Assessment Task 3 BSBHRM513 Manage workforce planning

Monitor and evaluate workforce

planning
Submission details

Candidates name Phone no.

Assessors name Phone no.

Assessment site

Assessment date/s Time/s

The assessment task is due on the date specified by your assessor. Any variations to this
arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for
details.

Performance objective
This task requires you to demonstrate skills and knowledge required to monitor and
evaluate the implementation of workforce planning.

Assessment description
Using the workforce planning you developed in Assessment Task 1, you will monitor and
evaluate the effectiveness of your workforce planning against your objectives. To perform
this task, you will develop an internal survey, and review and analyse performance data.

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Assessment Task 3 BSBHRM513 Manage workforce planning

Assessment Task 1 Assessment Task 2 Assessment Task 3

Workforce Staffing action Organisational

planning report plan climate survey

Workforce Evaluation
Communications
planning
strategy report
presentation

Risk management
and contingency
plan

Procedure
1. Review the JKL simulated business documents provided by your assessor and the
scenario below.

You are an external consultant contracted to develop, implement and review

workforce planning at JKL.
You now need to evaluate the implementation of your workforce planning. You
will need to review the effects of actual trends in the JKL workforce, review the
external environment, survey the workforce and develop an evaluation report for
senior management.

2. Using the information provided in Appendix 1, review workforce trends at JKL with
regard to exiting employees.
3. Review the external environment for:
a. trends in labour supply that may affect demand
b. review relevant government policy
c. industrial relations and industrial relations legislation, including identification of
relevant modern awards, conditions, and rights and responsibilities of workers
and management.
4. Develop a survey to gauge organisational climate:
a. worker satisfaction and reasons for satisfaction levels
b. worker intentions to retire, exit, pursue internal and external opportunities and
reasons
Note: Design your survey to gather necessary data while protecting privacy and fair
treatment of individual employees under relevant company policy and legislation.

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Include a short statement on the intention of the survey, how the data will be used
and how it will be stored.
5. Submit your survey to your assessor. Your assessor will supply organisational climate
data.
6. Using information gathered from steps 2 through 5 and your workforce plan
strategies and objectives developed in Assessment Task 1 and implemented in
Assessment Task 2, review and revise your objectives and strategies.
7. Prepare a report for senior management to:
a. evaluate the internal and external workforce trends and their effect on
organisational objectives
b. build support for your recommendations.
Include in your report:
a. An executive summary.
b. A discussion of internal and external data, including:
i. internal labour trends
ii. external supply
iii. government policy
iv. industrial relations and modern awards
v. climate survey results.
c. Evaluation of the effectiveness of workforce planning and change processes
against objectives and targets. Use information from Appendix 1 and refer to
the objectives and targets you developed and implemented in Assessment
Tasks 1 and 2.
d. Recommendations for changes to objectives and strategies to achieve
organisational objectives or, if achieved, contribute to continuous
improvement. Ensure your recommendations are supported by your discussion
of internal and external data.
2. Submit documentation as per specifications below. Please keep copies for your
records.

Specifications
You must provide:
an organisational climate survey

an evaluation report.

Your assessor will be looking for evidence of:

communication and leadership skills to:

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explain the need for change

gain senior management support for workforce planning initiatives
literacy skills to read and write reports and succinct workforce plans

numeracy skills to work with data and predictions about labour supply information

analytical skills to review data according to the needs of the organisation

technology skills to:

communicate with key stakeholders

support HR functions, including data collection and managing information
according to legislation and organisational policies
knowledge of current information about external labour supply relevant to the
specific industry or skill requirements of the organisation.

Adjustment for distance-based learners

No changes are required to task.

Appendix 1 Workforce data

Current HR workforce trends

Turnover FY 201314 (29%)

Position Number exits Number staff Reasons for leaving

Senior manager 1 4 1. Retirement

2. Other opportunities

Branch manager 2 6 1. Retirement

2. Other opportunities

Line manager 3 18 1. Lack of opportunity

2. Unhealthy work culture
3. Retirement

Salesforce and 25 80 1. Lack of opportunity

customer service
2. Lack of recognition
3. Unhealthy work culture

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Assessment Task 3 BSBHRM513 Manage workforce planning

Mechanic 10 32 1. Better opportunities elsewhere

2. Lack of recognition
3. Unhealthy work culture

Demographics FY 201314

Position Number Number women Number Aboriginal or

Torres Strait Islander

Senior manager 4 0 0

Branch manager 6 0 0

Line manager 18 2 0

Salesforce 80 70 0

Mechanic 32 3 0

Turnover FY 201415 (20%)

Position Number exits Number staff Reasons for leaving

Senior manager 1 4 1. Retirement

2. Other opportunities

Branch manager 2 6 1. Retirement

2. Other opportunities

Line manager 3 12 1. Other opportunities

2. Retirement

Salesforce 15 84 1. Better opportunities

2. Pay
3. Lack of opportunity

Mechanic 8 38 1. Better opportunities elsewhere

2. Personal reasons

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Demographics FY 201415

Position Number Number women Number Aboriginal

or Torres Strait
Islander

Senior manager 4 1 0

Branch manager 6 1 0

Line manager 12 2 0

Salesforce 84 73 1

Mechanic 38 5 0

Mechanics 8 3 1
apprentice

Workforce planning scorecard FY 201415

Objective Targets Result

Provide required training Deliver training to upskill See Assessment Task 2

to meet workforce needs rental employees staffing action plan

Recruit Conduct workforce planning See Assessment Task 1

thru FY 201617 report

Complete implementation of See Assessment Task 2

staff planning for
FY 201415

Conduct skills audits and Completed

needs analysis for all roles to
be filled by recruitment
strategy

Ensure all critical roles are See Assessment Task 2

filled to meet revenue staffing action plan
targets

Become an Employer of Provide personal 60% completed

Choice development plans for all
employees

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Objective Targets Result

Retain managerial talent See Assessment Task 2

through rewards, promotion staffing action plan
and training

Manage performance Complete twice-yearly 75% managers compliant

and adherence to performance reviews
organisational values
Communicate organisational 80% employees and
values and code of conduct managers state they are
aware of values and code

Build culture of excellence: Hiring practices reviewed

eliminate discrimination and
Manager training completed
promote diversity in
workforce

Promote levels of diversity in Aboriginal representation in

workplace proportional to salesforce and mechanics
percentage of population apprenticeships increased
from 0 to 1 in each category;
3 of 8 mechanics
apprenticeships are women

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