Workforce Planning

ASSESSMENT TASK 1

WORKFORCE PLANNING REPORT

EXECUTIVE SUMMARY

This report will include the information about the workforce planning of Faberico industries for their future business needs. The report contains the information about the external environment that might make an effect to the way the company could attract new workforce, the discussion about the current and future needs of the organisation, the recommended actions to be taken in order to ensure to meet the objectives of the organisation (in relation to the recruitment process), and the communication strategy that will be used by the company in order to relay the information about the project

1. INVESTIGATE THE EXTERNAL ENVIRONMENT

The external factors that might affect the workforce supply of Faberico Industries for their future needs until year 2020 will be:

· The reputation of the company as a good employer. If the company has a good reputation in this area then they will be able to hire the staffs that they needed properly within the right timeframe

· The number of the workforce available in the market and are interested in applying for the job at the company

· The raising numbers of competitors might affect the capability of the company to attract the workforce that they needed for their future business operation

Other factors that might affect the supply of the workforce for future business needs will be the changes or amendment made to the modern awards, conditions, rights and responsibilities of the workers and company (toward their workers) that’s established by the government. Due to the changes, it might make it hard for the company to attract new and talented workforce if they didn’t change their own reward program. Or other relevant legislation that might make it hard for the company to recruit new workforce, for example the changes in the taxation legislation, or the change in the Fair Work legislation

2. DISCUSSION OF ORGANISATIONAL NEED

Based on the review of the organisation, it could be seen that there are not many diversity in the workforce. This conclusion could be taken from how the female employees are not able to reach higher position than a manager and that none of the Aboriginal or Torres Strait Islander natives given the place to work at the company

The company will need to change their current existing policy in regards of Recruitment and Selection process, so that the process will be fair and they could give equal opportunity to everyone during the recruitment and selection to be employed at the company

The data that had been collected should be considered and analysed so that it could be used to plan the recruitment and selection for the future business opportunity. The analysis of the data will be:

· Internal: there might be the need for the company to create better policy for reward and recognition so that the company could retain their current employees and they wouldn’t be taken by the competitors

· External: the reputation of the company might affect their capability in attracting the interest of their future employees

· Government policy: the change in the modern awards, taxation legislation or the fair work act could also force the company to change their existing policy so that they could attract new workforce

· Future demand: the number of the future workforce that the company needed might be too high and they couldn’t meet their projected number

3. RECOMMENDED ACTIONS

The recommended actions that should be taken by the company in order to achieve the future needs of the workforce (retaining existing staffs and attracting new workforce) will be as below:

a) Developing skills and organisational capability

The management and the staffs could be given training so that they could improve their skill and knowledge that could help them to grow and it will lead to the growth of the company as well. That’s why it’s important that the company will need to provide the support to their employees so that their employees could continue to grow and support the growth of the organisation

b) Retaining skilled labour

It’s also important to retain the skilled labour that the company currently have, and the method could be through changing their existing reward and recognition policy, so that all employees no matter their background, gender, age or nationality, could get the same chance to be promoted and getting better rewards for their contribution to the company

c) Promoting workforce diversity

Another method is by promoting the diversity at the workplace so that the employees will be able to understand the importance of diversity and why it’s needed. The promotion could be through training program, poster, or through briefing (during the team meeting or departmental meeting) so that the message about diversity could be spread and the awareness about this could be raised properly

4. COMMUNICATION STRATEGY

Communication objectives:	Share the information properly with each other
	Increasing the awareness about the importance of diversity
	Ensure the collaborative actions to be taken to achieve success
Audience:	Message:	Strategy:	Resources/budget:	Person:
Senior management	About the project in detail Weekly information on the progress of the project	Meeting Formal written report The two methods above could help in properly giving the information to the senior management about the progress of project in detail	Meeting minutes Final report	Barbara
Line management	About the project in detail Meeting result (through meeting minutes)	Meeting Written report (draft) The two methods above could help in giving the briefing and explanation about the project to the line management	Meeting minutes Draft report	Barbara
Workers	About the project in general	Newsletter Poster The two methods above could help in giving the explanation to the workers about the project	Design (for newsletter and poster)	Barbara

