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Manage Workforce Planning Of XYZ Coal

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Question:

Discuss about the Manage Workforce Planning of XYZ Coal.
 
 

Answer:

Introduction

Planning of workforce is the core activity of the human resource development of an organisation. The activity focuses on making a systematic study to identify & analyse the needs of the organisation with respect to the size, variety, skills, knowledge of the workforce of it so that it will be able to achieve its objectives successfully. The planning is treated as the process of the business intelligence that communicate the organisation about the present, transition and expected impact of both the organisation’s internal & external environments (Burke, 2008).

Workforce requirements

XYZ Coal is a coal mine situated in Queensland. It has more than 700 workers working in the mine and it has planned to induct another three hundred employees in the coming five years.  The company proposes to bring total workforce number to one thousand. The company has proposed for a strategic workforce planning that is to add another 300 employees in the coming five years.  The mission of the organisation is to get a high return from its various activities like mining, production & marketing of its products. The company has the strategic objectives to have zero harm and to offer safety, and bring stability through the sustainable development. The company has Venus mine that is located in the North of the Bowen Basin. It produces 7.8 million tonnes cooking coal per annum. It sold its products in three important customers like Japan, South Korea & Taiwan.  Through the Mars project, it wants to make an expansion of its operation to meet the demand of India and China.

Workforce Objectives and Strategies

The workforce planning is prepared for the expansion of the current Venus mine and the operations will be increased to produce more 2.2 million tonnes annually. The project will utilise draglines & truck-shovel fleet. There are many activities like the clearing of the vegetation, rehabilitation, dumping, stripping etc. activities are required to be done. The seam geometry & thickness of the location, the management plan for open cut mining instead of underground mining. The life expectancy of the mine is considered for 45 years and $ 1 billion expenditure for making the mine ready for operation. The operational expenditure is expected three hundred million annually.The company expects a rise in the income from the exports. There will be around 299 jobs for the operations will be created and this will offer employment opportunity for the region.

Workforce diversity requirements

The human resource management requires having both strategic workforce planning & operational workforce planning.The planning will be made as per the strategic objectives of the organisation.

Objectives

Strategy/Strategies

How the strategy will be implemented

1.Strategic workforce planning

 

The organisation has five years of strategic planning and the planning related to the period of the forecast, needs of the business, & outcomes are prepared by the management of the organisation (Kumar, 2009)

 

The HRM will be in the job of focusing on identifying the implications of the workforce of the present time, during the transition & also for the future (Duncan, 2016). The scenario planning has been prepared by the management during the strategic planning.

 

2. Operational workforce planning

 

This is a plan made by the organisation that is meant for 2-3 years. The organisation makes the business plan to be achieved in the timeframe. This planning focuses on planning strategy of the workforce. This planning states the process of analysing and gathering systems for the formulation of strategic planning (JMPM, 2017).

The HRM will make an analysis of the six factors to make the strategies of the expansion of the company successful. This analysis will help the management of the coal company to implement expansion plan of the Venus coal mines

 

3. Forecast planning

The company proposes that the Mars project will offer 2.2 million tonnes annually and it will work for forty-five years. The analysis of the actual with relation to the forecast will be analysed by the management

( Espley, 2017).

 

The HRM will take care of the planning.

Employer of Choice programme

The sourcing of skilled labour is one of the important jobs of the HRM of a company. The HRM prepares choice programme for the retention of the skilled employees.

 

Retention of skilled labour (Two objectives)

  1. To employ skilled and experienced people in the workforce
  2. To minimise the costs in the operation process of the company with skilled workers

In the case study organisation the requirements of producing 2.2 million tons of coal will be made easily.

Sourcing of skilled labour

JOB TITLE

MINING ENGINEER

Value/Criticality for Business

To take care of mining excavation and operation activity

Capacity of the Organisation to obtain this type of workers

The  expansion of the mines will require the engineer

Internal supply

1.      Retirement rate

As per the rule of the organisation

2.      Terminations

As per the performance appraisal

Retention Strategy

1.      To offer bonus and reward for the achievement.

2.      Promotion

Summary of External Supply

The skilled workers will contribute to the expansion plan of the company

Sourcing Plan

Experienced persons  will be employed


Succession Planning

The workforce analysis refers to the strategy made by the company for the expansion of the workplace. In the case study organisation, the coal company plans for another 300 employees to include along with 700 employees of the organisation.  The HRM will make an assessment of the existing employees and the need of the employees for the expansion of the mining work (Qureshi & Warraich, 2009).

