Task 1 requires you to demonstrate your knowledge of managing the planning in relation to an organisations workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends.

 

Managing the planning in relation to an organizations workforce including researching requirements, developing objectives and strategies, implementing initiatives and monitoring and evaluating trends

 

Task 1: Theory Questions with Short Answers
You must show in Task 1 that you have an understanding of managing workforce planning, which includes gathering requirements, creating goals and strategies, putting plans into action, and keeping an eye out for and analyzing trends. Please respond to the following inquiries to help you accomplish this: Use your own paper and write your name, the name of your group, and the question number next to your response if you need additional room.
1a Examine and analyze data from a variety of internal and external sources to determine: • Current staff turnover and demographics; • Trends in labor market factors that may affect the availability of workers; • The organization’s workforce requirements goals and plans.
You must use up-to-date data and cite all of your sources.
Short Answer Questions for Task 1: Theory
1b. Describe how labor relations operate or are important to the sector in which your organization operates.
Short Answer Questions for Task 1: Theory
1c: Describe the concepts of labor force analysis and labor forecasting.
Send your assessor copies of all the materials you cite.
Create a workforce plan as task two of the project.
You must create a workforce plan for this assessment that incorporates pertinent information and targeted tactics to guarantee access to a skilled workforce. It can be written using either your organization or the made-up company, Bounce Fitness.
You must also show that you have a working knowledge of labor demand and supply in relation to the particular industry or skill requirements of the organization you are utilizing for this assessment, whether it is your organization or the fictitious Bounce Fitness.
Each of the ensuing items should be addressed in a publish format before being written up for your assessor in a plan format.
On the website of the fictitious company, Bounce Fitness, are examples of suitable plans.
1. Determine supply and demand first:
1a: Talk about the company’s business strategies to identify potential areas for organizational development and downsizing, as well as the corresponding labor needs.
1b: Examine the current workforce to identify any areas of surplus or deficiency.
1c Examine the organizational needs for workforce diversity.
1d: Examine the workforce’s ability to supply business goods and services to fulfill present and future demand.
1e Think about the current organizational structure, including its advantages and disadvantages, in light of impending changes.
1f To forecast the availability of human resources, research and examine data on the present and projected external labor supply, as well as demographic and economic statistics.
1g: Examine staffing budgets to estimate the cost of changing the workforce.
2. At this point, you can create the goals and tactics for your plan:
2a: Identify the goals for changing the workforce or keeping the current workforce.
2b. Specify the goals for addressing the areas with an unacceptablely high staff turnover rate.
Define the goals for retaining the necessary skilled labor in 2c.
2d: Specify the methods for finding skilled labor.
2e. Explain the goals and justification to the necessary parties.
2f: Obtain support and agreement for the goals and set milestones.
2g Create backup plans to handle emergency scenarios.
Project Task 2: Create a Workforce Plan (Continued)
3. Explain how you would put measures into action to achieve workforce planning goals.
3a: How will you carry out the plans you have made to support the goals you have set for hiring, training, redeployment, and redundancy?
3b: How will you come up with and put into practice ideas to help the workforce adapt to organizational change?
3c: How will you put in place a succession planning framework to guarantee that attractive employees are trained and kept?
3: How will you put initiatives into place to guarantee that the workplace is a top employer?
4. Finally, describe how you will track and assess trends in the workforce:
4a Examine the workforce plan in light of trends in leaving employees and workforce adjustments.
4b. Keep an eye on changes in the labor market to identify any regions where there is an excess or deficit of labor.
4c: Track the impact of employment developments on the labor market.
4: Conduct an organizational climate survey to measure employee satisfaction.
4e: Adjust goals and tactics in reaction to internal and external changes and offer suggestions in response to major trends or incidents throughout the world.
Review government labor supply and demand policies on a regular basis.
4g: Measure the success of change procedures against predetermined goals.
incorporate copies of any materials you cite on the Bounce Fitness website, as well as any external resources you copy, incorporate, or mention for your assessor.
Task 3: Gather Evidence
This form serves as confirmation and proof that the learner has proven they possess the abilities and knowledge necessary to manage planning in relation to the workforce of an organization, including requirements research, objective and strategy development, initiative implementation, trend monitoring, and trend evaluation.
It applies to people who work as human resource managers or team members in a policy or planning division with a workforce planning focus.