5. RISK MANAGEMENT AND CONTINGENCY PLAN

Workforce objectives:	Risk likelihood:	Risk consequence:
Developing skills and organisational capability	Medium	High
Retaining skilled labour	High	High
Promoting workforce diversity	High	High

Workforce objective:	Developing skills and organisational capability
Risk mitigation strategy or contingency plan:
The management and the staffs could be given training so that they could improve their skill and knowledge that could help them to grow and it will lead to the growth of the company as well. That’s why it’s important that the company will need to provide the support to their employees so that their employees could continue to grow and support the growth of the organisation
Workforce objective:	Retaining skilled labour
Risk mitigation strategy or contingency plan:
Changing their existing reward and recognition policy, so that all employees no matter their background, gender, age or nationality, could get the same chance to be promoted and getting better rewards for their contribution to the company
Workforce objective:	Promoting workforce diversity
Risk mitigation strategy or contingency plan:
The promotion could be through training program, poster, or through briefing (during the team meeting or departmental meeting) so that the message about diversity could be spread and the awareness about this could be raised properly

ASSESSMENT TASK 2

STAFFING PLAN REPORT

1. BACKGROUND

In order for the company to be able to manage the needs for their future business opportunities, the company will need to prepare the recruitment and selection process so that they could recruit the workforce that they needed. The future staffing needs will be needed for the year of 2017 until the end of the year 2020. Faberico Industries are in need of senior managers (only for Sydney main office), branch managers (for all branches), line managers for service and sales (for all branches), sales forces (for all branches), and mechanics (for all branches)

2. STAFFING PLAN

The staffing plan for the future business opportunities of Faberico Industries will be as below:

Staffing objectives:	Developing skills and organisational capability
	Retaining skilled labour
	Promoting workforce diversity
Activity:	Timeline	Strategy/rationale	Resources	Person
Recruitment and sourcing skilled labour	10 July	In order for the company to be able to recruit and sourcing skilled labour, there’s a need to change the policy that currently exist within the company. This is to ensure that the recruitment and selection process should be conducted fairly This way, the company will be able to recruit and select skilled labour based only on their competency rather than their background, nationality, or their ethnicity	Existing recruitment and selection process	Barbara
Retention of skilled labour	10 Aug	In order for the company to retain the skilled labour that they currently have within the organisation, they will need to change their policy so that the current employees will feel better and stay in the company The company will be able to show that they could be chosen as the employer of choice. This way the company will be able to show to the future applicants that they could be trusted to give a good work condition	Existing recruitment and selection process	Barbara
Promoting diversity	15 Sep	The diversity will be promoted by the company so that it could help them in retaining their talented workforce to keep on working at the company. Diversity will also be able to help in improving the productivity of their workforce and give better environment to their workforce as well By promoting the diversity, the company will be able to attract new and talented workforce from diverse background to work at the company. This could show that the company has changed their ways from before and that they’re willing to go to the another level to promote the diversity at the workplace	Creating new diversity policy	Barbara
Succession planning	22 Oct	This plan is important to be created by the company so that they could prepare the current workforce to take over the vacant position, usually in the line managerial (e.g. branch managers) or the senior management team. This plan will help the company to prepare for the future, so that the vacant position left by the senior management team could be filled immediately The preparation for the take-over (or the succession planning) should also be properly created by the company, so that the process is fair and everyone could be chosen no matter who they are and what’s their background Succession planning process will include: (1) determine 2 to 3 candidates to be prepared to take over the vacant position left by the senior staffs at the organisation; (2) training given to all the candidates; (3) decide and determine what kind of training type should be given to the chosen staffs	Succession planning process	Barbara
Promoted as Employer of Choice	30 Nov	Another important thing is for the company to be promoted as the employer of choice. Through this method, they could attract talented workforce to work for their company and they could stay loyal to the company The method to help company to be promoted as employer of choice will be to create an equal environment and promote the diversity at the workplace so that every process related to the workforce planning could be conducted fairly in all area The reason why being chosen as the Employer of Choice is important for the company is because it could help them to gain the talented workforce that they needed for their business operation. The process that the company might need to do in order to be the Employer of Choice: (1) review their recruitment and selection process so that it will be fair and equal to all candidates; (2) make the necessary changes to their current business operation so that it meets requirement to be chosen as Employer of Choice; (3) promote equality and diversity at the workplace	N/A	Barbara

