Human Resource Management: Manage Workforce Planning

First Edition, January 2016
Copyright ownership: Life Coaching Institute (Aust) Pty Ltd ATF Life Coaching Institute Trust

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Assessment Instructions
Before attempting to complete this Assessment Book you must read through all of the information supplied to you in the Study Guide and associated Book of Readings for this unit. You are required to complete all assessment questions successfully in order to be deemed competent in this unit.

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A guideline for the number of words required for a response is included to give you an idea of the depth of information that is required to successfully answer the question. If you are well under the approximate number of words you may need to ask yourself whether you have been too superficial in your response. If you are well over the word limit, then you may need to ask yourself whether you have included irrelevant information or repeated yourself unnecessarily. If you do not understand what is required for you to complete an assessment, please contact an Education Adviser.

Work your way through the Assessment Book until you have completed all sections. Then submit by the due date noted in your Student Portal (http://my.estrada.edu.au). Failure to do so will result in you being required to re-enrol in this unit.
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Thank you for choosing to study with Estrada College. Best Wishes!

This Assessment Book Belongs To:

Student Name: Coralee MeibsuchStudent Number: EST011819

Candidate Declaration:
By signing below, I declare that:
? I am the enrolled student
? I have been advised of the assessment requirements and my rights and responsibilities as an assessment candidate, and I choose to be assessed at this time.
? All of the responses within this Assessment Book are my own.
? This Assessment Book contains no material written by another person except where due reference is made.
? I am aware that a false declaration may lead to the withdrawal of a qualification or statement of attainment.
Signature: Coralee Meibusch
Date: 08/09/2016 (Type your full name in the field above)

Section 1
Short Answer Questions

1. When engaging in workforce planning activities you may be required to review current workforce data and compare it against industry and national benchmarks. Use the industry and demographic information supplied on pages 13 and 16 of the Study Guide to answer the following questions.
a) What was the rate of turnover in the construction industry as reported by the ABS (2014)? Hint: see page 13 of the Study Guide.
The turnover rate was 19%in the constrcution indusry in 2014. b) What percentage of the Australian population identifies as having German ancestry as reported by the ABS (2015)? Hint: see page 16 of the Study Guide.
2.28% of the Australian popluation identifies as having German ancestry within the findings of the ABS, (2015). c) What percentage of the Australian population is aged between 50-54 years as reported by the ABS (2015)? Hint: see page 16 of the Study Guide.
6.73% OF Australian popuation is aged between 50-54 years according to the ABN, (2015) Satistics.
2. Human resources professionals are responsible for ensuring that their organisation meets all relevant diversity requirements. Select true or false in relation to each of the following statements regarding diversity requirements.
The Workplace Gender Equality Act 2012 requires organisations with more than 100 employees to submit an annual report to the Workplace Gender Equality Agency. TrueManagers can be held legally responsible if they fail to take ?all reasonable steps? to prevent harassment and discrimination in the workplace. TrueThe Diversity Council Australia requires all Australian organisations to meet diversity benchmarks set by the Australian Public Service and can issue fines of up to $10,000 for non-compliance. False
3. Briefly describe, in your own words, three factors that may affect workforce supply or demand. (Your response should be no more than 100 words)
Pg 18
Skill and labour shortage: This is the lack of employees that are competent or are reluctant to do certain job. skills shortages can be triggered by a multiple factors such as technology changes, diminished interests or a reduction in employement rate. This can make it hard to get emloyeement for particular areas which could also lead to an increase in labour costs.
Industry change: Industry change can be many diffeent changes within the industry such as changes in legisative requirements or technogy changes. such as change in technology could change skills needed within the company leaving some employees overskilled and un used in some areas or underskilled in other areas with a higher demand of needing staff to have these skills.
unemployment rate:employment rate can effect workforce supply. By having a low amount o people looking for work it can make it harder to find employees and change such aspects as the rate of pay given to employees or incentives to keep valuable employees.

4. Human resources professionals are responsible for developing workforce planning objectives. Develop your own SMART objective for each of the following areas of workforce planning. Note: you should make up your own details regarding the specific objectives, however each objective you develop must be SMART and relevant to the nominated area of workforce planning. (Each objective should be no more than 25 words)
a) Retention
Conduct a “stay” interview annually with every employee that has been with the company for 1 year or more in order to collect data on why employees stay. b) Recruitment
Lower immediate employee turnover by 15% by the end of next year. c) Training
Ensure all staff reach 70% or higher within their training review quentionare that is conducted every 6 months. d) Redeployment
have a progress meeting/ review with all employees that have been redeployed every month for the first 3 months to check on the progress and satisfaction of the employee. e) Redundancy
Downsize company by 5 % by the next financial year. f) Succession Planning
Draw up a plan of action for succession and idenityany key employees for the utilisation of the plan. To by completed by the end of the quarter. g) Diversity
Increase diversity within the workplace by 2% within the next 2 years.
5. Workforce planning objectives should be aligned with organisational strategy. In the Study Guide we outlined three generic categories of organisational strategy: Cost Leadership, Differentiation, and Focus. For each of the objectives below, select the generic strategy that each objective is most aligned to.
Ensure that all employees undertake at least 150 hours of training every calendar year. Select answerAchieve a turnaround time of less than 3 days per vacant position within the next 6 months. Select answerRecruit 20 additional out-of-hours customer support staff to contact core customer base. Select answer
6. Workforce planning objectives should be communicated to relevant stakeholders. For each of the stakeholder groups below, briefly describe the communication strategy and tactics you would use to communicate your objectives and briefly explain why you would utilise such an approach. (Each response should be no more than 50 words)
a) Management
(information on pg 26 of study guide)b) Employees
c) Unions

7. Human resources professionals are also responsible for managing risks to workforce planning. List three contingency plans that could be put in place to manage risks to workforce planning. (Your response should be no more than 30 words)

8. List three general strategies that could be used to support workforce planning objectives in each of the following areas. (Each response should be no more than 50 words)
a) Retention
b) Recruitment
c) Training
d) Redundancy
e) Redeployment
f) Succession Planning
g) Diversity

9. Businesses should endeavour to become an employer of choice. Briefly outline three strategies that are commonly used to become an employer of choice. (Your response should be no more than 100 words)

10. Human resources professionals need to be able to implement strategies to assist their workforce to deal with organisational change. Briefly outline three strategies that human resources professionals may implement to successfully manage workforce change. (Your response should be no more than 150 words)

11. In order to assess the effectiveness of workforce planning, human resources professionals often measure worker satisfaction and employee engagement through employee engagement surveys. An example of one respondent?s survey responses are included below.

My associates or fellow employees are committed to doing quality work Agree
In the last seven days, I have received recognition or praise for doing good work. Strongly agree
I have a best friend at work. Strongly agree
My supervisor, or someone at work, seems to care about me as a person. Disagree
In the last six months, someone at work has talked to me about my progress. Strongly agree
There is someone at work who encourages my development. Neither agree or disagree
This last year, I have had opportunities at work to learn and grow. Agree

Using the following survey value weighting, calculate the individual respondents? average satisfaction score.
Strongly disagree 1
Disagree 2
Neither agree nor disagree 3
Agree 4
Strongly agree 5

You must show your calculations.

12. Identify one trend that currently impacts or is likely to impact future labour supply and demand in Australia. Briefly explain the effects of your chosen factor and what impact this is having/will have on labour demand. (Your response should be no more than 75 words)

13. Identify and briefly describe one area of government policy which impacts labour supply and demand in Australia. (Your response should be no more than 75 words)

14. In order to determine if workforce planning has been effective, human resources professionals should review their workforce plans. List three questions human resources professionals should ask themselves when reviewing workforce plans. (Your response should be no more than 30 words)

Section 2
Case Study Questions

Background Information
In order to respond to the questions in this section of the Assessment Book you are to imagine that you are the Human Resources Manager for Tranquillity Wellness Centre, a holistic health and wellness centre located in the inner suburbs of Brisbane. As such you are responsible for managing workforce planning at Tranquillity.

Extracts from key Tranquillity Wellness Centre business documents are included in your BSBHRM513 Assessment ? Supporting Documents Book. You will need to review these documents in order to respond to the questions below.

1. As the human resources manager you are responsible for monitoring employer turnover at Tranquillity. Review Tranquillity?s data relating to employee turnover (Supporting Document A). Calculate the rate of employee turnover at Tranquillity for 2015. (Your response should be no more than 10 words)
19 divided by 50 x 100 = 38 % turnover at tranquility. .
2. You are also responsible for monitoring employee demographics and diversity. Tranquillity?s CEO is committed to developing and maintaining a diverse workforce and wants to utilise the Australian Public Service employment statistics as a benchmark for workforce diversity (see page 17 of the Study Guide). Review Tranquillity?s data relating to employee demographics and diversity (Supporting Document B) and comment on the current diversity of Tranquillity?s workforce in relation to this benchmark. (Your response should be no more than 50 words)
The average women within the benchmark is 57.4%. Traquility is slightly above average by having 60% of its staff as female. Tranquilty has no staff with disabilties nor does it have any indigenous australians employed. the reccommend benchmark is 3.3% for disabity and approximately 2.2% for indigenous Australians. Tranquility is also slightly above the benchmark with NSB1 & NSB2. Employing more indiginousAustralians and disabled [ersons would be more benificial for creating a more diverse workplace at Tranqulity.
3. Before planning any workforce objectives you must review Tranquillity?s Organisational Strategy (Supporting Document C) in order to ensure that any workforce planning objectives you develop are aligned with overall organisational strategies. Identify which generic strategy (e.g., Cost Leadership, Differentiation, or Focus) Tranquillity is utilising and briefly explain your answer. (Your response should be no more than 50 words)
REDO?PG 22
I believe that Tranquility’s Orgnisational strategy is best aligned with a general strategy of differentiation. This is because Tranquility strategy states that it prevails to provide clients with the “highest” level of health, healing and wellness. They are focused specifcically to do well within their fied by additionally broadening their staffs training & inceasing their brands awareness. ?? or focus?relying on a specif market being (holistic)
4. Develop a SMART objective that is aligned with Tranquillity?s operational strategy for each of the following areas of workforce planning. Note: you should utilise the information that you know about Tranquillity as well as your own judgement to develop specific SMART objectives relevant to each nominated area of workforce planning. (Each objective should be no more than 25 words)
a) Retention
Conduct a “stay” interview annually with every employee that has been with the company for 1 year or more in order to collect data on why employees stay. b) Recruitment
c) Training
d) Redeployment
e) Redundancy
f) Succession Planning
g) Diversity

5. Select one of the objectives you developed above. You want to communicate this objective to the Tranquillity management team in order to gain management support and begin to set specific targets, so you decide to compose an email to the management team. In this email you need to explain your rationale for this objective, how the objective can be implemented, the timeframes involved, and who will be involved in the process. Draft your email in the space below. (Your response should be no more than 300 words)
To: managementteam@tranquillity.com.au
From: humanresourcesmanager@tranquillity.com.au
Subject:

6. Risk assessment and contingency management is an important part of the workforce planning process. In the table below, develop a contingency plan for the workforce planning objective you developed. To do this you will need to identify three potential risks to workforce planning, prioritise them, and identify an appropriate treatment option for each risk.
Risk Priority Treatment

Select answer

Select answer

Select answer

7. Imagine that each of your proposed workforce planning objectives have been approved. Briefly describe the strategies you will implement to achieve each of your objectives. (Each response should be no more than 100 words)
a) Retention
b) Recruitment
c) Training
d) Redundancy
e) Redeployment
f) Succession Planning
g) Diversity

8. Part of your role at Tranquillity involves implementing strategies to ensure that Tranquillity becomes an employer of choice. Briefly describe the benefits of becoming an employer of choice and explain how the strategies you intend to implement at Tranquillity (e.g., your responses to question 7) will help Tranquillity to become an employer of choice. (Your response should be no more than 250 words)

9. Implementing your objectives and strategies will require some changes to be made at Tranquillity. Complete the table below to develop an action plan detailing the change management strategies you will use to manage organisational change at Tranquillity. Note: you are not required to use every row in the table below but you must list at least three change management strategies.
No. Task/Strategy Responsibility Resources Required
1.

2.

3.

4.

5.

6.

7.

10. Read the article ?Where jobs will be lost to computerisation in Australia? (Supporting Document D). Briefly explain how the labour trends described in the article could affect workforce planning at Tranquillity and what changes you would make as a result of these trends. (Your response should be no more than 100 words)

11. Read the article ?Tax bracket creep: Mums and dads face huge effective marginal tax rates? (Supporting Document E) and briefly describe how the government policy described in the article could affect labour supply and/or demand and what impact this could potentially have on Tranquillity. (Your response should be no more than 100 words)

12. Write a short, 10-item survey that you could use to gauge employee satisfaction at Tranquillity.

13. Imagine that a year has passed since you developed and implemented Tranquillity?s new workforce planning objectives and strategies. Review Tranquillity?s latest data relating to employee turnover for the past 12 months (Supporting Document F). Explain whether the changes you made were effective or not. (Your response should be no more than 50 words)

Assessor’s Comments
To be completed by Estrada College to provide constructive feedback on the assessment of this Assessment Book.

Competent / Not Yet Competent

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Date:

Assessment Summary
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