BSBHRM513 Manage Workforce Planning Editing Services

BSBHRM513 Manage Workforce Planning Assignment Help

BSBHRM513 Manage Workforce Planning Editing Services

Task 2

Staffing action plan

Staffing objectives:

The objective is to retain the number of existing employees and mould the existing workforce in such a way that they adapt to changes made by the organization.

Activity : (staffing move, promotion, new hire, etc.)	Timeline	Strategy/rationale	Resources	Person
New Recruitments	2 Months	Recruiting skilled employees for more efficient productivity & to take position over existing employees.	Finance, Virtual interviews	HR
Promotion to the existing workforce	1 Month	The employees will be contented at the workplace	HR	HR
Coaching and updating the sales compensation to the sales force	2 Month	To hold the existing numbers of sales force	Finance, professional sales coach, training department	Sales manager
Workforce motivation programs	3 Months	Such as Employee of the months, this makes the employee dedicated to work	HR, manager, Finance	Manager
Workforce Training and coaching	1 Month	To make them skilled and professional	HR, Training manager, Resource person	Training manager

Checklist

Position	Staffing target for FY 2014–15	Actual	Achieved
Senior manager	Competent senior managers in all the branches of the company	Requirements in all the branches of JKL.	Yes
Branch manager	Target is to recruit the branch managers in all the branches	Managers are not adaptable to change	Yes
Line manager (service, sales)	Fulfilled requirements of line managers in all branches	The number of existing employees are increasing	No
Salesforce	Efficient sales force with no existing members	The requirements in sales force are high & the number of existing employees are increasing as well.	No
Mechanic	Skilled and proficient mechanics in all branches	There was requirement of skilled mechanics in the company.	Yes

Presentation to senior management to explain and gain support for your workforce planning and your completed staffing action plan

workforce planning and your completed staffing action plan

workforce planning and your completed staffing action plan

The following presentation will reflect about the prominence of workforce planning with respect to JKL, Australia. The presentation also confers about the importance of skilled labour in the organization as well.

workforce planning and your completed staffing action plan

Employee support is very essential for a company to make the successful change. Above shown are some of the strategies that help to win support from the employees.

workforce planning and your completed staffing action plan

Managers sometimes resist the changes made by the organization which leads to job exit. To overcome this situation, the organization takes some steps which are portrayed above.

workforce planning and your completed staffing action plan

The workforce planning is must for the external labour supply for the reasons which are portrayed above. To reduce labour cost, increase efficiency is one of the prime focus of the organization.

workforce planning and your completed staffing action plan

As JKL is going to make a change, skilled labour is essential to carry out the changes that the company is going is make. Skilled labour increases the efficiency of work with completion in time.

workforce planning and your completed staffing action plan

JKL need labour in future for attaining all its future objectives. Apart from this skilled labour upholds the eminence of the company by keeping the workflow with proficiency.

workforce planning and your completed staffing action plan

The staffing action plan reflects the points that are required to stop the employee turnover in JKL and to rebuild the overall hierarchy of the employee system in JKL.

workforce planning and your completed staffing action plan

Task 3

Organizational Climate Survey

*Organizational Climate Survey Form*
Date:
Name of Employee:
Department:
Designation:
Sr. No.	Description	Evaluate	Feedback
1.	Are the training & development programs helpful for you?	(Yes/No)
2.	Is diversity in the culture encouraged in the organization?	(Yes/No)
3.	Are you satisfied with your job?	(Yes/No)
4.	Are the leaders and managers helpful?	(Yes/No)
5.	Is your work very stressful to you to manage work and home together?	(Yes/No)
6.	Does proper communication prevail between all levels?	(Yes/No)
7.	Is your performance properly managed by the management?	(Yes/No)
8.	Are remunerations & reward prevalent where necessary?	(Yes/No)
9.	Are you satisfied with your team that you work in?	(Yes/No)
10.	What do you feel about the work environment?	(Good/Average/Bad)
11.	The overall image of the organization for you?

Evaluation Report

Executive Summary

The forthcoming evaluation report is based on the complete evaluation of the internal & the external trends of the workforce and would also explicate their impact on the organization's objectives. The report would also provide proper justification and would build effective support for the proposed recommendations. The effectiveness of the planning for the workforce would also be evaluated in the report.

Discussion of internal and external data

Internal Labor Trends

Most of the people that are leaving the organization are due to the lack of finding new opportunities, due to retirement, due to the unhealthy organizational culture at work, and also due to the lack of recognition in the organization. Lack in the number of young employees and lack of a number of women in the structure except in sale and customer service part is also some of the unhealthy trends that are followed in the organization and are impacting the organization.

External Supply

The external supply of skilled labour is very crucial to meet all the needs and demands for the well-being of the organization. The recruitment and the selection process of the companies should be free from any kind of discrimination so as to ensure that the employees that would be hired are hired for their skill and the talents they possess. The complete set of laws that avoid discrimination in the recruitment process should be implemented to make the better decision of who will get the job.

Government policies

The government policies do impact the organization and its functions, but these policies should be implied in such a strategically planned way so as to retain the skilled and talented employees in the organization for the better future of the workforce and for the benefit of the company. The policies should be used for the benefit of the employees so that they may not find any reason to leave the company and to find some other & better opportunity for them.

Industrial Relations & Modern awards

Industrial relationships and the aspect of modern rewards are necessary for keeping the entire workforce and the entire stakeholder intact in order to achieve the goals & objectives of the company. This would help the employees to resolve the workplace complaints, to provide them with appropriate education, guidance & info, to execute investigations, & also to impose applicable workforce laws. This would also help for the attainment of the rights & the responsibility for the betterment of the workers and management.

Climate Survey Results

The results that were obtained with the help of the survey clearly elucidates that there is an urgent need for changes in the organizational climate so as to ensure the better future of the company. The employee should be properly rewarded for their efforts and proper compensation should be provided wherever necessary, recognition and upraises should also be present to keep the workforce intact and to enhance their performance and benefit to the company. The survey was conducted among 50 randomly selected staff members of the company where the results of the Organisational climate survey form shows that 60% of the total people among whom the survey was conducted feel average about the work environment. Further 50% of the total people among whom survey was conducted agree that proper communication prevail between all levels.

Effectiveness of workforce planning and change processes against objectives and targets

Workforce planning in the given organization is very important if the present scenario of the company is considered. It is a systematic & an entirely integrated process so as to avoid any kind talent surpluses or scarcities with the help of strategic planning. The change in the process can be implemented by remoulding the processes rather than completely replacing them for the better performance of the employees and the company. This would help the company to achieve all its goalmouths and objectives in a proficient manner.

Recommendation for change

1. Continuous training should be provided to the workforce in all the areas in which it is required.

2. Discrimination should not exist in any recruitment, selection or in any internal process.

3. Proper compensation, rewarding and proper recognition would help to enhance the situation.

4. Cultural diversity should be encouraged so as to keep the workforce intact and to enrich their performance.

Conclusion

The above-mentioned evaluation report entirely concentrates upon the internal & the external trends of the workforce and also explicates their impact on the organization's objectives. The effectiveness of the planning for the workforce is also evaluated in the report. The report also provides proper justification and builds an effective support for the proposed recommendations.