...I believe that there are innumerable skills that are necessary to be successful in today’s workforce. As time goes by and new technology is developed it is important to learn new skills to be able to keep up with the changes. However, I also conclude that no matter how much time goes by there will always be the same basic skills needed to be successful in the workforce. A few skills that are important today are effective conflict resolution, adaptability, and being goal-driven. First, effective conflict resolution is important for the reason that employers wouldn’t wish to hire an individual who is unable to work with others. A person with effective conflict resolution skills will be able to address issues when they arise and they will recognize...
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...Human resource planning involves looking at the current workforce skills and motivation techniques and comparing them with what is going to be needed in the future. To do this the business has to take into account considerations both inside and outside the business and the skills that are needed. These areas can be divided into three main factors: * Internal planning factors * External planning factors * Employee skills Internal planning Internal planning factors are those that relate to what is already happening inside the business. This includes how the organisation is changing to cope with new methods of working or new demands made on it, such as the introduction of technology or new products or services. It is also a way of considering the new skill that will be needed in the future and those that the existing staff already have. The gap between the skills already present and those that are needed can be measured. Organisational needs Organisations are constantly changing and their human resources need to adapt too. The demand for products and services will affect the number of employees needed in certain roles. Organisations need to plan for new products and services and make adjustments either by contracting the workforce or expanding it. Skills requirements Assessing the skills of the current workforce is an essential part of human resource planning as it enables the business to build up a profile of the training, experience and qualifications that employees already...
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...Business faculty, due to a shift in demand for certain courses over the past ten years, which it did not anticipate or accommodate. It can be assumed that Metropolitan University finds itself in this position because it has not undertaken workforce planning to addresses where the organisation is heading, where the organisation is now, and how are they going to get there. Jones & Martain (page 194) state that a workforce planning process, would assist to: * Determine organisational strategic direction * Conduct workforce analysis * Develop workforce plans, objectives and workforce plans * Implement the workforce plans If Metropolitan University had undertaken a workforce planning process, as part of this process it would have conducted a workforce analysis which would have enabled the University to foresee that it would have a problem of over demand of employees in the arts faculty and a shortage of employees in the business faculty. There are three steps in conducting a workforce analysis, these are: 1. A demand analysis – to identify the future workforce needed to carry out the organisation’s mission, vision and strategic objectives. 2. A supply projection – focuses on an organisation’s existing and future workforce supply. the present staffing and competency profile project out if no (or no special) management action is taken to replace attrition and develop staff 3. Gap analysis – A comparison of the demand forecast with the supply projection...
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...Education is the development of learners’ general knowledge, skills and attitudes, as well as literacy and numeracy skills and to lay the foundation for lifelong learning (UNESCO, 2013). It is more emphasized in the 21st century due to the increasing competition in the workforce. We will be focusing on education in the years after 2010, which is in the third phase of education “Ability-driven Education”, from 1997 to the present. (MOE, 1997) The 21st century competencies include communication, collaboration and information skills, civic literacy, global awareness and cross-cultural skills, literacy skills like media and technology literacy, life skills such as social and leadership skills and lastly, critical and inventive thinking skills....
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...To what extent does workforce planning enable Cameco to achieve its corporate objectives? (15 marks) A workforce plan is a plan of action that results from the process of workforce planning and corporate objectives are targets that must be achieved in order to meet the stated aims of the business. The corporate objective of Cameco is for their business to grow and I do believe that workforce planning has enabled Cameco to achieve its corporate objectives as firstly, a workforce plan will assess the current workforce which means it will look at the numbers of workers needed for Cameco. Cameco’s corporate objective is to grow and therefore they will need a lot of employees to work for them to make more uranium for the business to grow. A workforce plan will assess how many workers Cameco will need to employ and therefore it enables Cameco to achieve its corporate objective. Also, a workforce plan will look at the skills in which workers will need to be employed by Cameco. Cameco require highly skilled workers to as to produce uranium is an extremely difficult task and therefore the potential employees who can do this are very few and a workforce plan will identify the skills which the workers need and then Cameco can search for employees with these skills. This means the workforce plan enables Cameco to achieve its corporate objectives as the business can grow with more employees who are highly skilled and can do the job correctly. A workforce plan will also look at timing...
