Workforce Planning: Analysis, Strategies, and Regulations

This assignment solution delves into the multifaceted realm of workforce planning, offering a comprehensive analysis of key concepts and practical applications. The document begins by highlighting the significance of the ABS Labour Force Survey in workforce planning, followed by an examination of the Labour Market Information Portal and the National Skill Needs List. The solution then outlines the key provisions of the Fair Work Act 2009, the minimum entitlements of National Employment Standards, and the purpose of enterprise agreements and modern awards. The role of trade unions and the Fair Work Commission in the Australian workplace relations system are also discussed. Furthermore, the assignment identifies sources of expert advice for industrial relations and describes the purpose of the labour force participation rate and employment to population rate. Finally, the solution outlines commonly used forecasting models to identify future workforce needs.

Manage Workforce
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
ASSESSMENT TASK 1.................................................................................................................3
1. ABS Labour Force Survey can be used by an organisation to assist in workforce planning. 3
2. Outline the purpose of the Labour Market Information Portal and give two examples of
information included in the Portal that can assist with workforce planning...............................3
3. Explain the purpose of the National Skill Needs List and how it can be used for workforce
planning.......................................................................................................................................4
4. Outline the key provisions of the Fair Work Act 2009...........................................................4
5. Outline the minimum entitlements of National Employment Standards that have to be
provided to all employees...........................................................................................................4
6. Explain the purpose of enterprise agreements........................................................................5
7. Explain the use of modern awards in workplaces...................................................................5
8. Identify at least two examples of modern awards using the Fair Work Ombudsman website.
Write down the name of the award and the minimum wages under the award and minimum
working hours..............................................................................................................................6
9. Outline the role of trade unions in the Australian work relations system and indicate
whether employees are required to join a union.........................................................................6
10. Outline the role of the Fair Work Commission in Australia’s national workplace relations
system..........................................................................................................................................6
11. List two sources of expert advice that could be used when seeking industrial relations
advice. Include the name of the organization and the services they provide..............................7
12. Describe the purpose of the labour force participation rate and how it can assist in
analysing the labour force...........................................................................................................7
13. Describe the purpose of the employment to population rate and how it can assist in
analysing the labour force...........................................................................................................8
14. Outline two commonly used forecasting models that can assist with identifying future
workforce needs..........................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Workforce Planning can be defined as an effective process, which helps a business
organisation in analysing, planning workforce, forecasting the overall supply along with the
demand, focusing over different range of gaps, which may aid in recruiting the new staff and
enhancing the overall performance level of existing staff members (Aiello and Mellor, 2019).
Along with this, the report is going to be enclosed with five different tasks, that will cover
Strategic and Operational Plan, Career Development Plan, Recruitment, Selection and Induction
Policy and Procedures and lastly the Briefing Report. All the sections would help in focusing
over different range of viewpoints over workforce planning.
ASSESSMENT TASK 1
1. ABS Labour Force Survey can be used by an organisation to assist in workforce planning
At the time of planning the workforce, an organisation of Australia would require to take
in use of ABS Labour Force Survey, as it directly helps in workforce planning. Basically, this
stays enclosed with different elements like seasonally adjusted, original, estimation of trends in
regards to important headlines the labour market indicators of (Australia Labour Force
Explained, 2017). Including this, with the help of ABS Labour Force Survey, a firm will directly
understand the state of about market, which may carry various things like changing in working
patterns and so on.
2. Outline the purpose of the Labour Market Information Portal and give two examples of
information included in the Portal that can assist with workforce planning.
Basically, the main purpose of Labour Market Information Portal deliver the data in
regards to labour market, which may aid business organisations in analysing the local labour
markets. Along with this, data on online websites stays available in regards to state, national,
Employment Service Area, Labour Force Region along with the Statistical Local Area levels. In
present context, Vacancy Report is said to be one of the crucial example that stays availabl
within the Labour Market information Portal (Davis and et. al., 2018) Along with this, ABS
employment data can also be considered as one of the crucial example that stays available within
Labour Market Information Portal.

