Analyzing Staff Turnover, Workforce Supply, and Diversity Factors

This assignment delves into various aspects of workforce management, starting with an identification of factors influencing staff turnover, including job satisfaction, promotional paths, and motivation. It further explores employee demographics and factors affecting workforce supply, such as population, education, and wages. The assignment highlights key labor needs, forms of diversity in the workplace, and objectives for worker retention, alongside reasons for unacceptable staff turnover. It provides strategies for retaining employees, addressing diversity, sourcing skilled employees, and communicating with stakeholders. The document also covers contingency plans, actions for successful employment, training methods, and factors related to staff redeployment. Finally, it identifies barriers to organizational change and strategies to assist the workforce through these changes, offering a comprehensive overview of workforce management principles and practices.

Activity 1A,
1. Identify three types of information that may be considered in relation to staff
turnover.
The three types of information, which is relevant to stuff turnover that are Job
Satisfaction, Promotional Path of the job and Motivation. These are important
factors to detain the efficient employees with the organization. If companies have
good plan and processes related to these factors then the organization will be able
to keep the experts with them (Budhwar and Debrah 2013).
2. Identify five aspects of employee demographics which may be taken into
consideration.
The demographics which are very much essential to understand those are gender,
age, ethnicity, education level, family or marital status and years of service.
Activity 2 B,
1. Identify five factors that may have an impact upon workforce supply.
The supply of the workforce depends on several factors; these are the population
of the workforce, the education, the unemployment ratio, the wages plan and the
working hours of the labor or the shift times (Noe 2017).
Activity 1 C,
1. What are the four main categories of labor needs?
There are several factors which influence the labor force and these things are
necessary to provide. These factors are the needs of the labor. Good working
hours or flexible shift times, good wages and time-to-time payment of wages,
cooperative trade union and administration, motivation and mostly good
communication with the work force.
2. Identify five forms of differences which relate to requirements for a diverse
workforce.
There are several diversities prevailed in the workplace. These diversifications
needed more attention and cooperation by the managers and by the
administration. Those are age of the employees, ethnicity of the people, gender of
the employees, physical abilities and extra qualities and religious status (Kramar
2014).

Activity 2 A,
1. Give five examples of objectives which may be set for modification or retention
of workers.
The employee retention is the core and essential task to operate. There are several
factors which are relevant to detain the workers and employees with the
organization. Those are salary or the wages expectations by the worker or by the
employees which is settled through collective bargaining process. Another factor
is the working atmosphere or the industrial relations which is very much essential
for an employee which will either become the cause of love for the organization
or the cause of hate. There are more factors which are also essential like the shift
time and the job description; the employees should not be exploited by the
organization (Budhwar and Debrah 2013). The wages and salary provided to the
employees should be good. There should be good bonus and incentives plans to
enhance the skill and extra effort of the employees. Through this the employees
will become more energetic and enthusiastic and will give their extra effort.
Activity 2 B,
1. Reasons for unacceptable stuff turnover.
There are numerous reasons which are the cause of stuff turnover. The company
should not exploit the employees. There should be a fixed shift time or working
hours for the employees. If the employees feel that they are using and the
organization is exploiting them then it will become the cause of their resignation.
The working atmosphere should be cooperative and there should be team
management for building the team work. The employees should feel that they are
working in a cooperative entity where the belongingness with each other is
prevailing. If the employees feel alone in the workplace then they will become
monotonous and this will become the reason of their turnover. The organization
should announce good and effective salaries, wages, incentives, bonus, benefits
and other kind of allowances to the employees so that the employee can purchase
their happiness and maintain good status in the society (Noe 2017). The
grievances of the employees should be tackled carefully by the managers. If any
employee feel any sorrow regarding any issue, that may become the cause of his
or her leave. The grievances should be tackled as soon as possible. There should
be good communication and motivation needed to make the employees detain
with the organization. If the upper level management people never communicate
with the employees then it will be problematic for them to manage. These factors
should be taken into account by the managers and should implement some
strategies which will be effective to retain the employees with the organization.

