Solution
2.2 Promotion/Demotion Rates; Employee Turnover Rates and Critical Incident Analysis Techniques
Promotion/Demotion Rates– According to Oentaryo et al. (2018) by evaluating the employees lifecycle, the promotion and demotion rates are noted as having an influence on resourcing strategies demand, structure and assigned job roles. The strengths of the strategy entail good match of the allocated job functions and responsibility. Also, limited timeline and costs are used to implement the process. For disadvantages, they are immense policies in their adoption and as such important. Hence, for OcMara, there do not have holistic information on the most appropriate approach for implementing workforce planning.
Employee Turnover Rates– In CIPD (2021b) the employees turnover rates is the employees who leave an organisation within a specified timeline most instances one year. This is while evaluating it in terms of the entire workforce quantity. Hence, by implementing workforce planning, it is possible to note the reason for the issue, causative factors which can include probation, redundancies and violating organisation ways of doing things among others. The advantage of this to workforce planning include the capacity for initiating a positive change inclusive of engagement of new and highly qualified staff. The disadvantages include results being deceptive while evaluating turnover rationale. Also, other than exit interviews Hr-Inform (2019) with employees hesitancy in disclosure of reasons for leaving their organisation and hence challenges with its adoption.
Critical Incident Analysis– Supported by Pedagogical Theory (Rissanen et al., 2019), this process is an appraisal tool used in identifying employee behaviour in particular context. The best practice is as illustrated in figure 2;
Figure 2: Critical Incident Analysis
This strategy advantages for OcMara case study would entail good positioning in identifying all issues occurring which cannot be achieved by using the other approaches. Also, limited costs are incurred in using the strategy albeit of using holistic information use in different contexts. For disadvantages, they include inappropriate incidents in reporting occurring. This occur due to what Mitchell (2020) note as some of the critical information being forgotten or lacking holistic evaluation influenced by expectations and meaningfulness of the job implementation. For OcMara case study, their operation in energy sector mean that workforce planning is appropriate. The importance of this is being appropriately placed to acquire important knowledge and skills as best practice in improving performance and stakeholders engagement.
2.3 Appraisal to identify Career Progression, Contingency Planning and Risk Mitigation
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