Comprehensive Workforce Planning Report: Food Mart & Co Analysis

This report provides a comprehensive analysis of workforce planning for The Food Mart & Co., a small retail organization in Australia. It begins by outlining the organization's skill requirements, including effective communication, teamwork, and computer skills, along with relevant industrial relations characterized by positive employee-management relationships. The report then demonstrates forecasting techniques such as Delphi techniques and scenario analysis, addressing past performance issues. An oral presentation introduces The Food Mart & Co., highlighting its growth goals and the need for a skilled workforce plan. A major activity section details the company's background, market position, and financial data. It then delves into the current staff turnover and demographics, factors affecting workforce supply, and the organization's need for skilled employees. Objectives for workforce modification, turnover causes, and strategies for employee retention are discussed, along with diversity plans, strategies for sourcing skilled labor, and communication with stakeholders. The report also outlines established targets, organizational processes, contingency plans, and procedures, providing a detailed workforce plan for The Food Mart & Co.

Running head: MANAGE WORKFORCE PLANNING
Manage Workforce Planning
Name of the Student
Name of the University
Author Note

MANAGE WORKFORCE PLANNING1
Table of Contents
Skills and Knowledge Activity:.................................................................................................2
Questions:...............................................................................................................................2
Choose an organization.......................................................................................................2
Outline the skill requirements of the organization..............................................................2
Outline the relevant industrial relations..............................................................................2
Demonstrate forecasting techniques for your chosen organization....................................3
Oral Presentation........................................................................................................................4
Major Activity............................................................................................................................6
Workforce Plan.......................................................................................................................7
Reference..................................................................................................................................20

MANAGE WORKFORCE PLANNING2
Skills and Knowledge Activity:
Questions:
Choose an organization.
The organization chosen for analysis is The Food Mart & Co. This is a small retail
organization in Australia. The company has been founded in the year 2015 and has been
thriving to rise and success in the vast retail market of Australia.
Outline the skill requirements of the organization.
Some of the major skills requirement of The Food Mart & Co. is
 Effective communication and speaking skills
 Co-operative and team management skills
 The ability to work in collaboration
 Presentable attitudes
 Meeting customer requirements
 Knowledge of computer operations
 Cash handlings1
 Prior experience in the field of retailing is an added advantage for an
individual joining.
Outline the relevant industrial relations.
The industrial relation in the organization is really smooth, the existing employees has
reported moderate to high level of job satisfaction while working with the organization. Many
have reported to gain knowledge, learn many new things on their first job with The Food
1 D Hosken, L Olson & L Smith, "Do retail mergers affect competition? Evidence from grocery retailing",
in Journal of Economics & Management Strategy, vol. 27, 2017, 3-22.

MANAGE WORKFORCE PLANNING3
Mart & Co. The relationship between the employees and the management of the organization
has been positive and friendly till date.
Demonstrate forecasting techniques for your chosen organization.
One of the major functions in the retail organization is the forecasting. It allows the
management of an organization to watch the future requirements and perform accordingly.
The Food Mart &Co. has been suffering with issues related to forecasting techniques due to
the deficiency of retail manager’s performance in the past. Some of the major forecasting
techniques for The Food Mart & Co. are
 Delphi Techniques
 Scenario analysis
 Subjective Approach
 Time-series forecasting.

MANAGE WORKFORCE PLANNING4
Oral Presentation
Introduction: The Food
Mart & Co. is the new
attraction to the Australian
customers. This small
chain of retailers has been
emerging high in the field
of grocery ever since it
was established. With
more than 5 supermarket
outlets around the country,
The Food Mart & Co. has
been growing slowly.
Body: Originated in 2015,
the company aims to
emerge as one of the
successful chain of
suppliers of grocery within
a few years. The company
requires a work force plan
to make sure that it has a
skilled and knowledgeable
workforce that can meet
the strategic goals of the
company effectively in the
long run. Some of the
major goals of The Food
Mart & Co. are:
 Lower price rates

