Workforce Planning and Implementation Report - Star Industry Analysis

This report provides a detailed analysis of workforce planning and implementation strategies for Star Industry. It begins with an introduction to workforce planning and its significance, followed by an implementation plan that addresses internal labor needs, including succession planning for senior staff and a retention plan. The report covers diversity management, recruitment, and training. Part B of the report reviews the workforce plan's effectiveness, highlighting improvements in employee satisfaction and performance. It includes survey results from ten employees, analyzing their responses regarding the work environment, job satisfaction, pay, opportunities, management cooperation, and workplace safety. The report also addresses global trends influencing workforce planning and concludes with a summary of findings and recommendations. The report is written in formal report format, and is supported by references and illustrations.

Workforce
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A: IMPLEMENTATION......................................................................................................1
PART B............................................................................................................................................5
2.1 Workforce plan review..........................................................................................................5
2.2 Surveys over 10 employees with the help of questionnaires................................................5
2.3 Strategies results in the Internal and External changes.......................................................11
2.4 Global trends that influence the workforce planning..........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Illustration Index
Illustration 1: Gantt Table................................................................................................................3
Illustration 2: Organisation chart of Star Industry...........................................................................4

INTRODUCTION
Workforce planning is a process by which organisation can implement its policies and
procedures to maintain their employee performance level and efficiency (Reiche, Mendenhall
and Stahl, 2016). By using this planning, it is beneficial for the star industry to manage team so
that it can maximise its profitability and ensuring the success for a long period. This report
analysis the assessment 2, which include implementation of labour planning and evaluation of
workforce plan of start company.
PART A: IMPLEMENTATION
For maintaining the operations, departments need to manage human resources by which
organisation can operates its business smoothly and proper workforce planning as per the
requirement of the cited organisation. Workforce planing helps the Start industry to acquire right
person in a right place. It can be said that it is beneficial for the cited firm to receive skilled
persons which make positive impact on its profitability. The main objective of making
appropriate planning by the start industry is to supplying skilled workers as per the changes
made in the organisation. It can identify the needs by using effective recruitment, internal
deployment, development and succession planning. Hence, workforce planning can be
implemented by using various steps which are as follows:
 Analysing the goals of star industry and its impact on employee's performance.
 Scrutinizing the requirement of workforce by making comparison with present and
future.
 Evaluating the gap between present and future requirements.
 Developing and implementing an effective strategies (Moser, 2014).
 Calculating the feedback and analysing its success completion which make positive
impact on the labour workforce.
Human resource planning is one of more difficulty task which are performed by the HR
manager. It can be said that organisation faces the challenging environment and create a
flexibility in employees working. In respect to this, cited firm's manager developed arrangement
of employment and create performance enhancements so that it can minimize the stress and
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talent deficiency in the workplace. Workforce planning can be done if star company can identify,
protect and build worker's abilities so that they can attain the firm's future objective. There are
various kinds of approaches and steps which are used by the manager of cited firm, these are as
follows:
Workforce Analysis: For developing an effective plan, cited firm need to analysis the
workforce by which firm can understand the objectives or factors which highly influence the
labour (Sparrow, Brewster and Chung, 2016). It include various approached such as SWOT
analysis and STEEP analysis which are used by the star industry by which it can divide the
workers as per the need in different departments. Manager also analysis the factors such as
demographical, social/cultural, technological, environmental and economic factors so that firm
can identify its opportunities, strength.
Forecasting the future needs: In this steps, start industry can analysis the need of labours
which make great impact on the success of business. In respect to this, manager of the industry
need to ask various questions such as quality services, structure/methods, image of start industry
in 3-5 years so that it can understand the future requirement of workers in the organisation. It
also identify the competencies by developing different models, assumptions which is beneficial
for the company.
Analysing Gaps: It is the third steps in which star industry can identify the gap between
the present and future requirement of workers. For analysing the gap, characteristics, capacity
and capability of workers need to be determine by the business (McGillis and Turner, 2016).
Development of strategies: It include planning and designing the specific programmes by
which star industry can enable to develop and maintain a capable workforce for accomplishing
company's future goals and objectives.
Implementing the strategies: This steps is used by the star industry to maintain the
capability and capacity in the workforce. This includes execution of techniques, adopting change
management strategies which is related with the organisation's culture and values.
Monitor and Evaluation: The last step which are used by the star industry is to monitor
and evaluate the the implemented plan that it is effectively achieved the organisation's goals or
2

not. This can be done by analysing their predetermined goals and targets which are related with
the labour's performance.
Star industry also adopt some strategic plan for making recruitment of employees which
are as follows:
Recruiting a large workforce: It can be done by organizing campus recruitment through
newspaper, magazines, Television and online (Liebowitz and Frank, 2016).
Increasing the number of women workers: Start industry increases the number of women
workers by hiring them as per their skills and knowledge for a particular work. All the plans
which are related to the workforce planning helps to enhance the capability of the staff. Under
redeployment programmes, it provides great opportunities to workers to retain their skills and
make strong relationship by their seniors. The following timeline are as follows:
Illustration 1: Gantt Table
It is essential for every organisation to make industrial relation with their workers. There
are various factors such as cooperation, trust, dispute settlement, union etc. make great impact on
the relation with the industry. Star industry currently revised its Fair Work Act by increasing the
penalty rate and provide right wage as per the working of employees.
Internal workers
need
Strategies need to be
implemented
Resources/Budgets Time-frame
Absence of Motivation Motivational theories
will be adopted
(Cavusgil, 2014)
Reward system,
Session to motivate
employees
5 months
Fair working Act Providing
opportunities to
Employees need to be
managed by line
4 months
3

