Site Loader

1271905-442595Divine Word University
Flexible Learning Centre
Port Moresby Campus
PO Box 582, Konedobu, National Capital District, Papua New Guinea
Telephone: 3255668 Fax: 3255266
Email: [email protected]
00Divine Word University
Flexible Learning Centre
Port Moresby Campus
PO Box 582, Konedobu, National Capital District, Papua New Guinea
Telephone: 3255668 Fax: 3255266
Email: [email protected]
4743450-20891500269240-11430000

ASSESSMENT COVER SHEET
STUDENT NAMES: (Surname in CAPITAL Letters) Linda ANDREWS
STUDENT ID NUMBER: PROGRAM/COURSE NAME: Diploma in Management
GROUP/COHORT: 2017A&B
UNIT NAME AND CODE: FM252 Workforce Planning
ASSESSMENT TASK NO & TITLE: Task No. 3: Discuss the alignment of Workforce planning and organization/company strategy.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

DUE DATE: 10/05/18
DATE SUBMITTED: LATE SUBMISSIONS (Reason(s):
APPROVAL FOR LATE SUBMISSION GIVEN:
NEW DUE DATE: LECTURER: Ms. Lavara HaihavuSTUDENT ADDRESS:
C/- Delegation of the European Union to Papua New Guinea
PO Address
P O Box 76, Port Moresby. NCD. Email Address/Tel./Fax
[email protected]@eeas.europa.eu
705 19249
I acknowledge that the attached assessment is my own work and that no information contained in this assessment has been plagiarized in any way.

Send assignments to: The Assistant-To-The-Registrar
Flexible Learning Centre, Port Moresby Campus
Email: [email protected]
[email protected] [email protected]’s Signature: _____________________________
Mark: _________/___________
General remark by marker/lecturer:

Topic: Discuss the alignment of Workforce planning and organization/company strategy.
In this essay I will be discussing the alignment of ‘Workforce planning’ and organization strategy. Organisations align themselves to make sure that they hire right people with the relevant skills and knowledge. Where else ‘Workforce planning’ ensures organisations use their strategic vision by hiring the right people who have the right skills and attitudes for a particular job profile. It is an ongoing strategic action to ensure that the human capital in an organisation meets the needs and requirements of the organisation’s strategic plan. To simplify ‘Workforce planning’ is the strategic alignment of an organization’s human capital with its business direction.
According to Align Workforce Strategies (2012), in the progression of ‘Workforce planning’ organisations must analyse what they have in their current workforce by understanding the internal and external factors impacting the supply and demand of skilled employees. They must identify the future workforce needs and establish the gap between the present and future by executing clarifications so the organization can achieve its vision, mission and objectives. An understanding of the organisations strategies will clearly provide an indistinct analysis of the current workforce to achieve the strategic direction of the company which is its employees, polices, arrangements, job profiles and capabilities. When internal and external factors are understood the organisations will strategically plan for its workforce in the right direction. Without these factors the plans to accomplish the desired workforce will most likely be unwise. In meeting future needs, talent gaps must also be assessed and addressed. Limited talents sought after by organisations has become a cost-effective differentiator. Organisations try to decrease headcounts and rely on flexibility, creativity and innovation of their workforce to deliver business success. Human capital is the most valuable resource of an organisation so having a modern and responsive workforce strategy that aligns with and quickens the performance of its business strategy is the core of the organisation. Training and progress unavoidably customs a vital component of workforce strategy, so as new combined work models which has now evolved to a fact where it can provide to organizations and employees to adapt and change their outlook to grasp new possibilities. Organizations must realise that people have become their most prized assets, and must boost them by structuring the correct work models to generate success for their organisation by engaging the right people to empower and deliver the organisation’s goals. This method will lead to far better productivity, tractability, teamwork and throughput. It will allow highly trained and knowledgeable workers to share their expertise and enhance their very skills, while adopting new skills at all levels and forming a strong upcoming group of employees. When strategy turns into action, transforming workforce strategy into useful strategic actions is key. Most organisations fall short of developing action plans supposing that the strategy will take care of itself. The thrill in this process is in producing structural and management alignment, responsibility, performance and capacity of which come as an expected development of effective action forecasting. Like business strategy, a workforce strategy needs to be reconsidered constantly of which is an ongoing process of measuring, predicting, and adjusting to modifications in the organisation and the talent group itself. Constructing a workforce strategy is a method that must always be rooted in an organisation’s business strategy.
According to Our Approach to Workforce Planning and Organisational (2012), there is a possibility to measure the opportunities to improve the existing supply of human capital and encounter the future strategic needs of an organisation. It is also serious that these prospects are cautiously recognised so that the workforce plan really accomplishes the desired strategic achievements. Organisations must really try to develop strategies and plans to hold onto the prospects of meeting future human capital necessities that considers these influencing influences. Workforce planning must be completely incorporated into the organisation of a company’s planning process. As soon as a company has a project for a period of time it must seek to hire skilled workers to fill out different roles and the period of working in these roles will not always be different. The organisation must also visualise how staff can be flexible to work concerning different projects. Talents forecasting is a serious element, however lengthier periods planning may be not. Organisations need staff who are professionals, whether is its big or small. ‘Workforce planning’ can certainly help the organisation succeed by making sure that the workforce certainly meets its future needs. Organisations really enjoy moderately unchanging workforces and should always have the access to choose from talent pools for replacements. In today’s modernised and vibrant business atmosphere, employers are face up to to construct, preserve and accomplish flexible, active workforces. It has become clear in abundance clear that capitalizing in developments and tools dedicated on managing the performance in the workforce is not anymore just justified but it is also required.