MANAGE WORKFORCE PLANNING5
Major Activity
Company Portfolio
Company Name: The Food Mart & Co.
Background of the organization: Founded by Mr. Brown and Mr. Williams, The Food Mart & Co. started its
journey with only 50 employees at 2015.All the employees who joined the company was local people while most of
them in the group were fresh graduates with zero experience of work. Together with consistent efforts of the
employees of the organization, The Food Mart & Co. has been slowly developing in the retail sector. The company
started with a small store at 2015 and now ones 5 stores throughout the city of New South Wales. The employee
number has risen to 1700 and the company aims to flourish its business through the entire country within the next 5
years.
Address: 199 George Street, Sydney, New South Wales 2000, Australia
Postal Code: 3644 Country: Australia Telephone: [phone]
Email: [e-mail] Website: www.thefoodmart.co.in
Year established: 2015 Number of employees: 1700
Type of Organization: Supermarket, Grocery Type of business: Retail
Local Demand Supply
No. of Business 3 2
Estimated Sales (last 2 years) $500 annual sales/square foot $410 annual sales/square foot
Contact Person: Mr. K. Smith Designation: Store manager

MANAGE WORKFORCE PLANNING6
Workforce Plan
1. Current Data on Staff Turnover and Demographics.
In the recent years, the employee turnover of the organization has been really low.
According to data of the organization only 15% workers have left the company in the past 2
years. The statistical data of the organization reveals the employee satisfaction and high
demographics of the organizations workforce in the current year2.
2. Factors affecting workforce supply.
Some of the probable factors that may affect the supply in the workforce of the organization
are
 Financial resources like funds, investments.
 Physical resources like facilities, equipment’s in the organization.
 Natural resources like trademarks, copyrights
 Current procedures like software systems, programs related to the employees.
 Strategic risks, competitive market and balance in demand and supply in the retail
market3.
3. Organization’s need for a skilled workforce
The development and productivity of an organization is widely dependable on the
diversified workforce of the organization. The Food Mart & Co. is a small retail
organization that aims to grow and develop in the coming years and make a place for
itself in the vast and competitive market of retailing. Hence skilled, positive and
2 E Breugelmans & K Campo, "Cross-Channel Effects of Price Promotions: An Empirical Analysis of the Multi-
Channel Grocery Retail Sector", in Journal of Retailing, vol. 92, 2016, 333-351.
3 C, Annette, et al. "Productivity in the retail sector: Challenges and opportunities." Recuperado de http://www.
employment-studies. co. uk/system/files/resources/files/ukces0816d. pdf ,2016.

MANAGE WORKFORCE PLANNING7
enthusiastic professionals are needed in the workforce of the organization. Employees
with diverse skills and knowledges are required for increasing the organizations
productivity.
4. Objectives for workforce modification
The basic objectives to modify the workforce are
 Identification of all the employees who are involved
 Strategy implementation
 Attaining successful understanding
 Identification of changes in work process and behavioral changes at work
 Analyzing the requirement for training
Modification of the workforce is needed to develop a strong team of professionals who can
satisfy the customer needs and help in the company’s growth and productivity.
5. Identification of the cause of the turnover.
High level of employee turnover affects a business. It affects both emotionally and
financially. The Turnover Tool that can be used to determine the causes of turnover in the
organization4. The tool includes calculation of the turnover costs, analysis of reports relate
to turnover data, Exit interviews and surveys, Targeted recommendation and strategies to
overcome the issue.
Recommendations to minimize turnover includes
 Providing the employees good salaries and benefits
4 E Katsikea, M Theodosiou & R Morgan, "Why people quit: Explaining employee turnover intentions among
export sales managers", in International Business Review, vol. 24, 2015, 367-379.