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...Workforce Planning Workforce planning is a core process of human resource management that is shaped by organisational strategy and ensures the right numbers of people with the right skills are in the right place at the right time to deliver short- and long-term organisational objectives. Workforce planning tends to embrace a varied and extensive series of activities, which may vary between organisations and situations. The activities undertaken under the workforce planning include the following: * succession planning * flexible working * labour demand and supply forecasting * recruitment and retention planning * skills audit gap analysis * talent management * multi-skilling * job design * risk management * outsourcing * career planning * scenario planning Human resource planning involves looking at the current workforce skills and motivation techniques and comparing them with what is going to be needed in the future. To do this the business has to take into account considerations both inside and outside the business and the skills that are needed. Internal Factors Planning These are the factors that relate to what is already happening inside the business. This includes how the organisation is changing to cope with new methods of working or new demands made on it, such as the introduction of technology or new products or services. It is also a way of considering the new skills that will be needed in the future and those...
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...Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation 9 5 WORKFORCE PLANNING CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill...
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...Global Leadership Skills Global Leadership stands for the cross cultural Leadership abilities. Global Leadership skill means ability to lead the audience of different nationalities, or performing Leadership tasks in verity of countries. As a formal definition of Global Leadership, we can say. “The ability to influence the people, who are dissimilar to the leader and are from different cultural backgrounds, is called Global Leadership” If we come with an example of a global leader, the name of Nelson Mandela come in front. He was able enough to influence the diverse population of South Africa and to eliminate the social injustice from the society. Not only South Africa, but the whole American part of the world attended the influence of his thoughts and now, Mandela is known as a truly global leader. His contribution to the world throughout his 67 years life brought him to The Nobel Peace Prize. The global Leadership includes all the concepts/roles of a good leader, but with more sensitivity. A global leader, being a leader of diverse audience, is supposed to me a multicultural approach person, with a sense of belief and faith of various places, religions, nations and communities. Leadership and Global Leadership Distinguishing the Global Leadership Skills from Leadership Skills is an impossible task, as the Global Skills have been extension of the Leadership Skills. Still, Global Leadership Skills have been an advanced level of the Leadership. In the sonario of MultiNational...
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...Organisational Development and Work Design Resource Handout Activity Workforce Planning By Geri Daube, Huw Flatau Harrison, Jason Papadopoulos & Line Groenvold October 2014 1 Table of Contents What is Workforce Planning? ......................................................................................................... 3 History of workforce planning ..................................................................................................... 3 The importance of workforce planning ........................................................................................ 4 Implementation of workforce planning ........................................................................................ 5 Application to the Western Australian Mining Industry .............................................................. 8 Workforce Planning Needed to Account for a Dynamic Environment ..................................... 10 Dealing with the challenges involved in workforce planning .................................................... 12 References ..................................................................................................................................... 13 Appendix A .....................................................................
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...are to first, matriculate through secondary education to attain foundational skills in support of man’s progression in society; second, enter into college to gain skills and knowledge to prepare for survival in society; third, graduate from college with specific jobs skills and credentials to give meaning to society; and finally, contribute to the functioning and betterment of society by successfully entering and succeeding in the workforce. Unfortunately, society is facing a detrimental problem that may signify a defect in this order of operation, because graduates are unprepared and lack the skills needed to succeed in today’s workforce. The basis of this paper is to provide clarity to the problem of unprepared graduates entering the workforce, and suggest a viable solution by offering that simulated education curriculum rooted in Social Efficiency Ideology is a practical response to the issue. Clarity of the Problem U.S. Chamber of Commerce (2012) recognizes that the toughest competition in business is the global race for talent. Plumer (2012) highlights that there are high rates of baby boomers retiring in the U.S., resulting in fewer “eligible” workers participating in the labor force. Consequently, the U.S. is “competing in a global economy like never before in our history” (Daggett, 2010, p. 5) and losing the competition at an alarming rate due to graduates not being prepared with skills needed to succeed in the...
