5HR02 Task 2: Inhouse Manual Chapter 1 Workforce Planning



For this inhouse manual, it offers a detailed description of the different issues of workforce plan, talent management practices, contractual agreement and onboarding approaches. Through a focus on an identified organisation of focus, this report would make sure it provides a detailed information on workforce planning approaches, technique followed, workforce risks management and best workforce assessment. For talent management, existing tools to establish and retain best talents evaluation, support and talent pool development established. This is with consideration of dysfunctional turnover effect on talent management strategies. Eventually, various types of contracts and terms are used in the contract. This is at the same time noting different components and achieving success in onboarding process.

Chapter 1: Workforce Planning

AC 2.1 Impact of Effective Workforce Planning

In line with CFI (2021) definition, the workforce planning is a strategy followed for ensuring appropriate number of individuals with important skills are involved in specific job roles. This is at right time for delivering both short and long-term objectives. For demonstrating this, CIPD (2021) evidence Taylor’s 5 Rights evidencing the most appropriate strategy as inclusion of right people, skills and right roles. Also, it entail right time and costs (see figure 1);

Figure 1: Taylor’s 5 Rights of Workforce Planning

For successfully workforce planning, both quantitative and qualitative approaches can be used. In line with Simkin et al. (2021), quantitative workforce planning use statistical analysis for identifying demand and supply factors. This is with qualitative approach applied in identifying human capital readiness index with analysis of essential skills contrary to existing employees level and knowledge. This contribute to prevalence of skills mismatch in labour market applied in evaluating the demand and supply and to forecast labour supply internal and external factors. The most resourceful employees are engaged to address any evident gap.

The impact of effective workforce planning include;

Successful talents resourcing, career growth and development, job scheduling and transfer- This is achieved in an organisation through workforce planning. Also, the skills of each employee is aligned with the demand in the labour sector.

Workforce planning harness the L&D strategies, succession planning, competitive advantage and total reward system. Through the promotion of work-life balance, diversified practice and embracing on equity and wellbeing.

Improved work-life balance- Through the workforce planning, it is possible to prioritise and cater for their wellbeing and improving employees experience. In RML case study organisation, this can involve establishing moving toward an increased productivity and profitability.

AC2.2 Techniques used in supporting workforce planning

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