Develop an implementation plan (at least 2000 words) that addresses internal labour needs in the medium to long term (e.g. for the next year). This will include a succession plan for senior staff, which utilises succession planning principles and incorporates a retention plan. The outcome needs to be that the organisation is appropriately staffed in readiness for a future change in the organisation. This must include considering the diversity needs of the organisation, such as age, gender, ethnicity etc. and planning for adjustment as those needs change. Utilise the same company and the information you provided as in assessment 1 to detail the implementation of the plan.
The plan should include the following:
1.A plan for diversity management, recruitment, training, redeployment and redundancy for the next year. Include a timeline. Consider industrial relations issues such as awards, enterprise agreements and Fair Work legislation. Utilise a tool attached to the end of this assessment.
2.Turnover figures in percentage terms in determining future staffing needs. Utilise figures obtained in assessment 1
3.An organisation chart and identify at least three key positions to be used to implement a succession planning system to ensure desirable workers are retained.
4.A succession plan to ensure the organisation becomes an employer of choice. Include how to identify staff for succession and how you would develop them with at least 2 strategies.
Review of Workforce Plan and Evaluation
Assume that the workforce plan from assessment one has been implemented and in place for 12 months and:
1.Review the workforce plan against patterns in exiting employees and other workforce changes.
2.Conduct a climate survey of at least 10 employees and line managers to gauge their satisfaction in the workplace, and present the survey results.
3.Based on findings for 1 and 2 above, refine objectives and strategies in response to internal and external changes and evaluate the effectiveness of this change process.
4.Identify global trends and incidents which can influence workforce planning in your organisation. Examples may include GFC, climate change, workforce casualisation, major fire, epidemic, etc.
Human resource is essential in any organization. It can thus be used when describing individuals that work for the organization and also the department that is responsible when it comes to the management of resources that are related to employees in general.
Internal labor plan focuses on ensuring that the organization will have effective and enough persons that will provide labour.in this case qualified, skilled and also manageable staff member should thus be considered in one way or another. Human resource management within an organization should thus be considered as an important element that will ensure success and productivity of the organization that they are working for in general (Bratton and Gold, 2017). Effective management and consideration human resources will significantly ensure that the needs and objectives of the organization an met in one way or another.
Internal labour needs identified
Strategies to address need
Resources and/or Budget required
Promoting and developments of employees in one way or another
Human resource management
Management and control of human resources
Training and employees’ development
Promote successful and productivity of the employees within an organization
- Workforce Plan and Evaluation
Factors to consider when dealing with HR
A good human resource management will consider a number of factors that will contribute significantly when it comes to ensuring that the productivity of the organization will be high. First, it is important to consider the essence of diversity in consideration to the available human resources. Diversity in this case will ensure significantly positive influence in relation to how workers will work and engage in their activities (Bailey, C., Mankin, Kelliher and Garavan, 2018). To ensure that they productivity will be increased, then it is important to consider other practices like management, recruitment, training and also redeployment of some of the available employees.
Creating a good succession environment for HR management
Employees are essential within any working environment. Therefore, it is important to ensure that the human resources management department will be good enough to ensure that employees will consider the organization as one of the best when it comes to dealing with employees and relating with them respectfully and in a productive manner.
Understanding effective ways to deal with human resource management is essential for any organization. As a result, it is important to ensure that and organization focuses on providing what is best for their employees and particularly those that will contribute to the success of the organization.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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