Assessment criteria forBSBHRM513

Manage Workforce Planning

In this document, you will find the foundation of what is required to become competent in this unit. For further information on each element, you can refer to the Assessment Matrix. Included in this document are the elements for the unit, foundation skills, assessment requirements as well as an assessment tool definition list and the crucial observation and third-party check lists. As well as all the areas covered here, each student must also complete all workbook activities, case studies and major activities, where stated, to become competent within this unit.

NOTE – Re-assessment:

Students will have amaximum of two (2) reassessments attempts if competency is not achieved in the first instance.

The final grade of ‘C’ for Competent or ‘NC’ for Not Competent is only given at the completion of the unit of competency when all components or parts of the assessment are graded as ‘S’ for Satisfactory. Unsatisfactory results are marked as NS.

Elements for Competency Demonstration

Elements for Competency Assessment:

Research workforce requirements
Develop workforce objectives and strategies
Implement initiatives to support workforce planning objectives
Monitor and evaluate workforce trends.

Performance Evidence:

Evidence of the ability to:

Review and interpret information from a range of internal and external sources to identify:
- current staff turnover and demographics
- labour supply trends factors that may affect workforce supply
- organisation’s workforce requirements objectives and strategies
Manage workforce planning including developing, implementing, monitoring and reviewing strategies to meet workforce needs
Review relevant trends and supply and demand factors that will impact on an organisation’s workforce
Develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce

Foundation Skills:

Reading

Interprets and critically analyses organisational strategy and data on staff turnover and demographics

Writing

Uses broad vocabulary, grammatical structure and conventions appropriate to audience and context to develop strategies, plans or reports

Oral communication

Conveys information using language, format and style appropriate to a specific audience

Numeracy

Extracts and evaluates the mathematical information and applies mathematical and problem-solving strategies when monitoring labour trends and surveying organisational climate

Navigate the world of work

Understands and interprets organisational goals to develop processes, objectives or strategies relevant to own role requirements

Interact with others

Selects and implements appropriate communication protocols to liaise with personnel in a range of work contexts

Get the work done

Sequences and schedules complex activities, monitors implementation and manages relevant communication when researching requirements and developing workforce objectives and strategies
Makes a range of critical and non-critical decisions in relatively complex situations, taking a range of constraints into account when assessing factors affecting workforce supply
Anticipates potential problems and uses analytical or lateral thinking processes to formulate contingency plans
Uses a range of digital tools to collect data, and to extract, organise and share information

Knowledge Evidence:

To complete the unit requirements safely and effectively, the individual must:

Explain current information about external labour supply relevant to the specific industry or skill requirements of the organisation
Outline industrial relations relevant to the specific industry
Describe labour force analysis and forecasting techniques

Assessment Conditions:

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development – human resource development field of work and include access to:

An appropriate range of documentation and resources normally used in the workplace
Organisational strategic and operational plans
Organisational policies and procedures
Business technology

Assessors must satisfy NVR/AQTF assessor requirements.

Links:

Companion volumes available from the IBSA website: http://www.ibsa.org.au/companion_volumes

Any observations and practical assessments must be recorded in the observation checklist. All practical tasks should be demonstrated during the length of the course. As the instructor, you must maintain a record demonstrating the date of the practical activities and any comments relevant to the performance of each student. Where a student is not able to demonstrate competence in a practical observation activity, further questioning should be put in its place.

As the instructor, you could be assessing the student’s literacy, numeracy and language skills, as well as the content and context of his/her answers.

In some cases, you will have to adjust and amend the assessment tools, using different and varied methods (such as oral assessment), to allow students to be assessed according to their needs and abilities.

