BSBHRM513
MANAGE WORKFORCE PLANNING
ASSESSMENT INFORMATION ASSESSMENT 1
STUDENT NAME
STUDENT NUMBER ASSESSOR’S NAME
CASE STUDY ANALYSIS
ASSESSMENT DUE DATE: 5.00 pm,
ASSESSMENT TYPE: Individual assessment
ASSESSMENT FORMAT: Report
SUBMISSION DETAILS
This assessment task is due to be submitted at reception by 5.00 pm on the .
Any variations to this arrangement must be approved in writing by your assessor. Students may request alternative arrangements subject to individual circumstances in consultation with the course coordinator and trainer of the unit.
A printed version of your assessment must be submitted with any required evidence attached.
A completed cover sheet must be submitted with all assessments.
Failure to submit your complete assessment at the date specified will be deemed as non-submission
You are required to fill in, sign the academic honesty statement, and attach the assessment cover sheet to the front of your submitted assessment. Ensure you sign the receipt form when submitting.
Plagiarism: Failure to adhere to the plagiarism policy, as outlined on the assessment cover sheet, will lead to the non-acceptance of the submitted assessment, as well as a written warning for breach of the policy.
PERFORMANCE OBJECTIVE AND ASSESSMENT DESCRIPTION
Students are required to demonstrate ability to analyse a range of workforce issues, and to write and present a workforce plan with recommendations in relation to the workforce planning over the next 5 years. Knowledge to utilise workforce planning tools, techniques and methods is required to demonstrate ability to plan, recommend and make suitable plans and successfully meet future human resources needs.
The assessment item requires analysis of a case study that sets the context of the task. You are then required to determine the workforce needs and issues, and analyse, develop and implement the suggested workforce plans and actions to meet future needs of the case organisation. All recommendations and suggestions should be backed by research and knowledge of the industry in relation to workforce issues, future trends, industrial relations etc, and clearly justified, practical and feasible.
INSTRUCTIONS FOR STUDENTS
Assessment 1 is compulsory. You are required to achieve competency in all questions to be deemed Competent for this unit.
Your assignment is based on a case scenario which is found as an attachment in this assessment document. You will also need to access the assessment information handout which includes workforce planning figures and estimates, this handout will be given to you by your trainer/assessor.
Ensure that you have carefully read and analysed the case study below before starting to write your assessment. The task is to set out a report where you make recommendations to the case organisation about their current workforce issues.
YOUR WORKFORCE PLAN:
Develop a workforce plan where you identify, analyse and discuss the current workforce situation in the case study, as well as developing strategies for the chosen issues that you have identified.
You need to open with an introduction and end with a conclusion and recommendation. You also need to include references where appropriate. You may use the suggested headings to structure your report. Include the following in your workforce plan:
1. Workforce requirements
Review the case study and answer the following questions.
(a) What are your case organisation’s requirements for crucial skills? Why are they a requirement?
(b) Assess the factors that may affect workforce supply.
(c) Determine any areas where turnover is unacceptable referring to the the supply analysis. (d) What are your workforce diversity requirements? Which ones are of priority?
Ensure that you justify your reasoning with relevant data and/or research from a range of internal and external sources to demonstrate your conclusions.
2. Workforce objectives and strategies
Formulate objectives for the retention OR modification of the workforce. Ensure your objectives align with the strategic direction of your business in the next 5 years.
3. Workforce diversity requirements
Based on the workforce diversity requirements you identified in Q2, develop objectives for workforce diversity and cross cultural management. Include at least 2-3 written objectives.
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For each objective, develop 2-3 strategies for how the objective is to be achieved, and describe how these should be implemented. You may wish to use the following table format to help you:
Objective: Strategy/strategies: How the strategy will be implemented:
1. 1.
2.
3.
2. 1.
2.
3.
3. 1.
2.
3.
4. 1.
2.
3.
4. Employer of Choice Program
Retention and sourcing of skilled labour are strategies commonly used to ensure organisations become an employer of choice. Identify and develop these strategies as follows:
a) Retention of skilled labour
Identify at least two (2) objectives to retain current skilled labour. To do this, you need to clearly identify which workforce skills have a high turnover rate by looking at the figures provided in the supply and demand data.
b) Sourcing of skilled labour
Develop at least TWO (2) strategies to source skilled labour you do not have enough of. A sourcing strategy is a detailed plan for where and how you will source skilled labour that is in demand and in short supply in the labour market. There are numerous ways of sourcing skilled labour, so you need to choose strategies that are suitable for your specific needs.
To develop both of these strategies, you may use the following table format to help you:
JOB TITLE:
VALUE/CRITICALITY FOR BUSINESS:
CAPACITY/CAPABILITY OF ORGANISATION TO OBTAIN THIS TYPE OF WORKER:
INTERNAL SUPPLY: RETIREMENT RATE: TERMINATIONS/TURNOVER RATE:
RETENTION STRATEGIES:
SUMMARY OF EXTERNAL SUPPLY:
SOURCING PLAN: EXPERIENCED: NEW (TRAINEES/APPRENTICES):
Please note that you may need to complete more than one of these if you have identified that more than one type of job role is critical to the organisation.
5. Succession planning
Describe how you would implement a succession planning system that ensures desirable workers are developed and retained. This should demonstrate the organisation’s commitment to developing workers and ensuring skills are retained within the organisation when a key person leaves.
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6. Recruitment, retention and redundancy strategies
Develop strategies to support agreed objectives for recruitment, training, redeployment and redundancy of workers. You are also required to discuss how you will obtain agreement and endorsement for your objectives and targets as this is a critical aspect for any proposed action.
