BSBHRM513 Manage Workforce Planning

1.The demand analysis is nothing but deciding in advance how much workforce is needed in the organisation to get all the work completed. The purpose of this analysis in the workforce planning is that it helps in calculating number of employees needed in the organisation can be calculated. The analysis is done on the basis of the past, present and future trends followed in regards to planning the workforce requirement in the organisation.  It is important to know the future workforce demand suggestions against the organization delivery situations identified by forecasting and planning combining the ‘known path’ or most possible business direction (Hu, & Zhang, 2011). We conduct the demand analysis in workforce planning so as to find the fluctuation in the requirements of the workforce.

3.Supply analysis is concerned with matching the supply of workforce with the demand. Therefore, Supply Analysis is known as an end- to- end process. Supply analysis plays a very important in many industries as it is one of the tools that are used for a business or an organisation to strive from an integrated approach. In this analysis the skills of the candidates should have match with the internal requirement of the company. If the business has shortage of employees, then it should be matched with the workforce requirement of the company (Pop, & Barkhuizen, 2010). Supply analysis helps the organisation in fulfilling the workforce requirement within a firm.

5.The Gap analysis assists the base for an organization employee’s strategy. It identifies gaps and integration of the resources within the allocated-level, this revels all the areas that need improvements. Gap analysis involves documenting, determining and improving some differences between current capabilities and business requirements. Furthermore it is a tool that combines organizations of all types to be updated about budget and staffing decisions accordingly.  It analyses the match between the demand and supply in the workforce. An organisation needs to make its best use of their resources in order perform or produce to its high potential. The utility of gap analysis is not narrow to the evolution, economizing and the service's inventory ensuing from an HR gap analysis (Wang, Ayres, & Huyton, 2010). The gap analysis let us understand about the gap between the demand and supply and hence let them understand that what kind of workforce planning needs to be done.

6.than 83 percent of Wesfarmers company workforce is through collective agreements. They select the correct choice among the employees to convert either individually or collectively with or without the participation of third parties. Cooperative contracts basically include necessities for notice periods and requirements for negotiation. Most of the team members are covered by the state- based contracts that are covered by the General Retail Industry Award (Todd, 2010). From the Wesfarmers report, it has been analysed that the company is maintaining its industrial policies and procedures with due care in the environment from which its stakeholders are satisfied.  Under the different Industrial Relations Acts, be it for the Commonwealth (1988), or for states like NSW (1996), there is a provisions of giving awards. These awards are the instruments which guide the industrial relations, and channelize the relationship between the workers, unions and the industry. Wesfarmers follows the General Retail Industry Award 2010, based on such legislation and adheres to the criteria laid down under these statutory instruments.

References

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