Assessment Tool Definitions

Assessment Tool	How is it used? What is it?
Learner Workbook Activities (Entire completion is required)	Each student should be given a Learner Workbook which will hold several activities, both formative and summative, that all need to be completed in conjunction with the appropriate sessions. The PowerPoint, Learner Guide and instructor should provide further information to help with the activities.
Observation/Demonstration (To be completed for each numbered point as stated on the checklist)	An observation should be completed for each of the students by the instructor. If the tasks aren’t everyday actions, a simulated environment is acceptable, or a demonstration can be set up. An observation checklist can be found at the end of this document.
Major Activity (Entire completion is required)	A Major Activity is a summative assessment and can be found in the Learner Workbook, after all the activities are completed. This is an extended piece of summative assessment which should take anywhere between 1-2 hours and every student should complete this work. It is a requirement for each unit to check knowledge and understanding.
Skills and Knowledge Activity (Entire completion is required)	A Skills and Knowledge Activity is a summative assessment and is found before the Major Activity in the Learner Workbook. This should take between 1-2 hours and every student should complete this work. It is a requirement for each unit to check knowledge and understanding of the foundation skills and knowledge evidence.
Case Study (Entire completion is required)	Not all units will have Case Studies but those that do will be clearly stated within the PowerPoint and the Learner Workbook. It will appear as any other activity, but it will be named ‘Case Study’ and will provide an example of a possible real-life situation for the learner to read, interpret and then answer questions on.
Learner Guide (To be used as an informational guide)	The Learner Guide links with the Learner Workbook as it provides the information given during sessions and more. It can help students to further their knowledge and to also complete the activities.
Evidence Document (Not a necessity for completion of unit but can be used as an aid or to collect further evidence)	The Evidence Document lists all the Elements and Performance Criteria with an area for written reports etc, to add evidence to the student’s portfolio. It can be used for any of the performance criteria, especially those which may not have been covered by any other assessment tool. The student can circle several the criteria that they may feel they need further evidence of or it can be used as a guide for completing further Observations and Third-Party reports.

Observation/Demonstration

Throughout this unit, the learner will be expected to show their competency of the elements through observations or demonstrations. The observations and demonstrations will be completed as well as the formative and summative assessments found in the Learner Workbook. An explanation of demonstrations and observations:

Demonstration is off-the-job

A demonstration will require:

Performing a skill or task that is asked of you
Undertaking simulation exercise

Observation is on-the-job

The observation will usually require:

Performing a work-based skill or task
Interaction with colleagues and/or customers

The observation/demonstration will take place either in the workplace or the training environment, depending on the task to be undertaken and whether it is an observation or demonstration. Each task must be observed. You will need to ensure you provide the learner with the correct equipment and/or materials to complete the task. You will also need to inform the learner of the time they have to complete the task; this will once again vary, depending on the task.

Learner should be able to demonstrate they can:

Research workforce requirements
Develop workforce objectives and strategies
Implement initiatives to support workforce planning objectives
Monitor and evaluate workforce trends

Learners should also demonstrate the following skills:

Reading
Writing
Oral communication
Numeracy
Navigate the world of work
Interact with others
Get the work done

Assessment – BSBHRM513: Manage Workforce Planning

Please complete the following activities and hand in to your trainer for marking. This forms part of your assessment for BSBHRM513: Manage workforce planning.

Observation/Demonstration

Throughout this unit, you will be expected to show your competency of the elements through observations or demonstrations. Your instructor will have a list of demonstrations you must complete or tasks to be observed. The observations and demonstrations will be completed as well as the activities found in this workbook. An explanation of demonstrations and observations:

Demonstration is off-the-job

A demonstration will require:

Performing a skill or task that is asked of you
Undertaking a simulation exercise

Observation is on-the-job

The observation will usually require:

Performing a work-based skill or task
Interaction with colleagues and/or customers

Your instructor will inform you of which one of the above they would like you to do. The demonstration/observation will cover one of the unit’s elements.

The observation/demonstration will take place either in the workplace or the training environment, depending on the task to be undertaken and whether it is an observation or demonstration. Your instructor will ensure you are provided with the correct equipment and/or materials to complete the task. They will also inform you of how long you must complete the task.

You should be able to demonstrate you can:

Research workforce requirements
Develop workforce objectives and strategies
Implement initiatives to support workforce planning objectives
Monitor and evaluate workforce trends

You should also demonstrate the following skills:

Reading
Writing
Oral communication
Numeracy
Navigate the world of work
Interact with others
Get the work done

Activity 1A

Objective

To provide you with an opportunity to review current data on staff turnover and demographics.

Define workforce planning.
What are two types of Workforce planning? Explain
What are the two types of business plan?
What is the difference between two types of business plans? What is their connection with workforce planning?
What information should you scan in an internal audit?
Once you complete a scan of the internal and external data, what may you need to do in the case of a shortage?
What is a skills gap analysis? Explain.
What are the main differences between a performance gap and a skills gap?
What is demographic information and Where can you find this information in your organisation?
Explain the disciplinary procedure if you access files without permission in your organization?
What is the importance of the Australian Bureau of Statistics?

Activity 1B

Estimated Time	20 Minutes
Objective	To provide you with an opportunity to assess factors that may affect workforce supply.

What is employment forecasting?
What are external factors you need to consider when you are forecasting supply of labour force?
Define supply and demand concept in workforce planning scenarios ?

Activity 1C

Objective

To provide you with an opportunity to establish the organisation’s requirements for a skilled and diverse workforce.

What is workforce diversity?
List the different types of diversity that you may find in the workplace.
Should you participate in training if you are not sure about training purpose?

