Workforce Planning and Requirements: JKL Business Report Analysis

This report provides a comprehensive analysis of workforce planning and requirements for JKL simulated business. The report begins with an introduction to the importance of human resources and the need for workforce planning, focusing on JKL, an Australian company that sells and rents forklifts and trucks. It examines employee turnover, demographics, and the impact of external factors like government regulations and economic conditions on workforce supply. The report includes an executive summary that highlights the need for skilled labor, workforce diversity, and strategies for employee skill enhancement and retention. It also details a communication strategy plan and a risk management and contingency plan to address potential workforce challenges. The conclusion emphasizes the significance of workforce planning and communication strategies, along with risk management, for business success. The report references various books and journals to support its findings.

Research Workforce Requirements
and Develop Workforce Planning

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1) JKL simulated business..........................................................................................................1
2) company employee turnover and demographics ...................................................................1
3) Impact of external environment on workforce supply ...........................................................2
4) Executive summary of report..................................................................................................2
5) Communication strategy plan.................................................................................................3
6) Risk management and contingency plan ...............................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is one of the most important resources a firm have. This is the only
resource of firm that has potential of continuous development. It also plays huge role in success
of firm. In current time, special attention is given to the work force of firm as they play huge role
in aiding firm so that it can achieve its goal and objective (De Bruecker and et. al., 2015) In
current report the need of workforce planning and workforce requirement are highlighted. The
report focuses on various aspect such as employee turnover, and recruitment strategy so that
proper planning for workforce can be done. Along with different communication strategy and
risk management strategy with contingency plan are also discussed.
1) JKL simulated business
It is an Australian owned company known for the selling and renting Forklifts and small
trucks. It is also known for selling spare parts to different part in country. The country is
established in Sydney but have many branches in other city such as Melbourne, Perth etc.
In recent time, the firm has get offer of sales right to medium and larger size truck from
oversees. This opportunity will provide firm with many benefits and will also help firm in
gaining competitive advantage. The company has great sales revenue and have recorded
the annual growth of 10%. The rental section of firm is going through some loss because of
reduction in cost. The sales opportunity will bring many benefits in the firm which require
some major change in its operation and working style. This change will have direct impact
on the labour of firm, to make sure that company is able to retain skill employees, they
have adopted workforce planning method and is analysing their employee turnover and
recruitment strategy so that proper action can be taken into account.
2) Company’s employee turnover and demographics
a) The company had total number of 140 employees out of which 41 employees had left
the firm for various reason. Through research three reason has been identified as major reason
behind employee turnover that is lack of opportunity, unhealthy work environment, other
opportunities. Other than this retirement and lack of recognition has also been included into this.
The demographic distribution shows that firm has maximum no. of female employees which
work in the customer service department all the other department of firm that is senior manager,
branch manager is consisted only of males.
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b) With this many people leaving the firm. JKL firm is in immediate need of skilled
employees there are number of position that are empty and are required to fill. With every year
the demand of skills employee and their number is increasing. In year 2014-15 the need of sales
force was 84 but in year 2017 it has increased and reached to the value of 102. With increase in
the demand of supply, demand for skilled labour has also increased from number 25 it has
reached to 45.
Illustration 1: Labour market turnover in Australia
(Source: Labour market turnover in Australia 2012)
3) Impact of external environment on workforce supply
a) There are four major external factors that have major impact on the staff supply that is
government influence, economic condition, geographic condition and workforce composition
and workforce patter.
b) Modern award, condition, right and responsibility of workers and management are
other norms that have major impact on the work force supply. This all are term and condition and
that are regulated by government of Australia. Modern award are terms and conditions that are
set by government it includes pay work hours, allowance etc., (Addicott and et. al., 2015). This is
award to all employees that comes under the national workplace relation system. Rights and
obligation include various rights and obligation that both workforce and employers have to adopt
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in their firm. It includes many obligations such as enterprise beginning, noncompliance, unfair
dismissal etc.
c) There are many policies that has been implemented by government of nation so that
workers can get fair chance in the industry and they do not get oppressed. Fair work commission
is one of such policy its responsible for maintaining safety, employment condition and minimum
wages for the workers of nation (Alzeban and Gwilliam, 2014)
4) Executive summary of report
a) From above report it can be analysed that there are many of the reason which affect the
supply of workforce. Both internal and external force play major role in the employee turnover.
