[Year]

[Document title]
[DOCUMENT SUBTITLE]
FRANCA MAIO
BSBMGT520 – Plan and Manage the Flexible workforce

Task 1 – Flexible workplace – Business Case and workforce plan

PART A

Read task 1 assessment case study,

Provide:

 Research telecommute and provide a business case for implementation of the flexible work arrangement
 Cover Page (of your Business, Company or Organisation)
 This Template is for your Business Case Report and Flexible Workforce Arrangement Plan

Telecommute Proposal/ Flexible work arrangement

To:
From:
Re: Telecommute Proposal/ Flexible work arrangement
Date:

Dear
BSBMGT520 – Plan and Manage the Flexible workforce

The Telecommute Benefits for employee

The Telecommute Benefits for employer

Communication

Information Sharing

Job tasks and reporting

Meetings

Schedules
BSBMGT520 – Plan and Manage the Flexible workforce

Equipment

Kind Regards

--------------------------
BSBMGT520 – Plan and Manage the Flexible workforce

Table of contents

Executive summary……………………………………………………………………….. 3

Benefits…………………………………………………………………………………………

Risks…………………………………………………………………………………………….

Costing options……………………………………………………………………………..

Measure of success………………………………………………………………………..

Reporting……………………………………………………………………………………..

Recommendations………………………………………………………………………….

References…………………………………………………………………………………….
BSBMGT520 – Plan and Manage the Flexible workforce

In this task, you need to implement flexible workplace arrangement of telecommuting for an employee. Research
telecommuting and make business case for it.

BUSINESS CASE
________________________________________
Executive summary

Purpose

Background

<Why you want to make flexible work, arrangements (explain the case study)>

Objectives

<A statement that emphasises that flexible working arrangements are implemented to facilitate the accomplishment of work >

Scope

<Whom the flexible work arrangements would apply to>

Process

<An outline of the process involved in identifying positions eligible for flexible working arrangements or aspect of working arrangements
that could possibly be modified>

Action plan

- Example: Creation and implementation of flexible workplace policy < Human Resources will develop and implement a new
Workplace Flexibility Policy and a Return to Work Guide for Working Parents >

____________________________________________________________________________

BENEFITS <minimum 4 benefits each>

BSBMGT520 – Plan and Manage the Flexible workforce

Benefits for employee:

Benefits for employer:

______________________________________________________________________

Risks: <identify risks and process to mitigate them > minimum 4 risks

Example:

Risk:

Mitigation strategy:

______________________________________________________________________

Costing Option

______________________________________________________________________

Measure of success

<How would you measure the arrangement’s success>

______________________________________________________________________

Reporting

< A commitment to regularly review written agreement of the flexible working arrangements in place>

______________________________________________________________________

Recommendations

Outline why you recommend telecommuting. You can support your answer by giving examples of other businesses that have
successful flexible working arrangements in place.

______________________________________________________________________

References:
BSBMGT520 – Plan and Manage the Flexible workforce

WORKFORCE PLAN
<FOLLOW THE GUIDELINES GIVEN IN QUESTION>

Workforce plan: it is the systematic identification, analysis and planning of the organisational needs in terms of people.

INTRODUCTION
You can complete this template at the beginning of the initial workforce planning process. It is a simple project plan providing all relevant people
with an overview of the project.

Headings Key points

Name of project
Owner
Responsibility
Objective

Target audience
Scope
Review timeframe and
responsibility

Stakeholder engagement plan

This template is a table containing the main components of a stakeholder engagement plan.
BSBMGT520 – Plan and Manage the Flexible workforce

Stakeholders Risk Engagement Responsibility Timing Approach

Who is the potential What are What level of Who is How often How will the stakeholder be
stakeholder? the risks of engagement is responsible should you engaged?
not appropriate? (e.g. for engaging engage
engaging awareness, them? them?
them? involvement, When?
commitment)

Workforce segmentation document

You can use this template to help you define the workforce divisions within your organisation and outline the job capability requirements for
each segment.

Job family Job Roles Job capability requirements

Outputs to be Essential skills, capabilities and
BSBMGT520 – Plan and Manage the Flexible workforce

delivered characteristics

Demand analysis (current and future)

The table below allows you to summarise your current and future workforce demand and as such will also show the gap between these two. The future
demand in this table should be based on your known path. Bear in mind that workforce demand is the workforce you desire, however, it will need to be
reconciled to the supply and budget.

Job family Job role Current demand Future demand Future demand Future demand Future demand
(+ 1 year) (+ 2 years) (+ 3 years) (+ 4 years)
FTE

Location

FTE

Location

FTE

FTE

Location
Level

Level

Level

Level

Level
Location

FTE

Location
BSBMGT520 – Plan and Manage the Flexible workforce

Internal supply analysis

Workforce Profile:
Assume how many total members you have in your organisation
Out of those how many are in managerial positions and how many you think are long term.
How many are team leaders? And, how may are leaving and by when?
How many remaining employees? Out of these how many are long term and how many are eligible for promotions to replace the leaving team
leaders?
family

Job role

Current internal supply Future internal supply* Future internal Future internal Future internal
Job

(+1 yr) supply* supply* supply*

(+2 yrs) (+3 yrs) (+4 yrs)
FTE Leve Locatio FTE Leve Locatio FT Leve Locatio FT Leve Locatio FT Leve Location
l n l n E l n E l n E l

FTE = full-time equivalent

*Assuming no change to trends
Employee survey (10)
You can use this template to survey employee opinion, experience and intentions to complement your quantitative information.
BSBMGT520 – Plan and Manage the Flexible workforce

Employee survey can give more clarifications on the skills and capabilities of the internal employees to give them a fair chance for
promotion if needed or for managing the changes occurring in workplace due to flexible work arrangements.

Employee survey Response

Where did you work before this agency?

What attracted you to the job?

What would make you leave?

External supply (current and future)

You can use this template to examine your workforce’s current and future external supply. Knowing the market availability of skills and
capabilities that you require will be useful when you are assessing the options for closing your workforce gaps.
If you have any requirement to hire new employees, what skills are deficient in your organisation? What is the timeframe in which you will hire
people with the required skills? Are there any factors stopping you or you need to consider while hiring new employees?

Skills and capabilities in demand (in Availability of supply Supply obstacles

order of criticality) 4 Employees
Current Yr 1 Yr 2 Yr 3 Yr 4
BSBMGT520 – Plan and Manage the Flexible workforce

green= skill is in high supply yellow = skill is in moderate supply = skill is low supply

Workforce gap (current and future)

Gap analysis is the process of determining what we have and what we need.

Job Job Job role FTE

family function
Current Future (Yr 1) Future (Yr 2) Future (Yr 3) Future (Yr 4)
Supply

Supply

Supply

Supply

Supply
Demand

Gap

Demand

Demand

Demand

Gap

Demand
Gap

Gap

Gap
BSBMGT520 – Plan and Manage the Flexible workforce

Risk and options analysis

Risk can come from two main sources:

 Inside the organisation: e.g. the business strategy, inefficient processes, resources, culture, capabilities, competency, structure, leadership,
finance, technological, demographic, health and well- being, diversity and inclusion, innovation.

 Outside the organisation: e.g. political, economic, technological, sociological, demographic, labour market, industry trends, customers,
competitors, supply chain, legislation, regulation, innovation, pandemic events.

Mitigation Potential limitations

Risk rating
addressed
Gaps to be

strategy/initiative
options

Develop policies and

procedures for flexible
workforce

= extreme = high = moderate = low

Action plan

You can use this template to outline your chosen strategies and initiatives (in order of priority) and the responsibilities, key performance
indicators, timeline, milestones and resources requirements. You should involve line managers and HR managers in this process to ensure you
BSBMGT520 – Plan and Manage the Flexible workforce

develop a tangible and realistic action plan. If there are links between existing strategies and initiatives and the strategies and initiatives you
identify in your action plan, you should make those responsible for implementing them aware of this, and ensure they have the tools needed to
coordinate them.
Strategies and Priority Responsibility Timeline Milestones and Budget and resource requirements
initiatives deliverables

E.g. E.g. high E.g. Human Resources E.g. E.g. Policy and E.g. 2 x Human Resources Directorate staff
Develop policies and Manager 1 month procedures document
procedures for flexible
workforce
   
 

= high = medium = low

Approval:

Approval will be taken from the senior management.

Reference:

PART B

Create an Employee Self-Assessment

The purpose of an Employee Self-Assessment is to assist employees and supervisors in preparing for performance evaluations. ...
Your self-assessment can help you to reflect on your performance over the past year and to document your accomplishments and their impact
on your department
BSBMGT520 – Plan and Manage the Flexible workforce

Employee Self – ASSESSMENT REPORT

Questions 4- Strongly 3- 2-Agree 1-

agree Disagre Strongly
e disagree

Outline Questions Asked by the Supervisor to the Employee

Recording Form (From the discussion)

Response by: To Management:
BSBMGT520 – Plan and Manage the Flexible workforce

PART C

Discuss a range of approaches and solutions to deal with the request. Provided as a report

REPORT

PART D

Response to the employee’s request

To:

From:
Re: Proposal for Flexible Work Arrangement (four-day week work arrangement)

Date:

Dear
BSBMGT520 – Plan and Manage the Flexible workforce

Kind Regards

--------------------