The management prepares a strategy for all activities. The current expansion of the Mars project will have lots activities to be completed. It will be an open cast mine. The clearing of the vegetation, stripping off the topsoil, overburden removal, rehabilitation etc. are some of the activities that are required to be done before the operation starts (idemitsu.com.au, 2017). . Thus the HRM prepares all the activities and accomplishes them.

Recruitment, retention and redundancy strategies

Activity

Objective/s

Action / Strategy and targets

How to obtain agreement and endorsement

1.Recruitment

To employ qualified and skilled workers for the new project

The employment will be given as per the required qualification

HRM will make an agreement with the selected candidates

2.Training

To make the employ skilled on the requirement

Training will be imparted on the need basis

After the selection the HRM will offer them training.

3.Redeployment

To engage the people  to work

The skilled  people will be employed

The agreement will be made with successful workers

4.Redundancy

To avoid over staffing

Unskilled workers will be avoided

HRM will take care of this

Review and monitoring

The most important task of the management is to see how the tasks are performing. The management monitors the activities and evaluates the performance of the tasks (www.sa.gov.au, 2015). The gap analysis refers to the difference between the prediction and the actual outcomes in the process of the operations. The expected outcomes of the project may get delayed or not it may not meet the expectations due to some unforeseen factors (Luu, et al., 2008). Thus analysis of gap is done by the management during the plan of the project.

The Human Resource Department will focus on monitoring changes after the new employees will be inducted. The demand for coal from India and China will be taken care. As per the demand the expected amount of coal will be produced.

Contingency planning

The activities of the project are planned and the management works to accomplish the task one by one. The HRM sees all the tasks and strategies are implemented properly and any risk in the way of the accomplishment of the task is mitigated (Gido & Clements, 2013).

For the risks contingency planning will be there. The mining work will focused. The maintenance department will remain alert for any  shutdown  and the production department will inform them to do the task  during operation of coal mines.

Conclusion and recommendation

Managing workforce planning is an important work of the HRM. The human resource management sees how the strategic planning and operational planning are being made and how they are performing for the successful outcomes of the objectives of the organisation. Thus managing workforce planning is the most important activity of the HRM in an organisation.

 

Bibliography

Espley, S., 2017. Hardrock Mining and the Evolution of the Roles for Women - dhaatri. [Online]  Available at: www.dhaatri.org/rimm140508/Documents/0286_fullpaper.pdf [Accessed 07 05 2017].

Burke, R., 2008. Project Management, Planningand Control Techniques. s.l.:John Wiley and Somns.

Duncan, H., 2016. PROJECT PLANNING A STEP BY STEP GUIDE. [Online]  Available at: https://www.projectsmart.co.uk/project-planning-step-by-step.php
[Accessed 07 05 2017].

Gido, J. & Clements, J., 2013. Successful project management. s.l.:Nelson Education.

idemitsu.com.au, 2017. Social Impact Management Plan - Idemitsu Australia Resources. [Online]  Available at: https://idemitsu.com.au/.../Boggabri_Coal_Social_Impact_Management_Plan_Rev_4.... [Accessed 07 05 2017].

JMPM, 2017. The Journal of Modern Project Management. The Journal of Modern Project Management.

kepion.com, 2017. Drive forward your workforce planning process. [Online]  Available at: https://www.kepion.com/solutions/workforce-planning [Accessed 07 05 2017].

Kumar, A., 2009. General Principles Management Principles. [Online]  Available at: https://www.practical-management.com/Project-Management/General-Project-Management-Principles.html [Accessed 07 05 2017].

Luu, V. T., Kim, S. Y. & Huynh, T. A., 2008. “Improving project management performance of large contractors using. International Journal of Project Management,, 256(7), pp. 758-769.

Qureshi, T. M. & Warraich, A. S., 2009. “Significance of project management performance assessment. International Journal of Project Management, Volume 27, pp. 378-388.

www.sa.gov.au, 2015. Appendix Y: Social Impact Assessment - sa.gov.au. [Online]  Available at: https://www.sa.gov.au/__data/assets/.../EIS-Appendix-Y-Social-Impact-Assessment.pdf [Accessed 07 05 2017].

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