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

Only employees covered by the national workplace relations system are covered by the unfair dismissal laws. (Other employees may have access to remedies under state legislation). The national workplace relations system covers: 

  • All employees in Victoria, the Northern Territory or the Australian Capital Territory 
  • those employed by private enterprise in New South Wales, Queensland, South Australia or Tasmania 
  • those employed by local government in Tasmania 
  • those employed by a constitutional corporation in Western Australia (including Pty Ltd companies)—this may include some local governments 
  • those employed by the Commonwealth or a Commonwealth authority 
  • a waterside employee, maritime employee or flight crew officer in interstate or overseas trade or commerce. 
  • The laws do not cover: 
  • those employed by state government in New South Wales, Queensland, Western Australia, South Australia and Tasmania 
  • those employed by local government in New South Wales, Queensland and South Australia 
  • those employed by a non-constitutional corporation in Western Australia (including a sole trader, partnership or Trust) 
  • contractors 
  • employees who resign and were not forced to do so by the conduct of their employer 
  • those employed under a contract of employment for a specified period of time, a specified task, or the duration of a specified season who are dismissed at the end of the period, task or season 
  • trainees whose employment was for a specified period of time and who are dismissed at the end of the training arrangement 

employees who have been demoted but have had no significant reduction in their remuneration or duties and who remain employed by the employer who demoted them. 

Ombudsman’s website link.