Workforce Planning and Management Report for Wesfarmers

This report, focused on workforce planning and management for Wesfarmers, delves into critical aspects such as staff turnover, demographics, and factors affecting workforce supply. It explores the organization's requirements for a skilled and diverse workforce, outlining strategies for workforce retention, addressing unacceptable staff turnover, and defining objectives for retaining skilled labor and fostering workforce diversity. The report also covers strategies for sourcing skilled labor, stakeholder objectives, contingency plans, and actions to support agreed objectives. Furthermore, it examines strategies to assist the workforce in dealing with organizational change, succession planning, and the concept of an employer of choice. The report concludes with an analysis of workforce planning, labor supply trends, the effects of labor trends on demand, organizational climate, government policy, and the effectiveness of change processes, providing a comprehensive overview of workforce management.

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Contents
Introduction..........................................................................................................................4
Task 1...................................................................................................................................4
1.1 Current data on staff turnover and demographics.................................................4
1.2 Factors that may affect workforce supply.................................................................4
1.3 Organization’s requirements for a skilled and diverse workforce.............................5
Task 2...................................................................................................................................5
2.1 Organizational strategy retention of the workforce...................................................5
2.2 Strategies to address unacceptable staff turnover......................................................6
2.3 Define objectives to retain required skilled labor......................................................6
2.4 Objectives for workforce diversity and cross-cultural management.........................7
2.5 Strategies to source skilled labor...............................................................................7
2.6 Objectives and rationale for stakeholders..................................................................7
2.7 Obtain agreement and endorsement for objectives and establish targets..................8
2.8 Contingency plan for extreme situations...................................................................8
Task 3...................................................................................................................................8
3.1 Action to support agreed objectives..........................................................................8
3.2 Strategies to assist workforce to deal with organizational change............................9
3.3 Strategies to assist organization’s workforce diversity goals....................................9
3.4 Succession planning.................................................................................................10
3.5 Employer of choice..................................................................................................10
Task 4.................................................................................................................................10
4.1 Workforce plan........................................................................................................10
4.2 Labor supply trends.................................................................................................11
4.3 Effects of labor trends on demand for labor............................................................11
4.4 Organizational climate.............................................................................................11
4.5 Internal and external................................................................................................11
4.6 Government policy on labor demand and supply....................................................12
4.7 Effectiveness of change processes...........................................................................12
Conclusion.........................................................................................................................12
References..........................................................................................................................13

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Introduction
“The right people, the best company.” This assignment relates to the study of how a
company can manage its people in such a way that it proficiently fosters the growth and
status of the organization as well as the economy. Workforce planning has been
considered as the key to the development and building a prosperous future for the entity.
In core sense, workforce planning is the process of identifying and analyzing the
requirements of the business in terms of experience, capability, knowledge and quality of
the employees. The below summarized report has been focused on the management and
workforce planning for Wesfarmers.
Task 1
1.1 Current data on staff turnover and demographics
Staffing relates to putting right people at the right job, in other words, it is confined to
having the best person for the best suitable position in the organization.
For consistency in such operations, the company makes some suitable strategies which
are as follows-
• Strategic plans
This consists of the all the strategies which are to be used while managing the workforce.
• Operational Plans
Every company has its operations for which it makes plans about how to bring the action
in the organization (Starkey, 2018).
• Plans and Workforce planning
How many people are required, who will be assigned what etc. are under this section.
• Job characteristics
Job descriptions and other responsibilities have to be identified under this section.
• The Australian Bureau of Statistics
The government authorized agency which assesses data on the basis of samples so as to
reach a conclusion.
• The Economy
Definitely, if a business is operating under an economy it will contribute to it in direct
and indirect ways.

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1.2 Factors that may affect workforce supply
• Employment forecasting
This is a process of forecasting the rate of employment which a company would require
in future. This factor directly affects the workforce supply as we cannot accurately assess
the future and its requirements. The requirements may vary from time to time. Hence,
workforce supply is hindered.
• Supply and demand
Sometimes the supply and demand curve does not compliment each other which create a
problem for the company in getting the required amount of workforce for the operations
of the organization.
1.3 Organization’s requirements for a skilled and diverse workforce
A leading organization like Wesfarmers needs to compete with its rivalry for which it is
necessary for it to have best people appointed at the operations. The requirements of a
company are defined by its work ad structure it posses. Eventually, it leads to many more
upcoming challenges for which people are required in order to fulfill the goals. Hence,
Wesfarmers require a completely skilled and diverse workforce as it has very extended
operations which are also worldwide where expatriates are also needed. The working
structure of a company is very large so it needs to have highly skilled, semi-skilled, as
well as labor as well depending upon the work which it is assigning to people according
to their skills.
Task 2
2.1 Organizational strategy retention of the workforce
Retaining workforce is a task in a 21st century where there is the ample number of
competition. To be at a stage where there are a lot of options available to choose from is a
task. For which there are certain criteria where Wesfarmers has to lead and they are as
follows:
• Specific objectives for the organization on recruitment

