BSBHRM513 Manage Workforce Planning: Succession & Redeployment Project

This project solution addresses workforce planning at King Edward VII College, focusing on succession planning, redundancy, and redeployment policies. It includes a review of role competency statements, a career development plan for an employee named Jackie, and an analysis of opportunities for her professional growth. The project also outlines redundancy and redeployment policies and procedures, including key principles, definitions, and compliance with the Fair Work Act. The email to the assessor summarizes the attached documents and highlights the importance of professional growth and strategic management for organizational success. Desklib offers a range of resources for students, including solved assignments and past papers.

Running head:
Managing workforce planning
Name of the Student
Name of the University
Author Note

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1.Succession planning program
Review of the role competency statement
Role competency statement is a report on the roles and competencies of an individual
through a reflection and evaluation of the skills and competencies as well as the specific job
roles wotin a profession and thereby creates an outline of the responsibilities and activities
associated with those job positions. The role competency statement of King Edward VII
College has been influenced by the workforce plan that outlines the workforce needs, the
potential actions, intended outcomes, necessary resources and the intended time lines through
which the workforce of the organization and the competencies of the organization are
clarified (Mazzotti et.al., 2015).
Developing a career development plan for Jackie using career development plan
template
Goals Skills and
competencies
Necessary
resources
Activities Status
Short term goal:
Developing
understanding
of human
resource
policies and
practices
Analytical
skills, problem
solving skills,
comprehension
skills,
communication
skills and the
competency to
understand and
HR manuals,
research and
acadmeic
journal articles,
case study
reports
Researching
human
resources
practices,
interviewing,
workshops and
seminars
Pending

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implement HR
practices and
policies.
Mid term goals:
Undertaking
training and
mentorship
programs
Listening skills,
critical
evaluation and
critical thinking,
inter personal
skills and
theoretical
knowledge
Educational
resources,
human
resources,
technological
resources and
space
Training and
mentoring
Pending
Long term
goals:
continuous
professional
development
programs
Patience,focus,
perseverance
and adaptation
to change in
organization
Finances,
planners, time
and change
management
infrastructure
Continuous
professional
development
program (CPD),
continuous
evolution of
monitoring
skills and
competencies
Pending
(Grant 2017)
Identifying a range of opportunities for Jackie including job assignment that can
develop the competencies, coaching, mentoring and formal training for candidates

3Heading
The different opportunities that can help Jackie to achieve professor growth and development
includes the following:
 Mentorship program for career development.
 Training in professional development.
 Workshops on career development
 Professional seminars
 Internship programs for human resources management skills and professional
development.
(Perry 2017)
Six opportunities of the career development plan
The six opportunities provided by the career development plan for Jackie includes the
following:
 Increase in competencies to resolve HR issues.
 Better resolution on interpersonal conflicts
 Development of realistic and achievable targets.
 Promote professor development and continuous professional improvement
 Support best standards of practice
 Development of efficiency.
(Rhode et.al., 2017)
2. Redundancy and redeployment policies and procedures
Introduction

4Heading
Redundancy nad redeployment policies a d procedures have been implemneted within King
Edward VII College in order to imporve staffing and workforce presence for the organization.
This have allowed the business to improve the availability of skills and competencies within
the workforce (Grant 2017).
Aim of policy
The policy aims to create development of competencies and skills and Ensure redundancy of
necessary skill sets as well well support better redeployment of skills thereby addressing the
needs for skills development and skills acquisition within various businesses (Mazzotti et.al.,
2018)
Key Principles
Key Principles in which the redundancy and redeployment policies and procedures are
developed includes the following:
 Development of redundancy can Help to ensure adequate availability of skills and
competencies that are considered valubale for the business and prevent loss of
productivity.
 Workforce redundancy helps to overcome shortage of workforce or employees and
address employee atrision rates.
 Redeployment policies helps in the rehiring and reassigning of job roles to employees
after a period of break.
 Redeployment and redundancy helps to maintain workforce competency by
supporting availability and competencies of skilled employees.
(Perry 2017)
Definition of redeployment and redundancy

5Heading
Redeployment is the porcess of reassigning job roles or providing new job roles to existing
employeesw while redundancy is the development of multiple options to create redundant
opportunities for employment among people (Grant 2017)
Redeployment procedure
Redeployment procedure can include the process of re training and reorientation of the
employees to the new policies and protocols related to the new job role (Rhode et.al., 2017).
Redundancy procedure including entitlement as per the Fair Work Act
The redundancy procedure involves ensuring availability of additional workforce and also
compling to the Fair Work Act to ensure equal and fair opportunities for all employees
(Mazzotti et.al., 2018).
3. Email to assessor
Dear assessor,
This to bring to your kind notice that I have attached below a copy of succession planning
program as well as policies and procedures related to the development of redundancy and
redeployment of the workforce. The case scenario of Jackie'l with her current employer have
also been analysed to understand factors that can help her to achieve professional career
development.
The study have been uaeful to understand the importance of professional growth and
development and strategic management to promote better organizational growth.
I believe that the documents and the reports are clear and accurate enough to support best
understanding.
Regards,

6Heading
XYZ

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References
Mazzotti, V. L., Rowe, D. A., Simonsen, M., Boaz, B., & VanAvery, C. (2018). Steps for
implementing a state-level professional development plan for secondary transition. Career
Development and Transition for Exceptional Individuals, 41(1), 56-62.
Grant, J. (2017). The good CPD guide: A practical guide to managed continuing professional
development in medicine. CRC Press.
Perry, M. (2017). Personal Professional Development Plans. Canadian Journal of Medical
Laboratory Science, 79(1), 8.
Rhode, J., Richter, S., & Miller, T. (2017). Designing personalized online teaching
professional development through self-assessment. TechTrends, 61(5), 444-451.

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