Manage Workforce Planning

Using the workforce analysis  in Assessment 1 prepare a workforce planning document   and identify workforce planning needs for recruitment, retention and attraction, succession planning, and learning & development intervention strategies.  Also prepare  workforce planning document  an implementation plan   for objectives in each these five areas.

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2: Workforce Planning Document

1.    Introduction and overview

In completing this section you will need to answer the following questions in the spaces below:
Why do we need to undertake workforce planning?  How does workforce planning benefit our organisation? <Here you can refer to external sources, but remember to use the correct ‘in-text citation’ and Reference List protocols as per Chapter 10 of the Q Manual on eLearn>
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What are the goals for this Workforce Plan?

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The scope of this Workforce Plan
This workforce plan will incorporate the entire workforce and will span a three year period in synergy with the corporate plan.

2.    Links to our strategy
The mission statement
“We strive to deliver innovative technological excellence”.
Corporate Goals
•    Provide energy efficient technological solutions to meet the challenges of modern farming.
•    Be a global leader in technological innovation through developing a world class research and development capability.
•    Promote a profitable and sustainable business activity that meets the individual needs of customers.
•    Increase the company’s market share by 10% annually.
•    Gain the competitive edge within the domestic and global market.
•    Provide excellent customer service through developing positive relationships with clients.
•    Ensure productivity and creativity through effective people management and productive diversity.

We will achieve the above goals by adopting the following principles:
•    Commitment to service excellence in delivering our products.
•    Listening and being responsive to the individual needs of our customers.
•    Show respect for our clients, stakeholders and each other by being fair, honest, objective, professional and polite.
•    Work collaboratively to achieve our business outcomes.
•    Value diversity and aim to have a workforce which reflects the diversity of the broader community.
•    Support our people in acquiring the necessary skills to excel in what they do through training and development.
•    Ensure a safe working environment.

In synergy with the above corporate objectives and principles this Workforce Plan will serve to assist the organisation in achieving “… productivity and creativity through effective people management and productive diversity”, and by ensuring the following principles are complied with:

•    Value diversity and aim to have a workforce which reflects the diversity of the broader community.
•    Support our people in acquiring the necessary skills to excel in what they do through training and development.
•    Ensure a safe working environment.
3.    External environment

•    What is happening in the external environment? What are the external drivers of change? What are the impacts on your workforce?
•    Global factors
•    National factors
•    Industry factors
•    State/Territory Government factors
•    Regional/Local factors
•    What policies and initiatives (national, state, local) are being implemented?
•    What challenges are being faced (for example skills/labour shortages, attraction and retention, funding)?

4.    Internal environment

But if you were so required you would be answering the following questions:

•    What is your current business planning process? What are the links between business planning and workforce issues?
•    What current initiatives, projects and services are being provided? What funding sources are accessed?
•    What is the organisational structure (Here you would refer to the organisational structure at Attachment 2.)
5.    Current Workforce Profile
What is your current workforce profile in terms of demographics, numbers and job roles?  (In the space below refer to Appendix A – Organisational Chart and Workforce Profile, which is the document you used for Assignment 1.  No need to attach it)
–the current workforce profile is appendixed at appendix A————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————-
What data sets are important to analyse (e.g. date of birth, current job role, job categories and hierarchical levels in jobs)? (In the space below refer to Attachment 1 – Workforce Analysis Report, which is the document you submitted for Assignment 1.  No need to attach it)
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What are the current workforce priorities, based on your workforce profiling and analysis?  (In the space below refer identtify all of the critical job roles and their induction period and skills requirements.  This information may be gained from Appendix A – Organisational Chart and Workforce Profile)

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6.    Future Workforce Profile

<No need to complete this section>
But if you were so required you would be answering the following questions:

What future products and services will be provided by the organisation (link to strategic plan)?
•    What will the future environment require?
•    Where are we headed? What is likely to change? What are the likely scenarios?
•    What is the workforce demand, forecast and supply analysis for the next 1-3 years?
•    Demand analysis identifies anticipated program and workload changes, desired workforce profile, workforce skills to meet projected needs and the organisations structure best suited to deliver outcomes.
•    Forecasts reflect projections for sales, production, technological change, improvements and the legal, compliance and regulatory environment. Use both qualitative and quantitative techniques including time series analysis.
•    Supply analysis looks at your existing and future workforce supply with analysis and may consider occupations, job titles and descriptions, location, employment status, skills and competencies, performance level, length of service, age profile, retirement eligibility, diversity, turnover rates, exit interview information, destination of previous employees, recruitment trends and other trend data.

7.    Gap Analysis and Closing Strategies

Provide a brief definition of the following ‘gap anaylsis’ interventions:

•    Attraction (i.e. recruitment strategies)
•    Retention
•    Succession Planning
•    Learning and Development
<Here you can refer to external sources, but remember to use the correct ‘in-text citation’ and Reference List protocols as per Chapter 10 of the Q Manual on eLearn>
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How will your plan address the retirements, high turnover and critical job roles?

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In the space below provide a brief overview of your workforce action plan.  (Refer to your completed Appendix B – Workforce Action Plan)

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8.    Conclusion, Review, Evaluation Strategy and Next Steps

What are the key outcomes of your workforce action plan?

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How will you evaluate the strategies in your workforce plan?

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Workforce Action Plan
Intervention    Intervention Activities    Year One    Year Two    Year Three
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