Citistores: Strategic Workforce Planning Objectives and Outcomes

This project focuses on strategic workforce planning for Citistores, outlining key objectives derived from research, including recruitment, training, diversity management, achieving 'Employer of Choice' status, and the triple bottom line. Each objective is detailed with strategic outcomes, success indicators, and key focus areas, offering a comprehensive plan. The project addresses attraction and retention strategies, workforce diversity, staff development to raise sales, gender equality, and strategies for achieving a triple bottom line, providing detailed tables for each objective. A version control register is also included to track changes and updates to the workforce plan. The project aims to design, develop, and implement effective strategies to achieve the stated goals for Citistores.

Citistores – Our Strategic Workforce Planning Objectives
The objectives you identify should include, but not be limited to, specific objectives on recruitment
and training, becoming an Employer of Choice and achieving triple bottom line.
 Using bullet points, list the organisation’s key Strategic Workforce Planning objectives. In
identifying your key Strategic Workforce Planning objectives, consider the findings of your
research to include the organisation’s strategic direction, the demographic analysis and the
environmental scan. Consideration of your entire research will enable you to identify which
Strategic Workforce Planning objectives are identified as being of top priority and must be
included in the plan. An examples has been provided for you below. You should now come
up with 4 more Strategic Workforce Planning Objectives.
1. To design, develop and implement effective attraction and retention strategies by July 20XX
2. To manage workforce diversity and cross-cultural management to be achieved at Citistores
by month 20XX
3. To provide staff training and development in order to raise sales at Citistores by month 20XX
4. To achieve ‘Employer of Choice’ status from the Workplace Gender Equality Agency to be
achieved by month 20XX
5. To develop strategies for the achievement of triple bottom line by (month 20XX
The next stage is to individually transfer your key Strategic Workforce Planning objectives into the
table outlined below where you will need to develop the following for each objective: At least two strategic outcomes – which will essentially provide a statement of the final
picture or outcome. A series of Success Indicators – which describe how the organisation will measure its success
in achieving the Strategic Workforce Planning objective and outcomes. A series of Strategies (or Key Focus Areas) – which broadly outline some of the initiatives that
will need to be undertaken to achieve the Strategic Workforce Planning objective and
outcomes. Please remember that the key focus areas should remain ‘broad’ and not be
presented at an operational level.
Company Name – Strategic Workforce Plan 0000 – 0000 1
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1. Strategic Workforce Planning Objective: To design, develop and implement effective attraction
and retention strategies by July 20XX
Str
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1. A Skilled Workforce is Attracted 2. Valued Employees are Retained
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 The quality and quantity of an
applicant pool will be
enhanced.
 To fill the required positions it
will consume less time.
 Implementation of a fully
integrated Talent management
system.
 Specifically for the target group there
will be improvement in the rates of
retention.
 For critical groups successful
arrangement plans will be implemented.
 Implementation of coaching and
mentoring programs will take place.
Str
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 To ensure the attraction and
retention of talent one need to
review the recruitment process.
 Talent management system need to
be developed and implemented.
 To make sure that correct people are
recruited and appointed there is
requirement to enhance the selection
process.
 Various programs for mentoring and
coaching need to developed.
 Succession plan and strategies are
required to be developed and
implemented.
2. Strategic Workforce Planning Objective: To manage workforce diversity and cross-cultural
management to be achieved at Citistores by month 20XX
Company Name – Strategic Workforce Plan 0000 – 0000 2
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Managing workforce
diversity
Cross-sectional management
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 Implementation of all the
policies,procedures,safety rules and
other important data are
understood by the workforce.
 To update the workforce manually
put up few posters related to
diversity in the workplace.
 Various policies need to be
reviewed in order to embrace a
more diverse workplace ..
 Implementation of effective
collaboration to overcome the barriers
in the workforce.
 Making it easy way to share
document,update about project and
other important information by using e-
mail and instant message.
 To balance a team in all the skills in
order to complete the work.
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 Ensuring that various attempts are
made in order to make an effective
communication that is understood
by all. Making sure that the environment
of workforce promotes and
addresses the diversity in the
workforce by conducting certain
activities
 Encouraging the employees to work
in diverse groups. Recognition and motivating
employees to identify there own
experience,background and culture.
 Ensuring and maintaining a appropriate
collaboration among the team
members.
 To identify and recognise correct people
recruitment process needs to be
conducted.
3. Strategic Workforce Planning Objective: To provide staff training and development in order to raise
sales at Citistores by month 20XX
Company Name – Strategic Workforce Plan 0000 – 0000 3
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Providing Staff training Development to raise sales
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 To show the values of learning in
the organisation . Opportunities to learn are made
available for everyone in the
organisation Setting up the specific quantitative
metrics to guide employees where
they need to be achieve
 Including specific recommendations for
further improvement and development.
 Accessing the additional contacts that
can help to make them grow.
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 Flexible environment need to be
given to employees in order to
make them comfortable. Various policies and programs need
to be made to give them training at
appropriate time.
 Ensuring the constructive feedback that
would employees through professional
development process.
 By linking the employees to the network
of profession that will help to grow.
4. Strategic Workforce Planning Objective: To achieve ‘Employer of Choice’ status from the Workplace
Gender Equality Agency to be achieved by month 20XX
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1.'Employer of Choice' achievement 2. Gender Equality Agency achievement
Company Name – Strategic Workforce Plan 0000 – 0000 4
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 Based upon the a healthy work
environment and principles of life
the staff will nurture and fulfil the
work environment.
 To maintain a stable workforce an
effective retention strategies need to be
implemented
 Implementation of various laws at force
to regulate equal rights for all staff.
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 Through development of
recruitment process that have to
access the skilled Labor poll. Enhancement in the staff retention
and decrease in turnover by
implementation of work life
balance. The performance of excellent staff
will be rewarded highly for their
contribution.
 The government policies and programs
need to be adopted to ensure equal
rights for all.
 Incentives and rewards must be given to
staff for good performance.
5. Strategic Workforce Planning Objective: To develop strategies for the achievement of triple bottom
line by month 20XX
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1.Strategies for triple bottom line 2.Achievement of the strategies
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 Adoption of triple bottom line
approach Valid contributor to the vitality and
sustainability of the communities
 Increasing the requirement of retail
infrastructure.
 Continuous growth of communities.
Company Name – Strategic Workforce Plan 0000 – 0000 5
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 Encouraging the staff to participate
in the initiatives that are taken by
communities. By developing and engaging the
partnership over the communities Profitable business will be used that
gives 2% of its annual profit back to
its local communities.
 By engaging the staff in the community
life and motivating them to participate
in it.
Finally, complete the version control register.
Strategic Workforce Plan – Version Control Register
Version
Control
Documented Change Date Authority
V 1.0 Initial Draft Approved 20XX Administration
V 2.0 Market expansion 21XX Financial
V 3.0 Customer-satisfaction 23XX Economical
V 4.0 Development of staff 26XX Financial
Company Name – Strategic Workforce Plan 0000 – 0000 6
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