Reference no: EM132324567

Manage Workforce Planning Assignment -

Assessment Task 1 - Written Questions

Knowledge Questions -

1. Explain how the level of competition between companies may affect the supply of workers in your industry.

2. Explain how the levels of unemployment may affect the supply of workers in your industry.

3. Identify five employee rights from the Australian Fair Work Act and explain how you would ensure that the staff regularly review government policy on labour demand and supply.

4. Identify three (3) functions of the Australian Fair Work Ombudsman and Fair Work Commission.

5. Describe three (3) labour force analysis and forecasting techniques.

6. Identify five (5) stakeholders who should be informed of workplace planning objectives and rationale.

7. Specify five (5) ways of communicating with stakeholders.

8. Describe three (3) measures to increase the chances of stakeholders agreeing to and endorsing workplace planning objectives.

9. Define what a contingency plan is and provide at least one reason for developing a contingency plan.

10. Define what succession planning is and provide at least one reason for developing a succession planning system.

11. Identify three sources of information for Australian businesses to identify labour supply trends.

Assessment Task 2 - Case Study & Role Play

Part A - Case Study: MERCURY PTY LTD Workforce Plan

Projected requirements - The business has red-flagged sourcing skilled mechanics with advanced IT and technical skills as a potential risk area for the business.

Based on the case study, answer questions below:

1. Review and analyse organisational data relating to staff turnover and demographics. You should identify the levels of turnover rate and issues about workforce diversity.

2. Review organisational strategies and describe what objectives you would establish about modification or retention of the workforce.

3. Review the workforce plan and summarise the main reasons for exiting employees. What is the main workforce change?

4. Describe 3 possible factors that may affect workforce supply for Mercury's sales and mechanics positions.

5. What experience, qualification, gender, number of staff other factors would Mercury require for labour needs to ensure a skilled and diverse workforce? Where could you find this information?

6. Consider a list of actions for the purpose of addressing unsuitable staff turnover. Choose one action that best supports agreed objectives. Explain your reason and create an action plan to implement the action.

7. Describe two (2) objectives/benefits for Mercury about each area below:

A. Retaining required skilled labour

B. Having workforce diversity

C. Having cross-cultural management

8. Summarise the information from Table 3 including areas of over or under supply.

9. Mercury will no longer recruit employees for their rental department. Explain what potential effects this labour demand change could have on labour supply trends.

10. Describe three (3) strategies to source skilled labour.

11. When you are solving workforce issues within Mercury, complete the forms below to develop contingency plans to cope with extreme situations.

Part B - Role Play

You must now participate in a role play to achieve workforce planning objectives. Your assessor will act as the CEO of Mercury and 2-3 of your classmates will act as Mercury team members.

You will discuss the objectives you have established in Task 2 Case Study, Question 2 and seek approval from the CEO.

The role play should run for a minimum of 15 minutes and your assessor will look into areas of your performance including how you:

• Communicate objectives to different stakeholders.
• Explain rationale about why you chose those objectives.
• Establish targets with a specific timeframe and output.
• Negotiate any possible work allocation.
• Obtain endorsement from other stakeholders.
• Obtain agreement from CEO.

Assessment Task 3 - Project & Role Play

Following Up - Mercury's management team has approved your workforce planning proposal. According to their annual business strategy, Mercury will exit the rental market and put full efforts into the sales market. Agreed objectives have been established to provide necessary training, retain efficient and skilled people from internal departments and keep a certain percentage of workforce redundancy to release the workplace pressure and to reduce the staff turnover rate.

A stable and reliable management team is essential to the business's success. However, along with the implementation of this workforce plan, you have noticed that there are currently not enough quality managers and most of the internal retention attempts failed. Therefore a succession management program is going to be established for Senior Manager and Branch manager roles. An external consultant was engaged to assist with the initial development, implementation and evaluation.

Mercury is also realising that there is a global recruitment trend, which means the best matches for the jobs within the company may not necessarily be people living locally. A push toward global recruitment is replacing the traditional model of employing from within the community or promoting from within the organisation. To adopt this global recruitment trend means Mercury values the diversity that non-native or non-local employees can bring to the organisation.

Part A - Project

1. Develop a revised workforce plan to meet Mercury's organisational goals and to monitor workforce trends. You will need to explain the points below:

• Examples of internal and external changes which may prompt you to adjust your workforce plans.
• What the workforce changes are in Mercury.
• What updated workforce objectives and strategies Mercury would need to deal with internal and external changes that could affect organisation goals.
• Strategies to assist in meeting the organisation's workforce diversity goals.
• Labour supply trends factors that may affect workforce supply.
• Demand for labour that will impact on labour supply trends.
• What you would recommend in response to global recruitment trend.
• Other examples of global workforce trends.
• Your response to potential government policy changes related to competency, visa requirements or any other incidents in the future.
• How you would evaluate effectiveness of change processes against agreed objectives

2. Develop and submit a workplace satisfaction survey sample including at least 5 questions. Trial the survey with at least 2 classmates.

Part B - Role Play

You must now participate in a role play to achieve workforce planning objectives. Your assessor and your classmates will join as Mercury team members.

The role play should run for a minimum of 15 minutes and you are required to create and explain your action plan to support your strategies. Your assessor will look into the areas of your performance including how you could implement:

1. Actions to meet agreed objectives about recruitment, training, redeployment and redundancy.

2. Strategies related to workforce planning to cope with organisational change.

3. Strategies to ensure diversity in the workplace.

4. Succession plan to help employees' development and promotion.

5. Strategies to enhance the organisation's reputation and attract more talents.

You will also need to respond to other participants' feedback, evaluate and review your plan.

Note - Need Assessment 2 and 3 only.

Attachment:- Assignment File.rar