Your actions should be suitable for the overall workforce objectives and aim to achieve the best possible outcome for each activity. It may be suitable to utilise the following format to cover the requirements of this question:
Activity: Objective/s: Action/strategy and targets: How to obtain agreement and endorsement:
1. Recruitment
2. Training
3. Redeployment
4. Redundancy
7. Review and monitoring
Explain why you need to review your workforce plan regularly and how you would monitor it to ensure it is still effective. Review your workforce plan and describe how you will detect and respond to the following:
(a) patterns and/or changes in existing workforce
(b) monitoring changes in labour supply trends for areas of over - or under-supply in the external environment
(c) How you refine objectives and strategies and make recommendations in response to internal and external changes and global trends and incidents
(d) Evaluate effectiveness of change processes against agreed objectives
8. Contingency planning
Develop a contingency plan which you can use to cope with extreme situations. Give at least 2-3 examples of such situations and how you are planning ahead to minimise the impact on your workforce plan should these situations arise.
9. Conclusion and recommendation
Sum up your findings of the issues you have identified and write your recommendations.
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CASE SCENARIO: XYZ COAL PRODUCTIONS
XYZ Coal is a large Queensland coal production mine, located in the state’s central north. It currently employs close to 700 workers, however large-scale plans for the coming 5 years will see an increase of about 300 additional workers for the duration of the projects, bringing the total workforce number up to almost 1000.
XYZ Coal’s Mission:
To provide industry leading returns for our shareholders through the mining, production, and marketing of high quality coal.
We can achieve this only through genuine partnerships and mutual value creation with all stakeholders including employees, customers, shareholders, and local communities.
Strategic Objectives:
• Zero Harm- To achieve and maintain the highest standards of health, safety and environmental performance at our operations and to work in partnership with local communities for mutual benefits, supporting the principles of sustainable development
• Value creation- to create further value through ongoing portfolio optimisation, delivery of capital and operational efficiencies and real cost reductions.
• Continuous improvement- to foster a culture of innovation, integrity and high performance through empowering our workforce.
XYZ Coal Productions:
Venus mine:
The Venus mine is located in the North of the Bowen Basin, about 75 kilometres south of Moranbah. Coal is exported through Mackay, approximately 250 kilometres east by rail. The mine has a current capacity to produce 7.8 million tonnes of high grade coking coal annually, which is currently sold to customers in 3 countries; Japan, South Korea, and Taiwan. The high grade of the coking coal in conjunction with the mine’s low-strip ratio positions the Venus mine in the lowest cost quartile of Australian coal producers.
The Venus mine is open-cut, using dragline and truck/shove fleets for overburden removal. Coal seams are mined by front end loader and hydraulic excavators, and the cost is transported to mine preparation plants by large capacity haul trucks.
In response to expected increased demand for the product, particularly from India and China, the organisation is assessing its growth options and considering the expansion of the existing operation as well as the development of new mines. They have already commenced the expansion of the Venus Mine through the Mars project.
Overview of Venus Mine Operations:
Mine Element Tonnage
Contribution
(Mtpa) Construction commencement First coal
produced Workforce
Venus Mine 7.8 1982 683*
Mars Expansion project 2.2 2011 2013 299
Total 10 982
*299 additional positions by 2015. Note, the workforce of 982 will be spread across both the Venus operations and Mars expansion project.
Mars project:
The Mars project is an expansion of the existing Venus mine operations, producing an additional 2.2 million tonnes per annum. The project will use a combination of draglines and truck-shovel fleet. Mining activities will include clearing vegetation, topsoil stripping, removing overburden to in pit and out-of-pit spoil dumps, coal mining and progressive rehabilitation.
The location of the project is restricted by the location of the resource and the location of the mining lease. The open cut mining method was selected based on the relatively shallow depth of coal and the multi seam stratigraphy of the deposit. Underground mining was considered, however due to the seam geometry and thickness it was not regarded as an appropriate method given the lower resource recovery which would have resulted.
The Mars project is expected to produce 2.2 Mtpa of hard coking coal for the export market over a life of approximately 45 years. Construction commenced in 2010, with first cola being produced in 2013. An initial capital investment of approximately $1 billion will be required to bring the project to full production. Operational expenditure will be about $300 million per annum for the mine life.
The key benefits of the project will include:
• Increased export income
• A total of 299 operational jobs and flow-on indirect employment opportunities in the region
• Revenue into the regional economy
• Significant State and Government taxes and royalties.
Your role:
You work for the XYZ Coal’s Human Resource Department as a workforce planner. Your role includes estimating and forecasting future workforce needs and trends, ensuring the company has access to a highly skilled and talented workforce, and that you find, develop and retain the workforce numbers that are required.
You also need to evaluate and predict any issues in relation to this task that may lead to difficulties in filling the required job roles, and develop action plans for overcoming these issues. Your job is very important to this company; it employs a large number of workers, has big plans for expansion in future, and its ability to carry out these plans depend on your success in obtaining sufficient numbers of highly skilled workers that are available when needed. You are only able to do this if you are well aware of the trends and future plans, the needs over the next few years, the supply/demand in the overall job market, and the issues and difficulties that need efficient addressing through action plans to be resolved.
You have been asked to put together a report for the Executive Human Resource Manager which addresses some of the issues you can foresee and makes recommendations in the form of an action plan that can be used to improve the department’s capability to secure the workforce numbers required.