Assessment Task 1

Assessment Task 1 BSBHRM513 Manage workforce planning
Research workforce requirements and

develop workforce planning
Submission details
Candidates name Phone no.
Assessors name Phone no.
Assessment site
Assessment date/s Time/s
The assessment task is due on the date specified by your assessor. Any variations to this
arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for
details.
Performance objective
This task requires you to demonstrate skills and knowledge necessary to research workforce
requirements within an organisational context and to develop workforce planning.
Assessment description
In response to a simulated business, you will research workforce requirements, review
organisational strategic plans and develop a report outlining your proposed workforce plan
to meet organisational strategic objectives.
2015 Innovation and Business Industry Skills Council Ltd 1st edition version: 1
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Assessment Task 1 Assessment Task 2 Assessment Task 3
Workforce Staffing action Organisational

planning report plan climate survey
Workforce
Communications Evaluation
planning
strategy report
presentation
Risk management
and contingency
plan
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

spare parts to industry, with a rental division leasing forklifts and small trucks.
The companys head office is in Sydney and JKL has branches in Brisbane,
Melbourne, Perth, Adelaide and Canberra.
After 12 years in business, focusing on forklifts and small trucks, JKL has been
offered the sales rights to a range of medium and large trucks from an overseas
supplier. This opportunity will provide JKL with an advantage in range over its
competitors.
Sales results over the past five years have indicated strong growth in forklift and
truck sales, which have averaged 10% sales growth per annum. The rental market
has been in decline for the past three years due to the reduced costs of these
vehicles and some taxation benefits for purchases of these vehicles.
Taking the sales opportunity will, however, entail some significant changes,
including significant changes to company structure and operations. The company
will reposition itself to focus solely on retail sales and service and exit the rentals
market, in which forces such as competition and consumer choice reduce
potential profitability.
The changes will necessarily impact workforce planning. The company will need
to ensure it has the right people with the right skills at the right time to achieve
objectives. JKL will need to closely monitor turnover and recruitment and
implement strategies to retain skilled people and ensure critical roles are filled. In
accordance with the organisations values, JKL intends (to the extent feasible) to
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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:
a. An executive summary: a short summary of the contents of the report.
b. A discussion of organisational need. including current and future situation with
respect to workforce capability:
i. a description of the organisations requirements for a skilled and diverse
workforce
ii. a discussion of the data you have considered and analysis of the impact
on organisational objectives, including:
(1) internal and external labour supply predictions
(2) external conditions, for example, government policy
(3) organisational future demand and predictive techniques used.
c. Recommended actions:
i. Your proposed objectives for the modification of the workforce and
retention of the workforce in line with strategic objectives through FY
201617. Ensure you develop objectives for sourcing skilled labour and
promoting from within by:
(1) developing skills and organisational capability
(2) retaining skilled labour
(3) promoting workforce diversity.
ii. Your proposed strategies for realising each of the objectives above.
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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.
7. Submit all documentation as per specifications below. Please keep copies for your
records.
Note: For Assessment Tasks 2 and 3, you will need to refer to work submitted for this
assessment task.
Specifications
You must provide:
a workforce planning report
a communication strategy
a risk management and contingency plan.
Your assessor will be looking for evidence of:

communication and leadership skills to:
explain the need for change

gain senior management support for workforce planning initiatives
literacy skills to read and write reports and succinct workforce plans
numeracy skills to work with data and predictions about labour supply information
analytical skills to review data according to the needs of the organisation
technology skills to:
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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

