| Student name: | |
| Assessor: | |
| Date: | |
| Organisation this assessment is based on (or work area):
Which organisation is this assessment based on (including the work area if relevant)? |
This assessment is based on the college. They give different ranges of courses to the students. It includes different kinds of the courses like management, marketing, human resources, and international business.
This college is popular due to its comparative pricing structure and method. They had two the additional campus one is Brisbane and second one is Sydney. |
| Role:
What role will you assume for this assessment? How does your role contribute to developing workforce processes, objectives, or strategies? How does your role contribute towards the organisation’s goals? |
Operational manager
The operational manager helps to do the minimization of efficiency and organizational help. It mainly increases the organization’s productivity and increases the given profits while the reduction of cost. Operational managers are helpful verse the related issue and work activity at every kind of level in the organization. Their duties can include the hiring and training of the employees. Manage the work quality for the employees. Do the improvement of programs and define the schedule to ensure everyone completes their work task and works on the schedule. |
| Section 1: Establish workforce requirements |
Research.
| Research workforce trends and demand/supply factors.
What are workforce trends relevant to your organisation and industry? What are labour supply trends for your organisation and industry? List at least four factors (including government policies) that may impact the workforce supply for your organisation. List at least four factors (including government policies) influencing the demand for specific skills, labour and/or diversity for your organisation. Outline Industrial relations requirements and key features (include National Employment standards and entitlements, trade unions, awards and enterprise agreements in your answer). Remember to include mathematical/numerical information (such as labour force participation rate and employment to population rate) as you describe the trends. Attach proof of your information sources (or add relevant links and screen shots into the space provided). |
Workforce plans and trends help to refer to the change and working the work plan and the work formation in the environmental work and the work plan situation, they are doing the development of the working plan and the environmental situation on the time. To supply the work plan with the labor and do the consideration of the work define the work with the work population and do the selection of the different age groups, do the participation of sex work and ratio and define the work with the education. Size of a given workforce. Employee work expectations. Composition of the workforce. Political work and influence. Disability Birth cohort Change in technology Change in the number of firms. Relations among the work plan and the employees. Collective work relations between the trade work unions and management. Collective unions relations. Employee association and government. It works for the labor work and the participation of the age did the estimation of the energy to do the work with a number of the peoples and different ages to seek for the work employment. |
| Survey your workforce.
Which digital tool did you use to create the survey? Attach your survey to this section of the portfolio. Insert a screen shot of your draft email to distribute the survey to staff members. |
Google forms and survey monkey are helpful to create the work and the survey.
|
| Review existing workforce situation.
What is meant by “staff turnover”? What are the different demographics (at least five) into which staff may be classified? Summarise your organisation’s staff turnover. Summarise your organisation’s staff demographics. Summarise worker satisfaction levels. Attach your MS Excel spreadsheet showing how you organised the information. If you are using your own business, attach proof of your written information source(s) (e.g., reports or employee records) and your survey results (if you are using your own business). |
The staff decide to keep the turnover of the different number of the employees and work for the company and do the replacement of the set amount of work and work plan and the time. The related demographical work do the static characteristics of human work and define the work with the work plan and the work situation. It works for the income work and the income level. It works for employment, location, and homeownership. They give a high kind of work and do the work with the high quality, but they offer the high staff work and turnover of the work and trainers. It is the work distinct by the criteria of work and it is defined such as age, gender, and work income. It is work for the employee overall positive work and defines the positive definition with the attitude and feelings towards the work plan and job. Set the long terms goals and focus on the important work plan structure Management of the time well. Stay organized with the situation. They need to write the related report with the written work and the relevant report. It s includes the work information and the information, it includes the executive summary of the information and defines the work findings. e.g. work plan survey and work informational survey (Toirova, 2021). |
| Review your organisation’s planned workforce requirements.
What are your workplace’s objectives for a diverse and cross- cultural management team? What are the specific workforce diversity requirements for the future? What are the specific skilled labour requirements (at least one?) What are at least three sources of the skilled labour? Outline any planned modifications or retention requirements for the workforce. Explain three forecasting techniques that could be used to help plan future requirements. Attach your strategic and/or operational plan as evidence to this section of the portfolio (if you are using your own business). |
It is important to do a sustainable work solution and define the solution to intercultural work problems, it is helpful to create mutual work and respect. They need to do the development of a win-win strategy and define the work corporation with various kinds of work cultures.
