Workforce Planning Case Study: Strategic Analysis of XYZ Supermarket

This case study examines workforce planning within the context of a supermarket chain, focusing on strategic alignment of HR needs with business objectives. It explores the significance of workforce planning in optimizing resource allocation, mitigating risks, and achieving both short-term and long-term goals. The analysis delves into factors influencing workforce planning, including demographic changes, economic conditions, technological advancements, and organizational structure. It highlights the impact of an aging workforce, evolving consumer demands, and the need for staff development to address skills gaps. The case study further investigates how the company can adapt to external and internal influences to improve productivity, reduce costs, and enhance talent management.

Running head: WORKFORCE PLANNING CASE STUDIES
WORKFORCE PLANNING CASE STUDIES
Name of the Student
Name of the University
Author Note

1WORKFORCE PLANNING CASE STUDIES
Table of Contents
Part A...............................................................................................................................................2
Answer to Question 1:.................................................................................................................2
Answer to Question 2:.................................................................................................................3
Answer to Question 3:.................................................................................................................5
Answer to Question 4:.................................................................................................................7
Part B...............................................................................................................................................9
Answer to Question 1: “who are we?”........................................................................................9
Answer to Question 2 : “Where are we heading?”....................................................................11
Answer to Question 3 “ Where are we now ?”..........................................................................13
Answer to Question 4 “where do we want to be?”....................................................................14
Answer to Question 5 “ What don’t we have?”.........................................................................16

2WORKFORCE PLANNING CASE STUDIES
Part A
Answer to Question 1:
Workforce planning is an effective and systematic process, which aligns HR needs and
business. This helps in ensuring that right man is allotted the right job with right skills and at the
right time. This also helps in Understanding the workers plays a crucial role to deliver the best
output by motivating the employees. Knowing the employees also helps in managing the needs
and expectations of the organization. With adequate planning, the supermarket’s risk related to
the execution of business strategy can be easily minimized.
The two major elements for planning the workforce in the organization include
operational and strategic techniques. Through strategic workforce planning the critical roles of
the individual that will be needed in the future by the supermarket can be forecasted. On the
other hand, operational workforce planning leads to the fulfillment of the short-term demands
related to the business. This further determines any requirement for additional resources.
Workforce planning is highly significant for getting right number of individuals having
right skills and to be employed in the right time and place. This strategy helps in delivering the
both short term and long-term objectives related to the organization. The workforce planning
should also include diverse range of activities, like, job design, flexible working and succession
planning. Workforce planning is therefore viewed as strategic business goals and is crucial part
of the business planning process.
All together 40,000 employees are hired by the XYZ supermarket and the business model
is related to high turnover with low profit margin. Knowing the employees would also leads to
gain better productivity and results. The manager should also helps in understanding the job

3WORKFORCE PLANNING CASE STUDIES
responsibilities and projects. Workforce planning is a fully integrated process of organization.
This involves proactively planning that avoid talent shortages or surpluses. If the supermarket
chain is highly efficient, the need panic hiring or layoffs can be easily avoided. Rapid talent
replacement can be possible within the supermarket chains. Understanding the workers would
lead to rapidly figuring out the positions that can be vacant due to any unavoidable or sudden
turnover. Moreover, talent forecasting is the process used for predicting any recent upcoming
changes in the organization.
Through talent forecasting the supermarket corresponding change for the talents needs
can easily be estimated. Forecasting and assessment would lead to ascertain the estimates. This
covers external and internal supply and demand in the supermarkets, labor costs and company’s
revenue as well as growth rate. Workforce planning leads to succession planning that is
designating and the progression plan related to key positions. The primary reason for developing
the workforce planning for the supermarket chain is to increase its productivity. Reduction in the
labor costs as right number of individuals with right skills is required. It helps the supermarket t
plan ahead and also considers eventualities. Effective planning of the workforce for the
supermarket will provide integrated talent management within the organization that has been
underappreciated and underused.
Answer to Question 2:
Demographic change in the recent times is the most vital reason for organizations
adapting their practices relating to workforce planning. It has created a major impact on the HR
departments and organization all over the world. Therefore leads to increasing the diversity n the
labor market. In the current scenario, labor forces are becoming diverse at a rapid rate. This has

4WORKFORCE PLANNING CASE STUDIES
forced the firms to make considerable changes in its labor market. It is becoming quite difficult
to train, hire, manage and retain the entire new generation of workforce.
Ageing populations are visible all over the world. People live longer and healthier life
and also create huge implications for organizations in future. This shows that much larger
concentrations of older people will exist within the workforces in future. Therefore XYZ
Company should find way to create such working environment, where workers of all age group
can collaborate in an effective manner. On the other hand young workers are also a bigger
challenge of the organizations. The young workers are known to have very high expectations
from their employers. They are more focus on immediate future rather than the long-term result.
This increasing youthful labor forces also leads to strike a positive balance between personal and
professional life.
XYZ Company has to face major challenges while attracting and retaining these young
and restless staff in future. It is important for XYZ Company to provide opportunities for its
labor forces to retain them in the organizations. Training and development practices would help
in developing the workforce otherwise employee turnover would increase within the
organization.
A globalized workforce is another trend that is practiced in the current scenario.
Globalization gives chance to the employable populations to move more freely throughout the
world. This further lead to decrease in cultural homogeneity and increase in cultural diversity.
This is therefore a major challenge for XYZ Company in terms of inclusion as well as equality.
This would further lead the HR professionals so that they become culturally aware and more
equipped to mange labor within the organization. Recently, migration has also created a major

