Course Content
Research planning requirements
In this topic, you will learn how to conduct thorough research to inform strategic workforce planning. This involves analysing strategic plans to understand workforce objectives, assessing the organisational environment for emerging trends, and identifying future labor needs and skills requirements. You will also evaluate the impact of new technologies on job roles and design while staying updated on industrial and legal changes that may affect workforce management. This knowledge will enable you to contribute effectively to strategic planning within your organisation and ensure alignment between workforce strategies and overall business goals.
Contribute to the development of strategic workforce plan
In this topic, you'll learn how to actively contribute to the development of a strategic workforce plan within your organisation. This involves consulting with relevant managers to understand their workforce preferences, aligning on philosophies, values, and policies, and jointly developing strategic objectives and targets for workforce services. You'll also analyze various options for delivering workforce services, considering their costs and benefits, and identify suitable technology and systems to support these programs. Through effective consultation and collaboration, you'll provide valuable input into the strategic workforce plan and secure senior management support while addressing associated risks through mitigation strategies.
Support implementation of strategic workforce plan
This topic focuses on supporting the implementation of a strategic workforce plan. You will work closely with relevant stakeholders to ensure that the plan aligns with organisational objectives and is effectively put into action. This involves monitoring and reviewing the plan's progress and recommending adjustments to account for changing circumstances. Additionally, you'll evaluate and review the performance of the plan against its objectives to ensure its effectiveness and alignment with organisational goals.
BSBHRM614 Contribute to strategic workforce planning
About Lesson

These include:

  • General records, including the employers name, ABN, employee’s name, commencement date and basis of employment. 
  • Pay records: rate of pay, gross and net amounts paid and any deductions from the gross amount, details of any incentive-based payments, bonus loading, penalty rate or any other monetary allowance or separately identifiable bonus paid. 
  • Hours of work records: for casual or irregular employees, a record of hours worked, for other types of employees, a record of overtime hours worked (but only if a penalty or loading rate is to be applied), a copy of the written agreement if hours are to be averaged. 
  • Leave records: leave taken, the balance of leave and records if leave has been cashed out. 
  • Superannuation contribution records: the amount of contributions, date of contributions made, the period over which the contributions were made, the name of the fund to which the contribution was made.  
  • Individual flexibility records: copies of agreement made, copies of notices terminating the agreement. 
  • Guarantee of annual earnings records, if applicable. 
  • Termination records: to indicate how the termination occurred e.g. voluntarily, dismissal. 
  • Transfer of business records: records must be transferred to new employer.