Assessment Task 1 (8)

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Research workforce requirements and

develop workforce planning

Submission details

Candidate’s name

Candidate’s name _Phone_{Phone no.}_no.

Assessor’s name

Assessor’s name _Phone_{Phone no.}_no.

Assessment site Assessment site Assessment

Assessment date/s date/s Time/sTime/s

The assessment task is due on the

The assessment task is due on the date specified by your assessor. Any variations to thisdate specified by your assessor. Any variations to this arrangement must be approved in writing by

arrangement must be approved in writing by your assessor.your assessor.

Submit this document with any required evidence attached. See specifications below for Submit this document with any required evidence attached. See specifications below for details.

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Procedure

1. Review the JKL simulated business documents provided by your assessor and the scenario below.

JKL Industries is an Australian-owned company selling forklifts, small trucks and

Workforce planning report Communications strategy Risk management and contingency plan Assessment Task 1 Staffing action plan Workforce planning presentation Assessment Task 2 Organisational climate survey Evaluation report Assessment Task 3

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recruit from within the company and upskill or reskill existing rentals employees who wish to remain with the company.

As an HR consultant, you have been contracted by JKL to review workforce requirements and develop workforce objectives and strategies. To complete this task, you will need to assess factors that may affect workforce supply, such as internal labour resources and the external labour market.

2. Using the information provided in Appendix 1, review: a. current data on staff turnover and demographics b. projections for future workforce needs.

3. Using appropriate sources, investigate the external environment: a. external factors that may affect workforce supply

b. relevant industrial relations information, such as modern awards, conditions, rights and responsibilities of workers and management

c. relevant government policy.

4. Using the results of your review of internal and external data and simulated business documentation, such as strategic or operational plans, develop a workforce planning report containing:

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iii. Your proposed process for developing detailed targets consistent with objectives in consultation with managers.

5. Develop a communication strategy using the template provided in Appendix 2: a. Plan communication and consultation activities to be undertaken to

communicate, and seek approval and endorsement for, proposed workforce planning measures from stakeholders, including:

i. senior management ii. line management iii. workers.

b. Include in your communication strategy a broad plan to communicate implementation of the workforce plan to senior management.

Note: This communication activity will be planned in detail and undertaken in Assessment Task 2.

6. Develop a risk management and contingency plan using the template provided in Appendix 3. Assess risk and develop contingency planning for the three workforce objectives and strategies discussed in your report. At least one risk management and contingency plan must be in response to an extreme situation.

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○ communicate with key stakeholders

○ support HR functions, including data collection and managing information according to legislation and organisational policies

● knowledge of current information about external labour supply relevant to the

specific industry or skill requirements of the organisation

● labour force analysis and forecasting techniques.

Adjustment for distance-based learners

● No changes are required to task.

Appendix 1 –

_{Workforce data}

The following staff turnover and demographics data was gathered from the JKL accounting and payroll system and HR management system.

Current HR workforce turnover and demographic data

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Demographics FY 2013–₁₄

Position Number Number

women Number Aboriginal or Torres Strait Islander Senior manager 4 0 0 Branch manager 6 0 0 Line manager 12 2 0

Salesforce and customer service 80 70 0

Mechanic 32 3 0

Future needs

FY 2014–₁₅

Position Number Probability of successful filling of position

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FY 2016–₁₇

Position Numbe

r

Probability of successful filling of position Senior manager 4 0.8 Branch manager 6 0.8 Line manager 12 0.8 Salesforce 102 0.7 Mechanic 38 0.5

Workforce requirements (historical data and projected data)

Salesforce

The salesforce is critical for achieving revenue targets. Revenue is closely correlated with average staff levels at each location (R2_{= 0.9782). Future staff requirements (x) have been}

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FY 2012–13 80 36

FY 2013–14 78 29

FY 2014–15 84 required to support projected revenue across 6 locations

32*

FY 2015–16 90 required 35*

FY 2016–17 102 required 40*

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Mechanics

As the business expands, more mechanics will be needed to satisfy demand.

Financial year Numbers mechanics required

FY 2009–10 25 FY 2010–11 30 FY 2011–12 30 FY 2012–13 30 FY 2013–14 32 FY 2014–15 38* FY 2015–16 42* FY 2016–17 45* *_{Projected requirements}

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Appendix 2

–

_{Communication strategy}

Communication objectives:

(aligned to workforce objectives and organisational strategic goals)

Audience:

(characteristics/receptivity to message)

Message: Strategy: media, approach, rationale:

(why it will communicate message and meet objectives)

Resources/budget:

(if applicable, estimate)

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Appendix 3

–

_{Risk management and contingency plan}

Workforce objectives: Risk likelihood: Risk consequence:

Workforce objective:

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Risk mitigation strategy or contingency plan:

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