Turnover FY 201314 (29%)
Position Number Number Reasons for leaving

exits staff
Senior manager 1 4 1. Retirement

2. Other opportunities
Branch manager 2 6 1. Retirement

2. Other opportunities
Line manager 3 18 1. Lack of opportunity

2. Unhealthy work culture
3. Retirement
Salesforce and customer 25 80 1. Lack of opportunity

service
2. Lack of recognition
Mechanic 10 32 1. Better opportunities

elsewhere
2. Lack of recognition
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Demographics FY 201314
Position Number Number Number Aboriginal

women 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 201415
Position Number Probability of successful filling of

position
Senior manager 4 0.9
Branch manager 6 0.9
Line manager 12 0.9
Salesforce 84 0.8
Mechanic 34 0.7
FY 201516
Position Number Probability of successful filling of

position
Line manager 12 0.8
Salesforce 90 0.7
Mechanic 36 0.6
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FY 201617
Position Numbe Probability of successful filling of

r position
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
calculated by substitution into the regression equation (y=0.3717x +0.2175)
8
7
y = 0.3717x + 0.2175
6
R = 0.9782
5
Sales ($M)
4
3
2
1
0
0 5 10 15 20
Number of staff at location
Financial year Numbers of sales/customer service personnel Revenue

($ millions)
FY 200910 80 (5 locations) 32
FY 201011 85 (5 locations) 34
FY 201112 80 (5 locations) 32
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FY 201213 80 36
FY 201314 78 29
FY 201415 84 required to support projected revenue across 6 32*

locations
FY 201516 90 required 35*
FY 201617 102 required 40*
*
Projected sales
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Mechanics
As the business expands, more mechanics will be needed to satisfy demand.
Financial year Numbers mechanics required
FY 200910 25
FY 201011 30
FY 201112 30
FY 201213 30
FY 201314 32
FY 201415 38*
FY 201516 42*
FY 201617 45*
*
Projected requirements
The business has red-flagged sourcing skilled mechanics with advanced IT and technical
skills as a potential risk area for the business.
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Appendix 2 Communication strategy
Communication
objectives:
(aligned to workforce objectives
and organisational strategic
goals)
Audience: Message: Strategy: media, approach, rationale: Resources/budget: Person:

(characteristics/receptivity to (why it will communicate message and meet (if applicable, estimate)
message) objectives)
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Appendix 3 Risk management and contingency plan
Workforce objectives: Risk likelihood: Risk consequence:
Workforce
objective:
Risk mitigation strategy or contingency plan:
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Workforce
objective:
Workforce
objective:
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Page 13 of 13

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Assessment Task 1 BSBHRM513 Manage workforce planning

Research workforce requirements and

Candidates name Phone no.

Assessors name Phone no.

Assessment date/s Time/s

Assessment Task 1 Assessment Task 2 Assessment Task 3

Workforce Staffing action Organisational

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

2. Using the information provided in Appendix 1, review:

5. Develop a communication strategy using the template provided in Appendix 2:

a risk management and contingency plan.

Your assessor will be looking for evidence of:

explain the need for change

analytical skills to review data according to the needs of the organisation

technology skills to:

communicate with key stakeholders

Adjustment for distance-based learners

Appendix 1 Workforce data

Current HR workforce turnover and demographic data

Position Number Number Reasons for leaving

Senior manager 1 4 1. Retirement

Branch manager 2 6 1. Retirement

Line manager 3 18 1. Lack of opportunity

Salesforce and customer 25 80 1. Lack of opportunity

Mechanic 10 32 1. Better opportunities

Position Number Number Number Aboriginal

Salesforce and customer service 80 70 0

Position Number Probability of successful filling of

Senior manager 4 0.9

Branch manager 6 0.9

Line manager 12 0.9

Position Number Probability of successful filling of

Senior manager 4 0.8

Branch manager 6 0.8

Line manager 12 0.8

Position Numbe Probability of successful filling of

Senior manager 4 0.8

Branch manager 6 0.8

Line manager 12 0.8

Salesforce 102 0.7

Workforce requirements (historical data and projected data)

Financial year Numbers of sales/customer service personnel Revenue

FY 201415 84 required to support projected revenue across 6 32*

FY 201516 90 required 35*

FY 201617 102 required 40*

Financial year Numbers mechanics required

Appendix 2 Communication strategy

Audience: Message: Strategy: media, approach, rationale: Resources/budget: Person:

Appendix 3 Risk management and contingency plan

Workforce objectives: Risk likelihood: Risk consequence:

Risk mitigation strategy or contingency plan:

Risk mitigation strategy or contingency plan:

Risk mitigation strategy or contingency plan:

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