Task 1: Research workforce requirements and develop workforce

planning

Workforce Planning Report

Current data on staff turnover and demographics

The reasons for staff to leave are :

1. Retirement
2. Other opportunities
3. Lack of opportunity
4. Unhealthy work culture
5. Lack of recognition
6. Unhealthy work culture

Manage Workforce Planning – BSBHRM513

Projections for future workforce needs.

Manage Workforce Planning – BSBHRM513

External factors that may affect workforce supply

http://www.leoisaac.com/planning/strat016.htm

External Environment Factors

Table 2 below identifies important aspects of

the external environment in which the
business operates. The business cannot
control these aspects but can respond to
change if needed. The main problem for
business managers is to be able to respond
early to change in the external environment,
and this depends on how soon any change is
identified. Some external environmental
factors such as economic conditions are
reported daily in the media and managers
have a wealth of information on which to
develop strategic plans. However, some
external factors may be difficult to identify,
particularly of the pace of change is very
slow or is hidden from view.

Table 2: Factors in the external environment and their affect on the business/organisation

Factor Influence on the organisation

Economicconditions Prevailing economic conditions of the nation will have an effect on

the spending patterns of citizens. Increases in interest rates and/or
a high level of unemployment will depress consumption of non-
essential goods and services. For example. when people experience
financial hardship, they will spend much less on sport and
recreation, holidays, new cars and luxury goods. Economic
conditions are global as well as national, and when there is a global
financial crisis as in 2007, changes in the external environment can
be dramatic.

Market(competition) The strength of business competition is a constantly changing factor

in the external business environment. Not only will competitors
come and go, but they will also change marketing strategies,
product lines and prices. Often such changes are not heralded and
business managers must be alert as to what competitors are doing.

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 Technology Technological change has been rapid in the last 50 years and is a
factor in the external environment that constantly exerts pressure
on the business or organisation. If businesses do not adapt
sufficiently quickly to technological change, they risk losing market
share. It's not just that technological change affects the design of
products, but even the delivery of services can change.

Climatechange Climate change is an insidious threat because the pace of change

may be recognisable only if considered on a decade-by-decade
basis. The effect of climate change will not fall equally on all
nations and all businesses. Businesses that depend directly on a
good supply of water e.g. agriculture, field sports will be adversely
effected if climate change results in reduced rainfall. However the
flow on affects of drought will eventually work their way through to
all businesses in the effected community.

Legal Taxation is one of most obvious changes in law through legislation.

Sometimes taxation changes occur overnight with little warning and
sometimes there is plenty of time for the business to prepare.
Other law changes that commonly affect business include
Workplace Health and Safety, Industrial Relations, Consumer
Protection and Environmental Law,

Media The media is undergoing rapid and significant change. The main
driver of this change is technology and the rise of the internet.
Newspapers once carried many pages of job adverts but now this
business is conducted by online recruitment companies such as
Seek.

Political Like law, changes in government policy can be well notified and
discussed, or without warning. As an example of how government
policy has an effect, is that many organisations depend on
government financial assistance. When there is a change of
government, such funding assistance can disappear in a short space
of time.

Demographic There is constant change in the make-up of the population. Some of

these changes include an increasing proportion of elderly citizens,
increasing number of two-income families, the age at which people
marry is increasing, increasing ethnic diversity, suburbs which were
once dominated by young families now have few. These
demographic changes can have a significant effect locally. For
example, a sport club which once prospered can begin to decline as
the local area has less and less children.

Manage Workforce Planning – BSBHRM513

Relevant industrial relations information, such as modern awards, conditions, rights
and responsibilities of workers and management are as follows.
Modern awards:
https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-
sheets/minimum-workplace-entitlements/modern-awards
A modern award is a document which sets out the minimum terms and conditions of
employment on top of the National Employment Standards (NES). Moderns awards
came into effect on 1 January 2010.
Modern award provide entitlements such as:
 Pay
 hours of work
 rosters
 breaks
 allowances
 penalty rates
 overtime.

Rights and responsibilities of workers and management:

https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-
sheets/rights-and-obligations/workplace-discrimination

Unlawful workplace discrimination occurs when an employer takes adverse action

against a person who is an employee or prospective employee because of the
following attributes of the person:
 race
 colour
 sex
 sexual orientation
 age
 physical or mental disability
 marital status
 family or carer’s responsibilities
 pregnancy
 religion

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  political opinion
 national extraction or social origin
Where an investigation finds that the employer has (or had) discriminatory practices
that are linked to adverse actions for employees or prospective employees, the Fair
Work Ombudsman may take enforcement action.

