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.
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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.
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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.
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BSBHRM614 Contribute to strategic workforce planning
About Lesson

Leaders and managers often need to step into the world of human resource management as they plan for and interact with the people they lead. In the stricter sense, the role of HR manager has several key functions that an organisational leader should be aware of an understand to a larger or lesser extent (depending on the requirements of their role). They are:

  • Workforce Planning: Human Resources Managers conduct workforce planning to identify workforce needs. This will ensure that a sufficiently qualified workforce is available.  
  • Recruitment and selection: Human Resources Managers manage the recruitment and selection of staff which may include establishing processes, as well as overseeing staff conducting recruitment and selection. Depending on the size of the organisation, they may also be involved in interviewing staff.  
  • Performance appraisal: Human Resources Managers may be involved in setting up performance appraisal systems, as well as conducting performance reviews of employees to keep track of their progress and plan professional development.  
  • Employee welfare: Human Resources Managers may be responsible for setting up systems to ensure employee welfare, as well as providing direct advice and assistance to staff to assist them both at work and outside of work. 
  • Training and development: Human Resources Managers plan training and development for employees both individually and as a group. 
  • Industrial relations: Human Resources Managers may need to sort out issues within the workplace regarding terms and conditions and sometimes may need to negotiate with other parties such as unions 
  • Dismissal and redundancy: Human Resources Managers need to handle dismissals and redundancies of staff according to legislation.