Assessment Task 3: Assessment Task Project: Develop and Present a Workforce Plan Schedule TBA Outcomes Assessed Performance Criteria: 1.1, 1.2, 1.3, 2.1, 2.2, 2.3, 2.4, 2.5, 2.6, 2.7, 2.8, 3.1, 3.2, 3.3, 3.4, 3.5, 4.1, 4.

Assessment Task 3:
Assessment Task
Project: Develop and Present a Workforce Plan
Schedule TBA
Outcomes Assessed Performance Criteria:
1.1, 1.2, 1.3, 2.1, 2.2, 2.3, 2.4, 2.5, 2.6, 2.7, 2.8, 3.1,
3.2, 3.3, 3.4, 3.5, 4.1, 4.2, 4.3, 4.4, 4.5, 4.6, 4.7
Addresses some elements of required skills and knowledge as shown in the Assessment Matrix
Note to Trainers/Assessors: Please provide different sample business or strategic plans to learners to encourage distinctive and a wide range to responses across different industry sectors. Public domain business plans can be downloaded from online sources. Also, with a focus on this major project at the end of the term, learning sessions should include aspects of workforce planning process with an opportunity for the learners to practice within the class. Ideally, adequate time should be allocated in each learning session for the project, helping the learners to progress as the term progresses. Time should be allocated for presentations at the end of the term.
Workforce planning is an essential part of strategic planning, enabling organisations to have the right skills and capabilities in place to take advantage of improving market conditions. Workforce planning helps identify future workforce needs, optimise the use of the current workforce and determine the required competencies and skills that help realise organisational goals. An effective workforce plan provides the strategic basis for making human resource decisions.
An important aspect of workforce planning is availability of reliable data on the current workforce. It helps identify trends over time that may prove useful for predictive modelling. As a workforce plan leads to an expected change, organisations should also systematically address the issues driving change as part of the plan.
For the purpose of this assessment plan, you will be provided with a sample business plan. Your task would be to understand the business activities and structure of the organisation to develop the necessary context for your workforce plan (visit organisation’s website for more information, if needed). A workforce planning model suggested by international consulting firm, KPMG, includes the following planning and implementation steps/components;
· Review organisation strategy/value chain
· Research labour market and forces
· Assess existing internal resource pool: quantify its dynamics and characteristics
· Identify future skills demands/needs and gaps: focus on critical and pivotal roles in the value chain
· Define workforce requirements
· Define objectives to retain required skilled as well as for workforce diversity and cross-cultural management
· Build workforce system and model
· Develop resourcing strategy with line managers
· Develop resourcing plan and engage with managers

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· Integrate with other planning and HR processes
· Monitor and use feedback for improvement
This is provided only as a guide to help you structure your plan and you may not necessarily need to cover all of the above areas. A simplified structure is suggested below. You will need to work with some assumptions based on the given business plan, especially in analyse the current workforce and its capabilities. You may rely on organisational information, published reports and news items to frame your assumptions.
A simplified workforce plan structure will typically include;
· Business Brief (context, current situation)
· Purpose and objectives (focus, expectations, scope, stakeholders)
· Strategic fit (integration with other plans, policies and procedures)
· Environmental scan (e.g. PEST, SPELT)
· Current labour market, supply and forces
· Current demand for staffing resources (business plan related)
· Future demand for staffing resources (scenario-based planning)
n Demand/supply analysis (identifying gaps between supply and demand)
· Situation analysis (potential workforce issues and challenges)
n HR strategies including workforce retention, diversity and cross-cultural management
· Expected costs (budget estimates)
· Action plan (to implement strategies and the workforce plan)
· Monitoring and evaluating strategies and action plan, including employee satisfaction surveys
The above structure is only provided as a suggestion and you may develop your own structure and headings depending on your specific context of the plan and business situation. However, the plan should be written as a formal business document that can be used in a real-life situation. The focus should be on quality and coherence of the components of the plan. The emphasis should be on originality of the work and extent of research, which should be demonstrated in writing style, plan structure and references. The plan must be word processed and structured with appropriate headings and sub-headings as needed. Where possible, sample tools and techniques for demand and supply analysis and forecast should be suggested to support
respective analyses.
When completed, present the plan to the class, assuming the class audience as your target audience. Explain what makes your organisation an employer of choice.
Assessment Criteria
The following assessment criteria will be used for marking this assessment task. Ensure that you have addressed all of the criteria in your work.
• The plan is appropriately structured and presented as a formal document reflecting a real-life
· Appropriate headings and sub-headings are used to structure the contents
· The content flow covers all the required elements of the plan and contains a logical sequence of the
· The executive summary is included and provides an overview of the plan
· Business brief demonstrates an understanding of organisation’s business activities and structure
· Plan’s scope outlines the extent of change and implementation of the plan with the organisations
· Plan objectives are specific, measurable, achievable, realistic and time bound
2 Objective address the strategic priority areas (business plan) and reflect the expected achievements
from the plan
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· Strategic integration outlines how the plan would fit into organisation’s business planning and governance frameworks and the relevant HP policies and processes
· An appropriate tool is used for environmental scan
· An external environment scan provides an analysis of economic, political, social, technological and/or legal factors that influence organisation’s business situation
· Key assumptions of the plan reflect anticipated changes, current workforce capabilities, and predicted demand for company’s products or services
· Analysis of the current labour market is supported by demographic and economic data and workforce trends through published (annexed or referenced) sources
· Current demand is based on service, organisational and HR considerations including key result areas based on the business plan
· Current workforce profile (assumed or researched) is used as a baseline against which future changes in the organisation’s workforce can be analysed
n Future demand for labour is analysed by developing scenarios, identifying key business drivers and future demand for products or services
n A demand/supply analysis is provided as a -gap analysis- that identifies skill gaps, shortages and oversupply
· Gap analysis helps identify opportunities for particular areas of the workforce and associated management issues
· Potential workforce issues and challenges are identified and discussed in relation to the business situation and climate, including workplace diversity, employee satisfaction, critical skills and retention
· Appropriate strategies are developed to address the objectives and expected outcomes of the plan
n Plan outlines provisions for strategy implementation including stakeholder communication, feedback and approvals
· Strategies include mechanisms to deal with organisational change and succession planning
· Action plan includes measurable goals and critical milestones for each action item
· Specific responsibilities and time frames are assigned to each action item
n A communicate plan is included to disseminate the plan to all the stakeholders and obtain their feedback
· Action plan clearly outline the steps to be taken towards implementation of the plan
· Plan allows for easy and clear assessment of the successes and/or failures of implementation
· Tools been developed to monitor and report on the implementation of workforce planning
· Initiatives
· Strategies for evaluating progress against timelines and milestones have been devised
· Workforce planning recognised as an ongoing process and have resources been allocated for the continual updating and amending of the plan
· Presented the plan summary to the class
· Presentation was structured, concise and covered all critical aspects of the project
· Allowed for audience questions and feedback
Submission Guidelines Submit:
· A hard copy of the plan with appropriate assessment cover sheet
· Relevant attachments of market data, trends and forecasting tools/techniques
Electronic versions of the assessment task and email/electronic submission arrangements are at further discretion of the trainer/assessor.
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