3. Explain the purpose of the National Skill Needs List and how it can be used for workforce
planning
The vital most reason behind developing the national skill needs list is I want to improve
the skills of people that are working among different range of business organisation is true
offering them with different range of conceptions, believes and on the basis of different
payments while performing the special tasks (Dhaliwal, 2018). If it is talked about registered
nurses, many calamities takes place in today’s uncertain environment, offering a good amount to
these nurses, many people’s lives can effectively be saved. Along with this, there are a range of
eligibility criteria as well that comes under this kind of list which are child care, adult care, and
many more like this within Australia.
4. Outline the key provisions of the Fair Work Act 2009
In present time, there are a range of key provisions of the Fair Work Act 2009 consists with and
these are presented underneath:
 Delivers the information in regards to terms and conditions for both employers and
employees while delivering for offering the employment within a business organisation.
 This search both roles and responsibilities of both employers and employees within an
organisation so that no discrimination could take place.
5. Outline the minimum entitlements of National Employment Standards that have to be
provided to all employees
In present time, there are approximately 10 minimum entitlements of national employment
standards that are available for the staff members of a business organisation and these are given
underneath:(Dhaliwal, 2018).
 Maximum weekly hours
 Request made for flexible working hours and relaxation policy.
 Parental leave and related entitlements in regards to the leave.
 Annual leave based on the requirements.
 Compassionate or unpaid family leave in regards to to the issue faced by an employee
 Long service leave
 Community service leave
 Public holidays
 Norms and conditions of various redundancy payments aid

 Fair work information statement given by government of Australia
6. Explain the purpose of enterprise agreements
The basic purpose of enterprise agreement is to deliver the information in regards to fair
wages amount between employers and employees and third party. Apart from this, it not an
agreement, that is linking with the Modern Award or the National Employment Standards (NES),
This type of agreement offers employers and employees the freedom to bargain for better wages,
greater flexibility, and working conditions to suit their individual needs. Including this, it is also
said that it is kind of a situation where negotiation takes place, in regards to employers,
employees along with it also aid in bargaining as well that representatives performs to develop
much more fair working wages along with the conditions of employment that Australia is
having.
7. Explain the use of modern awards in workplaces
This type of awards can basically be applied over various staff groups that are working
within Australia. This consist with a proper relations and i.e. workplace relations system. Apart
from this, it can also be said that Modern awards comes within the industry or it can be called as
occupation-based that can effectively be applied in regards to both employees and the employers
that are continuously performing well are covered under this award system. In present context, in
order to apply this type of reward system within an organisation, an appropriate tool that can be
utilised i.e. Award Finder Tool. On the other hand, it has been analysed that Modern award
offers entitlements in regards to specific elements and these are: Pay, hours of work, rosters,
breaks, allowances, penalty rates and overtime. Including this, in most of the situations both
managers people that are having higher incomes may not effectively be covered under this kind
of award system.
8. Identify at least two examples of modern awards using the Fair Work Ombudsman website.
Write down the name of the award and the minimum wages under the award and minimum
working hours
Based on the Fair Work Ombudsman site, there are many awards that are available and
can be given to staff as per the work that they have performed. Including this, within this context

there are the two basic examples that can be given and these are : Aboriginal Community
Controlled Health Services Award 2010, where minimum working hours are 12 hours where
$18.73 (Hourly pay rate). If it is talked about, Aged Care Award 2010, then it can also be
considered as one of the crucial example of modern awards, where, minimum wages amount is
$20.73 (Hourly pay rate). Along with this, ordinary or minimum working hours are 38 hours.
Both of the examples that are being would aid in meeting to the requirements in specified time
frame.
9. Outline the role of trade unions in the Australian work relations system and indicate whether
employees are required to join a union.
If it is talked about Australian work relations system, then trade union effectively plays
role, which may enclosed with number of things like workplace issues that could effectively
impact positively over voice of staff members along with acting as a bargaining representatives
as well, that properly stays linked with negotiations process (bargaining). Including this, it is also
being found that there are some of other key features as well available, which stays enclosed
with different elements like working with management to help resolve workplace issues, being
an advocate for employees, ensuring employers are meeting their minimum obligations, looking
into suspected breaches of: workplace laws, discrimination laws, workplace safety laws and
many more (Zoller, 2018)
10. Outline the role of the Fair Work Commission in Australia’s national workplace relations
system
Basically, role of the fair work commission within the Australia’s national workplace
relations system is that it is helps staff members in getting proper assistance to both staff and to
employers as well, that directly helps in maintaining the workplace with proper and fair
workplace, that consists with a much productive workplaces. Away with this, it is also said that
this is a kind of commission, which majorly stays independent and operates business and delivers
tasks to employees as per the requirements given within the Fair WorkAct 2009 (Gedik and et.
al., 2018).

