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

Employee Experience (People Centred): Employee experience focuses on creating a workplace that prioritises the needs, well-being, and overall satisfaction of employees. This people-centred approach encompasses every aspect of the employee’s journey within the organisation, from onboarding to development and exit. By fostering a supportive, engaging, and inclusive environment, organisations aim to enhance employee engagement, productivity, and loyalty. This involves not just physical work conditions but also the emotional and psychological aspects of work life, including meaningful work, recognition, personal growth opportunities, and a positive organisational culture. A superior employee experience is linked to improved performance, innovation, and competitive advantage.

Selective Hiring (Hiring the Right People): Selective hiring emphasises the importance of recruiting individuals who are not only skilled but also a good fit for the company’s culture and values. This approach involves a meticulous selection process that assesses candidates’ competencies, attitudes, and potential to contribute to the organisation’s long-term goals. By investing time and resources in identifying the right people, organizations can build a high-performing workforce that is aligned with their strategic objectives. Selective hiring reduces turnover, fosters a strong organisational culture, and enhances team dynamics, leading to sustained organisational success.

Access to Information (Making it Easy for Staff to Access Relevant Info and Maintain Records): Ensuring easy access to information for staff involves creating transparent, efficient systems that allow employees to find and utilise the data and resources they need for their roles. This includes streamlined digital platforms for internal communication, knowledge sharing, and record-keeping. By removing barriers to information, organisations empower employees to make informed decisions, improve productivity, and foster a culture of openness and collaboration. Effective information access also supports compliance, accuracy in record-keeping, and facilitates continuous learning and innovation within the workforce.

Performance-Based Competition: Performance-based competition within an organisation refers to a culture where employees are motivated to excel based on merit and achievements. This concept encourages a healthy competitive environment where performance metrics, clear goals, and fair evaluations drive individual and team efforts. Such a culture rewards high performers with recognition, advancement opportunities, and incentives, thereby motivating all employees to strive for excellence. Performance-based competition can lead to higher productivity, innovation, and employee engagement, as it aligns personal achievements with organisational goals, ensuring that both employees and the organisation thrive together.