BSBHRM513 Manage workforce planning

Develop Workforce Objectives and Strategies

Session 2
© 2015 Innovation and Business Industry Skills Council Ltd
greenwichcollege.edu.au
Purpose of this presentation
At the end of this session, you should know how to:
 review organisational strategy and establish aligned objectives
 review staff turnover
 define objectives to retain required skilled labour
 define objectives for workforce diversity
 define strategies to source skilled labour
 communicate objectives to relevant stakeholders
 obtain agreement and endorsement
 develop contingency plans.
© 2015 Innovation and Business Industry Skills Council Ltd
greenwichcollege.edu.au
Align objectives and organisational strategies
When developing an organisation’s workforce strategies and
objectives, it is important to consider the following questions:
 What are our business goals and objectives?
 What are the actual workforce gaps and issues?
 What are the causes of these issues?
 What are our priority issues to address?
 Will the strategies complement other aspects of the business
and its management?
 Will the strategies we develop be difficult to implement given the
organisation’s culture?
© 2015 Innovation and Business Industry Skills Council Ltd
greenwichcollege.edu.au
Example: Aligned objectives

Organisational level
• Organisational goal: To
provide value to customers
• Strategy: Offer superior Workforce planning
service to capture market
share • Workforce planning goal:
To ensure organisation has
• Objective: Ensure workforce the capability to achieve
capability to offer superior goals
service
• Strategy: Develop existing
Organisational level staff to fill critical roles to
contain recruitment and
• Organisational goal: To training costs
provide value to shareholders
• Objectives:
• Strategy: Contain labour costs
• fill all critical roles
• Objective: Ensure labour
costs fall within operational • work within budget
budget

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au
Develop retention strategies
Assess turnover Retention strategies
To determine the acceptability  provide training and career
of turnover: development opportunities
 determine the broad goals of  improve performance management
the organisation practices
 implications of turnover for  use rewards and
future staffing needs recognition
 improve the workplace culture
 increase flexibility and work/life
balance.
© 2015 Innovation and Business Industry Skills Council Ltd
greenwichcollege.edu.au
Define objectives for workforce diversity

• 50% of
management
Gender roles filled by
women by 2020

• ?
Age
• ?

• ?
Race
• ?

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au
Define strategies to source skilled labour
Open recruitment Targeted recruitment
 may involve a lengthy  focuses on a smaller range of
recruitment process people with desired skills
 may be fairer  may include longer-term
 may not be effective to
sourcing strategies, such as
source highly sought-after links to educational institutions.
skills when supply is scarce.

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au
Communicate objectives and strategies to
stakeholders

Develop a
Identify Prioritise
communication
stakeholders stakeholders
strategy

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au
Assess risk and develop contingency plans

You will need to:

1. Identify risks to workforce
planning.
2. Assess the level of risk.
3. Evaluate risk.
4. Plan to transfer, eliminate,
reduce risk and/or develop
contingency planning.

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au
The next step

You should now:

 complete the learning activities in Section 2 of your
Student Workbook
 preview Section 3 of your Student Workbook.

© 2015 Innovation and Business Industry Skills Council Ltd

greenwichcollege.edu.au