Business Workforce Planning: Strategies for Audi Center Parramatta

This report provides a comprehensive analysis of business workforce planning strategies for Audi Center Parramatta. It begins with an introduction to the company and the current state of the Australian automotive industry. The report then delves into detailed plans for diversity management, recruitment, training, deployment, and redundancy, including timelines, strategies, and resource allocation. It analyzes turnover figures to determine future staffing needs and presents an organizational chart identifying key positions for implementing a succession planning system. The report further outlines a succession plan to make the organization an employer of choice, including strategies for identifying and developing staff. The analysis includes tables and figures to illustrate the plans and strategies discussed, providing a practical guide for workforce management within the automotive industry. Finally, the report concludes with references to support its findings and recommendations.

Running head: BUSINESS WORKFORCE PLANNING
Business Workforce Planning
Name of the Student:
Name of the University:
Author Note:

1BUSINESS WORKFORCE PLANNING
Table of Contents
PART A...........................................................................................................................................2
Introduction..................................................................................................................................2
1. Planning diversity management, recruitment, training, redeployment and redundancy for the
next year.......................................................................................................................................2
Plan for Diversity Management...............................................................................................2
Plan for Recruitment................................................................................................................5
Plan for Training......................................................................................................................6
Plan for Deployment................................................................................................................7
Plan for Redundancy................................................................................................................8
2. Turnover Figures in Percentage terms in Determining Future Staffing Needs.......................9
3. Organization chart and Identification of Three Key Positions for Implementation of a
Succession Planning System for Ensuring Desirable Workers Retained....................................9
4. Succession Plan In Ensuring Organization Becomes An Employer of Choice. Include how
to identify staff for succession and how you would develop them with at least two strategies.
...................................................................................................................................................11
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

2BUSINESS WORKFORCE PLANNING
PART A
Introduction:
Audi Center Parramatta is a well-known name in the Australian Automotive industry. It was
found in 1937 in Japan. The organization aims at earning a desired position in the local as well as
global market by its innovative and efficient business performance. The authorities of Audi
Center Parramatta have expanded its services worldwide that cover a huge market share in global
sector. The journey of the organization started in 1958. It possesses a huge workforce. As the
Australian automotive industry is going through to a rough patch, Audi Center Parramatta
Corporation is taking some drastic step now days to save their organization from meeting an
awful consequence (Audiparramatta.com.au 2017).
The report has articulated the present situation of the Australian automotive industry as
well as it has analyzed the situation of the organization. It has enlightened the implementation
plan of the organization by the authority for resolving the issues of the organization and
overcoming any potential threat that may protect the organization from meeting an awful
consequence.

3BUSINESS WORKFORCE PLANNING
1. Planning diversity management, recruitment, training, redeployment and redundancy
for the next year
Plan for Diversity Management
The goal for diversity management is to ensure that all employees must reach full
potential in the fulfilling the mission of the organization (Boysen et. al 2015.). This should
involve fostering an ambience that would encourage diversity and enhancement of the
organizational objectives. This will include creation of a workplace that includes employee
differences based on background, style, heritage, views and tradition for increasing the capacity
of the organization.
This will include:
Building a talented, dedicated, diverse workforce
Educating the workforce on the basis of management principle that is diverse
Improvement of communication
Motivation of employees in reaching highest potential
Encouraging employees for offering suggestions and views toward achieving program and
organizational goals without any threat of retribution
Appreciating and respecting individual differences
Creation and maintenance of an inclusive approach for all systems, policies, and practices
Selection of the best candidate for the job irrespective of sexual orientation, race, national origin
age, gender, disability, religion and sexual orientation

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Timeline: Approximately 3-month time
Internal labour needs
identified
Strategies to address need Resources
and/or Budget
required
Proposed
timeframe
General diversity
awareness
Through various awareness programmes AU $ 200 1 to 3 hours
Every day for
a month
Communication
Improvement
Through proper education of workforce and making
sure that they are able to communicate with each
other when working in teams
AU $ 300 3 to 5 hours
every day for
a month
Anti-discrimination
Training
Training related to appreciation and respect for
individual differences
AU $ 500 2 to 4 hours
every day for
a period of
one month
Ensuring that the
workforce is talented,
dedicated, and diverse
Undertaking training programs that deals with
empowering the workforce.
AU $ 400 More than a
month
Figure: Plan for Diversity Management

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Source: By Author
Plan for Recruitment
Let explain the plan for recruitment in the table provided below:
For planning the process of recruitment, conducting a skill gap analysis is necessary. The
skill gap analysis is a systematic process of analyzing the staff’s current skill level and
identification of the skills that is required for them in the future (Brown 2015). Explanation done
in a tabular format that is as follows:
Timeline: 1 month
Internal labour needs
identified
Strategies to address need Resources
and/or Budget
required
Proposed
timeframe
Proper skill set for
automotive industry
Strategies that will identify skills required for the
future
AU$ 1000 1 month
Figure: Plan for Recruitment
Source: By Author
Plan for Training
The management must regulate an implementation plan for the training of the employees. These
include:

