer of choice that include
detail on the expectations of employees in the industry, the current
standards, financial & non-financial incentives and programs to attract and
retain the best applicants
 contingency plans that include short term or emergency options available
(temporary staff; contractors; temporary staff, etc.)
 details on redundancy entitlements for the relevant state and industry
 methods for monitoring and evaluating workforce trends that provide
examples of programs implemented, formal & informal procedures and
external research such as reviewing literature & websites for current &
future trends.
Adjustment for distance-based learners
 No variation of the task is required.
 A follow-up interview may be required (at the discretion of the assessor).
 Documentation can be submitted electronically or posted in the mail.
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BSBHRM513Manage workforce planning
Appendices
Appendix 1 – Succession plan
Position Title Incumbent
name
Potential
turnover
status
Criticality Names of
staff ready
now
Number of
staff ready
in 1–2
years
Succession
planning
priorities
(H) (M) (L)
Supervisor John Brill Likely within six
months
Critical 2 8 H
Customer Service
Employee
George Wilsey Likely within
one year
Very Important 5 15 M
Assistant Manager Joe Williams Turnover likely
within three
years
Critical 1 5 H
Senior Supervisor Jenny Charles Likely within six
months
Critical 2 5 H
Potential turnover status:
A: Likely within six months
B: Likely within one year
C: Turnover likely within three years.
Criticality:
1: Critical – must ‘hit the ground running’
2: Very important – fully functional within six months.
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BSBHRM513Manage workforce planning
Appendix 2 – Development plan
Employee information
Name: John Terry
Title: Supervisor
Job classification: To supervise customer service operation.
Length of service: 12 years
Time in current job: 5 years
Current supervisor: Jose Mourinho
Succession plan – positions
identified as potential
career opportunities over
the next 1–3 years
Senior Supervisor
Educational history Master’s In Business Administration
Institution: University Of
Sydney Degree: MBA Area of study:
Marketing Years: 2012
Institution: University of
Sydney Degree: BBA
Area of study:
Accounts and
Marketing
Years: 2011
Institution: Blackwood High
School
Degree: Higher
Education
Area of study:
Commerce Years: 2010
Development areas
(comment on current levels
of proficiency)
Document any additional
skills, knowledge or
experience required for next
position and strategies for
development.
Better communication and time management skills.
Apart from this, additional skills required to explore
the talents of the emoloyees.
Leadership/communication
skills required
Proficient
(Y/N)
Yes
Development activities
Proficient enough to lead a whole team
but need to introduce team-work within
the group.
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BSBHRM513Manage workforce planning
Technology skills required
Need to learn certain
computer skills to supervise
the group.
Proficient
(Y/N)
Yes
Development activities
Need to be more
technologically
challenged.
Professional expertise
Proper skills and knowledge
relation to managing
business administration.
Proficient
(Y/N)
Yes
Development activities
Should need to be more
specific regarding
business skills.
Other
Needs to introduce group
unity where employees can
work freely with each other.
Proficient
(Y/N)
No
Development activities
Skills for better team
lead.
Developmental experiences
– past three years
As an employee learnt things like working under
excessive pressure and how to manage critical
situations.
Formal training: Training
related to develop
technological skills
Competencies
/ skills
developed:
Learnt operating things through
company’s online portal.
Special assignments: Learnt
how to keep everyone
satisfied in one team.
Competencies
/skills
developed:
Learnt better planning procedures.
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BSBHRM513Manage workforce planning
Appendix 3 – Labour market analysis
Complete the following questionnaire relating to your succession plan.
Are there any positions for which you do not have a suitable applicant or
sufficient internal applicants to meet anticipated demands?
In order to meet the anticipated demands of Woolworths, the administrative
department of the organization do not have suitable applicant to maintain the
overall functioning of the organization (Kim and Fernandez 2017). This requires
a skilled employee who can connect with all the respective department of the
organization. Without having a suitable employee, the organization is unable to
increase their growth.
Describe the reasons for this. Please include any relevant information on
general labour market or economic conditions which influence your
organization.
Woolworths was going through high employee turnover that results in great loss
of the company in terms of money and time. As a result, the company was not
been able to provide the necessary training required to look after the
administrative department.
Describe the strategies you would implement in your organisation to attract and
retain qualified personnel. How to you recruit or source qualified candidates?
What could your organisation do to position itself as an employer of choice?
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BSBHRM513Manage workforce planning
In order to attract and retain employees in the organization, the management
has planned an effective strategies that includes employees should be provided
with better training facilities through workshop and various program, to increase
their skills (Klier et al.2015) Apart from this, organization also planned to
appreciate their employees through rewards and benefits.
