Manage workforce planning

This assignment has 3 different parts. Make sure to mention every number of answers.

For example:

Activity 1

 Answer 1

Answer 2 …………………………



Activity 12

  • Consider this scenario. You work for a hospital. Previously, specific nurses were given all weekend shifts. Feedback gathered from other nurses has revealed that all nurses would like the opportunity to work weekends when greater shift penalties are paid. The organisation has decided that from now on weekend shifts will be distributed equally amongst all nurses. Write a memo to be distributed to all the nurses that work for the hospital communicating objectives and rationale of the changes to relevant stakeholders.
  • Consider this scenario. Your organisation has decided that employers will no longer give employees rostered days off to compensate them for working overtime. Instead, employees will now be paid for any overtime they complete. What would you say to obtain agreement and endorsement for these changes? You should provide a transcript of a five minute speech that you would give to employees outlining the objectives of this change. You need to show that you have considered objections to or barriers to employee endorsement of this change.
  • Develop a contingency plan to cope with the extreme situation of a large number of employees going on strike without notice.
  • Create an implementation plan that can be put into action to support agreed objectives for recruitment, training, redeployment or redundancy. You might create an implementation plan that could be put into action to recruit sales staff to sell a new product line for the organisation you work for.

Activity 13

Activity 14

Activity 15

You might create an implementation plan to train staff in the use of a new computer system. You might create an implementation plan to redeploy staff from a department that is closing into other departments in the organisation. You might create an implementation plan that could be implemented when a large number of staff is to be made redundant.

Activity 16

Read the article found here (attached in a different file) and answer the questions.

  1. According to this article, what are the possible negative effects of when organisations do not develop and implement strategies to assist workforce to deal with organisational change?
  2. According to this article, what can organisations do to assist the workforce deal with organisational change?
  3. What strategies would you develop and implement to assist the workforce in the article deal with organisational change? Why do you think these strategies would be successful in reducing the stress that comes with change and helping employees to deal with change?

Activity 17

Read the extract found here (attached file) from the article ‘Keys to Best Practice Succession Management’ then answer the questions.

  1. Identify 10 characteristics of best practice succession planning systems and management that ensure desirable workers are developed and retained.
  2. How would you identify desirable workers who can be developed and retained to fill key positions that might become vacant within the organisation? You do not have to limit your ideas to those provided in the text. Why do you think your method of identifying desirable workers would be best?

Activity 18

  • Select one organisation that you consider to be an employer of choice. Google is an organisation that is widely considered to be an employer of choice. What programs does the organisation implement to ensure the workplace is an employer of choice? You will need to undertake your own research to complete this activity.
  • Think about a job that you have held that you voluntarily exited. What were your reasons for leaving the organisation? If you have never left a job, what reasons might you hypothetically leave a job for? What advice would you give the organisation about how it should review its workforce plan against patterns in exiting employees?
  • Choose an industry in which there is an under-supply of labour. Summarise the situation in that industry. Explain why there is an under-supply of labour in that industry? What are the effects of the labour trends in this industry on the demand for labour? What can the organisation do to nullify the effects of the labour trends? You will need to carry out your own research to complete this activity.


Activity 19

Activity 20

Activity 21

  1. Create a questionnaire that could be used to survey organisational climate to gauge worker satisfaction. The questionnaire should include questions for each of the commonly used categories of organisational climate questionnaires. These questions need to differ from those given in the sample survey.
  2. Ask three people to complete your questionnaire. Ideally, these will be three people from the same workplace. What conclusions would you draw from responses to your survey about organisational climate and worker satisfaction? What advice would you give the organisation as a result of your survey?


Activity 22

  • What recommendations would you have made in response to global trends or incidents such as the global financial crisis? Why would you have made these recommendations?

Activity 23

Read this article (I have attached) and answer the questions.

  1. What advantages did government policy on labour demand and supply immigration policies have in this example?
  2. Choose one current government policy relating to labour demand and supply. This policy should not be the same as one mentioned in the text. Write a one page report outlining how the government policy affects labour demand and supply.


Activity 24

  • Identify one reason that an organisation’s workforce plan might need to be changed or amended. What changes would you make to the workforce plan to address the issue? How would you evaluate effectiveness of change processes against agreed objectives?


Part: 2 written answers

1.  It is not only an organisation’s internal circumstances that need to be taken into account when conducting workforce planning. Organisations also need to research and review current and predicted external labour supply data, demographic data and economic data. This will help organisations to forecast human resources supply. How might organisations gather current information about labour supply relevant to their specific industry or skill requirements?

2. What is the Skilled Occupation List?

3. What does the term, workplace relations refer to? How can sound workplace relations management assist organisations in maintaining a skilled workforce? You might need to conduct your own research to answer this question.

4. What is labour demand forecasting? What is labour supply analysis?

5. There are a number of methods which can be used to estimate future staffing requirements and determine what actions need to be taken when forecasts suggest that organisations will have a shortage or surplus of employees. Identify and explain three.


Part: 3 Projects

Project 1

  • Minnesota Management and Budget (2005) define workforce planning as:

Workforce planning is the strategic alignment of an organisation’s human capital with its business direction. It is a methodical process of analysing the current workforce, determining future workforce needs, identifying the gap between the present and future, and implementing solutions so the organisation can accomplish its mission, goals, and objectives. As a process, workforce planning includes elements such as strategic planning, workload projections, legislative forecasts, turnover analyses, and budget projections. Workforce planning forecasts the numbers of people and types of skills needed to achieve success by comparing the available workforce with future needs to determine needs that may be unmet (gaps). Workforce planning is a management tool that affects the full life cycle and range of human resources activities including recruitment/ selection, classification and compensation, training and development, performance management, and retention.

Identify and explain at least five important aspects of workforce planning. Make sure you explain how they contribute to the overall process of workforce planning and the success of an organisation. Reference needs to be made to real life examples of the chosen areas of workforce planning.

Your response should be approximately 3500 words and be closely connected to the content in this unit of study and the definition provided by Minnesota Management and Budget. You will need to demonstrate that you understand and know how to apply the knowledge you have acquired from this unit. You will also need to provide evidence that you have completed your own research in relation to this project.


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