Checklist:

Position	Staffing target for FY 2017–18	Actual	Achieved
Senior manager	4	2	q
Branch manager	6	4	q
Line manager (service, sales)	12	12	þ
Sales force	84	85	þ
Mechanic	38	42	þ

3. PRESENTATION

The method that will be used in order to win the support and overcome resistance from the managers regarding the workforce planning will be as before:

· Present the plan to the manager in detail and explain the benefit to them so that they could give their support properly about the project. This is the most important phase where the oral presentation should convince the managers to help the project team with the project so that the implementation could be properly conducted

· Submit the formal written report for the manager so that they could get a more detailed information about the project in writing, and there will be no misunderstanding about the project

The best way to overcome the resistance from the managers is to make them involved with the project. This way, the manager will feel that their opinion is also heard and they could give their full support toward the project as well

The need for the workforce planning will be as below:

· External labour supply and characteristics

The company will need the external labour supply that has the skill and experience along with the knowledge in the area that they needed. For example, for the position of the branch manager, the applicant should have at least (a minimum) of 5 years’ experience working as manager and have the capability of conducting performance management, and many more. The external labour supply should meet all the condition and requirement that the company set for each position and it’s important for these requirement to be met for them to be chosen

· Specific present and future needs of the organisation

The company will need the skilled and experienced mechanics due to the increase of their sales in the trucks and forklifts area. Due to this, they will need more mechanics to be employed so that their future business operation could be properly conducted as well. The company realizes that they will need more mechanics in the future and therefore they’re trying to attract new and talented mechanics to work at the company, regardless of their background

Other than the mechanics, the company will also need more sales force because they’re going to focus in the sales activities rather than rental (the company is going to exit the rental market). That’s why the company will need to hire the sales force and the same with mechanics, the sales force should have the skill and experience in selling products, and preferably in the same industry as Faberico Industries (truck and forklift)

The staffing action plan that the company uses in order to achieve their future business needs (for their workforce) will be:

· Developing skills and organisational capability

· Retaining skilled labour

· Promoting workforce diversity

ASSESSMENT TASK 3

REPORT

EXECUTIVE SUMMARY

This report will contain the information about the evaluation on the internal and external labour trends and their effect in meeting the objectives of the organisation, in this case is Faberico Industries. The report will also include the information about the analysis of the data (internal and external), the trends of the workforce within the organisation, the climate survey and its results, and the evaluation of the effectiveness of the current workforce planning that the company have. The report also include the recommendation to make the changes or adjustment to the current workforce planning plan or change to the goals and objectives of the organisation (in relation of their workforce planning)

1. DISCUSSION OF INTERNAL AND EXTERNAL DATA

1.1. Internal labour trends

Based on the data form the turnover report in FY2016-17, it could be concluded that the reason for the employees to quit from Faberico Industries are as below:

· Retirement: because they have reached the age where they have to retire for their position and therefore they have to quit working at the company

· Lack of opportunity and lack of recognition: many of the employees who quit the company said this reason as their main reason, because they think that they’re not properly being appreciated by the company and that there’s little opportunity for them to actually grow within the company

· Unhealthy work culture: some of the employees cited this as their reason to quit, that they think they’re being discriminated because they’re in the minority, and it caused them to get stressed