2. Strategies to retain the employees.
There are several strategies which should implement by the organization to retain
their employees. The organization should invest some capital to make the
employees developed and more professional. The terms and conditions and
mostly the expected outcome from the employees should clearly establish by the
company (Azmi and Mushtaq 2015). The companies should focus on some
benefits or some beneficial packages which will give some extra allowances to the
employees. The values of the employees should always respect and should not
discriminate them. The workload should be smooth and tolerable and that should
not be over loaded that they feel pressure during the work. The right people in the
right place and in the right time should be there or the employees should be given
the meaningful work.
Activity 2 C,
Five steps to retain employees.
There should be trust, good communication and bonding between the employer
and the employee. The respect should be given to the employees. Workers participation in the
management is necessary that will make the worker more loyal and responsible with their job
and with the organization. The rewards should be made by the employer to the employees to
make the employees more enthusiastic and energetic. There should be well facilities given by the
organization so that the employees feel relaxed during their work time. Motivation is also needed
to make the employees more attentive with their job (Azmi and Mushtaq 2015). If any issues
occur in the heart of the employees or any kinds of grievances arise then that thing should be
resolved in a expertise way to make the employees anxiety free.
Activity 2 D,
1. Aspects of diversity to implement to the workforce.
There are several kind of diversities prevails in the work place like the gender,
age ,ethnicity, educational background, religion, personality, socioeconomic
status. These diversified factors should be treated strategically. The organization
should implement some guidelines and disciplines so that the diversified factors
can be handled in a smooth manner. Sexual harassments and other kind of
disciplines should be implemented and taken into account so that these
diversifications never affect the organization (Kramar 2014).
2. Five examples of diversity objectives.
The organizations should develop some diversity goals and objectives so that the
diversities can be handled smoothly. The organizations should enhance some

education related programs to make people aware about the issues which should
be dealt in an expertise way. There should be perfect knowledge and skills related
to the issues. The organization should promote some activities which will
emphasize upon the issue. There should be good industrial relation between the
employees and between the employer and employees. That needs effective
communication and improved organizational behavior. The internal environment
should enhance the humanity. There should be well designed planned and
strategies to make the organization threat free.
Activity 2 E,
1. Strategies to implement to source skilled employees.
The organization can follow several strategies to attract skilled employees. They
can use the social media to make the attention in the mind of the skilled person.
The organization can use employee referrals also. The open interviews or the
walk in interviews also can be organized by the organization. Through college
and university camp using they can attract the fresh brains and the efficient
students. Internal transfers and promotions also can fill the gap.
Activity 2 F,
1. Identify the stakeholders who should be informed of workplace planning
objectives and rationale.
Trade unions, shareholders, government executives, workers and employees
should be informed by the organization while they are planning for something
new and when they are setting their objectives and goals.
2. Five ways of communicating with stakeholders.
The communication with the stakeholders is very much essential. There are
several ways through which the companies can communicate with the
stakeholders. They can make direct oral communication or they can use electronic
communication (Shaw, Park and Kim 2013). They can use the social media, e-
mails, and official websites to make the attention. Organizations also can use
some written papers and silent pictures and audio or video to notify the
stakeholders.
3. Measures should be taken in order to increase the chances of stakeholders
agreeing and endorsing workplace planning objectives.
Through establishing the trust with the stakeholders and through proper
communication the stakeholders can be agreed. The communication is the
essential thing to give them clear idea and to reveal the expectations to them.

Activity 2 G,
1. Three scenarios which contingency plans may be developed for.
The contingency plan is the important strategy which should implement in the
time whenever the risk or any kind of damages and accident occurs. This is the
emergency plan and strategy that should be implemented in some certain time and
in some certain cases. The companies safety and security laws and measures are
built to protect the company and to safe the employees from any danger and from
any sudden accident (Brewster and Söderström 2017). A sudden fault in any
operation and in any process needs contingency plans. Labor strikes or boycotts
should handle in an expertise way and that also need some sudden plan and
strategy. In any problematic situation the companies are focusing upon the
contingency plans or emergency plan.
2. Identify three details which should be included in business contingency plans.
The risk analysis, sudden operation faults in any process and labor boycott or the
strikes which are may be some instances of contingency plan. These things
needed special care and attentions (Budhwar and Debrah 2013). The
organizations should have emergency plans to avoid these kinds of emergency
issues.
Activity 3 A,
1. Identify three actions which may be taken for the successful employment of
skilled and diverse employees.
Successful employment can be done through knowing the candidates and their
needs (Mitchell, Obeidat and Bray 2013). Company should meet those candidates
wherever they are. Referrals can be collected by the organization about the
candidates who are skilled enough. If diversification is the issue then makes the
candidate agree through giving them trust and value with respect. There are also
some strategies like unique candidate scanning strategy, through implementing
these organizations can attract the skilled employees.
2. Specify four methods of training new recruits.
There are several styles of training through which the new candidates become
trained. Like on job training, off job training, classroom training, vestibule
training and others (Shaw, Park and Kim 2013).
3. Which factors should you consider in relation to the redeployment of established
staff members?
Redeployment can be done when the job of any employee is in the risk and the
managers are that is why seeking other employees to fill the gap. It is also refers