To position itself as an employer of choice, the organization will focus on the
well-being of their employees by providing safe and healthy work environment,
where employees will feel motivated to work.
What contingency planning does your organisation have in place to help cope
with extreme situations such as industrial disputes; higher than expected
turnover; loss of critical personnel; insufficient labour supply to meet urgent
business requirements?
The organization has planned to evaluate its internal stakeholders through
various measures in order to reduce employee turnover. In case of industrial
disputes, organization planned to prevent the disputes through collective
bargaining, where employers agree to work with their employers (Knox 2015).
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BSBHRM513Manage workforce planning
Describe your organisations procedures for redundancy. List any relevant
legislation which influences that policy.
According to the Fair Work Commission Policy implemented by the organization,
employees with poor performance should be addressed, and according to this
policy, it will be judged that if the redundancy is genuine or not. Apart from this,
under Fair Work Act 2009, an employee dismissal will be recognized as genuine
redundancy, if the employee don not want his job to be performed by anyone
else.
Monitoring and evaluating workforce trends
How do you monitor and evaluate workplace trends? Please list any reference
sources including websites which you would use to monitor and evaluate trends.
How do you monitor changes in patterns in existing employees and workforce
changes?
In order to monitor workplace trends, the management of Woolworths
implemented the use of culture surveys in the workplace. Through this, the
organization will able to identify the risks in the workplace, and accordingly can
prevent the risks (Nica 2016).
Prior to this to monitor changes in the patterns of existing employees, internal
reporting can be an effective way, where employees will provide weekly report
regarding their problems. However reporting to the supervisors on daily basis
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BSBHRM513Manage workforce planning
will help in preventing workforce issues.
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BSBHRM513Manage workforce planning
How do you monitor labour supply trends? (under and over supply in the
external environment)
Sometimes, the skilled employees are not always available within the work
environment; therefore organization needs to seek to the external environment.
In order to measure the imbalances in demand and supply of labor, organization
can opt for overtime work, can also hire staffs on temporary basis or can
introduce retraining workshops for the employees.
Organisational climate – how do you monitor employee satisfaction?
Employee level of satisfaction can be measured through various methods that
include monitoring through evaluation where employees will be asked to answer
certain questions (Richardson 2016). Apart from this introducing an online panel
where employees can freely voice their grievances, could measure their
problems and accordingly the organization can solve it by providing better
employee satisfaction.
How can you review government policy on labour demand and supply?
Implementation of Government policy will help in improving the labor market
that will help in improving employee’s incentives. Furthermore, government
policies can raise the minimum wages of the staffs.
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BSBHRM513Manage workforce planning
How can you monitor and evaluate the effectiveness of implemented changes to
the workforce? (downsizing, organisational structural changes, job role reviews,
remuneration or industrial agreement
reviews, etc.)
With the help of culture surveys, the management can evaluate the implications
in relation to the structural changes, remuneration or reviews (Windapo 2016).
Through this it would be easy to monitor the satisfaction level among the
employees and accordingly the organization can introduce rewards and
appraisal. Furthermore, it would also help to retain skilled labor.
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BSBHRM513Manage workforce planning
Assessment 4 – Research Project
Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Confirmation of verbal responses if required
Assessor Declaration I declare that the student and I have verbally answered, clarified and provided
the responses as listed above
Date
Trainer Assessor Signature
Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism,
Copying, Cheating or Collusion to achieve these recorded results.
Student Signature
If verbal assessment is required a written responses will be provided in RED pen where relevant.
DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct
information. White out must not be used.
Please Note:
 A zero tolerance to cheating and plagiarism is taken
 If a student is found to have cheated on any forms of assessment, including plagiarism of another’s work, they
will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence
in this unit.
 A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a
competency outcome.
 A Completed Assessment Workbook and any additional evidence provided by the student is retained for our
RTO records and is not returned to the student.
It is important that all areas of this Assessment Workbook are completed prior to submission to the administration
department for final outcome recording.
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BSBHRM513Manage workforce planning
Assessment Five – Written Questions
This is an open book test, reference papers, notes, student workbook, past assignments can be used.
The criteria to be applied in assessing test papers will be the accuracy of submitted answers and
demonstrated understanding of the subject matter covered in the unit
It is your responsibility to be aware of the requirements for this course and understand that you will have to
answer all questions to arise competency in this test
You will need to be deemed satisfactory in all the given assessments to be competent in this unit
Make sure you:
 Answer all questions
 Use a blue or black pen. Assessments written in pencil or other colours will not be accepted.
 Ask your assessor if you do not understand a question. Whist your assessor cannot tell you the answer,
she may be able to re-word the question for you
Do not talk to your classmates as it will be assumed that you are asking for answers.
