Manage workforce planning

Assessment

You are advised to commence work on your assessment from week 1 and must be submitted by the due date.

1. All assessment tasks must be completed and uploaded online in RTO Manager (gbc.rtomanager.com.au) for being marked by your assessor.

2. Please read all instructions before starting each assessment.

3. Where you are required to submit documentation for an assessment, it must be attached to your assessment booklet.

4. Your trainer will not be able to assist you in answering questions. However, your trainer will address any issues concerning questions requiring further explanation.

5. You may refer to your student learner guide/student resources or any other relevant resource when completing your assessment. Do not quote directly from the notes. You should answer questions in your own words, except where it asks you to quote.

6. You have access to computers which are equipped with Microsoft suite of products and printing facility is available at nominal cost

Assessment Schedule

Week

Tasks to complete

Week 1

Task 1:

Review of report

Week 2

Task 1:

Review of report

Week 3

Task 2:

Review of presentation / information briefing

Week 4

Task 2:

Review of portfolio: Staffing action plan

Week 5

Task 3:

Review of portfolio: Climate survey

Week 6

Task 3:

Review of monitoring / evaluation report

Task 1: Research workforce requirements and develop workforce planning
Performance objective
In this task you will need to:

· Demonstrate skills and knowledge necessary to research workforce requirements within an organisational context and

· Develop workforce planning.

Assessment description
In this task you will:

· Research workforce requirements,

· Review organisational strategic plans and

· Develop a report outlining your proposed workforce plan to meet organisational strategic objectives.

Workforce planning report

Communications strategy

Risk management and contingency plan

Assessment Task 1

Staffing action plan

Workforce planning presentation

Assessment Task 2

Organisational climate survey

Evaluation report

Assessment Task 3

Procedure
1. Study the JKL business documents on page 28.

2. Study the JKL information below

JKL Industries is an Australian-owned company selling forklifts, small trucks and spare parts to industry, with a rental division leasing forklifts and small trucks.

The company’s head office is in Sydney and JKL has branches in Brisbane, Melbourne, Perth, Adelaide and Canberra.

After 12 years in business, focusing on forklifts and small trucks, JKL has been offered the sales rights to a range of medium and large trucks from an overseas supplier. This opportunity will provide JKL with an advantage in range over its competitors.

Sales results over the past five years have indicated strong growth in forklift and truck sales, which have averaged 10% sales growth per annum. The rental market has been in decline for the past three years due to the reduced costs of these vehicles and some taxation benefits for purchases of these vehicles.

Taking the sales opportunity will, however, entail some significant changes, including significant changes to company structure and operations. The company will reposition itself to focus solely on retail sales and service and exit the rentals market, in which forces such as competition and consumer choice reduce potential profitability.

The changes will necessarily impact workforce planning. The company will need to ensure it has the right people with the right skills at the right time to achieve objectives. JKL will need to closely monitor turnover and recruitment and implement strategies to retain skilled people and ensure critical roles are filled. In accordance with the organisation’s values, JKL intends (to the extent feasible) to recruit from within the company and up skill or re skill existing rentals employees who wish to remain with the company.

As an HR consultant, you have been contracted by JKL to review workforce requirements and develop workforce objectives and strategies. To complete this task, you will need to assess factors that may affect workforce supply, such as internal labour resources and the external labour market.

3. Study the JKL business documents in Appendix 1, on page 9.

· Study the current data on staff turnover and demographics

The company has occupied following positions: senior manager, branch manager, line manager, sales force and customer service and mechanics. They are focused on selling and renting small trucks and forklifts. Based on the analysis, was found that the main reason why employees are leaving is because unhealthy work culture, then lack of recognition and lack of opportunities. An another reason is also retirement mainly in senior management.

Demographics split between women and men. The highest representation of women it is in sale (87,5%). Overall dividing between female and male employees is 56% for women.

· Study the projections for future workforce needs.

The company has an opportunity sell machinery from overseas supplier

, which will create new working positions what must be covered. They are two ways, on the one hand retrain current employees and on the other hand hire new skilled staff, which shouldn’t be valuable. Hire new staff is usually risky because we never know if a new employee will be loyal and responsible.