MANAGE WORKFORCE PLANNING8
 Options of flexible schedule timings
 Offerings of performance feedbacks and incentives
 Making comfortable and fun filled work environment
 Bonus facilities and career progression opportunities
6. Objectives for retaining required skilled labor.
Tracking down the talent, recruitment of skilled and enthusiastic professionals and training
of the employees included in the workforce5. The management of the organization is
responsible to recruit skilled and knowledgeable employees to develop a skilled workforce
who can contribute to the company’s productivity.
7. Diversity plan in workforce.
Diversity means variety. Diversity should be implemented in the workforce since it enables
an organization to be creative, innovative and open for changes. Similarities and differences
in sex, cultural background, religion among employees in the workforce makes the
organization heterogeneous6. Diversity is considered to the strength of any organization
since no two people are equivalent and effective utilization of the skills of every individual
will contribute to the benefit of the company.
Current diversity legislation that provides the law protecting any sort of unfair
treatments and discrimination in the workplace should be taken into consideration.
Organization should be aware of the promotion of equality and fair treatment of employees
working in the organization7.
5 L Men, "Strategic Internal Communication", in Management Communication Quarterly, vol. 28, 2014, 264-
284.
6 K Winkfield, C Flowers & E Mitchell, "Making the Case for Improving Oncology Workforce Diversity",
in American Society of Clinical Oncology Educational Book, vol. 37, 2017, 18-22.
7 Santora, J., et al., "Nonprofit executive succession planning and organizational sustainability: A preliminary
comparative study in Australia, Brazil, Israel, Italy, Russia, and the United States.". in Journal of Applied
Management and Entrepreneurshi,vol. 20.4,2015,66.

MANAGE WORKFORCE PLANNING9
Diversity Plan Setting Goals
Developing strategies and plans
Indicators and Actions
Implementing the plan in the workforce
Evaluating and measuring the results
8. Strategies to source skilled labor.
The basic strategies to recruit skilled employers for the organization are:
 Improvement of benefits
 Increase in the rate of compensation
 Investment in training purpose for the development of the workforce
 Encouraging workers on temporary basis
 Allowing workers from other cities and providing bonus and arrangements for them
 Facilitating candidates with expenses for relocation
9. Communication with the stakeholders
Stakeholders are partners of the organization8. Effective communication with stakeholders
and encouraging them to invest in the retail business can be profitable for The Food Mart &
Co. The company aims to grow and hence financial support is necessary.
10. Organizational process.
8 C Tang et al., "Socialization Tactics of New Retail Employees: A Pathway to Organizational Commitment",
in Journal of Retailing, vol. 90, 2014, 62-73.
Established
Targets
Increase in the number of
employees and sales figure.
Goals

MANAGE WORKFORCE PLANNING10 11. Contingency plans.
Contingency plans for The Food Mart & Co. are required to help the organization in case
of future risk managements or any unfavorable station that may occur in near future.
Some of the basic contingency plans are
 Determining risks for the company in the retail market
 Preparing an evacuation strategy9
 Forming a communication fan-out system
 Innovative and new steps to stick in the competitive market
 Adequate insurance for the company
 Usage of business websites and media
9 N Sahebjamnia, S Torabi & S Mansouri, "Integrated business continuity and disaster recovery planning:
Towards organizational resilience", in European Journal of Operational Research, vol. 242, 2015, 261-273.
Build reputation
Increase brand awareness Customers from both local
and other nations
Improve customer services Satisfactory and positive
customer feedbacks and
reviews
Enhance employee experience
Scheduled regular training and
certification for the employees in
the workforce

MANAGE WORKFORCE PLANNING11
12. Procedure to action objectives for Training, Re-Deployment and Redundancy.
13. Growth reflection.
Management can assist staff to cope up with the changes by some ways like:
 Taking time to listen and watch
 Demonstrating the employees genuine concern
 Fixing the issues in the workplace
 Having an appositive attitude and promoting opportunities10
 Providing effective training for all and preparing employees for upcoming job related
challenges.
The Growth Plan
10 Barak, Michalle E. Mor. “Managing diversity: Toward a globally inclusive workplace” in Sage Publications,
2016.
Informing the
affected and
targeted
employees
about the
situation so that
they can search
for other
oppertunities
Giving the
employees a
formal notice
period
Ensuring
conditions for
redundancies in
employment are
compiled
Priving suitable
references
Providing
severance pay