BSBHRM513 - Sub01
BSBHRM513 - Sub01
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Flexibility on working hours, possibility of homework, and flexibility on times to start and finish, the
flexibilities motivates the workforce and consequently the work results.
2. Why is it essential for a workforce planner to develop specific strategies when establishing workforce
skill and diversity requirements?
It's important to have knowledge about the differences between each culture and to know that plans and
procedures are needed to adapt the workplace. It's important to create an environment in which people`s
knowledge, perspectives, experiences and backgrounds are valued.
3. Outline external and/or internal information sources that can assist in organisational retention and
staff supply forecasting.
An external factor is the Legislation; it affects the company directly and the manager planners need to
ensure compliance with any change in the legislation that can affect the organization.
4. List examples of business initiatives that could require modification to workforce retention strategies.
5. Why is it essential to use analytical thinking processes when developing contingency plans to address
unacceptable staff turnover or to cope with extreme workforce situations?
Contingency planning is about being prepared for any circumstances and having a protocol to keep you
and your employees safe. It’s important to analyse every circumstance and to be aware of knock-on
effects.
Having leaders instead of bosses. Employees have the habit of following the leaders, while they abandon
the bosses. Also, give employees opportunities for concrete success. Employees want to know if they are
succeeding or not. They want to have feedback and to have their talent valued.
7. Explain the organisational objectives and strategies that need to be considered when sourcing skilled
workforce labour.
To attract better employees, your strategy must include creative and innovative strategies for locating,
recruiting, interviewing, hiring, orienting and training the workforce. As a strategy to find skilled labour,
it’s important to use the social media, employee referrals, consider temps, freelancers, and student co-ops
and even hold an open interview day.
9. What are some of the benefits to an organisation for obtaining workforce endorsements when
establishing agreed targets and who might be consulted during this process?
11. For an organisation to become an employer of choice, why is it important to have review strategies
built into the workforce planning process?
Because it’s important to keep up with changes. As the time goes, the organisation and employee
expectations and objectives will change over time. Conducting periodic employee surveys to determine
employee satisfaction may help to understand what needs to change or not.
12. Explain common supply and demand patterns that can affect an organisation’s workforce. How
might the organisation plan against these patterns to ensure workforce change is successful?
They need to be studied in order to avoid reasons to someone leave. Reviewing plans helps avoid this
arrangement. Promote autonomy, conflict resolutions, and support strategies.
13. Outline the judgment methods that could be used to monitor and review the effect of labour trends
on demand for labour.
14. Describe three mathematical methods that would assist an organisation in effectively monitoring
labour trends when implementing succession planning.
• Labour supply analysis - As with demand, workforce supply is analysed in terms of both its internal and
external components. Internal supply refers to the workforce you actually have in your organisation
(in terms of both capacity and capability), whereas external supply refers to both the potential sources
and availability of staff to join your organisation. Both components should be analysed using a current
and future focus.
• Supply vs Demand - At its most basic, supply is how much of a good or service is on offer in a
market. Demand is how much of the good or service the market wants to buy.
• Turnover Calculation - To determine your rate of turnover, divide the total number of separations that
occurred during the given period of time by the average number of employees. Multiply that number
by 100 to represent the value as a percentage.
15. List at least two reasons why staff are likely to be dissatisfied in the workforce.
17. What are the benefits to an organisation for making recommendations in response to internal and
external changes and global trends?
It helps to improve the workforce plans. The workforce plans need to be a continuous process.
18. Review and provide a brief outline of three industrial relations or government policies specific to
labour demand and supply.
1) Immigration: affects the labour market by increasing the number of candidates in the market and the
diversity of skills available
2) Retirement age: could affect labour trends by keeping the thousands of people who were due to retire
in the workforce for a few more years
3) Training: the government may provide funding for apprenticeships, subsidise organisations to offer
employment opportunities or pay to up-skill current staff to meet the shortfall in a specific industry
BizOps Enterprises
Workforce Reporting
Relevant trends
BizOps has 150 stores Australia-wide, 7 warehouse facilities and a head office, 800 employs full-
time, 100 part-time and 400 casual time, 31% of staff feel that they are inadequately skilled to handle any
technological changes.
The busiest period is in December and January due to staff requesting annual holidays. This period
of the year the level of casual staff in a store can be as high as 60%.
The labour force skills index has declined from 39% to 19% over the past three years. This can
largely be attributed to less staff being recruited with appropriate qualifications and less ongoing
professional development occurring.
Work productivity has suffered a 14% decline over the past three years due to an increase in the
casual to full-time staff ratio.
Worker job satisfaction is at a record low: 37% of staff have indicated in a survey that they believe
their efforts and work ethos are not valued.
The BizOps business and operational plans do not contain refined objectives and strategies that
are sufficient to respond to the organisation’s labour requirements.
Work productivity has suffered a 14% decline over the past three years due to an increase in the
casual to full-time staff ratio.