It is enriched the work with the educational work and the campus. It is a plan to learn from the work experiences, they do the work with the beliefs and do the perspective work with the different of the work situation and eatable the work with the social work environment. They need to do the acknowledgment of the work training and work for the knowledgeable work and apply for the work with the work plan. Professional labor. Semiskilled labor. Skilled labor. Enterprises the work formation and work goals. They need to enterprise the work and do the investment with the work plan. Make the alignment with the strategy, policy, and procedure. Done the work with the work technology and assessment Create the work and the strategic plan first. Focus on the work plan and the work essential goals. Choose the right work and do the right work for KPIs |
| Summarise organisational policies and procedures.
Summarise any relevant policies and procedures related to workforce planning. Summarise the communication protocols that should be followed when liaising with stakeholders about workforce planning. Attach your policies and procedures as evidence to this section of the portfolio (if you are using your own business). |
They need to do the work management and the workforce planning to determine the work management and the work culture. After it they need to do the composition of the work and the work culture.
There is the work method to do determination of the method to determine the current work and do the composition of the work in required work and meet the future needs (Toirova, 2021). Identified the needs of the stakeholders and do the planning for the communication. Do the communication work and define the work with the automation. Define the project summary and reports. Leverage informal communication with the stakeholder. |
| Analyse workforce information.
Which lateral or analytical tool will you use to analyse the information you’ve collected and summarized so far? Describe at least one problem or issue with your organisation’s existing workforce situation (climate, staff turnover and demographics). Identify at least one gap between your organisation’s existing workforce situation and its planned workforce requirements. List at least two potential problems/issues that may arise as part of the planned workforce requirements and industry workforce trends/supply/demand. What are critical workforce planning decisions that must be made for future workforce planning (at least one)? What are non-critical workforce planning decisions that must be made for future workforce planning (at least one)? List constraints (at least three) related to labour supply that impact the critical and non-critical decisions. Attach proof of the lateral/analytical thinking tool you used (or insert it into the space provided). |
Microsoft Excel works as the most important and most common tool to do communication tool and work for manipulating spreadsheets and making building analyses (sFeigin, et al., 2020). Don’t harm the business with the cost of hiring of new employees. It is a loss of institutional memory work and abilities. Start the work with the company strategy. Identified the required roles and reach the organized goals. Create the inventory skills of each role. Work for the tie and racking the attendance. Define the work and do the roistering. Managing the work absences. Enterprises the work formation and do the investment f the plans. Make the strategy policy alignment with the campus help and their work culture. Workforce management and planning are having the right work and the right concept. They should define the workforce with the critical work and large work companies In every work and the economy work plan concept to affected by the work and the work formation demand and give them power (Peterson, et al., 2019). Work for the work awareness and do the random work with the work plan and work simulation with the alternative work and alteration (Machalaba, et al., 2018). |
| Contingency plans.
Outline four key aspects of contingency plans. Develop contingency plans (including the four aspects you listed) to address at least three potential problems/issues and constraints. |
They need to do anticipation of the risk and define the work with the disaster you might face in the work plan.
Create the work and work for the informational manual. Do the recovery of the work and the work panning. Do the brainstorming of the work plan and list down the work aspects. Prioritize the work and define the work risk Identified the work and gather the work resource (Peterson, et al., 2019). |
Workforce Action Plan.
Use the template to develop a Workforce Action Plan. If you are using your own business, you may use your own template and attach it to this section of the portfolio.