Activity 2A

Objective

To provide you with an opportunity to review organisational strategy and establish aligned objectives for modification or retention of the workforce.

What is the concept of ‘employer of choice’? Explain
What does PRIDE stand for?
In your own words, write short definitions for the following words:
a) Redeployment
b) Redundancy
c) Triple Bottom Line

Activity 2B

Objective

To provide you with an opportunity to consider strategies to address unacceptable staff turnover, if required.

What is exit interviews? How does it help organizations?
Situation:
Staff are leaving organization at an unacceptable rate. In the exit interviews, they are complaining about the way they are treated by management. They are either micro managed or completely ignored.
What should be done about this problem? Make recommendations.

Activity 2C

Objective

To provide you with an opportunity to define objectives to retain required skilled labour.

Why is a skills audit beneficial to an organisation in the current economy in Australia?
What skills shortages are present in you organization? How do you manage it?

Activity 2D

Objective

To provide you with an opportunity to define objectives for workforce diversity and cross-cultural management.

Why is it important to understand diversity in organization?
What factors are included in workforce diversity?
Outline your organizational Workforce Diversity Policy.

Activity 2E

Objective

To provide you with an opportunity to define strategies to source skilled labour.

You have been asked to recruit a new engineer to maintain the organisations production department. Suggest methods of advertising the position? Which is the most beneficial and Why?

Activity 2F

Objective

To provide you with an opportunity to communicate objectives and rationale to relevant stakeholders.

What is the importance of a communication plan to workforce planning?
Why is it important to obtain management support in workforce planning?
Who should be part of the consultative process of the communication plan?

Activity 2G

Objective

To provide you with an opportunity to obtain agreement and endorsement for objectives and establish targets.

Define SMART principle in management? Apply one example on this principle.
What are different methods of communication used in your organization?

Activity 2H

To provide you with an opportunity to develop contingency plans to cope with extreme situations.

What is a contingency plan? Give an example of contingency plan.
Define Business Continuity Plan?

Activity 3A

To provide you with an opportunity to implement action to support agreed objectives for recruitment, training, redeployment and redundancy.

Define the benefits of training in the organization?

Using the Global Dimensions of Performance demonstrate how you would train staff re-deployed from another branch of the business to another to ensure that the re-deployed staff can learn to close the gap in the legislation due to the move from Albury to Wodonga.

Performance Dimension	Example	Key Antecedent
Job-Specific Task Proficiency	Deliver Training	Knowledge, Skill, Ability, Motivation
Demonstration of effort	Deliver Training with enthusiasm	Knowledge, Skill, Motivation, Compensation, Organisational Commitment
Personal Discipline	No Early Dismissal from Training	Motivation, Self-Concept, Organisational Commitment
Helping others	Informally mentoring junior colleagues	Knowledge, Skill, Ability, Motivation, Personality
Display organisational conscientiousness	Defending educational objectives	Motivation, Personality, Compensation, Organisational Commitment

In your own words, explain this table:

Activity 3B

To provide you with an opportunity to develop and implement strategies to assist workforce to deal with organisational change.

What is Lewin’s 3 step model of change? Explain.

Activity 3C

To provide you with an opportunity to develop and implement strategies to assist in meeting the organisation’s workforce diversity goals.

The Strategies are ready for implementation, what steps will you follow?.

Activity 3D

To provide you with an opportunity to implement succession planning system to ensure desirable workers are developed and retained.

What is succession planning? Explain with an example.

Activity 3E

To provide you with an opportunity to implement programs to ensure workplace is an employer of choice.

What are important factors employee consider for choosing an Employer?
What methods are used to retain staff in organizations? Which method is followed in your organization?

Activity 4A

To provide you with an opportunity to review workforce plan against patterns in exiting employee and workforce changes.

Do you believe the exit interview help with retention? How?
What are some of main reasons that employees leave an organisation?
Give one example from your life when you left an organization? Explain the reasons.
What is engagement? How may it be stimulated?

Activity 4B

To provide you with an opportunity to monitor labour supply trends for areas of over- or under-supply in the external environment.

Do research in Australian labour market and indicate which sectors are over supplied and which industry is undersupplied for employees? In other words which skills are required in Australian economy and which are not in demand.

Activity 4C

To provide you with an opportunity to monitor effects of labour trends on demand for labour.

What is the state of labour trends and the dangers in your industry?

Activity 4D

To provide you with an opportunity to survey organisational climate to gauge worker satisfaction.

What is an organisational climate and what does its process look at?
What is the role of surveys? Why do you conduct survey?

Activity 4E

To provide you with an opportunity to refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents.