Relevant government policy that may affect our company:

http://pestleanalysis.com/political-factors-affecting-business/

Below, is a list of political factors affecting business:

 Bureaucracy
 Corruption level
 Freedom of the press
 Tariffs
 Trade control
 Education Law
 Anti-trust law
 Employment law
 Discrimination law
 Data protection law
 Environmental Law
 Health and safety law
 Competition regulation
 Regulation and deregulation
 Tax policy (tax rates and incentives)
 Government stability and related changes
 Government involvement in trade unions and agreements
 Import restrictions on quality and quantity of product
 Intellectual property law (Copyright, patents)
 Consumer protection and e-commerce
 Laws that regulate environment pollution

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There are 4 main effects of these political factors on business organizations. They
are:
 Impact on economy
 Changes in regulation
 Political stability
 Mitigation of risk
Impact on economy
The political situation of a country affects its economic setting. The economic
environment affects the business performance.
For example, there are major differences in Democratic and Republican policies in
the US. This influences factors like taxes and government spending, which ultimately
affect the economy. A greater level of government spending often stimulates the
economy.
Changes in regulation
Governments could alter their rules and regulations. This could in turn have an effect
on a business.
After the accounting scandals of the early 21st century, the US SEC became more
attentive on corporate compliance. The government introduced the Sarbanes-Oxley
compliance regulations of 2002. This was a reaction to the social environment. The
social environment urged a change to make public companies more liable.
Political Stability
Lack of political stability in a country effects business operations. This is especially
true for the companies which operate internationally.
For example, an aggressive takeover could overthrow a government. This could lead
to riots, looting and general disorder in the environment. These disrupt business
operations. Sri Lanka was in a similar state during a civil war. Egypt and Syria faced
disturbances too.
Mitigation of Risk
Buying political risk insurance is a way to manage political risk. Companies that have
international operations use such insurance to reduce their risk exposure.
There are some indices that give an idea of the risk exposure in certain
countries. The index of economic freedom is a good example. It ranks countries
based on how politics impacts business decisions there.

An executive summary: a short summary of the contents of the report.

Manage Workforce Planning – BSBHRM513

Mission
JKL Industries is an Australian owned company selling forklifts, small trucks and
spare parts to industry. We deliver value to customers and investors through our
highly trained, motivated, and expert workforce.
Vision
JKL Industries believes in developing and unlocking the potential of its people to
allow the company to become the leading supplier of forklifts, small, medium and
large trucks in Australia.
Company values
● Performance excellence
● Value for investors, customers and employees
● Personal and professional development
● Diversity
● Sustainability.

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Operational plan
JKL intends to implement operational plans to realise strategic objectives. Key
aspects to operations include human resources and workforce planning,
performance management, physical and financial resources and workflow.
Human resources
The organisation is currently using a HR business partner model with a human
resources officer aligned to each of the three key business areas: sales, fleet rentals,
and service.JKL employees over 190 personnel in the following categories (see
organisation chart).

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A discussion of organisational need. including current and future situation with
respect to workforce capability:
i. a description of the organisation’s requirements for a skilled and
diverse workforce
 Computer Skills
 Team work
 Planning and organizing skills
 Time management

ii. a discussion of the data you have considered and analysis of the
impact on organisational objectives, including:
(1) internal and external labour supply predictions

Manage Workforce Planning – BSBHRM513

 (2) external conditions, for example, government policy
Look at the Appendix 1 and find the information
(3) organisational future demand and predictive techniques used.
Look at the appendix 1 document under workforce data and add information about
what future staffing we will need.

Recommended actions:
Developing skills and organisational capability through:
Use the below websites to find the information
http://www.cipd.co.uk/binaries/building-capability-and-talent-to-meet-short-and-long-
term-priorities_2011-stf.pdf
https://www2.bc.edu/~jonescq/overhead.html
https://hr.od.nih.gov/workingatnih/competencies/executive/capability.htm
https://blog.udemy.com/communication-skills-in-the-workplace/
http://smallbusiness.chron.com/importance-organizational-capability-13295.html

Manage Workforce Planning – BSBHRM513

Retaining skilled labour:
Use the below websites to find the information
http://www.andrewjensen.net/retain-your-most-skilled-and-experienced-employees/
http://bullseyerecruiting.net/how-to-retain-your-highly-skilled-employees/
https://www.go2hr.ca/articles/six-tips-help-retain-skilled-seasonal-workers

Promoting workforce diversity:

Use the below websites to find the information
http://smallbusiness.chron.com/promotion-awareness-cultural-diversity-workplace-
11606.html http://smallbusiness.chron.com/top-things-company-can-promote-
diversity-11136.html
https://www.peoplehr.com/blog/index.php/2015/04/20/three-ways-to-promote-
cultural-diversity-in-the-workplace/

Your proposed strategies for realising each of the objectives above:

Strategic Direction in JKL Industries establishes the organization mission; defines
goals and measurable objectives and determines necessary financial resources and
workforce needs.

Promoting workplace diversity has many bottom line benefits. Retaining employees
can be more difficult than recruitment. This is especially true for companies in less
diverse regions where relocated minority employees may feel disconnected. We may
need to take a more active role in helping them adjust to the culture at work as well
as in their new communities.

My proposed process for developing detailed targets consistent with objectives in

consultation with managers:


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Communication Strategy

Communication objectives:
(aligned to workforce objectives and
organisational strategic goals)
Audience:(characteristics/receptivity Message: Strategy: media, approach, Resources/budget:(if Person:
to message) rationale: applicable, estimate)
(why it will communicate message
and meet objectives)

Manage Workforce Planning – BSBHRM513

Risk Management and Contingency Plan

Workforce objectives: Risk likelihood: Risk consequence:

Workforce
objective:

Risk mitigation strategy or contingency plan:

Risk:

Contingency plan:

Workforce
objective:

Risk mitigation strategy or contingency plan:

Risk:

Contingency plan:

Manage Workforce Planning – BSBHRM513

 Workforce
objective:

Risk mitigation strategy or contingency plan:

Risk:

Contingency plan:

Manage Workforce Planning – BSBHRM513