...Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation 9 5 WORKFORCE PLANNING CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill...
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...HRA 4210 Work Planning & Talent Management The process of determining staffing levels aims to identify the numbers and types of employees needed to be successful in solidifying the business plans and strategies for an organization. Organizations apply several different techniques to accomplish this task. However, there are ways to implement fundamental building blocks to set a baseline for success; but due to numerous variables, a step-by-step concrete solution for determining staffing levels cannot exist. Consistent within any stage of strategic staffing, it is crucial to understand the overall plans and strategies of the business and what factors are driving staffing. As discussed by Heneman, “organization effectiveness and staffing systems exist, and should be used, to contribute to the attainment of organizational goals such as survival, profitability, and growth. A macro view of staffing like this is often lost or ignored because most of the day-to-day operations of staffing systems involve micro activities that are procedural, transactional, and routine in nature. While these micro activities are essential for staffing systems, they must be viewed within the broader macro context of the positive impacts staffing can have on organization effectiveness” (6). Managers and Human Resources must share a common understanding of the business needs and react through implementing corresponding staffing levels. Only with a common perspective between management and human...
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...Workforce Planning Workforce planning is a core process of human resource management that is shaped by organisational strategy and ensures the right numbers of people with the right skills are in the right place at the right time to deliver short- and long-term organisational objectives. Workforce planning tends to embrace a varied and extensive series of activities, which may vary between organisations and situations. The activities undertaken under the workforce planning include the following: * succession planning * flexible working * labour demand and supply forecasting * recruitment and retention planning * skills audit gap analysis * talent management * multi-skilling * job design * risk management * outsourcing * career planning * scenario planning Human resource planning involves looking at the current workforce skills and motivation techniques and comparing them with what is going to be needed in the future. To do this the business has to take into account considerations both inside and outside the business and the skills that are needed. Internal Factors Planning These are the factors that relate to what is already happening inside the business. This includes how the organisation is changing to cope with new methods of working or new demands made on it, such as the introduction of technology or new products or services. It is also a way of considering the new skills that will be needed in the future and those...
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...Workforce Planning 1. Workforce Planning Overview Workforce planning is a crucial element of business planning. Workforce planning is crucial. It is a process of forecasting your workforce needs to ensure sustained business success and growth, and deciding on strategies to attract, develop, engage and retain employees. This section of the guide covers the following topics: 1. workforce planning considerations 2. how to undertake workforce planning. The workforce planning checklist (page 13) contains key information about workforce planning. Page 7 1. Workforce planning: what to consider Workforce planning: the process of forecasting workforce needs and determining the broad range of policies and systems that will create and sustain the workforce in line with business strategy. Workforce planning assists businesses to undertake expansions, restructures, reforms or downsizes in a strategic manner ensuring that the right staff are recruited or retained to take the business forward. The workforce plan sits beside business and financial plans as a fundamental tool in realising the goals of an organisation. These planning components go hand in hand – it would be difficult to set a goal to expand production by 20% if you were unsure how much capital investment is required or whether you could get the right skilled people. The Territory working age population (aged 15+ years) is estimated to be around 180 700 persons in 2012 and is projected...
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...Manage Workforce Planning Assessment Task 1- Written/Verbal Questions 1. Situation analysis is also called as foundation of a marketing plan. A situation analysis includes the examination of internal and external factors affecting a business. It created the overview of the organisation which leads to a better understanding of t factors that will influence its future. 2. The definition of diversity is the concept of workplace diversity also expanded. More and more employers were concerned in the importance of respect in diverse workplace. The worker’s talents and contribution regardless of diverse cultural or physical characteristics is one component of mutual respect. There is one common goal at the workplace is profitability. The confidence with which the lawyer recommends his colleague’s service demonstrates respect. 3. Risk assessment is the process where it identifies hazards. Evaluate or analyse the risk associated with hazard determine the way to eliminate or control the hazard. Workforce planning is the bedrock of developing organisational capability in the systematic way. Work planning must understood in context. Recruitment, development, mobility and inclusiveness are the four workforce stretegies which can applied to workforce planning. 4. Succession planning is the process of developing or identifying internal people with the potential to fill key business leadership position in the company. Succession planning increase the availability of experience and capable...