5WORKFORCE PLANNING CASE STUDIES
impact on the composition and size of the talent pools. This lead to further affects the
recruitment practices. XYZ Company and its HR department have to become familiar with the
complexities relating to global education. The firm needs to make sure that its recruitment
practices are inclusive and fair as possible.
Moreover, female employment is its boom period and has also entered the economic
mainstream. An increase in the female workforces also impacts the working arrangement of the
organization. It is therefore important for XYZ Company is set to transform dramatically, as well
as professional workings in the XYZ company need to be a step ahead of the increasing trend.
Therefore it is clear that demographic shift in the nation will require the XYZ company to think
in new ways at a global level. To develop and retain its workforce XYZ Company needs to
update its business practices to meet the arising challenges.
Answer to Question 3:
The workforce planning factors for the Company XYZ, in the scenario related to an
increasing industry economic activity are given below:
 Budget: When there exists an increasing economy activity in a business environment
then the expenses of the organization also need to be increased as the activities have been
increased. This tends to have an impact on the budget and the budget for the human
resource development of the organization also increases in such a scenario. Hence, it
becomes increasingly important to utilize the high budget for the purpose of staffing the
organization accordingly. Therefore, the budget allocated tends to be a huge factor in
determining the workforce planning during better economic conditions.

6WORKFORCE PLANNING CASE STUDIES
 Consumer demand- The demand of the consumer also tends to play a major role in
determining the workforce planning. If the demand of the consumers is quite high then
the work force has to be planned accordingly. Large number of people have to be
employed in order to see to it that all the demand
 Skill Levels- The skill levels required for the particular job also tends to be a huge factor
in determining the workforce planning. If the increased economic factor involves the
requirement of varied employees with different skills then they will be required to hire
accordingly.
 Organizational Structure- The organizational structure also determines the different
kinds of hierarchical role which are present in an organization. When there is a scenario
where the activity level is quite huge, the hierarchy present in the organization may be
subject to change. This shall then have an impact on the workforce planning system
When there exists a decreasing industry economy level then the following may have an impact:
 Budget- When a particular organizational is exposed to a lower level of activity then the
budget of the organization is generally low as the period is said to be a lean period
whereby the revenue of the organization takes a toll. In such a situation the company is
subject to restrictions based on the funds and hence the budget prepared is very stringent.
This then leads to a low budget for the human resource activities which may then effect
on the workforce planning.
 Consumer demand- When the economy activity is low, it has an impact on the demand
of the consumers as well. When the demands made by the customers are low, they tend to
have an impact on the productivity of the organization and this may then lead to a
conservative workforce planning as lower number of employees will be required.

7WORKFORCE PLANNING CASE STUDIES
 Skill level- When the organizational activity levels are low then, it may have an impact
on the skill level required as not much will be predicted in the particular company and as
a result of this no specific result will be required. Hence, a lower skill level of the
employee is required in this case which requires a simple workforce planning
 Organizational structure- During the lean season, there may very often be a situation
when the organization may not require many workers and therefore, organizational
structure changes according to the given season. For this reason, the workforce planning
may be affected accordingly and fewer employees may be employed.
Answer to Question 4:
There are number of factors that affect the business of the supermarket chain. This
includes both the internal and external factors. Successful strategy related to human resources
always complements both the organizational goals and missions. The factors that influence the
workforce planning are not always static in nature. In order to maximize retention and
recruitment within the organization and minimizing the issues related to workers, it is important
to monitor both the internal and external factors. External factor that could affect the
supermarket productivity rate is technological improvement.
In the recent times, advent of latest technology has increased at a rapid rate. The
development of technology has directly impacted the organizational functional activities. These
are the scientific advances that influence the supermarket competitive position. Moreover,
maintaining awareness related to latest technology helps in promoting innovation and decreases
the possibility of being obsolete or out dated. For example, organization that makes better use of
online benefits management. The employees can easily make their own benefit plan and make