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...Maturity Model® (People CMM®) is a roadmap for implementing workforce practices that continuously improve the capability of an organization’s workforce. Since an organization cannot implement all of the best workforce practices in an afternoon, the People CMM introduces them in stages. Each progressive level of the People CMM produces a unique transformation in the organization’s culture by equipping it with more powerful practices for attracting, developing, organizing, motivating, and retaining its workforce. Thus, the People CMM establishes an integrated system of workforce practices that matures through increasing alignment with the organization’s business objectives, performance, and changing needs. The People CMM was first published in 1995 [Curtis 95], and has successfully guided workforce improvement programs in companies such as Boeing, Ericsson, Lockheed Martin, Novo Nordisk IT A/S, and Tata Consultancy Services [Vu 01, Martín-Vivaldi 99, Miller 00, Curtis 00, Keeni 00]. Although the People CMM has been designed primarily for application in knowledgeintense organizations, with appropriate tailoring it can be applied in almost any organizational setting. The People CMM’s primary objective is to improve the capability of the workforce. Workforce capability can be defined as the level of knowledge, skills, and process abilities available for performing an organization’s business activities. Workforce capability indicates an organization’s: ❏ readiness for...
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...plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the health care industry. For managing this change in its focus, it necessitates changes in job assignments and as well as in job descriptions. For managing these changes, here a development plan will be made that will cover the aspects like completion of job analysis, outlining workforce planning system and selection of new members for the team complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company to develop different tests and interviews along with the design of performance appraisals and training (Armstrong, 2000). Similarly, interviews can also play an inherent part of the analysis as with this the company can attain information in concern to...
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...Assignment – Manage workforce planning Assessment due date: Click here to enter a date. Instructions You can use Fynntown scenario, or develop a workforce plan of approximately 4 x A4 pages based on your own organisation. Alternatively, you can use the template provided or develop your own Workforce Plan. Fynntown Scenario: You are an ambitious Customer Service Team Leader at Fynntown City Council Customer Service Centre (FCC CSC). FCC CSC does not currently have a good reputation for customer service with either the business or general community. You have a lot of ideas on how to improve this situation, but as a Team Leader, you do not have the authority to implement any of these ideas. Also, you have recently undertaken a risk assessment that identified workforce planning, in particular a skills gap within the CSC, as a significant risk to the organisation. There is a genuine risk that FCC will lose its State and Federal Government funding, which accounts for 40% of all Council funds, if customer service isn’t dramatically improved within 18 months. Consequently, the Council members are desperate to see improvements, without cutting into current spending or increasing rates. Fynntown documents available for research. • Fynntown Council’s Draft Community Strategic Plan 2012 – 2013 (to be found in Additional Resources) • Fynntown Council’s 2012-2013 Operational Plan (to be found in Additional Resources) • Fynntown Customer Service Centre...
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...| | The benefits of having a diverse workforce Diversity is more than just a buzz-word. In today's workplace, it can hold the key to fostering new ways of thinking, reaching out to a wider range of customers and growing your business. Our workforce and working patterns are changing. Our working population is getting older, and increasing numbers of women and people from different cultural and ethnic backgrounds are entering the workforce. Valuing diversity is becoming increasingly important for businesses. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Organisations can't thrive and grow if everyone in them thinks and behaves the same way. Having a diverse workforce with people from different racial, educational and social backgrounds and a diverse age range opens up a wealth of possibilities and helps to encourage creativity and foster innovation. There's also a clear competitive advantage to be gained from employing a diverse workforce. An organisation with a diverse range of employees is well placed to understand the needs of a wide range of customers, and can interact with a broad client base. Not only that, but it is also in a good position to recruit and retain staff in an increasingly diverse and competitive labour market. Embedding diversity of thought throughout an organisation also means that talent can be properly recognised and nurtured - wherever it may be. The best starting point for any organisation...
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...Executive Summary: Workforce planning is a critical element within a human resources strategy to ensure that an organization has the workforce to meet the challenges of today and to build for the challenges of tomorrow. Changing demographics and increased competition for qualified employees makes workforce planning critically important to the future of any organization. The development of a workforce plan requires an analysis of the companies positions; a review of present workforce competencies; an identification of skill requirements needed in the future; a comparison of present workforce needs to identify gaps and surpluses; strategic plans for building the workforce needed in the future; review and an evaluation process. It enables an organization to adjust and respond quickly to immediate and future changes to its business requirements. In its simplest terms, workforce planning is the process of ensuring the “right people are in the right place at the right time” to accomplish the mission and goals of the organization. The objective of this five (5) year workforce analysis is to determine the sample company's (ASC) present and future human capital needs, in order to achieve its strategic business goals set out below. ASC in an Analyzer style company that has been in operation for approximately 50 years. This company currently operates three core sectors; manufacturing, technology and technology/manufacturing. The manufacturing sector (1), which has been producing...
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