Lack of opportunities and unhealthy working environment can have adverse effect on the
workers. This lead to high turnover in the firm (Lam,2014) Other than this external environment
such competition, better opportunities, government policy also play major role in the employee
supply.
b) Its necessary of cited firm to have good skilled labour that can help firm in achieving
its goal and objectives (Monczka and et. al. 2015) A skilled and diverse workforce provide firm
with competitive advantages and also enhance the profitability of firm. A diverse and well-
equipped workforce help firm in the development and also assist them in meeting current and
future challenges.
Internal external factor plays major role in the retention of skilled and diverse workforce.
If firm provide their employee with good working environment and better opportunity of
development they become loyal to firm and start taking initiative in regard of it. In case the staff
is dissatisfied with the working condition and environment provided to him it may seek better
opportunity which can put company in loss (McNeil, Frey and Embrechts,2015) Furthermore,
the government policies are implemented to empower the workforce of nation any firm who
doesn't adapt this policy not only it will lead them legal hassle but will also affect their work and
employee relation.
The current objective of firm is to use this sales opportunity for the development of firm
in this competitive market. For this company is changing its working and operation style. The
firm has decided to focus on their retail business and decided to exit from their rental business.
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The major impact this change has brought on the workforce and their customer the lack of choice
has also impacted the profitability of firm.
c) The main objective of cited firm regarding their workforce include retaining of skilled.
For this they have set few objectives such as enhancing the skills of employee, better
opportunities, workforce diversity. To achieve this objective firm has come up with many
strategies to enhance the skill of employee they have decided to seek the help of professional so
that not only employee will get chance to learn new things but it will also enhance the
performance of firm. They have decided to use recognition and extra benefits so that employee
can remain satisfied and firm can retain skilled labour in the firm. For promoting diversity in
firm they have decided to hire women for the post of line manager and branch manager. Its
working to create healthy environment so that employee can feel satisfied with the firm.
5) Communication strategy plan
a)
Communication
objectives:
Better communication can be maintained so that need and demand of
employees can be met
Audience Message Strategy Resource Person
Senior manger Support the
business priority
and the vision of
firm
One on one
meeting,
presentation,
workshop events
survey
$10,000 Owner
Line management Promote informal
communication
so that need of
employees can be
met.
Conference
meeting, focus on
internal
communication
so that
coordination can
be set.
$20,000 Senior manger
Workers Align staff with Conference $50,000 Senior manger
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the information so
that they can
perform well
meeting a proper
way of
communication
so that
communication
can be held at
different
demographic.
b) Through the help of one on one meeting this plan can be discussed with the senior
management so that proper implementation and right action can be taken for its development.
6) Risk management and contingency plan
Workforce objective: Risk likelihood Risk consequence
Enhance productivity More pressure on the
staff.
Unsatisfied staff high
employee turnover
Exit from rental
market
Customer
dissatisfaction
Less sales decreases
profitability of firm.
Change in operation More sales focus. Dissatisfied employee
as well as customer
Workforce objectives: To improve the overall sales of firm without sacrificing the
needs and demand of customers as well as staff.
Risk mitigation strategy:
With this sales opportunity and major change in the operation pressure has been created upon
the staff of employee. In addition to it less staff and high turnover has increase this workload. In
order to overcome this issue firm is recruiting more skilled labour so that they can help in
reducing the pressure and also help them in contributing the goal of firm. To make sure that
customer remain loyal to their products JKL can provide better services to them and can
personally ask them for their feedback. To make sure that employees are satisfied with the firm
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more techniques like recognition and additional benefits has been included in firm.
CONCLUSION
From above report it can be concluded that workforce of firm is its essential part and
require proper planning and communication strategy so that they can be retained within firm.
There are many factors that affect the working of firm such as external and internal like
unhealthy working environment etc. Government policy also play major role in the retention of
skill labour. This both factor have major impact on the objectives of firm. It is necessary for JKL
to pay attention to this so that necessary steps can be taken Communication strategy help in
reducing the gap between this two, while risk management plan help in reducing any potential
risk.
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REFERENCES
Books and Journals
Addicott, R., and et. al. , 2015. Workforce planning in the NHS. King's Fund.
Alzeban, A. and Gwilliam, D., 2014. Factors affecting the internal audit effectiveness: A survey
of the Saudi public sector. Journal of International Accounting, Auditing and Taxation.
23(2). pp.74-86.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
De Bruecker, P. and et. al., 2015. Workforce planning incorporating skills: State of the
art. European Journal of Operational Research. 243(1). pp.1-16.
Lam, J., 2014. Enterprise risk management: from incentives to controls. John Wiley & Sons.
McNeil, A. J., Frey, R. and Embrechts, P., 2015. Quantitative risk management: Concepts,
techniques and tools. Princeton university press.
Online
Labour market turnover in Australia 2012 [Online] Available through:
<https://www.rba.gov.au/publications/bulletin/2012/dec/1.html>
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