8WORKFORCE PLANNING CASE STUDIES
changes to it accordingly. Technology in the business nowadays is a growing necessity.
Innovation breeds business, therefore technology needs to be sustained.
The XYZ Company needs to improve its technological usage as majority of business
transactions and operations therefore involves the application of technological usage. Through
the automated processes, latest technology leads to provides higher productivity in the XYZ
Company. Moreover, due to minimal resources also consumed in the processing business
activities, Efficient and faster services would be therefore provided to the clients and customers.
Technology could make the supermarket more successful in the local as well as national market.
Moreover through internet usage, XYZ Company can attract and retain more customers by using
it as a marketing tool.
For efficient workforce planning, it is highly important to assess the internal factors of
the organization for achieving its organizational goal. Staff development is one such factor that
needs to be addressed so that so that the existing gap present in the organization can be easily
fulfilled. Developing the staffs through effective management and training has proved to be a
vital asset for any organization. Through staff development practices within the supermarket the
performance rate of the employee can be improved. The employees that are provided adequate
training is able to perform more effectively as compared to the unskilled employees.
Staff development leads to increase the understanding for their roles, which in turn
increases and building the confidence level of the employees. Increase in confidence enhances
the employees overall performances, which also benefits the organization. Employees when feel
challenged and appreciated by the training and development process feels more satisfied towards
their job. Most of the employees have certain weaknesses that affect their workplace skills.

9WORKFORCE PLANNING CASE STUDIES
Effective training process allows the workers to strengthen and improve their skills. A
development programs also brings all the staff it a higher level so that equal knowledge and
skills is provided to all the workers. Moreover, robust development and training programs
ensures that the workers have consistent experience as well as background knowledge.
The internal factors are considered to be more important because their effect has a direct
impact on the organization. It is believed that, if the base of the organization which refers to the
employees is not strong, and then it is not possible for the firm to improve its external factors.
Hence, the internal factors are critical for its working planning process.
Part B
Answer to Question 1: “who are we?”
Harley Davidson is a motorcycle company founded in America. The organization has
survived various subsidiary arrangements, ownership arrangements, poor quality and intense
global competition. Harley Davidson uses a seasonal workforce plan for variety of work options
which includes both the part-time and full time positions within their manufacturing facilities
nationwide.
The seasonal employees are given complete and adequate training regarding modern
manufacturing processes and techniques. They also learn to build the world’ most sought after
motorcycles for its state of the art facilities. Moreover, the seasonal employees also plays a
crucial role in helping the Harley-Davidson business to achieve the critical business that results
in allowing in responding to customers demands and also includes vacation, training and other
absences. Moreover, the positions required for this are temporary with full-time hours for the
employees. The operational management of the company involves new technologies and high

10WORKFORCE PLANNING CASE STUDIES
qualities. The company coordinates the production facilities activities by reducing its stock outs.
The company also has maintenance team for equipments and building.
The popular Harley –Davidson Company has a workforce of more than 9700 employees
during the year 2007. The company’s workforces mostly include engineers, supply chain
analysts and material planners. Company’s majority of workforce that is two-third of the
employees consists of production workers. Though the sales of Harley Davidson bikes slowed
down in the year 2007, the international sales have increased by more than 13.7%. Harley
Davidson’s motorcycles are best considered for their handcrafted and unique designs. The main
objective of the organization is to support the company’s brand image. The brand image
emphasizes motorcycle’s quality and also the innovative chopper design.
Human resource capability and adequacy are the major concerns for making the
operational management decisions. Harley-Davidsons use participatory approach and training
programs to empower its employees. The company operations management implements policy
for succession planning, where leaders can share the information’s regarding employee
performance. Moreover, such factors contribute to attain high quality bikes and related product
from the organization.
The main objective of the company is to provide quality products to meet the
expectations of its customers. The operations mangers at Harley- Davidson automate the entire
process to obtain maximum efficiency. Most of the company’s authorized dealers are located in
various city centre and towns. Majority of Harley-Davidson’s dealers themselves decides the
appropriate location for the dealership. Therefore, the company addresses this strategic decision
area by partially decentralized decision-making required for the dealership locations. Moreover,

11WORKFORCE PLANNING CASE STUDIES
the locations of the organization’s warehouse are based on various locations of authorized
dealers. This further leads to optimization of cost and transportation efficiency of the
motorcycles.
Answer to Question 2: “Where are we heading?”
The future course of the company depends on the success of the processes involved in the
planning of the workforce of the concern. The company might face a reduction in the workforce
of the due to the heavy retirement rate among the workforce of the company. The concerned
management of the company is advised to conduct the researches that are necessary to put forth
the considerable solutions that are needed to be implemented in order to help the company to
overcome the problems that it has been facing in the recent times. The concerned management is
advised to employ the pilot groups in order to address the issues that have been occurring within
the organization.
These issues faced by the company include the shortage in the workforce that has been
serving the organization in the various critical departments like those dedicated to the materials
and the marketing of the products of the company. The company is advised to take up on the
issues faced by the company in the matters pertaining to the shortage of the workforce and the
concentration of the employees in the production department of the concern. The concerned
organization is advised to conduct the recruitment procedures that are needed for the posts that
remain vacant in the departments that are committed to the engineering of the products, the
planning of the needed materials and the analysis that is needed for the maintenance of the
supply chain in the organization.