According to Workforce Alignment/Retail Best Practices (2012), around the world organisations will certainly reduce or cut their budgets and as well employers to persist sustainable. They will also keep their skilled employees involved and will encourage them in the organisation’s workforce productivity. Organisations should also encourage their skilled employers through active management, improving communication, get the most out of workforce management arrangements and forecasting on talent management. Organisations must be focused on setting open goals and aligning workers around important corporate objectives. It is serious that workers in organisations must spend time on the responsibilities that matter the most for the company’s growth. The lines of communication must be kept open and business leaders must speak with their associates about what’s happening in the market and what the organization is doing to respond. This is a critical step in keeping employees engaged and productive. In the absence of information, employees will assume the worst case scenario. Businesses must take on new challenges and build their employees’ skills and experience. Investing in internship programs to build up the talent pipeline, while also providing college students with important resume building opportunities. If the opportunity to learn is good, students will consider unpaid internships.
As stated by Aligning your people with business strategies using workforce (2012), by simply providing better access to workforce information will is not only sufficient. Organizations must also integrate technologies with processes designed to align strategies, goals and actions across the organization. Achieving this goal can require significant organizational, process and policy change.
According to Definition of the Company Strategy – Semantic Scholar (2008), the definition of strategy runs from top to bottom so that the superior level determines the basic strategic objectives for its subordinate levels. The subordinate levels then develop objectives into particular details on their level. This also secures feedback from bottom to top and verifies the objectivity of the strategic objectives determined on superior levels.