Wage costs have increased by 23% across all departments. There has been a reduction in full-time
staffing levels and there has been a tendency to overspend on casual wages to achieve the 15% growth
that is set in the company business plan.
Projected growth in sales of 15% per annum over the next five years will require an equivalent
growth in full-time staff of 15% per annum.
About 48% of BizOps staff rely on public transport to get to and from work each day. On average,
15% of staff are late in starting work each day due to unscheduled delays in the public transport system.
Recent government policy on workforce participation has increased financial incentives for
employers to hire new trainees. The incentives are linked to trainees successfully completing an
accredited course and remaining in the workforce for the duration of the period of the traineeship.
Government policy is a 50% subsidy for employers to increase the skill level of existing employees through
accredited training programs.
The current level of unemployment in the community is 6.1%, but recruitment data is indicating
that most applicants for BizOps positions do not have the necessary qualifications, skills or experience as
outlined in the position descriptions.
Background
BizOps is a big company with 150 stores Australia-wide, 7 warehouse facilities and a head office. We
currently employ over 800 full time, 100 part-time and 400 casual staff.
Context
BizOps currently has 150 stores Australia-wide, 7 warehouse facilities and a head office. The organisation
currently employs 800 full-time, 100 part-time and 400 casual staff.
The current level of unemployment in the community is 6.1%, but recruitment data is indicating that most
applicants for BizOps positions do not have the necessary qualifications, skills or experience as outlined in
the position descriptions. The shortage of skilled applicants is leading to positions being filled with
personnel who require substantial in-house training to acquire the fundamental skills required.
Risk Assessment:
• Loss of revenue
• Poor customer service and standards
• Lack of product knowledge
• Legal and compliance consequences
• Staff shortages
1 Insignificant
2 Minor
Risk impact/
consequence legend
3 Moderate
4 Major
5 Catastrophic
B (Probable)
Medium Medium Medium High Extreme
C (Possible)
Low Medium Medium High High
D (Improbable)
Low Low Medium Medium High
E (Rare)
Low Low Low High Medium
Activity:
Risks About 27% of the full-time workforce is over 60 years of age, close to
retirement
Expected outcomes
of risk treatment
plan Have a lower percentage of staff in this situation
Items Strategies
• Make partnership with universities and attract young people to want to work at the
company
• BizOps is committed to recruiting the best potential people, complying with any legislative
or regulatory requirements and always treating the candidates with equality, dignity and
respect
• The company is committed to the use of fair and non-discriminatory selection criteria, for
example: skills, experience and aptitude of the employee
• Candidates in the hiring process will be interviewed by an appropriate manager
• For the current workers who want to apply for other positions, it is necessary to have the
requisites and skills for the job
• Provide enthusiastic and useful refresher courses for employees whenever possible during
working hours
• To succeed staffs in senior positions, BizOps will identify candidates with leadership
potential from the talent pools. This will be achieved by conducting assessments using the
capability profiles, performance ratings and observed skills and experience
• Offer more career opportunity to the full-time staffs stay working long in the company
• Make a home office or allow employees to work from home sometimes, helping those with
children or another personal reason
https://www.cio.com/article/2955131/staff-management/6-ways-to-support-working-parents.html
https://learn.greystonecollege.com.au/pluginfile.php/22883/mod_resource/content/2/topic-
1/topic-1/section-1a_3.html
Unlawful discrimination, harassment of any kind, bullying, victimisation or any other unacceptable or
offensive conduct to other BizOps employees, clients, visitors or anyone else in the workplace, or at
company sponsored events, will not be tolerated.
https://www.australianskilledmigration.com.au/international-recruitment/
BizOps Enterprises
Workforce Planning
1. Introduction Due to recent staffing issues at BizOps Enterprises, they are hiring a HR
specialist advisor with experience in managing workforce planning, this
professional first objective is to undertake a review of current staffing issues
and develop, implement, monitor and evaluate strategies that will assist
BizOps in managing its future workforce planning.
BizOps purpose: The goal of the project is to consolidate a consistent structure in terms of
leadership, customer service and employee safety through efficient training.
BizOps values: Vision – Mission also any other information that includes the way BizOps cares
for its workers.
Projected supply
(based on 210 workers leave every 3.8 years. How 7 + 15% + 15% + 15% + 15%
many people leave each year on average)
Comments:
Make a comment about BizOps retention and sales rate.
Attraction
What is the attraction for BizOps to be an employer of
Provide two examples
choice? In other words, what should they offer?
of achievable targets.
Retention Provide a retention strategy covering best practice. (Also Add improved %
covered in your report). according to current
retention rate.
Job Include how redesigning job roles and responsibilities for Add an improved %
design/re- workers over 60 yrs. could improve succession and according to succession
design improve jobs for older people. (Online research) rate.
Planned Refer to redundancy policy and summarise key points. Suggest an average
attrition rate according to
current workforce
(retirements,
statistics.
exits)