In order to corroborate and verify their assessment, the assessor will, to the extent practicable, watch portions of this being done by the learner. However, they will also need information from the learner’s manager or supervisor. The assessor will schedule a time to meet with that manager or supervisor in order to complete this evidence record. Research Workforce Requirements are Element 1.
Very good.
Not good enough
Did the learner thoroughly review the most recent statistics on employee turnover and demographics? Did the learner thoroughly evaluate the variables that might influence the availability of workers? The following variables may have an impact on the availability of labor: • Technological changes; • Labor market competition; • Economic conditions
• Market shifts
• Consumer trends
• Labor and skill shortages
• The unemployment rate
A trained and diversified staff is needed by the organization. Did the learner successfully meet these requirements? A trained and diversified staff may be needed in order to:
• Worker background, including cultural and linguistic background; age; gender; generational; learning styles; race; religious beliefs; sexuality.
Task 3: Record the Evidence (continued) Workforce Objectives and Strategies is Element 2.
Very good.
Not up to standard. Did the learner thoroughly analyze the organization’s strategy and set congruent goals for the replacement or retention of the workforce? Among the possible goals are: • Becoming a top employer
• The organization’s specific goals for hiring, training, reassigning, and eliminating positions;
If employee turnover is unacceptable, did the learner properly articulate it and, if so, seek solutions? Did the learner successfully develop goals to retain the needed skilled labor? Did the learner effectively identify the goals for managing a cross-cultural and diverse workforce? Did the learner outline ways to find skilled labor effectively? Was the learner successful in explaining goals and justifications to the appropriate parties? Did the learner successfully win support and agreement for the goals they set forth? Did the learner successfully create backup strategies to handle unforeseen circumstances? Implement Initiatives to Support the Workforce, Element 3. Satisfactory. Not Satisfactory
Goals for the Planning
Has the learner successfully carried out the agreed-upon actions to support the recruitment, training, redeployment, and redundancy objectives? . .
Has the learner successfully created and implemented plans to help the workforce adapt to organizational change? Did the learner successfully create and put into practice methods to help the organization achieve its goals for workforce diversity? . .
Did the learner successfully build a succession planning framework to guarantee the development and retention of attractive employees? Did the learner successfully undertake initiatives to make the workplace a desirable place to work? . . . . . . .
Task 3: Record the Evidence (continued) Monitoring and evaluating workforce trends is part of element four.
Do you think the learner did a good job of comparing the workforce strategy to trends in leaving employees and workforce changes? . .
Did the learner effectively keep an eye on labor supply trends to spot any oversupply or undersupply in the outside world? Did the learner successfully track the impact of labor market trends on demand for labor? Did the learner successfully assess the workplace culture to determine employee satisfaction? Surveys of employee opinions and employee satisfaction may be used to assess the organizational environment.
• Instruments for gauging how employees view the organization and its role
Did the learner effectively alter goals and tactics in response to internal and external changes and offer advice in light of widespread trends and occurrences? Did the learner properly review government policy on labor supply and demand on a regular basis? Was the learner successful in comparing the efficiency of change procedures to the predetermined goals? Satisfactory performance evidence.
Not up to standard. Is the learner proficient in analyzing data from a variety of internal and external sources to determine: • The demographics and staff turnover of the present?
• Are there trends in the labor market that may have an impact on the availability of workers?
• What are the organization’s goals and strategies for its workforce? Is the learner capable of managing workforce planning, which includes creating, putting into practice, overseeing, and reviewing plans to satisfy workforce needs? . .
Does the learner have the ability to review pertinent trends and supply and demand aspects that may affect the workforce of an organization?
Can the learner successfully create a workforce plan that incorporates pertinent information and targeted tactics to guarantee access to a competent and diverse workforce? . . . . . .
Task 3: Record the Evidence (continued) Knowledge Support.
Very good.
Not good enough
Can the learner successfully describe current data on the availability of outside labor that is pertinent to the organization’s needs for a particular industry or set of skills? . .
Can the learner adequately describe industrial relations as they apply to the particular industry? . .
Can the learner describe labor force analysis and forecasting methods clearly? . .
I, [Name of Supervisor] [Job Title and Company], hereby certify that the information marked as satisfactory or unsatisfactory above represents, in my opinion, the learner’s consistent performance in relation to the performance criteria listed in the table.
Supervisor’s signature: Date:

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