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

Strategic HR planning begins with assessing the current HR capacity against the organisation’s strategic plan, involving a detailed skills inventory and performance assessments to understand existing capabilities.

The next phase, forecasting HR requirements, entails predicting future staffing needs based on strategic objectives, considering both demand and supply of human resources, and the external challenges that might affect staffing.

Gap analysis follows, identifying discrepancies between the organisation’s future state aspirations and its current state, including staffing levels, skill requirements, and the adequacy of current HR practices. This analysis leads to the development of targeted HR strategies to bridge these gaps, which may encompass restructuring, training, recruitment, outsourcing, and collaboration strategies.

Finally, planning for risk is crucial, involving the identification, quantification, and prioritisation of potential risks, with strategies and controls established to mitigate these risks, either through a formal risk management plan or as an integral part of the workforce plan.