to the task when the transfer is done in between the company through competing
the other applicant who have already applied for the certain job role (Cooke, Saini
and Wang 2014).
Activity 3 B,
1. Identify five possible barriers to organizational change.
There are several barriers which should take into account to enhance the
organizational change. Sometime there is a lack of knowledge about the fact of
change and the impact of it upon the organizational. Negative attitudes of
employees also create the hindrance in organizational change (Jackson, Schuler
and Jiang 2014). There is lack of involvement of the employees in the process of
change. Sometimes people face some support from the management team and that
indirectly affects the organization and resists the process of changes. Another
issue may be the inadequate budget (Kramar 2014).
2. Detail four strategies that may be implemented to assist the workforce in dealing
with the organizational change.
Through organizing certain programs and development workshops the
organization can make the awareness in the mind of the employees about the need
of organizational change (Brewster, Mayrhofer and Morley 2016). Adequate flow
of resources is also needed to make some development and change in the
organization’s process. The fact and necessity of proper communication is also
needed to convince the employees. The involvement of the employees is also
needed to introduce some changes (Taylor, Doherty and McGraw 2015). The
management should implement some strategies and plans to provide the strengths.
The cooperation from the employer, management and employees are needed to
enhance some changes (Renwick, Redman and Maguire 2013).
Activity 3 C,
1. Detail five strategies that may be implemented for the purpose of meeting
workforce diversity goals.
Proper communication is needed to achieve the diversity goals. Effective
organizational behavior is also needed to enhance and there should be a positive
industrial relationship between the every entity of the organization and they need
to act together for the betterment of the organization. Special care needed to the
cultural shift (Armstrong and Taylor 2014). There should be proper and effective
knowledge to make the negative employees positive, so that they can be aware

about the fact of development through making and implementing changes (Cooke,
Saini and Wang 2014).
Activity 3 D,
1. The purpose of succession planning.
Succession planning is needed to augment the organization through introducing
new leaders. Through this planning the old leaders are replaced by the new
leaders (Mello 2014). It increases the availability of skilled and experienced
people in the organization and through this the organization can be enriched.
2. Five examples of succession process.
Career planning of the employees, performance appraisal, job rotation with job
enlargement and job enrichment, job design of the certain kind of jobs and mostly
the knowledge management are the basis of succession planning (Collings, Wood
and Szamosi 2018).
Activity 3 E,
1. General qualities which may be applied to an employer of choice.
The employer always should motivate and satisfy the employees. Employer
should give value and respect to the employees (Marler and Fisher 2013). There
should be effective communication needed. The employer should always give the
empowerment to the employees (Noe 2017). Special care and advancement
should be given by the employer to the employees. The team bonding and good
organizational behavior should build by the employer to augment the organization
with good industrial relation.
2. Five measures that may be taken in order to achieve the status of employer of
choice.
Good motivational power should be there, effective communication should be
maintained by the employer, advancement and special care should be given by the
employer (Mello 2014). Employees should be empowered by the employer. The
employer should give value and attention to the employees.
Activity 4 A,
1. Five methods to establish the need for workforce planning adjustments.
Through retention of talents, recruiting the talents, developing the employees,
reducing the staff, and through projecting the salaries the workforce adjustments
can be planned (Noe 2017).

2. Four sources of information which may be used when establishing the need for
workers.
In this digitalized world the sources can be gathered from various websites, social
media and internet (Mone, Edward and Manuel 2018).
3. Five factors to monitor the labor supply trends.
Human resource departments focus on the labor turnover rate, the movements of
the employees, trade union, retirement age and government labor regulations to
monitor the labor supply trends (DeNisi, Angelo and Smith 2014).
Activity 4 B,
1. Five aspects of worker satisfaction.
Good and effective communication, through giving them value and respect,
proper wages and benefits, flexible and fixed work time and mostly the smooth
workload satisfy the workers (Armstrong, Michael and Taylor 2014).
2. Five examples of questions that may be gauge the levels of worker satisfaction.
The questions can be,
Are you enjoying your job?
Is the job meaningful to you?
Are you receiving the opportunities given by our company?
Are you feeling valuable for the contributions you are providing?
Activity 4 C,
1. Four examples of internal changes and external changes which may prompt to
adjust the workforce plan.
Internal changes- Recruitment, training and development, succession planning,
career planning (Ahmed 2016).
External changes- Employment, technical changes, demographical changes, the
culture of the society.
2. Five examples of global workforce trends which may prompt to make the
workforce planning recommendations.
Minimum wage laws, the recruitments of local employees, statutory benefits of
employees, tax laws and wages pattern are the factors through which the
workforce planning are made (Aswathappa 2013).