| Workforce implementation Plan for (organization workforce requirement )
Date: Written by: operational manager |
| Strategic objectives
Work for the modification and retention of workforce plan, it is an ability to prevent the turnover of the number. Overcome the work culture and the work communication. Be protective and hire the right person. Keep the work communication open. |
| Key workforce requirements
Address the work with the high work plan and turnover. Work for the sourced skilled work plan and work labor. Meet with the organizational and the work diversity goals. Change the workforce and the work plan deals (Walsh, et al., 2019). |
| Workforce objectives and targets
Describe objectives (and related targets) for: · Defined the workability with the organizational ability to do the prevention of employee and turnover. · Overcome with the work culture and define the work consideration with the culture work and communication work style. · Evaluate the work formation and the relevant presentation. · Plan the proper training and make the communication open. |
| Recommended strategies
What are the recommended strategies to: · address high staff turnover – It is important to encourage the retention early planning and find the talent for the ultimate situation to hiring process it is helpful to address the high staff turnover. · source skilled labor – Causes including in the company and its culture are different kind of benefits and structure related to their career path by the training managers and much more turnover to impact the work probability. · assist the workforce to deal with changes in the workforce – They need to find the approach in workplace and change the work with the empathy. It is not a good thing to complete why in every kind of change. · meet diversity goals?- It is helpful to define the diversity goals in the short terms of vines and it is remove all kind of various and reward to do acceptance of workforce (Sitorus, 2018).. Outline at least two strategies for each bullet point. |
| Succession planning
Exposure and plans related to the business rules and responsibility with specific business situation. Provide the proper monitoring and coaching regarding the work feedback and reward. |
| Workplace of choice
Give them the opportunity to learn. Give them the paid time off. Work for the specific place safety and individualization (Walsh, et al., 2019). |
Review checklist.
| Check: | Yes/No | Comments |
| Have you checked the spelling and grammar? |
|
Insert a screenshot showing the spelling and grammar check results. |
| Does your plan reflect the information you collected about labour trends? |
|
Provide an example. |
| Does your plan reflect the labour supply and demand factors you researched? | Provide an example. | |
| Does your plan consider all organisational requirements? | Provide an example. |
Share your plan.
| Share plan with stakeholders
Who will you send the plan with? Insert a screen shot of your draft email to share the plan (or attach it as evidence to this section of your portfolio). |
|
| Schedule meeting
Who have you invited to a meeting to discuss your proposed Workforce Action Plan? Insert a screen shot showing how you’ve scheduled a meeting with relevant stakeholders. |
In this they need to give the invitation to the campus stakeholders and senior authorities.
In this meeting we are do the discussion of the work retention for workforce plan and the work force diversity. In this we need to define the different kind of the work place management and diversity. They need to do the checking of skilled labor and their planning rested with recruitment, training, redeployment and redundancy (Sitorus, 2018). |
Attachments.
| Attach:
|
External information sources (if not already inserted as part of the portfolio). |
☐ |
| Strategic and/or operational plan (if you are using your own business). |
☐ |
|
| Policies and procedures (if you are using your own business). | ☐ | |
| MS Excel spreadsheet showing how you organised the information. | ☐ | |
| Proof of your written information source(s) (e.g., reports or employee records) and your survey results (if you are using your own business). |
☐ |
|
| Evidence of lateral/analytical thinking tool used to analyse information (if not already inserted as part of the portfolio). |
☐ |
|
| Workforce Action Plan (if you did not use the template in the portfolio). |
☐ |
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| Email to share Workforce Action Plan (if not already inserted as part of the portfolio). |
☐ |
| Section 2: Coordinate Workforce Action Plan
implementation initiatives |
Communication.
| Meeting
Who did you meet with? If not already viewed in person by your assessor attach proof of your meeting to this section of your portfolio. |
In this, they meet with the stakeholders of the campus and they do the workforce planning for the upcoming work for plan and work input.
The need to find the inquiry about the work plan and retention and define the work with the workforce. Define the work with the communication and asked them about the workforce. Retaining the work with retaining the work plan with the relevant skills and labor. They need to define the work plan with the work recruitment and work for the magnet plans (Winkelmann, et al., 2022). |
| Communicate Workforce Action Plan
Insert a screenshot of your draft email to communicate the agreed Workforce Action Plan with relevant stakeholders (or you may attach it as evidence to this section of your portfolio). |
|
Coordinate the implementation of Workforce Action Plan strategies.
| Fact sheet
Which digital software or tool did you use to create the fact sheet? Attach your fact sheet to this section of the portfolio. |
A bit is helpful to create the fact sheet. It is a new kind of cloud base document.
|
| Diversity calendar
What are the diversity events (at least six)? How will you celebrate each event? What digital tool or software did you use to develop your calendar? Attach your calendar to this section of your portfolio. |
Veterans Day.
World Kindness Day. National Day for Tolerance. International Men’s Day. World Freedom Day. World Adoption Day. Do they celebration with each other together with the food, they get together with their family and friends. |
| Communicate information
Insert a screenshot of your email to share the fact sheet and calendar with all staff (or attach it to this section of your portfolio). |
To – stakeholders
Attachment – Date – Hello sir Here by all of the information we are here you to give the information they we do the review of all over the action plan and we are write some of the points kindly work on it. Asked them for the proper review. Update the factsheet. Work for the organizational review. Kindly check all of them and do the related changes in this. Thanks Regards |
| Questionnaire
What digital tool or software did you use to develop your questionnaire? Attach your questionnaire to this section of your portfolio. |
Google forms are helpful to create surveys and questionnaires, it is might be helpful to use Google forms it is a most popular and free online survey tool. |
| Apply questionnaire
Attach your completed questionnaire to this section of the portfolio. Identify three learning opportunities you would like to participate in over the next year (in the role you are assuming for this assessment and based on how you answered the questionnaire). |
Mentoring – Mentoring walk offers some kind of mentorship program it is helpful to give the advantage of mentoring with the form of good work and good feedback
Regular training – Regular training is also helpful to develop the effectiveness in the student or employee. Feedback – Ask them about their feedback, and offer them proper help regarding their project (Peterson, et al., 2019). |
Attachments.
| Attach:
|
Meeting (if not viewed in person by the assessor) | ☐ |
|
Draft email to communicate plan to other stakeholders (if a screenshot has not been included) |
☐ |
|
| Fact sheet | ☐ | |
| Diversity calendar | ☐ | |
|
Email to share fact sheet/diversity calendar with staff members (if a screenshot has not been included) |
☐ |
|
| Questionnaire | ☐ | |
| Completed questionnaire | ☐ |
| Section 3: Monitor Workforce Action Plan |
Evaluate change processes.
| Feedback
Summarise the feedback you received. |
Do the proper review in the monthly basis and do their project according to the writing regular status & reports.
Develop the review of project plan & done the project with the specific timeline and revise the project with the necessary points. Update the action list and action checklist according to the work force demand.0000 |
| Evaluate
What did you do well? Did your strategies meet the objectives? What can you improve on? |
They developed the strict that line according to the goals and resources needed.
They all monitor and evaluate the updating of the program. After it, they are did the proper check of the action plan. |
Monitor labor demand and supply.
| Internal monitoring
Describe an internal change that has occurred within your organization that affects the labor demand. What are the effects of the change? |
Review the availability of the substitute models in the project.
Check the demand of the project. Check the proportion of labor cost. Develop the elasticity in the supply of work and substitute input. To see efficiency and productivity in the project team and the organization are increased facilitating the achievement of the structure of the organization and the goal to reach the project and mission (Zaidi, et al., 2018) |
| External monitoring
Describe an external change (outside your organization) related to labor supply and government policy. Establish the effects and constraints of the change. |
Work for the technology.
Define the planning for the eternal work and the planning to define the management with the organizational team. Study the external environmental workforce. Do the management environmental study. Relay o environment scanning. |
Updated Workforce Action Plan.
Highlight any changes you’ve made to the original plan.