As stated by From Strategy to Business Models and to Tactics (2009), the field of Strategy has evolved substantially in the past years. Organisations have learned to analyse their competitive environment, define their position, develop competitive and corporate advantages, and understand threats to sustaining advantage in the face of challenging competitive threats. As stated by The concept of strategy – Foundations of Strategy (2012), it is not a detailed plan or programme of instructions; it is a unifying theme that gives coherence and direction to the actions and decisions of an individual or an organization.
According to How to Align your Workforce Strategy with Business Objectives (2017), though every meeting should not be all-inclusive, organisations should at least facilitate communication between the several departments and have regular meetings that go over an integrated strategy. They might also consider having retreats or regular lunches or happy hours to help them get to know each other. Once they realize they are all on the same team and that they need each other to succeed, they can start the process of improvement. Performing a full company assessment will help organisations analyse their business capabilities and find out where changes need to be made. They must take a look at which departments are strong or overstaffed, where they may be weaker, and what areas in which they need to improve. They may find that they have all the right team members, but that some of them are in the wrong departments or performing jobs that don’t capitalize on their skills. Some hard decisions may be necessary after your assessment. If they find they have staffing redundancies or that the same workers are consistently underperforming, their Human Resources department may have to consider cuts. Their entire team must be prepared for this before they undergo analysis so they can implement a plan once you see what needs to be done. Their leadership must sets the standard of putting the company as a whole first. They must not make the mistake of downsizing their employees because guilt. Having a healthy attitude towards change and a fluid environment will always lead toward greater success. A good human capital management plan is comprised of many layers. They need to ensure that remote employees have access to the same resources and tools that in-house workers do. They also need to provide everyone with easy and efficient tools to clock in and out, communicate with managers, report on progress, and more. Managing competency and performance are also key tools of a good plan. This helps them put the right workers in the right place and can also help management identify underperformers and coach them to higher production. Their analysis may turn up issues in your company’s overall structure. It could also alert you to red flags that are impacting your employee or strategy development.
According to Aligning Strategic Workforce Planning with Business Drivers (2017), a diverse and broad workplace culture is an important part of your employee value proposition. Not only will it keep your current team happy in their jobs, but it will also help you attract new talent when it’s time to hire. The new generation of job seekers value company culture and environment as much or more than the pay structure and benefits. Organisations must make sure their putting all of their best foot forward by already developing a culture that is warm and welcoming and which also helps bring out the best in individual workers or as a team. Strategic workforce planning depends on the Human Resource’s ability to join forces and effectively with business leaders and accurately project future talent needs. Establishing a common understanding of “critical talent” with key stakeholders during the talent segmentation phase. Analysing historical talent and business data to establish reliable leading indicators of future talent needs. The Human Resources department of any company can work to optimize talent strategy by aligning initiatives with the overall strategy of the business. Performance metrics, workforce analytics, and strategic planning can provide the foundation for making evidence-based talent decisions that reveal the right solutions to common talent and business problems. With effective workforce planning and workforce management companies will be able to identify the talents needed and have in place short-term to long-term strategies. They will be able to analyse gaps in their current workforce and identify the skills and talents needed to accomplish their company’s goals.

To summarize, the alignment of ‘Workforce planning’ and organization/company strategy plays a really important and vital role in every organisations or companies. Organisations align themselves to make sure that they hire just the right people with the relevant skills and knowledge. Where else ‘Workforce planning’ ensures organisations use their strategic vision by hiring the right people who have the right skills and attitudes for a particular job profile. Organisations must analyse what they have in their current workforce by understanding the internal and external factors impacting the supply and demand of skilled employees. There is a possibility to measure the opportunities to improve the existing supply of human capital and encounter the future strategic needs of an organisation. Organisations must be focused on setting open goals and aligning workers around important corporate objectives.
References
Workforce Alignment. Retail Best Practices. RIS News: Business. (n.d.). Retrived from
https://risnews.com/workforce-alignmentAlign Workforce Strategies to Achieve Business. 2012. Retrieved from
http://www.manpowergroup.co.nz/documents/white…/2012_World-CongressAligning your people with business strategies using workforce – IBM. 2012. Retrieved from
http://www-935.ibm.com/services/us/gbs/bus/pdf/bce03002-usen-00.pdfOur Approach to Workforce Planning and Organisational – Stratalign. 2012. Retrieved from
http://www.stratalign.co.za/…/Our-Approach-to-Workforce-Planning-and-Organisational-DWhat is workforce planning – The HR Sociey. 2013. Retrieved from
http://www.hrsociety.co.uk/resources/knowledge…/Workforce-planning-chapter-one_draftDefinition of the Company Strategy – Semantic Scholar. 2008. Retrieved from
https://pdfs.semanticscholar.org/b313/2a4894168399001f525d69e23c094d3226b.pdfFrom Strategy to Business Models and to Tactics – Harvard Business
https://www.hbs.edu/faculty/Publication%20Files/10-036.pdfThe concept of strategy – Foundations of Strategy. 2012. Retrieved from
www.foundationsofstrategy.com/files4914/2901/0015/c01.pdfHow to Align your Workforce Strategy with Business Objectives. 2017.

https://advancesystemsinc.com – Human Resources
Aligning Strategic Workforce Planning with Business Drivers – Human. Retrieved from
www.hci.org/lib/aligning-strategic-workforce-planning-business-drivers

Post Author: admin

x

Hi!
I'm Sarah!

Would you like to get a custom essay? How about receiving a customized one?

Check it out