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...struggle with diversity. Diversity is not new to the United States. This nation has always been a union of various cultures and has gone through repeated periods of uneasiness as the world’s melting pot. Some examples of diversity are race, religion, age, class, lifestyles, gender, language, education, and etc. Our advantages in having a country that is so diverse are creativity and innovations, provision of a broader range of skills, providing better service to diverse customers, and recruitment of the best talent from the entire labor pool. Problems we face with diversity in the workplace are “Glass Ceilings”, “The Good Ole Boys’ System”, stereotypes and assumptions. In today’s workforce more companies are employing managers with little to no prior management experience. Having poor strategic planning and leads to organizations who fail there employees and fail to provide workplace ethical issues. Fisher, Anne. Are you stuck in middle management hell? Fortune Magazine. August 15, 2006, http://money.cnn.com/magazines/fortune/ Marching Side By Side. (1997, April). Online Newshour. Retrieved July 26, 2006, from http://www.pubs.org/newshour/bb/military/april97/coed Zdechlik, Mark (2004). U.S. military faces recruiting and retention challenges. Retrieved July 27, 2006, from http://news.minnesota.publicradio.org/features/2004/07/06 Vote Match: Require companies to hire more women & minorities. Retrieved September 19, 2006, from...
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...ORGANIZATIONAL BEHAVIOR BUS 311 Proposed Topic for Research Paper Gilbert Lee Gragg March 4, 2015 Topic #1. Newport News shipbuilding recurring racial and ethical issues regarding treatment of non-white workers. Topic #2. Consistent questionable treatment of employees at Newport News Shipyard. Topic #3. Preferential treatment of white employees over black employees at Newport News Shipyard. I worked at Newport News Shipyard in 2008 as a security guard and unlike recent cases state, treatment showed all workers showing disrespect and racial based jokes at the other group’s expense. A noticeable difference was the education in which the black work force lacked over white counterparts. Such a large workforce with considerable educational and historical backgrounds can lead to tension, especially when a group feels at a disadvantage. I plan on interviewing some of the management staff, equal opportunity representatives and possible employees in relation to the proposed topics of interest. There are few articles regarding the topics listed, however research conducted by interviewing employees and staff at the shipyard should and will yield the proper amount of needed evidence to conduct a thorough paper. This topic is of interest to me, because I would like to delve deeper into the organizational and psychological aspect to see if only people of non-white origin have wanted to search for a monetary gain and if it should be the company or the individuals...
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...Women gaining power in business The role of women in the workforce has increased dramatically over the last several decades. If we look at women these days, women have become very successful in balancing between both work and family to build a strong foundation for their children and future generations who may want to be just as successful, ambitious and accomplish the same goals. Women these days have so many more opportunities that they never had before, this opens the doors for women to achieve anything in terms of business. Women are gaining power in business these days because there are more women going into the workplace, women getting better education and finally women are getting hired more than men because they are paid less. Certainly, roles of women these days are different than what they were back in the days. Women had a very small role in business back in the days, we see a lot more women in the workplace these days. Today, women only take some roles in consideration. Staying home and taking care of the house is no longer women’s number one priority. Instead, working outside of the home whether its part time or full-time is much more popular. A large percentage of women these days choose to be in the workplace, to be independent and support their families rather than staying home. A lot of families depend on the mother’s income especially during these tough economic times. Years ago, not a big percentage of women were seen in the work force. During...
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...Cambodia Cambodia is a small country bordered by Thailand and Loas on the north and Vietnam on the east and south. The country has a rough population of 15 million and is the size of Missouri. The country consists mainly of grainy plains ringed by mountains and has two large body of waters Mekong River on the east side and in the center Lake Tonie Sap, which is the storage basin of the Mekong. Cambodia’s main language is 95 percent Khmer and then French and English are the other 5 percent. Their labor force is 8.8 million est. in 2012 with 75 percent of it being agriculture. The industries that they focus on mainly are tourism, garments, rice milling, fishing, wood and wood products, gem mining and textiles and that’s how the country gets a living. They also have almost 45 percent of women employed in nonagricultural sectors, which is very low for a country of any size. The country also has a very low percentage of females that have seats in their national parliaments with 20 percent so it shows that males dominate the work force and the nations power of voting for decisions. The Quantitative figures of this country and their labor force participation rates for men and women are actually very close over all despite the idea of men over taking women in the working fields. The figures actually show that men of Cambodia are actually 90.9 percent for primary completion rate. The women actually have the upper hand with a percentage of 91.7 and that’s above the men...
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...Over the years, many women have graduated out of colleges and universities, hoping to enter the workforce. Although, there are some workforce in the industries where there have shown low presence of growth, whereby quarter of these women stopped working and moved to being part- timers, according to Baig (2013). Yet, when it comes to sheer numbers, women’s participation rate in the labour force has increased greatly, from 30.3 million in 1970 to 72.7 million over four years. In Brunei, as stated by Ishak (2008), women’s participation rate in the workforce has also increase dramatically from 20% to over 59% today. The establishment of the Women’s Business Council in Brunei in 1999, aims to support business women of diverse occupations and to provide opportunities for women to help themselves grow personally and professionally though leadership, networking education and national recognition, it is said that almost 50% of all micro, small and medium enterprises in Brunei are made of women. From there, to be on an equal standing with the men can be seen, be it in terms of salary or position. Hence, women today began to accept the equal opportunity given to men and women, due to the factors such as people’s prejudice towards working women, government policies such as the Legislation on Women in Brunei and others. These women do see themselves as a part of the “bread-winners”, a role usually hold by the men. Quality Work-Life balance, as stated by Cherrington...