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Wesfarmers have to make certain and clear goals for the organization in order to function
properly by this employees will also be retained for a longer period of time as they will
know what has to do.
• Training
Proper training about the operations which has to be performed should be there so as to
avoid any kind of confusions.
• Redeployment
This is a major tool which can be used to retain employees that if they don’t fit any ob
they can be redeployed to a job according to their skills in order to have them for a longer
period of time (NYAWIRA, 2017).
• Redundancy
This is the major factor where employees are concerned so Wesfarmers have to make
appropriate changes in this.
• Triple bottom line
The three factors such as social, financial and environment for the employees must be
taken care by Wesfarmers in the more attractive way to retain employees.
2.2 Strategies to address unacceptable staff turnover
It is always good to talk about topics which are controversial and it is always good to
solve controversies so as to be the best player in the market. Wesfarmers, in order to
address unacceptable staff turnover, can use exit interviews strategies which will help in
knowing the reviews if the employer as well as employees so as to address the loopholes.
Also, the goals or in other words standards have to be set for the exit interviews on the
scale of which they will be measured and also the appropriate solution on the basis of
which can be encountered.
2.3 Define objectives to retain required skilled labor
It is always justified to have employees for a long term in an organization (Knoke,
2018). This is a factor which helps the company to increase its goodwill as well as the
satisfaction of people who are dedicating their time and efforts towards goals of
Wesfarmers. The main objectives in order to do this activity are as follows:
 Cost Cutting

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Cost of internal and external sources which are used in recruiting new candidates is
minimized.
 Secrecy is maintained
Already working employees know about the process of a company so their retaining is
equally retaining the secrecy.
 Increase in goodwill
The company gets hampered in a market as it has most old working who is working with
it.
2.4 Objectives for workforce diversity and cross-cultural management
Wesfarmers is a leading enterprise which has a very big channel of work. So workforce
diversity is a huge concern and is majorly available in company’s operations. There are
many employees working as well as the existence of cross-cultural managements there
due to its worldwide operations (Chang, 2016).
There are several-legislation upon which the country is working variedly like the law of
discrimination, equal opportunity act etc. upon which every state in Australia has to work
and all the companies like Wesfarmers have to follow them.
Diversity completely relates to the employees who are working in Wesfarmers are
different from each other and they have different values, race, beliefs, religion, caste etc.
but the company makes an environment to work for them in a proper manner (Cronin and
et. al. 2018). As a whole, they are representing Wesfarmers which is a most common
objective of all.
2.5 Strategies to source skilled labor
The ways through which Wesfarmers can source skilled labor are as follows:
 Internal Recruitment
This is process through which a Wesfarmers can recruit its existing employees by
promoting them, job rotation and various other internal ways of hiring potential people
for suitable profiles (Byrd and Scott, 2014).
 External Recruitment
This is a process of hiring people from outside of the organization by posting jobs on
several portals, newspapers etc.

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Internal V/S External
Internal recruitment is less costly than external. The complexity is both the process also
varies internally is much more sorted than external. Internal help in retaining the existing
employees and external brings a new blood in the organization.
2.6 Objectives and rationale for stakeholders
Stakeholders are the people who are associated with an organization directly or indirectly
(Gabriel and Bennett, 015). They are affected by the operations of the company.
Likewise, Wesfarmers also consists of a number of stakeholders like- shareholders,
customers, employees, owner etc.
The objectives of Wesfarmers are clear and firm which are to generate more and business
and growth for the company. For the accomplishment of these goals , Wesfarmers will
take the help of its employees which is quite obvious because a company(Trevino and
Nelson, 2016)y is known by its people. For this Wesfarmers is trying to manage the
manpower in such a manner that it leads to the fulfillment of the goals and objectives
which are set.
2.7 Obtain agreement and endorsement for objectives and establish targets
It is very important for the company like Wesfarmers to gain the agreement of employees
on the objectives which it has set for future goals accomplishment. So a proper channel of
communication has to be used for it and also the established targets must be justified by
the team of Wesfarmers. This will further eliminate the possibilities of hindrances from
the side of the people who are associated with the business of the firm in a direct or
indirect way (Dixit and Bajpai, 2015).
2.8 Contingency plan for extreme situations
The plan which is to be formed in order to deal with complex situations which may occur
in future is what a contingency plan is. There are several situations which might be
encountered by Wesfarmers while operating its business because the environment is
dynamic and ever-changing (Jobling, 2017). So for this the company, first have to
forecast the future in order to have a complete scenario about what extreme situations
may occur in future, upon this after that a plan has to be developed so as to cope up with