employees in decision-
making process
managers
Coordination problems Effective use
leadership strategies
Use of effective
communication tools
3 months
Succession planning is done by the Star industry in order to identify and hire those
employees which are suitable for a particular job. It includes various steps:
 Designing a labour force outline based on demographic factors.
 Identifying the position where skilled person get employed.
 Creating job profile to analyse the required efficiency (Brewster, Houldsworth, Sparrow
and Vernon, 2016).
 Create learning and transferring the knowledge.
Illustration 2: Organisation chart of Star Industry
(Source: Chelladurai and Kerwin, 2017)
In Star industry there are three main position such as HR manager, Union leader and line
manager which plays an important for making effective plan of workforce. These key position in
the cited firm helps to identify the skilled person which are suitable for a particular job. They
also motivate their employees by providing effective reward system. It may be monetary or non-
monetary so that employees can perform their work with full dedication (Bradley and Stiby,
2016).
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PART B
2.1 Workforce plan review
The provided workforce plan is very effective and fruitful for Star industries as it helps
in reducing the problems at the workplace and improves the job satisfaction in workers. It is
beneficial in retaining the skilled or talented employees. The new workforce at the organisation
is very talented and have promptness in their performances. This is due to the managers of the
entity are being able to identify the challenges faced by the workforce and in external
environment (Bradley and Stiby, 2016). The newly appointed employees are highly talented and
skilful as compared wit the existing employees, they work effectively and efficiently as the work
required by the entity. The new plan helps the organisation in increasing the capacity and giving
strength to them. There is increment in the quality of worker's performances. The proper
management by the HR of entity helps the employees in having proper guidance. The monetary
mechanism of the firm is quit better than before. There can be seen a favourable out comes in the
performances of the employees. They work enthusiastically and give proper dedication in
performing their duties.
2.2 Surveys over 10 employees with the help of questionnaires
Q.1 Rate the environment of your organisation?
(A) Excellent
(B) Good
(C) Poor
(D) Very poor
Q.2 Are you satisfied with your duties?
(A) Yes
(B) No
Q.3 Are satisfied with your pay-offs?
(A) Yes
(B) No
Q.4 Do you have enough opportunities to performing well?
(A) Yes
(B) No
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Q.5 Is the Mangers or supervisors are cooperative to you?
(A) Yes
(B) No
Q.6 Is the working environment is safe and healthy for you?
(A) Yes
(B) No
Theme 1 : Rate the environment of your organisation?
Particulars Responses
(A) Excellent 5
(B) Good 2
(C) Poor 2
(D) Very poor 1
Total 10
(A) Excellent (B) Good (C) Poor (D) Very poor Total
0
1
2
3
4
5
6
7
8
9
10
Responses
6

Interpretation: The questions asked the 10 employees about their satisfaction with work
environment. 5 of them has responded over the excellent mark which denotes that they are highly
satisfied with the Star industry's environment. 2 workers marked their response on good and 2
marked at the poor (Cavusgil, and et.al. 2014). It means they are no satisfied with the work. 1
employee responses to very poor environment which means that he is extremely disappointed
with the work environment. The managers should make changes as to facilitate good
infrastructure and a hygienic environment.
Theme 2 : Are you satisfied with your duties?
Particulars Responses
(A) Yes 6
(B) No 4
Total 10
(A) Yes (B) No Total
0
1
2
3
4
5
6
7
8
9
10
Responses
Interpretation: This is to be interpreted that the responses on the questions asked to the 10
employees about their satisfaction with their duties.. The majority of the workforce have positive
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response that means Star industry is performing well and the managers have good control over
their juniors (Budhwar and Debrah, 2013). The employees who are not happy with their work,
there should be shifting of their duties and necessary changes in their duties.
Theme 3 : Are satisfied with your pay-offs?
Particulars Responses
(A) Yes 5
(B) No 5
Total 10
(A) Yes (B) No Total
0
1
2
3
4
5
6
7
8
9
10
Responses
Interpretation: The question to be asked to 10 employees of Star industry about their
satisfaction with the salary or wages paid to them (Mitchell, Obeidat and Bray, 2013). There is
equal response from all the workers. 5 employees thinks that they are paid right and as according
to their job responsibilities. On the other side, 5 employees feels that they are not paid as
according to their work.
Theme 4 : Do you have enough opportunities to performing well?
8

Particulars Responses
(A) Yes 7
(B) No 3
Total 10
(A) Yes (B) No Total
0
1
2
3
4
5
6
7
8
9
10
Responses
Interpretation: The question asked to 10 employees about they are able to utilise the
opportunities in their work performance (Mitchell, Obeidat and Bray, 2013). 7 employees
responded positively as they feel that the duties which are assigned to them are adequate and
they have learnt many things, which is helpful for their career building. 3 employees thinks that
they are not having enough opportunities that will enhance their performances.
Theme 5 : Is the Mangers or supervisors are cooperative to you?
Particulars Responses
(A) Yes 8
(B) No 2
9

Total 10
(A) Yes (B) No Total
0
1
2
3
4
5
6
7
8
9
10
Responses
Interpretation: The question asked to the employees about their bonding with their supervisors
and managers 8 employees responses positively and 2 showed negative response. The
relationship with employees and managers should be managed.
Theme 6 : Is the working environment is safe and healthy for you?
Particulars Responses
(A) Yes 10
(B) No 0
Total 10
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