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BSBHRM513 Manage Workforce Planning Case Study

CASE STUDY

Learner instructions: Read and use the case study or base the case study on your workplace.

Read and take notes or highlight areas and ensure you understand the content. Talk to your trainer on areas of uncertainty or confusion for clarity.

BSBHRM513 Manage workforce planning Case study

Successful organisations will have acquired the right human resources (workers, skills, and knowledge), and the needed technology to maintain a competitive advantage.

Sky Tower Catering (STC) are reviewing their workforce to meet the organisations operational and the strategic plans to meet the organisations business plans. STC produce high-quality patisseries which require specialist knowledge and skills. This is a new and upcoming market for Western Australia. There has also been a boost in tourism and STC are experiencing an increase of 40% in daily orders over the next six months. STC management is after expanding their workforce to hire extra patisserie chefs with the right skills, drivers to cope with delivery of orders and administration and salespeople to take orders and payments. Currently, they are experiencing quality control issues as they are understaffed.

Current staff have been with STC for some time and did not like a change in processes and are uncomfortable with having new members on their team. They feel they can cope, however, the statistics are not living up to expectations, and there has been a high return of damaged patisseries, customer dissatisfaction with service and incorrect invoicing and orders are not being delivered as agreed to. They say that the equipment is outdated and that is the reason they are falling behind.

Senior Management has decided that some new equipment is granted and a budget is set aside for a new mixer and a new range of packaging material. Management has also agreed with stakeholders input to increase their staffing to accommodate the increase in orders and prepare to meet their strategic plans of increasing the customer base by 60% in the following financial year.

Senior Management has asked the Human Resources Manager (HRM) for a worker profile to be completed to assist with new recruitment, you are the HRM to analyse current workers status, (part and full time and casual) the existing skills and knowledge of the workers. The management also requires a supply and gap analysis for workers including the demographics of workers to be able to forecast worker requirement plans. As well as an analysis of where the organisation may obtain new workers, be it internal and or external. Where strategies will then be developed to gain, retain, recruit, risk manage and develop contingency plans for staffing.

One of the Human Resource department’s role is to attract, engage and retain workers. To analyse and predict labour needs in line with their business. The manner in which they engage workers, motivate and retain contributes to the success factor of the organisation.

There is also an absence of diversity in the organisation, (age, gender, culture, language) an object is to improve the diversity of the organisation and develop diversity policies to meet new targets.

Once this information and evidence are gathered management will need to justify the employment and strategies to the relevant stakeholders. It is imperative to the organisations success that they minimise turnover rates while holding onto valuable workers knowledge and skills. Management is to review and analyse staff turnover and the reasons for acceptable and unacceptable turnover.

The organisation builds sound relationships with their stakeholders and keeps them informed as they are vital for approval of their objectives, requirements, and funding, in both time and allocation of resources. This includes senior managers of all departments.

The organisation is aware that in the current market, government policy has applied a restriction on the wage increase and that an expected increase in strikes, go-slows, and barriers to regular production may occur. The Human resource department in conjunction with line managers is to develop contingency plans to reduce the impact should industrial action be taken.

There has been a downturn in the economy due to the global financial crisis. The organisation though successful in many areas is seeing a decline in their restaurant area. This has led to overstaffing, and the organisation is to make some decisions in line with legislative requirements to re-evaluate staffs roles and job status. There has previously been a pattern in worker turnover for various reasons; this leads to instability of the workforce and uncertainty. Management has the objective of reducing staff turnover and retaining skills and knowledge.

There have been great staff movements in the external environment, and several catering organisations are struggling. Management is after monitoring of the external environment, so they are better prepared to manage their staffing rates. Ultimately the organisation is after retaining, motivating and engaging their skilled workforce in an effort to remain productive. The human resource department has been instructed to gauge worker satisfaction.