4. Using appropriate online sources, investigate the external environment:

a. External factors that may affect workforce supply

There are many external factors which may affect workforce supply. Can be government policy, labour market trends, immigration rates, graduation rates, demand and competition for labour. As it widely known those affects change the status on the market of workforce supply extremely. For example graduation rates, on the market might be so many workers educated at accounting and administration which affect their salaries because the market is overloaded. However, there is lack of handy and skilled people for technical positions. If

b. Relevant industrial relations information, such as modern awards, conditions, rights and responsibilities of workers and management

In Australia, in each state is different modern awards, JKL has branches each in different city.

c. Relevant government policy.

Policies:

Anti-discrimination ACT

Workplace Health and Safety ACT

Licencing requirement

Dangerous goods

Equal employment opportunity legislation

5. Using the results of your review of internal and external data and simulated business documentation, such as strategic or operational plans, develop a workforce planning report containing:

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

JKL industries is focusing on business in the field of selling forklifts, small trucks. Over the last years have signalized strong growth in forklift and truck sales, which have averaged 10% sales growth per year.

JKL industries got an opportunity to sell medium and large trucks from overseas suppliers, dealers which will be support be taxation benefits after vehicle purchases.

Moreover, that will bring important changes, including company structure, procedures, planning and possibility of exiting rental market. Those changes may negatively effect the profit and reduce customer choice.

Consequences of changes will force workforce planning. The organization will need the employees with specific knowledge and skills.

JKL has two options how to solve the situation. The first one is retrain current employees to keep the turnover on minimum (keep employees happy, loyal and proactive) or recruit a new staff. Also new strategy must be implement to achieve new organization’s goals.

b. 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

The company needs employees who will respect company’s strategies, vision and follow the rules, working culture and habits. The employees need to know their exact work position following by all procedures. The company needs to plan business future and prepare the employees for the changes in advance to keep the working atmosphere out of fear and stress of unknown.

The company should regularly control the performance of employees and motivate them.

It is required to valuate employees by the skills and levels.

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

internal swot

(2) external conditions, for example, government policy

(3) organisational future demand and predictive techniques used.

c. Recommended actions:

i. Your proposed objectives for the modification of the workforce and retention of the workforce in line with strategic objectives through FY 2017–18. Ensure you develop objectives for sourcing skilled labour and promoting from within by:

(1) developing skills and organisational capability

(2) retaining skilled labour

(3) promoting workforce diversity.

ii. Your proposed strategies for realising each of the objectives above.

iii. Your proposed process for developing detailed targets consistent with objectives in consultation with managers.

6. Develop a communication strategy using the template provided in Appendix 2:

a. Plan communication and consultation activities to be undertaken to communicate, and seek approval and endorsement for, proposed workforce planning measures from stakeholders, including:

i. senior management

ii. line management

iii. workers.

b. Include in your communication strategy a broad plan to communicate implementation of the workforce plan to senior management.

Note: This communication activity will be planned in detail and undertaken in Assessment Task 2.

7. Develop a risk management and contingency plan using the template provided in Appendix 3. Assess risk and develop contingency planning for the three workforce objectives and strategies discussed in your report. At least one risk management and contingency plan must be in response to an extreme situation.

8. Submit all documentation as per specifications below. Please keep copies for your records.

Note: For Assessment Tasks 2 and 3, you will need to refer to work submitted for this assessment task.

Specifications

You must provide:

· a workforce planning report – refer to Appendix 1 and procedures 1-4

· a communication strategy – Appendix 2, refer to procedure 5

· a risk management and contingency plan – Appendix 3, refer to procedure 6.

Your assessor will be looking for evidence of:

· communication and leadership skills to:

· explain the need for change

· gain senior management support for workforce planning initiatives

· literacy skills to read and write reports and succinct workforce plans

· numeracy skills to work with data and predictions about labour supply information

· analytical skills to review data according to the needs of the organisation

· technology skills to:

· communicate with key stakeholders

· support HR functions, including data collection and managing information according to legislation and organisational policies

· knowledge of current information about external labour supply relevant to the specific industry or skill requirements of the organisation

· labour force analysis and forecasting techniques.