6BUSINESS WORKFORCE PLANNING
 Proper training facilities for the employees
 Speeding up the training of the employees and ensure that they have the required skill
sets
 Elimination of any kind of confusing documentation and tutorials involving long videos
 Receiving clear analytics for evaluation of each trainee
Time frame: More than a month.
However, at the end of the training the management should ensure that the employees with the
best performance should receive an award. This is however, represented in a tabular form as
given below:
Internal labour needs
identified
Strategies to address need Resources
and/or Budget
required
Proposed
timeframe
Proper Training of
employees
Ensuring proper training to the employees keeping
in line with the vision and mission of the company
AU $ 300 5 hours daily
for 2 months
Faster training for
required skill sets
Adopting means that will ensure that will enhance
the process of training
AU$ 500 5 hours daily
for 2 months
Elimination of any kind
of confusion
Length videos for training purposes must be avoided Aligning to
previous training
materials that
are short and
apt.
5 hours daily
for 2 months

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Figure: Plan for Training
Source: By Author
Plan for Deployment
The deployment plan defined by the sequence of steps or operations carried for delivering
changes into an environment of the target system environment (Dowling and Kent, 2015). The
individual operations within the plan of deployment plan executed either manually or
automatically executed. Deployment plans remain well defined and approved prior to the date of
deployment.
Timeline: 6 months
Internal labour needs
identified
Strategies to address need Resources
and/or Budget
required
Proposed
timeframe
Need for technical
upliftment
The engagement and promotion strategy that will be
used for deploying software application/system
AU$ 1000 6 months
Acquaintance with
various software
Identification of technical migration/deployment
methods planned. (For instance CD, manual update,
hard and electronic update)
AU$ 500 6 months
Figure: Plan for Deployment
Source: By Author

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Plan for Redundancy
The concept of being redundant is not similar to getting sacked from employment. In
other words, redundancy takes place when the employees dismissed from the job, as it no longer
exists. There are however lot of reasons that might be responsible for the plan for redundancy.
These include business re-location, staff cutback, closing down of the company or any
technological advancement (Martín-Peña et. al 2014). Audi Center Parramatta being a company
of refute does not plan to be become redundant in the next one year. Therefore, this plan can take
a back seat for the time being.
2. Turnover Figures in Percentage terms in Determining Future Staffing Needs
Turnover figures determine the number of new employees that have replaced the old
ones. The turnover figures of an organization determined by the percentage rate, also referred as
turnover rate. Thus, the turnover rate is the employee percentage of a workforce that leaves a
company during a certain period. Most industries and organizations measure their turnover rate
during a particular fiscal or calendar year (Matsushita et. al 2015). In this context if one
considers Audi Center Parramatta they he or she will be able to see that the company had around
1000 employees in the beginning of the year out of which 324 employees left the company for
varied reasons. Therefore the turnover figures in percentage terms is 324/1000*100= 32.4%.
This will help in determining the staffing needs of the future.
3. Organization chart and Identification of Three Key Positions for Implementation of a
Succession Planning System for Ensuring Desirable Workers Retained
The organizational chart for Audi Center Parramatta is as follows.

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Fig: Organizational Chart
Created by: Author
However, the three key positions for implementation of a succession plan for ensuring retention
of desirable workers are as follows:
Operations:
The operations department of the organization needs to be focused and needs to provide
some extra facilities to retain the experienced employees. Operations sector of the organization
plays crucial part in the organizational growth (Natsuda and Thoburn, 2013.). Several sectors
remain associated with the operation department that stimulates the growth of the organization.
Thus, by improving this section, organizational management can lead the organization towards
the right path.
Human Resource Managers:

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Human resource management department needs to be improved to provide all kind of
supports to the employees. It will help the organization to retain experienced employees for a
long period. Human resource department of business organizations works as a bride between the
employees and employer. The role of the human resource department is to maintain healthy
environment within the organization. Thus, it is important for them to maintain healthy relation
with the employees as well as employers. In order to achieve the desired position in the industry
and battle against the rival companies to secure the leading position, the human resource
department of the organization needs to improve their service and performance (Newstead,
Watson and Cameron 2016). It will help the organization to improve the performance of the
employees.
Finance:
Finance sector needs improvement in order to provide sufficient remuneration to the
employees. It will also be beneficial to retain the employees for a long period. Finance
department is an important part of the business organization. They are responsible to provide
remuneration, incentives and other monetary support to the organizations. Thus it needs to be
improved to encourage employee’s performance.
4. Succession Plan In Ensuring Organization Becomes An Employer of Choice. Include
how to identify staff for succession and how you would develop them with at least two
strategies.
The Succession planning done in five different steps that make the organization an Employers
Choice with the help of following steps:
Step One:

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The step one of an efficient succession plan is to identify the area or position that needs
to be improved. As mentioned in the above part, the area of operation, human resource and
finance improved for providing support for the success of the employees.
Step Two:
The organizational management will be monitoring the development of the employees.
Based on the employee’s performance, they will select the best performer. In order to carry out
the role, it is important for the organization to maintain regular interaction with the employees
and they will assess the performance of the employees. It will be beneficial for identifying the
best and weak performer from the group.
Step Three:
The organizational management of Audi Center Parramatta will maintain regular
interaction with the employees and they will discuss about the career plan and vision with them.
It will help the organizational management to identify who has the potential or who is interested
about the career growth. The organizational management will conduct orientation sessions once
in a month where they will be discussing about the organizational objective and growth. During
this session, the leaders will provide a strong platform to the employees to share their opinion or
view about their career or goal.
Step Four:
The organizational management will incorporate their planning to promote their
employees based on their talent, skill, experience and hard work.
Step Five: