HRM513 Manage workforce planning Assessment Task 1: Research workforce requirements and develop workforce planning WORKFORCE PLANNING REPORT EXECUTIVE SUMMARY REVIEW OF CURRENT DATA ON STAFF TURNOVER...

I have a file


HRM513 Manage workforce planning Assessment Task 1: Research workforce requirements and develop workforce planning WORKFORCE PLANNING REPORT EXECUTIVE SUMMARY REVIEW OF CURRENT DATA ON STAFF TURNOVER AND DEMOGRAPHICS (APPENDIX 1) A. Discussion of staff turnover and demographics i. Senior Manager: Turnover rate, reasons for leaving, demographics (representation from different groups) ii. Branch Manager iii. Line Manager iv. Salesforce and Customer Service v. Mechanic B. Projections for future workforce needs (appendix 1) in accordance with organisational goals · We require 4 Senior managers. 1 of them is leaving, so there will be 3 senior managers left. We can promote 1 one branch manger to senior manger position to fill the gap. · We will require 6 Branch managers in future. There are 5 branch managers left and out of those 5, 2 have left the organisation. We can promote 3-line managers to fill this gap. C. Organisation need: Requirements for skilled and diverse workforce Senior Manager: Senior managers require conceptual skills more than the human and technical skills. JKL also requires women and Aboriginal &Torres strait Islander representation in Senior management level. Branch Manager: Line Manager: Sales force and customer service: Mechanic: http://semesters.in/httpsemesters-inskills-and-levels-of-managementt/ ANALYSIS OF EXTERNAL ENVIRONMENT a. External factors that may affect workforce supply: b. Relevant industrial relations information, such as modern awards, conditions, rights and responsibilities of workers and management: Explain about MA000089 – Vehicle Manufacturing, Repair, Services and Retail Award 2010 http://awardviewer.fwo.gov.au/award/show/MA000010#P208_20210 c. Relevant government policy: (pg. 63 of student of workbook) https://www.olg.nsw.gov.au/councils/integrated-planning-and-reporting/workforce-planning/related-legislation-and-policy Education policy Immigration policy Diverse workforce policy/antidiscrimination policy etc and its impact on workforce planning…. RECOMMENDED ACTIONS: i. Your proposed objectives for the modification of the workforce and retention of the workforce in line with strategic objectives through FY 2016–17. 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. Objectives Targets Recruitment and sourcing skilled labour Retention of skilled labour Promoting diversity Succession Planning Become an employer of choice a. Communication strategy: Communication objectives: (aligned to workforce objectives and organisational strategic goals) 1. 2. 3. 4. 5. Audience: (characteristics/receptivity to message) Message: Strategy: media, approach, rationale: (why it will communicate message and meet objectives) Resources/budget: (if applicable, estimate) Person: Senior management Line management Workers b. Risk management and contingency plan Workforce objectives: Risk likelihood: Risk consequence: Workforce objective: Risk mitigation strategy or contingency plan: Workforce objective: Risk mitigation strategy or contingency plan: Workforce objective: Risk mitigation strategy or contingency plan: 2 BSBHRM513 Manage Workforce Planning Student Name: Assessment Task 1 Student ID: Date: