1) UNIT 2 - HR & Workforce Planning

Question 1

What is the role of the HR department in an organisation

Answer 1

•Facilitators - this means they will help other managers and departments put in place new systems.
For example they can help out other departments recruit and train new employees

•Auditors - this means they monitor the policies and employment legislation are being followed.
For example they can monitor employees to make sure they are reaching the companies targets and if not they can provide advice on how to improve.

•Consultants - this means that they provide advice and guidance to employees.
For example if an employee feels as though they are being discriminated against, they can visit HR for expert advice

•Executives - this means they are experts in their field which is HR law. This makes them suitable to give advice to employees to make sure they are following the law.
For example an employee can visit HR to see if their number of working hours is adhering to the law

Question 2

What HR activities are carried out by line managers?

Answer 2

• monitoring staff performance to see if they are meeting departmental targets
• monitor staff well-being to see if staff are coping with workload and are happy at work
• identify exceptional talent and see if those people need or want career development
• identify flight risk enabling them to plan forward to fill any vacancies
• monitor attendance and absent rates and see if they are cause for concern
• identify skills gaps and training requirements

•motivate by setting targets and rewards for improving performance
e.g bonuses

Question 3

How can HR support line managers that are undertaking their roles

Answer 3

•HR can be FACILITATORS in setting up new systems that allow line managers to carry out their roles

•HR give line managers the AUDITING systems.
For example the systems can be used to track performance targets of the department and see if they’re being met

• HR will be the CONSULTANTS to the line managers to provide advice on how to deal with unsatisfied workers
• HR EXECUTIVES will provide specialist guidance on HR law to the line managers to keep them up to date on changes in policies.

Question 4

Describe a strategic approach to workforce planning

Answer 4

1) company will need to DEFINE the operational and HR goals of the organisation
2) company will need to COLLECT data on external and reoccurring factors that are affecting HR
3) company will also need to COLLECT internal data and DEFINE the operational needs of the organisation
4) The current workforce and their requirements will need to be IDENTIFIED and a prediction on the future demands will need to be made
5) Gaps in the organisation are IDENTIFIED
6) STRATEGIES are made to retain current staff and attract future talents

Question 5

Name the types of factors that can affect workforce planning

Answer 5

Internal and external

Question 6

Describe the internal factors that can affect workforce planning

Answer 6

•Finance:
The money available within the organisation plays a role in being able to retain and attract employees.
For example money will need to be invested into good advertising in order to attract potential talents

•Existing Skills:
Already within the organisation plays a role in workforce planning since it will show if the current skills can meet the companies demand.
For example will show when training is required

Question 7

Describe how political factors can affect workforce planning

Answer 7

•Political changes by the government can affect employees.
•Laws that change the minimum wage or retirement age will directly affect the cost of labour in an organisation.
*For example If minimum wage increases an employer may not be able to afford its current workforce so may have to let of employees

Question 8

Describe how economic factors can affect workforce planning

Answer 8

•The state of the economy may create changes in the demand for an organisation.
• A recession may reduce the need for employees where as a boom will increase the demand for employees.
*For example (farm stocks)

Question 9

Describe the benefits of workforce planning

Answer 9

•identify gaps in the current staffing. This allows them to:

• devise relevant training plans for current staff
• and organise recruitment and selection methods if needed

•conduct accurate staffing forecasts. This allows them to:

• achieve continuity of production by having a continuous skill level
• avoid over staffing
• therefore avoiding unnecessary finance

•allows flexible practices. This allows:

• workers only to be available when needed such as rush hours as well as less money spent on full time wages.
• allows a company to offer 24/7

•always ready for change. This means:
-can always be ready for change so minimise the loss of profits.
For example during reconstruction the company can set up a temporary office

Question 10

Problems with workforce planning

Answer 10

• it is impossible to accurately predict external factors which may impact the workforce, so any long term plan needs to be flexible
• existing employees may resist changes which are necessary to meet needs of the modern workforce. This may decrease an organisation productivity
• some staff don’t have the necessary skills for changes to be implemented. Training will be required. This will cost the organisation time and money which will impact profit as well as productivity