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

The HR function has undergone significant transformation due to advancements in technology, impacting virtually every aspect of human resources management. Here are some key ways in which technology has reshaped HR:

  1. Recruitment and Selection: Technology has revolutionised the recruitment process. Online job portals, social media platforms, and professional networking sites like LinkedIn have expanded the reach for sourcing candidates. Applicant Tracking Systems (ATS) automate the screening process, filtering applications based on predefined criteria, significantly reducing the time and effort involved in identifying suitable candidates.

  2. Onboarding and Training: Digital onboarding platforms provide new hires with a seamless introduction to the organisation, allowing them to complete necessary paperwork, understand company policies, and start training programs online. E-learning and virtual training sessions have become commonplace, enabling employees to learn at their own pace and access training materials from anywhere.

  3. Performance Management: Traditional annual review processes are being replaced or supplemented by software that allows for continuous performance tracking and feedback. These systems enable managers and employees to set and monitor goals, provide real-time feedback, and conduct more dynamic and frequent performance evaluations.

  4. Employee Engagement and Well-being: Technology has introduced sophisticated tools for measuring and enhancing employee engagement and well-being. Platforms that facilitate employee surveys, feedback, and recognition programs help in understanding and improving employee satisfaction and engagement levels. Additionally, wellness apps and platforms support physical and mental health initiatives within the workplace.

  5. Workforce Analytics and Data-Driven Decision Making: HR analytics tools harness the power of data to provide insights into various aspects of HR, from recruitment metrics and employee performance to retention rates and engagement levels. This data-driven approach enables more informed decision-making, helping to align HR strategies with business objectives.

  6. Remote Work and Flexibility: Advances in communication and collaboration tools, such as video conferencing, instant messaging, and project management software, have made remote work more viable than ever. This shift has required HR to adapt policies and practices to support a distributed workforce, focusing on maintaining productivity, engagement, and company culture across distances.

  7. Compliance and Security: Technology has also brought about sophisticated systems for managing compliance with labour laws and regulations. Automated updates ensure that HR policies remain in line with current legislation. However, the increased use of digital HR systems has raised concerns about data privacy and security, necessitating robust cybersecurity measures to protect sensitive employee information.

  8. Artificial Intelligence and Automation: AI and automation are increasingly being used to streamline HR processes, from answering routine employee queries via chatbots to automating repetitive tasks, allowing HR professionals to focus on more strategic and human-centric aspects of their roles.

  9. Employee Self-Service Portals: These platforms empower employees to manage their personal information, access payslips, request leave, and complete other HR-related tasks independently, reducing administrative burdens on HR departments.

  10. Talent Management and Development: Technology enables more sophisticated talent management strategies, including career planning tools, skills gap analyses, and personalised learning and development programs, helping organisations to retain and nurture top talent.

 

In summary, technology has significantly expanded the capabilities of HR, making processes more efficient, data-driven, and employee-centric. However, it also presents challenges, such as the need for continuous learning and adaptation to new tools, ensuring data privacy and security, and maintaining the human touch in employee relations.