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the situations, accuracy and accountability of the situations must be measured by various
techniques which will help in conserving the time.
Task 3
3.1 Action to support agreed on objectives
Recruitment can be initiated in Wesfarmers through an internal source and for this, the
company has to measure the performance of the existing customers on the basis of certain
criteria specified. This will help in promotion.
Training to the existing employees is least necessary as they are aware of everything but
an induction to the new role has to be done (Collings, Mellahi, and Cascio, 2017).
Redeployment is a good strategy by which cost of recruitment reduces and the employee
which is hired can be given a different role for which he/she is capable.
Redundancy will help in creating job security awareness among the employees who are
working with Wesfarmers.
3.2 Strategies to assist workforce to deal with organizational change
Organizational change is inevitable which has to be taken care by the company. For
employees, time to training session and awareness to them about the changing
environment must be provided on priority by Wesfarmers. This will help the employees
to cope up with the changes (April et al., 2014). There is a procedure of unfreezing,
change and refreeze through which company may get a feedback on any kind of change
which is trying to implement in the company. The employees must be made aware of the
changes which are happening.
3.3 Strategies to assist organization’s workforce diversity goals
In order to implement the goals related to workforce diversity Wesfarmers has to make
sure some basic steps as follows:
 Cost
Wesfarmers has to set aside a budget for implementation of the diversity goals.
 Communication

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This is a way to make the employees aware of how to work in a diverse environment with
various kind of people.
 Training
A proper session of training in order to deal with the various complications while
working in a diverse environment will add up to healthy relationship building with
employees
 Rules
Strict rules for the diverse culture must also be implemented by Wesfarmers to have a
proper functioning (Ramos Sanchez, 2018).
3.4 Succession planning
The company can further develop its succession planning to ensure the durability by the
following ways:
 Feedback
Employees themselves can be asked about their development and retention. This will
help in getting a proper feedback et al., (Hajkowicz, S.A., Reeson, A., Rudd, L.,
Bratanova, A., Hodgers, L., Mason, C. and Boughen, N., 2016).
 360-degree evaluation
On the basis of several factors, the employees can be assessed this will help in getting an
outcome whether the strategies which are implemented are proper or not (April et al.,
2014).
 Performance
Also on the basis of the performance employees can be judged for whether the changes
are positively impacting or not.
3.5 Employer of choice
After providing various facilities to the employees on various sections Wesfarmers will
definitely be choosing the best employees of its choice (Humphreys et al., 2017). The
company can develop a plan which makes sure while recruiting the employees for firm
all the terms are specified and met by the selected candidate. Retention strategy for the
company must be there in order to retain the employees for example exit interviews etc.

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Task 4
4.1 Workforce plan
 Management
The management of Wesfarmers can take action on the fact that why employees leave the
organization. This will help in developing a plan to cope up with the challenges in the
same field.
 Lack of rewards
The company can increase the rewards and work upon its previous incentive policies in
order to have more motivational enthusiasm for the employees to work for it.
 Over managed or undermanaged
A proper investigation of the strategy of workforce management will help in knowing the
loopholes of the organization.
4.2 Labor supply trends
There are changes when the external environment has problems in and at times it gets
very much abnormal that demand does not compliment the supply in an organization for
the employees. Likewise in such a situation when there is under or oversupply of
workforce the company must utilize both the opportunities well (Oakley, 2018). In case
of oversupply it must retain candidates according to its future forecasting for the
manpower requirement. In undersupplying it must not hire any candidates from among
the external environment.
4.3 Effects of labor trends on demand for labor
There are a lot of effects of labor trends on the demand for labor. The demand by a
company like Wesfarmers is fulfilled according to labor trends (Rothwell et al., 2015).
Sometimes there are ample of candidates and employees are available at the same time
there is not a single one. So a proper strategy in order to deal with both has to make by
the company. This directly affects the company’s recruitment policy of getting the best
candidate at the best possible position in the company.

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4.4 Organizational climate
Wesfarmers is one of the best organizations. There is no doubt that it must be providing
best organizational to gauge worker satisfaction (Steingold, 2017). The climate
justification can be done on the basis of employee’s feedback, leaders justifications,
planning and process survey etc. this will help in reaching a conclusion that the climate of
Wesfarmers is appropriate for the worker satisfaction.
4.5 Internal and external
The process of refining includes various factors which are external and internal.
Wesfarmers can evaluate its external environment where it can analyze the strategic plans
and strategic actions which have to be implemented (Goetsch and Davis, 2014). These
can be redefined in accordance with the changes in the environment. Internal changes
may include changes in the vision, mission or goals of the company which can be refined
according to the need and demand of the environment in which the company is operating.
Globalization is also a factor is required to be considered as significant, as the company is
operating worldwide so the factors and trends of it have to be analyzed.
4.6 Government policy on labor demand and supply
There are several legislations which have been passed by the government and these
legislations have to be taken into account while a company is operating in an
environment. Minimum wage act is one of the best example of policies imposed by
governing authorities. So, these legislations keep on varying from time to time which has
to be updated by the organization (Arkhipov, 2017). For this company have to remain
updated with the external environment changes.
4.7 Effectiveness of change processes
The change process can be evaluated through various methods of evaluation such as
surveys, feedbacks, 360-degree evaluation, and observation; reviewing the actions etc.
this will helps in knowing whether the whole process is working properly or not.

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Conclusion
In the limelight of the above-executed analysis, it has been concluded that the workforce
is one of the most valuable assets of the business organization and hence there is a need
of managing the workforce in an appropriate manner. The above report is focused on
managing the workforce of Wesfarmers.

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