Now that senior management has recognised that the downturn in the economy is going to affect profits and the impact on their shareholders, and the support expected for the strategic and operational plan is to be adjusted to account for and to minimise loss to meet a new set of objectives.

An analysis of the change process is to be submitted to senior management to identify if further changes are to be made to meet the organisations objectives.

AT1:

Explain:

1.1    Element Assessment activity 1

 Explain how the organisation comes to a decision on their workforce objectives. What are the driving forces both internal and external? Include information on the skilled occupation list and immigration policies.

Instructions to the learner: At least 4 paragraphs

1.2    Element. Assessment activity 2

Explain and complete a PEST analysis for factors that can affect workforce supply (Visa’s, trends, global environment). Discuss the various parties that you will consult and communicate with to seek approval from when setting objectives and targets.

Instructions to the learner: At least 3 paragraphs

1.3    Element. Assessment activity 3

Explain what a workforce planning tool is and develop in a template a workforce profile for the case study or base the activities on your workplace.  Explain a labour supply analysis and labour supply forecasting. Discuss the effects of labour supply in the industry for the case study or workplace should you be basing the activities on your workplace. Explain the various reports that you gather to analyse the current workforce’s knowledge and skills and include legislative requirements in regards to security and privacy.

STC FUTURE WORKFORCE PROFILE
Strategic plans of the business

 

 

 

 

 

 

 

The strategic plans of STC are to

 

 

Job skills
What are the main job roles in our business?

 

What are the specific skills required for each job role?

 

 

 

 

 

 

 

 

STC CURRENT WORKFORCE PROFILE
Staff ID Employee name Age  M/F Job title Classification level Employment status Highest level qualification obtained Years of experience First start date with STC
What are our current workforce strengths and development needs?

 

Current workforce strengths:.

 

Developmental needs:

 

 

 

 

 

 

 

 

 

Instructions to the learner: At least 4/5 paragraphs

2.1 Element. Assessment activity 4

Explain the strategies used to align the organisations objectives, why they are relevant, how they relate to action plans and explain SMART.

Instructions to the learner: At least 4 paragraphs and or a very detailed visual graph

2.2 4.1 Element. Assessment activity 5

Explain the strategies used to align the organisations objectives, why they are relevant, how they relate to action plans and explain SMART.

Instructions to the learner: At least 4 paragraphs and or a very detailed visual graph

2.2 4.1 Element. Assessment activity 5

Explain managing staff turnover rates and three methods used to determine actions to take when there will be an oversupply or undersupply. Demonstrate the equation used. Explain why and how you review and plan against the patterns of staff turnover and the effects of staff turnover and explain the reasons for staff turnover. Explain how and why you would review patterns in worker and workforce changes. Discuss the Industrial Relations Commission and their part in the workplace. Explain and discuss what is and what value an exit interview has.

Instructions to the learner: At least 5 paragraphs

2.3 3.4 3.5 4.4 Element. Assessment activity 6

Explain how an organisation is to retain skilled workers, name and explain at least three strategies they can use. Include an explanation of the difference between role and career development and discuss the benefits, a paragraph for each. Explain succession planning, training and developing workers in line with the organisations strategic planning to fill vital roles. Explain what makes an organisation an employer of choice, research and discuss an organisation that is an employer of choice, what makes them so. Develop a staff satisfaction survey to gauge worker satisfaction. Demonstrate an understanding or attracting and recruiting a diverse workforce and the legislative requirements underpinning a diversity policy.

Instructions to the learner: At least 6 paragraphs

2.4 3.2 3.3 4.7 Element. Assessment activity 7

Explain what workforce diversity is, and why diversity is valuable in a workplace and how the organisation can meet their diversity goals. What are the negative effects of not assisting a workforce in handling a workplace organisational change? Describe some strategies to deal with the stress of change and explain issues that those from a different culture face when applying for jobs in Australia. Provide a template with strategies to be implemented to assist the workforce to deal with organisational change. Discuss evaluation of the effectiveness of change processes against agreed to objectives.