What is environmental scanning with reference to workforce planning?.

Activity 4F

To provide you with an opportunity to regularly review government policy on labour demand and supply.

Why is it important to review government policy on labour and supply?

Activity 4G

To provide you with an opportunity to evaluate effectiveness of change processes against agreed objectives.

What should you measure when you evaluate the effectiveness of change? In other words what are indicators that change is effective.

How can you measure that effectiveness?

Skills and Knowledge Activity

Objective

To provide you with an opportunity to demonstrate your knowledge of the foundation skills, knowledge evidence and performance evidence.

The answers to the following questions will enable you to demonstrate your knowledge of:

Reading
Writing
Oral communication
Numeracy
Navigate the world of work
Interact with others
Get the work done
External labour supply relevant to the specific industry or skill requirements of the organisation
Industrial relations relevant to the specific industry
Labour force analysis and forecasting techniques

Answer each question in as much detail as possible, considering your organisational requirements for each one.

Choose an organisation.

Give brief introduction of the organization

Outline the skill requirements of the organisation.

Demonstrate workforce forecasting techniques for your chosen organisation.

Prepare presentation on the above (Minimum 10 slides) and attach with this activity.

Major Activity

Objective

To provide you with an opportunity to demonstrate your knowledge of the entire unit.

You must individually, answer the following questions in full to show your competency of each element:

Research workforce requirements
Develop workforce objectives and strategies
Implement initiatives to support workforce planning objectives
Monitor and evaluate workforce trends

INSTRUCTIONS:

Case:

You currently work for a very small but thriving organisation (you may choose the type of organisation that you wish to use for this project) that expects to grow at a very fast rate. You have been asked to develop a workforce plan for the organisation. Your job is to ensure that the plan is ready for the organisation to implement in preparation for its rapid growth.Assume: Your workforce plan has following format:

Workforce Plan

Overview

Background: The need for workforce planning

Workforce planning: Including its importance to best practice and the organisation

Purpose: The reason why the organisation needs a workforce plan

Goals and Objectives: Usually aimed at ensuring that the workforce is managed, and goals and objectives are put in place for the development of strategies and actions.

The strategic workforce planning process; including key elements, in consultation with key stakeholders

Data collection and analysis: How will data be collected? Usually includes a scan of the internal and external factors that influence supply and demand

Strategic Development: Use key findings to develop strategies and activities to address key findings and gaps in data collection and analysis

Implementation: Who is responsible for implementing specific strategies in the workforce plan and who they are required to report progress to and when.

Project Governance: Usually provided as an organisational chart, all senior management and project managers are displayed so key personnel can identify who they need to report to.

Monitor and evaluation: The success of the workforce plan is demonstrated by meeting the organisations goals and objectives.

Implementation Policy: How will this workforce plan be implemented?”

Assume:

You have completed first draft of your workforce plan and have done preliminary research (or would do some more research).
You are presenting this draft in Board of Directors meeting for approval.
Prepare yourself with following questions which may be asked by Board members:

How did you review current data on staff turnover and demographics?

What factors may affect workforce supply?

What are the organisation’s requirements for a skilled and diverse workforce?

What techniques and methods you will use to retain the workforce? Explain.

Assume there has been a high level of employee turnover. What tool will you develop to identifying the cause of the turnover? What are your recommendations to minimise the possible reason for the turnover?

Prepare some objective to retain skilled employees.

In your opinion what is diversity? Why should it be implemented into your workplace? What diversity legislation should you be aware of?

Define strategies to fill skilled labour in the organization?

Who are the stakeholders and how should organizational objectives be communicated to them?

How will you obtain agreement for objectives and established targets? Draw a flow chart suggesting the organisational process.

What contingency plans should we make? Why?

Using a flow chart, design a procedure to action objectives for training, re-deployment and redundancy.

How will you assist management in coping with change? We believe that there will be a lot of growth. Draw up the plan outline to reflect that growth.

What is organizational strategy to meet the workforce diversity goals?.

Explain succession planning procedure for the organization?

What program/s would you recommend the employer of choice to offer?

What is your opinion about exit interview? Do you have recommendations to make it an effective tool for friendly organizational environment.

What can be the highest employee turnover department in the organization? Do you have any plans to reduce it?

What is your opinion of full-time permanent, part-time permanent, contractual and casual staff? Which factors will you keep in mind to select employment status?

What is employee satisfaction. Recommend some strategies to keep employee morale and satisfaction high?

What changes do you see in global economic situation and do they any impact on Australian economy.

Are there any policies that you should consider? Why? What impact will they have?

What is the purpose of using environmental scanning in the development of your plan? What skills should in include in the gap analysis?