ASSIGNMENT COVER

MEMBERSHIP NUMBER 49984

FULL NAME OF STUDEN T: CHARI WELLINGTON

EMAIL ADDRESS: chariwellington2@gmail.com

CONTACT TELEPHONE/CELL: 0776684700

MODULE: HUMAN CAPITAL PLANNING

36%
QUESTION 2
Benefits from the introduction of workforce planning. Definition of term. What is a workforce
planning?
Workforce planning is the process of analysing, forecasting and planning workforce supply and
demand, assessing gaps and determining target talent management interventions to ensure that an
organization has the right people. Cascio, 2003, defines workforce planning as planning for people
who will do the organisation`s work, but who may not be its employee. I will going to explain the
benefits of introduction of workforce planning in the organisation such as develop a well-trained
and flexible workforce, anticipate and plan for change and assist management in making decision. (1.5)

Here at our company, ABC LIMITED, we choose to implement a workforce planning strategy to
analyse their workforce and identify any necessary steps to prepare for future staffing needs. Firstly,
anticipate and plan for change – strategic workforce planning helps organisation define key
benchmarks that inform executives about workforce issues. In turn, this helps to equip them with
tools needed to identify any workforce risks before, it impacts the business objectives with the
knowledge I have at this organisation, if workforce costs are expected to grow with the company
and if there are any employees that are expected to retire soon.
Secondly, decrease hiring costs – one hire costs a business valuable time and resources. That is why
we obtained a detail overview of the workforce and organisation needs, as well as productively
levels required for success, is essential to make sure the business is getting the most out of the talent
it has. Ultimately, this will decrease recruitments costs and ensure the day to day operations run
more effectively. Thirdly, improve recruitment process – through using analytics, strategic
workforce planning enables organisations to outline the ideal skills and traits of the highest
performers in end department. It helps properly inform the business of the criteria it should be
looking for in candidates that are most likely to suit business goals and culture. With this
knowledge, employee retention rate will be improved, as well as interview to hire rate and it will
save the company time in the recruitment process. Fourthly, align HR with business strategy –
workforce planning helps ensure HR goals are supported and strengthen the business culture. As a
result, employee retention will improve which will positively influence the company`s growth.
There are policies that can be aligned with HR through strategic workforce planning include data
protection, employee assistance, employee benefits, wellness programmes, career development
programmes, and learning and development. The drive allocation of talent investment – Through
implementing strategic workforce planning, a business can determine which groups of employees
deliver the highest and therefore may require greater investment in training and development. Not
only that but it will also outline areas that need extra resources to add more value to the business
and reach its full potential. It will also identify which roles are important for growth, so steps to
protect those roles can be implemented. Lastly, implement retention tactics – without the right
information and tools, there is the risk that raises, bonuses and promotions could be misused when
they should be used to prevent resignations. Strategic workforce planning enables business to
leverage predictive analytics and identify top performers. It will also identify people in key roles
who may be at risk of taking their skills elsewhere. With this information, a retention strategy can
be implemented to minimise risk and continue to grow. (8)

In conclusion, these are benefits that I think as I Human Resources Director for ABC Limited, which it helps
our organisation from introduced the workforce planning. (0.5)

QUESTION 4
Identify and explain the four variable factors that can influence the process of strategy formulation
and the strategic decision making within the organisation that you are familiar with.
INTRODUCTION – ABC Limited there are variable factors that can influence the process of
strategy formulation and decision making such as the relative organizational power and status of the
strategy makers, the composition of the decision making group and their self-confidence, the nature
of organizational politics that may occur and relevant contingencies. I will going to explain the
factors. Bulin 2001 defines strategic plans as the action taken to carry out a strategic goal.
a) The relative organizational power and status of the strategy makers – the power and status can be
ruled with top management and ownership to fulfil their responsibilities result in poor overall
management of an organization. Making decision without thinking through, the potential impact
may result in damaging outcomes for an organisation, such as loss of profits or it gives a negative
public image. Although strategy makers cannot possibly know all of the outcomes that can result
from each decision. The strategy makers have the responsibility of altering the structure of the
organization based on the information they have gathered about market and other outside forces
affecting the organization. Strategy makers must work communicate the direction an organization
needs to take the rest of its members. They talks to the middle management and passes to the lower
levels of the organization.
b)The composition of the decision making group and their self-confidence – The decision making
group fears the making of major strategic decisions, while remaining countable for your actions and
staying time to yourself. Confident decision making begins with the standard decision making steps.
These are identify the decision, gather information, identify the alternatives, weigh the evidence,
choose among alternatives, take action and review your decision. Decision making in management
roles may still be overwhelming with the way how to make more self confidence in the workplace.
Don’t assume, suspend judgement, creative alternatives and remain objective. For examples when
you don’t assume that you have all answers you allow yourself to seek input from other sources and
before and before making decisions it helpful if you know all the facts so you remain objective.
c)The nature of organizational politics that may occur, especially in large public companies and
public sector bodies – for example in ABC Limited members of organization can do exercise power
and influence over subordinate, peers, and superiors in diverse ways and for different reasons. It
leads to discriminate others because this influence can be dysfunction for the individual or a group
of organization as a whole.
d) Relevant contingencies – a plan such decision maker behaviour during time of crises. In 2020
business were hit with the coronavirus pandemic forcing many employees to have to work remotely,
as a result companies needed to implements a remote work strategy and make unilateral decisions to
make employees safe. Although contingencies can be prepaid for, the nature and scope of such
negative events are typically unknowable in advance. Companies plan implementing protective
measure. Managers often attempt to identify and plan using predictive models for possible
contingencies that they believe may occur. In ABC ltd managers use relevant contingency plan to
minimize loss and damaged caused.

REFERENCES; Bulin J. G (2001) Supervision, ATBS, Delhi

Hellriegel D et al (1996) Management, South Western College Cincinnati
IPMZ 2010 module
Stoner J a et al (2003) Management, Prentice Hall, New Jersey.