11. List two sources of expert advice that could be used when seeking industrial relations advice.
Include the name of the organization and the services they provide
In present context, Professional Advice and Representation and Industrial Relations
Compliance Audits are said to be the two sources of expert advice, which may aid in getting the
information in regards to advice, that a business organisation is looking for. Including this, it is
also said that industrial relation being built by Professional Advice and Representation are going
to be enclosed with different elements. Under this, Industrial Relations Manager of this
organisation offers clients with different elements like telephone advice in regards to the
relations, focuses on conducting meetings for the representatives of a particular industry. Away
with this, they also focus over associations as well in regards to the range of employment
relations issues to State and Federal Government Departments, Committees, Unions and other
industry participants. Apart from this, it is kind of the service, which offers clients with a range
of services like risk management tool to ensure that employers are meeting their statutory
employment obligations. Principal contractors may seek to have their sub-contractors audited at
any time by the IR Department to improve their performance, reliability and competitiveness.
12. Describe the purpose of the labour force participation rate and how it can assist in analysing
the labour force
Basically, the purpose of labour force participation rate is to effectively evaluate the
overall working-age population within Australia or any other nation. This stays enclosed with the
economy of a country. Away with this, the labour force could be directly helpful in analysing the
rate of unemployment within the economy. In present context, appropriately if unemployment
rate is basically identified, it will directly help economy to take right decisions in specified time
frame (Glaister and et. al., 2018). including this, it has been found that when recession is faced
by a country, then it is said to be one of the crucial rate, which helps in taking appropriate
decisions when the rate goes down.
13. Describe the purpose of the employment to population rate and how it can assist in analysing
the labour force
The employment to population ratio is actually an microeconomics statistics data which
involves all measures taken by civilian labour force compares to number of people employed
currently as per their working age limit. This includes from the statistics comparing all the
regions, countries and municipalities of nations. As comparing all metrics and the concept of

such ratio is casually not affected by seasonable changes and short or long variations of internal
or external markets. The most reliable method to remove any extra labour is the shrinking growth
of people unemployed in country. This is explained by a term called civilian labour force which
states that Americans are either considered to be employed or unemployed (Terry and Hughes,
2019).
14. Outline two commonly used forecasting models that can assist with identifying future
workforce needs
The term of labour force participation rates are actual representation of statics to compare
growth in terms of employed people verses number of people having a consistent Job. This is an
crucial analysis of metrics to understand, its known to work in time period of economy and
growth. In general times of recession this force of population increases and employment
decreases. Economic activities reduces which has a direct repercussion of decrease in available
jobs in country. Such analysis of employment rate of economy is essential to calculate. People
who are already not in this field of working or searching for any jobs are removed from such
categories (Holland and Leslie, 2018).

REFERENCES
Books and Journals
Aiello, M., & Mellor, J. D. (2019). Integrating health and care in the 21st century
workforce. Journal of Integrated Care. 27(2). 100-110.
Davis, M. J., Lu, Y., Sharma, M., Squillante, M. S., & Zhang, B. (2018). Stochastic optimization
models for workforce planning, operations, and risk management. Service
Science. 10(1). 40-57.
Dhaliwal, J. S. (2018). Workforce planning: How we think about the impact of organisations on
outcomes. Workforce, 47(8).
Dhaliwal, J. S. (2018). Workforce planning.
Froud, P. (2019). RE: Health Workforce Planning.
Gedik, F. G. & et. al., (2018). The need for research evidence to meet health workforce
challenges in the Eastern Mediterranean Region. Eastern Mediterranean Health
Journal. 24(9). 811.
Glaister, A. J. & et. al., (2018). HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management
Journal. 28(1). 148-166.
Holland, J., & Leslie, D. (2018). Human resources and managing the workforce. Tour operators
and operations: development, management and responsibility, 219-245.
Terry, D., Selopal, N., Huynh, C., & Hughes, E. (2019). Examining the emerging roles for
pharmacists as part of the urgent, acute and emergency care workforce. Prevention. 10.
00.
Zoller, B. (2018). Workforce planning: one of the most challenging HR compliance issues for
2018. Strategic HR Review.
Online
Labour Force Explained. (2017). [Online]. Available through:
<https://www.abs.gov.au/websitedbs/D3310114.nsf/home/labour+force+explained>.