1. Human Resource Management: Manage Workforce Planning
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Assessment Book Belongs To:Student Name: Coralee MeibsuchStudent Number:
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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
3. 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) Unions7. 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
4. 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.
AgreeUsing 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 5You 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
5. 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 TreatmentSelect
answerSelect answerSelect answer7. 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)
6. 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)
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