| Workforce implementation Plan for ()
Date: 24-09-2022 Written by: operational manager |
| Strategic objectives
Complete the whole project with the help of individual work formation, These kinds of goals are decided into the long-term goals and their achievements. Set all the specific work and the timeframe for achievement of goals and set corporate goals first. Manage the objectives to define the corporation’s goals. Ensure accountability In an organization (Zaidi, et al., 2018). |
| Key workforce requirements
Make the alignment with the help of the strategic policy in the organization. Do the financial work formation and its planning. Done the investment in the technology project. Check the project alignment. |
| Workforce objectives and targets
Describe objectives (and related targets) for: · The modification or retention of the workforce – is an ability to prevent the turnover of the employee. Whether it is voluntarily or involuntarily. · workforce diversity and cross-cultural management – it is helpful to develop the cross cultural relations and it is helpful to develop the relations · Retaining relevant skilled labor – they need to be protective and hire the right person for the job and work for the professional work and the professional development. · Recruitment, training, redeployment, and redundancy – work force planning is the systematic plan and the process to do the work (Rowan, et al., 2019). |
| Recommended strategies
What are the recommended strategies to: · Address high staff turnover – keep the work with the market rate and offer them competitive work and their seller according to the total compassion. · Source skilled labor – make sure they are natural to the company and the company plans, after it it is important to develop the training and guidance programmer for them. · Assist the workforce to deal with changes to the workforce – be honest regarding the organizational concerns. · Meet diversity goals? · Take the skilled course. · Asked frequent questions regarding the project. Outline at least two strategies for each bullet point. Define the project bullet point and help to develop the project and work for the project plan and the project work deadline. Keep the work efficient and simple. Work with the keywords, because did the simple and smart work ( Daly, 2020). |
| Succession planning
How will you plan for future leaders and workers? Give the wider business exposure to them. Change the role work and responsibility. Give them the proper feedback. How will you ensure workers are developed and retained? Recognize the retention plan with the recruitment policy. Engage with the organizational workers ( Rupesinghe, et al., 2018). |
| Workplace of choice
Describe at least three common programs to implement to ensure the organization is a workplace of choice. Offer them flexible and effective work. Increase the support in the work. |
Consult with others.
|
Insert a screen of your email to consult with a stakeholder about your updated plan (or attach it to this section of the portfolio). Establish the effects and constraints of the change.
|
To – stakeholders
Date – 24-09-2022 Subject – update action plan. Attachment – Hello sir Here by all of the information, we are to do the workforce management and workforce planning. In this, we are doing the planning of the action plan kindly check this and update me about it. Thanks Regards |
Attachments
| Attach: | Email to consult with a stakeholder about the updated plan |
References –
Daly, M. (2020). COVID‐19 and care homes in England: What happened and why?. Social Policy & Administration, 54(7), 985-998.
Feigin, V. L., Vos, T., Nichols, E., Owolabi, M. O., Carroll, W. M., Dichgans, M., … & Murray, C. (2020). The global burden of neurological disorders: translating evidence into policy. The Lancet Neurology, 19(3), 255-265.
Machalaba, C. C., Salerno, R. H., Barton Behravesh, C., Benigno, S., Berthe, F. C., Chungong, S., … & Wannous, C. (2018). Institutionalizing One Health: from assessment to action. Health security, 16(S1), S-37.
Peterson, K., Anderson, J., Bourne, D., Charns, M. P., Gorin, S. S., Hynes, D. M., … & Yano, E. M. (2019). Health care coordination theoretical frameworks: a systematic scoping review to increase their understanding and use in practice. Journal of general internal medicine, 34(1), 90-98.
Rowan, L., Singh, P., & Allen, J. (2019). Establishment of the College of Reviewers.
Rupesinghe, R., Smith, L., & Helms, R. (2018). 52 Improving the experience and morale of the junior doctor workforce.
Sitorus, R. (2018). The Establishment of Holding Company for Indonesian State-Owned Enterprises (Option or Requirement). Legal Standing: Jurnal Ilmu Hukum, 2(1), 84-103.
Toirova, G. (2021). ESTABLISHMENT OF A NATIONAL CORPUS THE UZBEK LANGUAGE IS A REQUIREMENT OF A NEW ERA. ЦЕНТР НАУЧНЫХ ПУБЛИКАЦИЙ (buxdu. uz), 7(7).
Walsh, D. A., Da Silva, H. B., Beura, L. K., Peng, C., Hamilton, S. E., Masopust, D., & Jameson, S. C. (2019). The functional requirement for CD69 in establishment of resident memory CD8+ T cells varies with tissue location. The Journal of Immunology, 203(4), 946-955.
Winkelmann, J., Webb, E., Williams, G. A., Hernández-Quevedo, C., Maier, C. B., & Panteli, D. (2022). European countries’ responses in ensuring sufficient physical infrastructure and workforce capacity during the first COVID-19 wave. Health Policy, 126(5), 362-372.
Zaidi, A., Parry, J., & Um, J. (2018). Developing a toolkit to monitor the implementation of the Madrid International Plan of Action on Ageing in the context of the Asia-Pacific region.