· Better opportunities elsewhere (other opportunities): only small number of employees cited this as their reason to quit, that they had found better opportunities at other company (whether it’s in the same industry line or different industry)

1.2. External supply

· The reputation of the company as a good employer. If the company has a good reputation in this area then they will be able to hire the staffs that they needed properly within the right timeframe

· The number of the workforce available in the market and are interested in applying for the job at the company

· The raising numbers of competitors might affect the capability of the company to attract the workforce that they needed for their future business operation

1.3. Government policy

The changes in the government policy, for example the changes in the taxation legislation or the change in the Fair Work legislation, might make it hard for the company to actually attract new and talented employees. The company might also need to make changes to their existing policy to match with the changes in the government policy, so that it could help them in attracting new employees

1.4. Industrial relations and modern awards

1.5. Climate survey results

The climate survey that’s distributed to the employees of Faberico Industries is included with the questions about their satisfaction to the company and their intentions to retire, quit, or exit the company within the next 2 years

The climate survey is as below (along with the result, based on 150 surveys):

Questions	Score
Questions	1	2	3	4	5
Satisfaction level
What do you think about the company	10	50	40	35	15
Do you think you're given enough chance to grow by your manager	25	65	35	15	10
Do you think that you're being treated fairly	50	50	35	15	0
What do you think about your chance to continue working within the company	55	65	15	8	7
Personal needs
Do you have any intentions to quit from the company within the next year	65	55	15	9	6
Do you have any intentions to quit from the company within the next 2 years	38	85	15	8	4

2. EVALUATION OF EFFECTIVENESS OF WORKFORCE PLANNING

Based on the workforce planning scorecard in FY2017-18, the effectiveness of the workforce planning could be seen. The effectiveness showed that the company had managed to meet at least half of their objectives, and therefore this showed that the workforce planning the company had created is proved to be very effective

The result of the scorecard (for the workforce planning) is as below:

Objective	Targets	Result
Provide required training to meet workforce needs	Deliver training to up skill rental employees	Training program is given to all the rental staffs 85% of the rental staffs decide to stay and move to the sales department after receiving the training
Recruit	Conduct workforce planning thru FY 2016–17	Able to meet the recruitment needs for FY2017-18 plan
	Complete implementation of staff planning for FY 2014–15	The implementation is 100% completed 90% of the goal is met
	Conduct skills audits and needs analysis for all roles to be filled by recruitment strategy	Completed
	Ensure all critical roles are filled to meet revenue targets	All critical roles during the plan is 100% filled
Become an Employer of Choice	Provide personal development plans for all employees	60% completed
Become an Employer of Choice	Retain managerial talent through rewards, promotion and training	75% retain rate
Manage performance and adherence to organisational values	Complete twice-yearly performance reviews	75% managers compliant
	Communicate organisational values and code of conduct	80% employees and managers state they are aware of values and code
	Build culture of excellence: eliminate discrimination and promote diversity in workforce	Hiring practices reviewed Manager training completed
	Promote levels of diversity in workplace proportional to percentage of population	Aboriginal representation in sales force and mechanics apprenticeships increased from 0 to 1 in each category; 3 of 8 mechanics apprenticeships are women

The result from the scorecard showed that the company had made some progresses that could be considered as successful. This is why the workforce planning that the company created is considered to be very effective

3. RECOMMENDATION FOR CHANGES

The recommendation for the changes to the current workforce planning so that it could meet the organisation objectives will be as below:

· Regularly review the workforce planning, for example reviewing them once every 3 months to ensure that the workforce planning still meet the needs of the organisation and is up to date with the current condition of the organisation

· Make changes in the target that to be achieved for the next year FY2018-19 so that all the targets for the workforce planning could be met (the adjustment should be made based on the result from FY2017-18)

· Keep promoting the diversity to change the opinion of the employees and then promote the company as the Employer of Choice to attract more new talented workforce to apply for the position at the Faberico Industries

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