Responsibility of HRM to Manage the Workforce Planning of XYZ

Question: Discuss about the Manage Workforce Planning. Answer: Introduction Human ResourceManagement plays an important role in managing the employees in an organisation. It makes the planning of workforce. The responsibility of HRM is to make an analysis of the requirements of the organisation and to have a wide range of knowledge on the workforce of the organisation. This helps the HRM to plan the process of the activity for the present, in the transition and in the future studying both internal external factors of the organisation so that it can manage the planning of the workforce (Zhu, 2008). This assignment is all about the role and responsibility of HRM to manage the workforce planning of XYZ Coal that makes an expansion of the Venus mine and it is named as Mars Project. Workforce requirements XYZ is a Queensland-based coal mine. Currently, the coal mine has Venus project is in operation. There are 700 workers employed in the mine. The mine has proposed to start another project called Mars project. This project requires 300 workers more to work. The extension project has been proposed to be finished in five years. The HRM will prepare workforce planning for the successful outcomes of the objectives of the organisation. The level of staffing will be identified. The organisation requires having a high return. There are numerous requirements of the workforce such as mining, production, marketing and more employing correct number employees with relevant skills and experience. The organisation can easily allocate resources in the budget so that funds will be given for the recruitment, hiring training. The successful workforce planning will help the organisation to produce the required amount of coal and the company will be able to meet the demand of India China. The successfu l workforce planning will increase the efficiency of the human resources (Govindarajan, 2007). WorkforceObjectives and Strategies The objective of the workforce planning is to engage nearly 300 workers in the new project. The workers are expected to meet the proposed plan of the organisation. The project will produce 2.2 million tonnes of coal in a year. The employees will be engaged in different kinds of activities such as clearing of vegetation, removing top soil, dumping, stripping and the rehabilitation. The new project will not be an underground mining. This has been proposed for cut mining. The proposed longevity of the project is forty-five years. The operation of all activities will be finished with $ 1 billion. The budget for the entire expenditure is estimated around 300 million in a year. There will be 299 workers employed for the work. Workforce diversity requirements Workforce planning is an important work of HR department. The most important work of the mining is themanagement of mining. Mining engineers are the most important workforce. Nest important is logisticmanagement (Glisson Lawrence, 2011). Then important islaisoningworkforce. Next important workforce required for mining work environmental officer. Protecting environment is very important. There is the importance of electrical and civil personnel to carry out the work. The accounts personnel and purchase personnel will also be employed in the mining. Objective: Strategies How the Strategy will be implemented 1.To define the roles responsibilities of the job 1.To identify the talent pool in the company 2.To identify the areas those are required for the development of the employees to improve their expertise (businessballs.com, 2017). 3.To identify the requirement of a new position for the departments Human resource department will link the objectives to pool the talents fororganisation. 2.Identification of the levels of the staff 1. To increase the workload of the workforce for the increase in the sales of the business. 2. To seek the requirements of the future staff. 3. To ensure the business ready to increase staffing levels Human Resource workers will make a plan for hiring and recruiting staff. 3. Developing the efficiency in Human Resources 1.To use the employees effectively in the process of the business. 2.To train the employees to higher skilled positions. 3.To cross train the workers to make a flexible workforce Human Resource department will use the workers effectively. Employer of choice programme Employer of Choice programme is made to create a good working environment. This will make the best people work for the organisation (Community tool box, 2016). The purpose is to retain staff. This programme is initiated when there is a short supply of staff. A. Retention of skilled labour The objectives of the retaining the current skilled labour is: To utilise the skilled and experienced people in the expansion work of the company. To manage the workforce to perform better than new one those who will require training before they join the workplace. B. Sourcing of skilled labour The case study shows that stimulating work from the current staff will help the company to perform better. Rewarding the employee and recognising them will also contribute to the development. Training and development will also contribute to development (managementstudyguide.com, 2017). The mining engineers with skill and experience can help the company to grow. JOB TITLE Logistic manager Value/Criticality for Business Coal mining activities including excavation and dumping of coal Capacity of the Organisation to obtain this type of workers The Mars project is an extension of Venus project. The organisation will get opportunity get the workforce easily Internal supply 1.Retirement rate Company policy will be implemented 2.Terminations The company policy will be implemented Retention Strategy 1.The reward, training development strategy and promotion will help the HR to manage the work Summary of External Supply The pulling of the talented workforce will contribute to the development of the organisation. Sourcing Plan 1.Experienced skilled people within the organisation 2.New ( Trainees/Apprentices) New skilled and talented people will be pulled and will be trained as per the need of the organisation. Succession plan The HR department will follow a succession plan that will help for the successful implementation of the workforce planning. The newly recruited and promoted staff will be given the responsibility of the defined job as per the norms of the company (Fred Jonathan, 2009). This will help in identifying developing the new leaders in order to replace the old leaders after their retirements, leave or even in the case of death. Recruitment, retention and redundancy strategies Activity Objective/s Action / Strategy and targets How to obtain agreement and endorsement 1.Recruitment Pulling skilled workers for the company Skilled workers will be recruited as per the job specification HR department will take care of this 2.Training To train the people to be more skilled Training will be imparted on the need. Research and Development department will take care of theactivity (hr.toolbox.com, 2017) . 3.Redeployment To engage the workforce again in the work after training To employ right people in the right position HR department will do this after correct mapping 4.Redundancy Unskilled workers will be removed To avoid taking over staff HR department will make the agreement Reviewing and monitoring Reviewing and monitoring work is the most important part of the HR department. The company will make internal audit by an external party and by the internal party as well. The Compliance audit will be made. The organisation will assess the changes in the supply of labour through designated auditors (Steinbart, et al., 2012). Contingencyplan The mining work is very risk job. There are chances of mishappening in the mine. Thus fire and safety department will take care the risks. The fire in the mining will be the major issue. The department will take care of this (Earl, 2010). The maintenance team will also be there to take care of any breakdown of the machines. The production department will communicate to maintenance department for action. Conclusion The mining workforce requires being given adequate training before they are employed in the workforce. The skilled and experienced staff will be employed. Priority will be given for training and development. The retention policy should be maintained by the company. Bibliography businessballs.com, 2017. delegating authority skills, tasks and the process of effective delegation. [Online] Available at: https://www.businessballs.com/delegation.htm [Accessed 10 05 2017]. Community tool box, 2016. Section 8. Multicultural Collaboration. [Online] Available at: https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/multicultural-collaboration/main [Accessed 10 05 2017]. Fred, L. Jonathan, P., 2009. International management: culture, strategy, and behaviour. New York: McGraw. Glisson, C. Lawrence, R. 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