Activity 4 D,
1. Four sources of information relating to government policy on labor demand and
supply.
The unemployment trend of the country, discrimination, unions and income
inequality affect the demand and supply of the labor (Albrecht 2015).
2. Four factors that may influence the labor demand and supply.
The education system, the wages rate for the labor, working hours per day and the
facilities and allowances given by the company can influence the demand and
supply of labor (Renwick, Redman and Maguire 2013).
Activity 4 E,
1. Five methods to evaluate the change processes.
To evaluate the change processes there are several ways that can implement in the
organization’s processes. The organizations should maintain and operate the
flowchart of all the processes operated by the organization. The data should be
collected in an efficient way (Armstrong and Taylor 2014). The processes should
be based metric. There should be field analysis made by the organizations. The
culture of the organization should be mapped. The plans and the strategies should
be implemented through project work. These five tools and techniques are
essential to enhance good and effective changes in the processes (Bratton and
Gold 2017).
Section B,
1. How may the level of competition in your organization affect the supply of the
workers?
The competition level of the organization increases the productivity and that
indirectly gives the pressure to the workers. The wages rate is also influence the
supply and demand of the labor. The price of the resources, technology which is
using in the organization can influence the workers supply, laws related to the
workers and the minimum wages act have also very influencing effect upon the
supply of the labor. The rate of the wages also determines the supply of labor. The
demand and supply of labor also depends upon the changes in the economy. The
rapid growth in the economy will also make some changes in the labor market.
2. How may level of unemployment in your industry affect the supply of workers?

More unemployed persons mean more employment opportunity for the industries.
The unemployment ration heightens the workers supply rate (Noe 2017). The
level of unemployment can be related with the supply of labor because the
unemployment increases when the mismatch arrived between supply and demand.
The mismatch is related to the several criteria like the skills of several employees,
payment process, locations of the people, several work time and mostly upon the
attitudes, preferences and tastes of the people.
3. Australian Fair work Act 2009- 2.43 The Fair work act covers the rights and
responsibilities of the employer and employees for the organization. 2.44 The Fair
Act regulates the national system of the employee and employer. The right of
engaging in the activities of the organization, right to discrimination of unlawful
things, employees can make them free from extra pressure, employee can avail the
community service law and public holidays, annual leave is mandatory for the
employees. This act is applicable upon every registered organization. 2.45 The Fair
Work Act has some rights also. Employees can request to the management to make
their working time flexible as per their request. There should be modern awards.
There are provisions, which are related to the termination of the employees and
employments. There should be proper safety and security related to their jobs and
there should be protections and general provisions.
4. Three functions of the Australian Fair work Ombudsman and Fair Work
Commission- Ensuring compliances which are revealed in the legislations. Awards
and agreements should be there. The individuals and the company both will know the
pay rates and the condition of the work place. The Fair Work Ombudsman is
emphasizing upon the investigations of the complaints of the workplace and the
enforcements of the compliances are done according to the national workplace laws.
The Fair Work Ombudsman has some crucial functions like providing the accurate
information in a perfect timely manner to the employees about the workplace.
Providing certain educations to the employees who are come under the fair work. The
proper education related to the practices of the laws and about their rights and
obligations. The act is making the provisions of doing illegal works and practices in
the work place. Effective and good industrial relationship in between the industry and
with the unions and above all with the stake holders is the core task come under this
act.
5. Labor forecasting technique- Labor forecasting is the task of placing right people in
the right time and in the right place. Through observing the work, the work force can
be planned. The piece rate system, time rate system are also useful tools through
which the labor force can be planned. The life cycle analysis also can be done to
forecast the labor force. Through using the quantitative forecasting model the plan
can be made.

Section C
Performance Management- performance management is the task where the jobs of the
employees are evaluated and the measurement between their expected outcome and the desired
outcome is done. There are several parameters are used to measure the gap. This is an important
task, because through this the proper identification can be done. The managers will be able to
know that which kind of training is needed or what is the issue that is creating the obstacles in
their production. According to M. Biron the if the employees meet their target or if the outcome
meets the desire then that thing should be rewarded by the organization so the energy level of the
employees never become low. The goal of one individual should set in a way that if the person
meets his or her target then indirectly the goal of the organization also will meet. If the
employees are not able to meet their target then the managers should identify the certain cause
and should provide certain training or development process so that the employees become
fruitful. Motivation plays en essential role to develop the performances of the employees. The
motivation helps to eliminate the negativity from the mind of the employees. It also increases the
loyalty, energy and creativity of the employees. The managers should make the employees a goal
seeker so that they can emphasize upon their work. The performance management is a systematic
process and that has no end. According to V.Y.Haines and S.St-Onge the performance
management is totally depends upon the environment of the workplace, industrial relationship
between the employees and the employer and between the employees and employees. The
organizational behavior also has very influencing effect upon the organization and upon the
employees also. The performance management is obviously a task work because there are so
many errors which are done by the managers in the time of evaluation. There are so many
traditional methods which are not useful now-a-days. Organizations are following some modern
methods like 360 degree performance appraisal and 720 degree performance evaluation.
Performance management is very essential because through this the organization can achieve the
objectives and its goals with the assistance of the employees.
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