Tasks-1. Clearly define objectives in relation to workforce reduction. This should include: a definition of redundancy and why positions might become redundant the workforce planning objectives in relation to the redundancy.2. Identify the retrenchment strategy(ies) you recommend and why you have identified these strategies in particular; e.g. voluntary redundancies. This should include: identification of internal labour needs retrenchment strategies a discussion of voluntary vs. involuntary redundancies.3. Identify the steps taken to mitigate or avert redundancies, ensure turnover after the redundancy period does not escalate unnecessarily, and how you will retain the skilled workers your organisation needs to thrive. This should include: redeployment options turn-over management strategies retention strategies for skilled workers succession planning strategies.4. Recommend strategies to assist workforce to deal with organisational change. This should include: a description of the impact of change on the workplace strategies that can be used to help employees deal with change.5. Outline the relevant industrial relations elements associated with redundancies. This should include: an overview of legislation relating to redundancy.