Strategies to assist the workforce to deal with organisational changes
Effective communication channel .
Effective delegation
Coaching and mentoring
Motivation

 

Instructions to the learner: At least 6 paragraphs

 2.5 4.24.3 4.6 Element. Assessment activity 8

Explain how diversity targets are to be developed and write a simple diversity policy. What strategies can an organisation use to source new workers, include and include at least3sources? Discuss the monitoring of labour supply trends and the over and undersupply in either your industry or for the case study. Demonstrate how you are going to monitor the labour supply trends versus the demand on the workforce, how will this affect your organisation. Complete this section with a summary of government policy for labour supply demand.

Instructions to the learner: At least 5 paragraphs and one policy

2.6 3.1 Element. Assessment activity 9

Develop a communication template include the 4 levels of stakeholder engagement. Explain the objectives of the recruitment strategy and the agreed to targets and justified your objectives. Complete a benefit analysis. Complete an implementation action plan template to support objectives for recruitment, redeployment, training, and redundancy.

Instructions to the learner:  At least 3 paragraphs

2.8 Element. Assessment activity 10

Explain what a contingency plan is, include a simple contingency plan for a loss of workforce in the organisation in the case study or for your workplace.

STC Contingency plan for a loss of workforce
Executive summary
Risk management goals
Risk assessment
Internal risks Scale of risk (High Med Low)
External risks Scale of risk(High Med Low)
Business impact analysis
Operating impacts
Financial impacts
Legal impacts
Risk management strategies
Retention

Redeployment

Recruitment

Plan maintenance

 

AssessmentAT1: Case study written activities
Marking feedback and recommendations for future training/action in cases where the Learner has not satisfactorily achieved all the criteria:

 

 

 

 

Not Yet Satisfactory Satisfactory
Assessors Signature Date

 

Assessment instructions:

 

You are required to answer the questions outlined below.  All questions should be answered satisfactorily, as partial responses will be deemed disappointing.  The answers will be used in conjunction with other forms of evidence in the final assessment conclusion.  If you do not desire to answer the questions in written format, an interview may be used as a different, approach if negotiated with your Trainer Assessor.

 

The assessment covers all critical criteria for BSBHRM513. The links are to be read and will give you the further information required in order to answer the elements. Ensure you have read through the learner guide and are fully prepared to participate in class.

 

You can either complete the assessment alone or have one partner.

 

Include a cover page, a contents page, and a reference page. Type your answers under the elements; I have included the required paragraphs, providing you have explained thoroughly you can either reduce or add to the paragraphs.

 

Learner resources required: To complete this assessment task you will require:

·         The questions response section.

·         The case study

·         Learner Guide and internet access

 

AT2: Knowledge questions

Learner instructions: At least two paragraphs for each section.

  1. Discuss researching turnover, demographics, workforce supply, skills required.
  2. Discuss modification of workforce, retaining skilled labour, acquiring diversity, sourcing skilled labour, communication and justifying and seeking approval for workforce objectives. Discuss the merits of a contingency plan.
  3. Discuss the implementation of recruitment, training, redeployment, and redundancy and dealing with change. Discuss diversity goals, succession planning and maintaining being an employer of choice.
  4. Discuss monitoring workforce changes, labour supply trends, worker satisfaction, internal and external changes to the workforce labour supply, reviewing government policy and evaluation of the presented changes.

 

AssessmentAT2: Knowledge questions
Marking feedback and recommendations for future training/action in cases where the Learner has not satisfactorily achieved all the criteria:

 

 

 

 

Not Yet Satisfactory Satisfactory
Assessors Signature Date

 

Assessment instructions:

 

You are needed to answer the questions outlined below.  All questions should be answered satisfactorily, as partial responses will be deemed disappointing.  The answers will be used in concurrence with other forms of proof in the final assessment conclusion.  If you do not desire to answer the questions in written format, an interview may be used as a different, approach if negotiated with your Trainer Assessor.