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...for unpredictability and error. When we use two or more strategies used in a combination, or a mixed strategy, which is more widely used across the industry, we have a better chance at success. With this in mind, I opted for a mixed strategy when seeking the optimal solution for my aggregate planning for the Bradford Manufacturing. I used a combination of the Stable Workforce and Level Strategy introduced in the textbook. Stable workforce is a strategy that allows for variable work hours. As a company you are able to vary the output by varying the number of hours worked through flexible work schedules or overtime. This ability to varying the number of work hours, will transfer to varying the quantity the company is able to produce. The advantages of implementing this strategy provides workforce continuity and avoids many of the emotional and tangible costs of hiring and firing associated with the chase strategy. I opted to keep my workforce number constant and to utilize overtime towards the end of the year in preparation for the rush that would be experienced toward the Holiday season. In order to implement a new line of production, 6 employees would have to be added to the workforce. These new hires would come with exorbitant cost to hire and train, all coupled with the unpredictability of if they would be a good employee or not. If you were to go through with the hiring procedures, once the demand is lowered in the first Quarter of the New Year, you are overstaffed and must...
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...parts. In the first part, I will be weighing the existing conditions & their repercussions. The first part will be highlighting three crucial aspects. While in the second part I will be formulating a transformation in the organizational strategy assisting to resolute the contemporary problems. STATUS QUO AT ASGM Organization configuration & dynamics responsible for achievements till now Ashraf Silk and General Mills had been a family oriented business since the start. Being initiated in 1951 and till 2002 it has been led by one of the Khawajas. They have been observing a ‘Paternalistic’ or ‘Benevolent Autocracy’ style of operational management. Decision making is centralized at the top & the employees are not involved in planning and decision making. The behavior of the management is decent and kind towards the workers and they expect employees to be loyal, sub-servant, compliant and co-operative to management. It was observed that they let the option of expansion at current place go for the reason that it would complexity the operations due to larger work force and the unions involved. In the nutshell they instead of collaborating to mutual decisions prefer making them in isolation. This was also a factor which leads to drop in productivity when the piece rate of Guam Retool was raise. It led to a feeling of unjust treatment in the mind of weavers beneath him and as they had no trust on the organization and didn’t have the culture to get their feedback registered...
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...Executive Summary: Workforce planning is a critical element within a human resources strategy to ensure that an organization has the workforce to meet the challenges of today and to build for the challenges of tomorrow. Changing demographics and increased competition for qualified employees makes workforce planning critically important to the future of any organization. The development of a workforce plan requires an analysis of the companies positions; a review of present workforce competencies; an identification of skill requirements needed in the future; a comparison of present workforce needs to identify gaps and surpluses; strategic plans for building the workforce needed in the future; review and an evaluation process. It enables an organization to adjust and respond quickly to immediate and future changes to its business requirements. In its simplest terms, workforce planning is the process of ensuring the “right people are in the right place at the right time” to accomplish the mission and goals of the organization. The objective of this five (5) year workforce analysis is to determine the sample company's (ASC) present and future human capital needs, in order to achieve its strategic business goals set out below. ASC in an Analyzer style company that has been in operation for approximately 50 years. This company currently operates three core sectors; manufacturing, technology and technology/manufacturing. The manufacturing sector (1), which has been producing...
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...RECRUITMENT PROCESS Workforce Planning A continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Job Analysis An in depth study of the job to select the best fitting candidate. This includes making Job Description and Job Specification. Manpower Requisition Manpower requisition forms are filled and forwarded by respective Hiring Managers to the HR department as per the genuine requirements of the department. Job Rotation As an internal measure to fill job vacancies, along with giving a varied experience to employees, job rotation gives a lot of positive impulse to the company...
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...birth. The Army would discharge a female soldier once it was determined she was pregnant as well confirming societies views that a mother needs to be home with her children. Finally marriage was used as their third justification for these limits. This justification assumes women marry and that the man’s job should be in the public sphere and the woman should remain in the home. All three of these reasons might have been seen as reasonable in early history because women were treated as a possession but with today’s society none of these justifications hold true. Today with divorce rate so high and more women are put into the place of single mother raising children alone the need for equality in the workforce is even greater. Since 1955 the number of women in the workforce has risen from 27% to over 70% and mothers with children under six years old have risen from 18% to over 62%. (InfoPlease). Men are still paid higher...
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