If you are caught talking, you will be asked to leave and your assessment will not be marked.
 Do not cheat. Anyone caught cheating or discussing the test will automatically be marked Not Yet
Competent for this unit, and will be required to pay a monetary penalty to resist the unit.
Document Name::BSBHRM513 Manage workforce planning Learner
Assessment
Version: 1
Responsibility: Program Coordinator
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Date Created: Sept 2015
To be Reviewed: September 2016

BSBHRM513Manage workforce planning
Assessment 5 – Written Questions
Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial
Confirmation of verbal responses if required
Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the
responses as listed above
Date
Trainer Assessor Signature
Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism,
Copying, Cheating or Collusion to achieve these recorded results.
Student Signature
If verbal assessment is required a written responses will be provided in RED pen where relevant.
DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct
information. White out must not be used.
Please Note:
 A zero tolerance to cheating and plagiarism is taken
 If a student is found to have cheated on any forms of assessment, including plagiarism of another’s work, they
will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence
in this unit.
 A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a
competency outcome.
 A Completed Assessment Workbook and any additional evidence provided by the student is retained for our
RTO records and is not returned to the student.
It is important that all areas of this Assessment Workbook are completed prior to submission to the administration
department for final outcome recording.
Document Name::BSBHRM513 Manage workforce planning Learner
Assessment
Version: 1
Responsibility: Program Coordinator
Page 44 of 46
Date Created: Sept 2015
To be Reviewed: September 2016

BSBHRM513Manage workforce planning
Student Assessment Record
This record sheet is to be completed for each student before the unit commencement and at the end of the unit.
Where the student is not deemed competent in an assessment, discuss the issues of the assessment with the student
and allow them to be (reassessed at a different date).
If the student does not meet competency again, mark as NYC and the student will be required to arrange reassessment
with the RTO Coordinator.
The record must be kept together with all assessments of the student and submitted to the RTO Coordinator as
evidence.
Student Name Trainer Name
Student Number Term/Year
Commencement Date
Student Signature Trainer Signature
Assessment Outline: All tasks must be completed and a competent result obtained If mark does not achieve competency a
reassessment must be undertaken and results recorded.
Assessment Type Result Date Reassess
(circle)
Result Date
Satisfactory Unsatisfactory
Assessment 1 N Y
Assessment 2 N Y
Assessment 3 N Y
Competent/Not Competent (Enter relevant Unit result)
Trainer Comments:
PLEASE NOTE: There is an assessment appeals process available to students. Please discuss this with your Trainer or course
coordinator
Plagiarism, Copying, Cheating, Collusion
Plagiarism Failure to acknowledge the work of others contravenes Australian and International Copyright Law. If Students NYC to
acknowledge the work of others, they are plagiarising and will be dealt with as per Institute Policy
Copying Copying the work of others is NOT ACCEPTABLE. Copying will result in an automatic NYC for the Unit.
Cheating Cheating in any form is NOT ACCEPTABLE. Cheating will result in an automatic NYC for the Unit.
Collusion Collusion (working with others) for an individual assessment will be regarded as cheating and will result in a NYC for the Unit
Document Name::BSBHRM513 Manage workforce planning Learner
Assessment
Version: 1
Responsibility: Program Coordinator
Page 45 of 46
Date Created: Sept 2015
To be Reviewed: September 2016

BSBHRM513Manage workforce planning
The following details must be completed by trainer and student
Declaration
I hereby certify that:That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or
Collusion to achieve these recorded results.
Student Signature
(Unit Completion/Results)
Date
Assessor Signature
(Unit Completion/Results)
Date
Reasonable Adjustment Information
Reasonable Adjustment details applied to this student
What reasonable adjustment was made:
Why this adjustment was made:
Administrative use only
Entered onto Student Management Database ________________
Date Initials
Document Name::BSBHRM513 Manage workforce planning Learner
Assessment
Version: 1
Responsibility: Program Coordinator
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Date Created: Sept 2015
To be Reviewed: September 2016

BSBHRM513Manage workforce planning
Feedback on this Assessment Workbook
Feedback Form Instructions:
In an effort to continuously improve our Assessment Workbooks, please feel free to document any feedback or
suggestions you may have. Once completed, please remove this page and submit it to your Assessor at any time during
your assessment process. This form will then be forwarded to our Program Manager for further review and consideration.
Feedback:
Document Name::BSBHRM513 Manage workforce planning Learner
Assessment
Version: 1
Responsibility: Program Coordinator
Page 47 of 46
Date Created: Sept 2015
To be Reviewed: September 2016