The assessment covers all critical criteria for BSBHRM513. The links are to be read and will give you the further information required in order to answer the elements. Ensure you have read through the learner guide and are fully prepared to participate in class.

 

You can either complete the assessment alone or have one partner.

 

Include a cover page, a contents page, and a reference page. Type your answers under the elements; I have included the required paragraphs, providing you have explained thoroughly you can either reduce or add to the paragraphs.

 

Learner resources required: To complete this assessment task you will require:

·         The questions response section.

·         The case study

·         Learner Guide and internet access

 

AT3:

Instructions to the learner: At least 4 paragraphs and two templates

2.7 4.5 4.7 Element. Assessment activity 11

With the anticipated changes to the workforce for STC discuss both the internal and external recommendations and the effectiveness and impact and the benefits the changes have had on the organisations productivity. Develop an agenda and conduct a meeting with minutes as evidence of consultation and negotiation and agreement with relevant stakeholders on established targets.

  • Ensure your trainer videos the meeting
  • Complete an agenda and minutes

 

Assessment: AT3: Agenda and Meeting
Marking feedback and recommendations for future training/action in cases where the Learner has not satisfactorily achieved all the criteria:

 

 

 

Not Yet Satisfactory Satisfactory
Assessors Signature Date

 

Assessment Summary

Training  Location APSI Candidate Full Name
Trainer/Assessor
Assessment results If a not yet satisfactory (NYS) result is given the Trainer will provide feedback to the Learner before next submission. When the Learner is reassessed with a ‘Satisfactory result’ for all assessments then an overall ‘Competent’ result will be given for this unit of competency.
Is reassessment required in this case? YES☐ NO☐
Flexibility in assessment processes requested: YES ☐ NO ☐
Details:

 

 

With flexibility, assessment still meets requirements of UOC
Assessment type 1st attempt date and result 2nd attempt date and result Valid Current Sufficient Authentic Result
AT1 Written
Verbal Q&A
AT3 Demonstration/Observation
Role Play
AT2 Assignment/Project
Scenario/Case study
Supervisor/Third Party
Work place
RPL/RCC (Evidence attached)
In completing this assessment, I confirm that the learner has demonstrated all unit outcomes through consistent and repeated application of skills and knowledge with competent performance demonstrated in multiple instances over a period of time.
Assessor Signature:  

Date

Meets all essential knowledge and skills Meets all performance criteria
Learner Signature: Date:

 

 

Assessor Feedback first attempt: (Assessor is to provide feedback to the Learner on assessment results)

 

 

 

 

 

I declare that this questioning assessment has been conducted as per APSI assessment procedures and the instructions provided for this assessment task and that I have provided feedback to the Learner in a constructive manner.

 

Date:                                                                                                     Assessor Signature:

Assessor Feedback first attempt: (Assessor is to provide feedback to the Learner on assessment results)

 

 

 

 

 

I declare that this questioning assessment has been conducted as per APSI assessment procedures and the instructions provided for this assessment task and that I have provided feedback to the Learner in a constructive manner.

 

Date:                                                                                                     Assessor Signature:

Learner Feedback first attempt: (Learner needs to read the above feedback and reply if they wish and then sign that they agree and have understood the assessor’s comments as above).
Learner comments:

 

 

I have read and agree with the above feedback.

 

Date:                                                                                                     Learner Signature:

Learner Feedback second attempt: (Learner needs to read the above feedback and reply if they wish and then sign that they agree and have understood the assessor’s comments as above).
Learner Comments:

 

 

I have read and agree with the above feedback.

 

Date:                                                                                                     Learner Signature:

Competent ‘C’ or Not Yet Competent ‘NYC’   Appeal Lodged

 

Final Grade after appeal
Assessor Signature: Date:
Supervisor/

Third Party Signature:

Date:
Learner

Signature:

Date:

 

 

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