Manage Workforce Planning Report

Current labour data on staff turnover and demographics in the retail industry

Discuss about the Manage Workforce Planning Report.

The graph above clearly shows that the staff turnover of female staff in the CA retail group has increased from 1.8% to 10.5% in 12 months. Though during the same time period the organisations male staff turnover has decreased by 0.5%.And after carefully analysing the the labour market research, it basically states that the demographic of female staff in the retail industry has the third highest portion of female workers. And among all respected industries the female employment rate stands at 56.6%.

Factors affecting the retail industry workforce supply

The 3 factors I believe that effects workforce supply in CA retail group:

1. Technological advances

2. Economic conditions

3. Market trends

The first factor that affects a retail business would be the changes in the technological world. These changes usually occur when a business like CA retail group are faced with a new and innovative idea. Over the past few years we are faced with a new idea where business use online forums to sell and provide information about their products to its required consumers. This method of sale is called online retailing which enables consumer to buy their product over an electronic device. This provides businesses to increase its consumer scale from a local to international market

So the second factor that affects a retail business would be the changes in economic condition. This kind of conditions involve wavering interest rates, changing consumer tastes and levels of unemployment in two different Phases-Slow and strong economies. During a strong economy where the interest rates and unemployment rates a low, consumers tend to increase their expenditure through the purchase of essential and nonessential goods and services. Because of its strong economy, business usually gain revenue and more stability for their business growth. Though during a slow economy business’s face a lot challenges to survive and one the most known businesses who have experienced these issues are CA retail group. These issue occur when a consumers are usually concerned about their job stability and tend to be more cautious with their expenditure which leads to decrease in revenue for most businesses. This where senior staff of the organisation are forced to make strategic actions which may involve downsizing the business or closing all non-essential retail branches.

Finally the third factor that affects a workforce supply in a retail businesses are the shortages of skills and labour in the retail world. For a few years now the retail industries haven’t faced with any shortages of labour in the main positions such as sales assistants, retail supervisors and sales representatives. Since 2014 we are forced to insource international workers with skills in retail buying, merchandising, planning, marketing and digital media to compete in this competitive industry. And also likely that the skills gap in the current workforce, including ICT and language, literacy and numeracy skills, as well as leadership and management skills, are impeding innovation and productivity growth for many businesses.

Factors affecting the retail industry workforce supply

Current workforce requirements for CA City Retail Group

According to the business plan CA retail group divided into 3 targets markets: dining, shoppers and corporations. The aim for CA is to continue to establish itself as a premier provider of low cost products and services. As for the future demand for CA retail will involve increasing our Consumer scale by 4000 new consumers and expanding the organisation by opening several new store in key locations. Because of these endeavors CA will be hiring new staff. And the employment requirement will involve a diverse and skilled range of individuals who are have the ability to provide great customer service, good product knowledge and timely service to its customers. Also CA will be providing onsite training before start date and also will be providing train seminars every month.

Organisational Strategy	Operational objectives
Attract and retain a capable       skilled workforce	1.                  Employ professionals who create success and increase consumer scale. 2.                  Provide future employees with great starting incentives and promised future rewards upon performance.
Develop the workforce to meet the future skill needs	1.    To develop the leadership abilities and potential of our growing team. 2.    To continually learn and adopt current best practices so I can pass on to junior staff.
Increase diversity in retail    workforce	1.                  Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours. 2.                  By hiring a diverse range of individuals, we able to provides employees to mingle and understand each other’s different characteristic.

Current staff turnover position and organisational impact

I believe that the staff turnover in the CA retail group is unacceptable and I believe that as an organisation, we need to make a major change in the hiring process because it decreases Gender equality as the percent of growth in female staff is 10% more than male. In addition, the other factors that affect the current male staff at CA would involve decreased level of motivation which prevent the company from performing well.

Strategies to address the current staff turnover

Strategy	Explanation of how it will address the issue
Offer flexibility	By offer Workplace flexibility, it provides a positive effect on retaining employees. That means, if you’re offering employees like uni students more flexibility around work hours and locations, they might stay for a long duration of time
Hire the right people	So hiring the right candidate is the best first step of retaining an employee. To make successful selection of a candidate, they clearly need to show basic information about the company and role. In addition, from there we are able to see if the candidate is the right fit for the company.
Provide a vision	By providing an employee engagement and happiness in the workplace, gives them a sense of purpose and meaning. Offering employees a strong vision and goals for their work can increase their sense of belonging and loyalty to your organisation.

Sourcing skilled workers

Best way for sourcing skilled workers is use the external method which involves:

• Online recruitment – job boards etc. www.seek.com.au 

• Company website advertising – ‘careers’ tabs on organisation websites 

• Newspapers – a common, but declining method
• Trade, professional journals and magazines 

• Recruitment agencies 


Communication to HR

01/07/2016

To Mr &Mrs Frankton

Subject: Require approval on following objectives and strategies

Good Morning Mr &Mrs Frankton,

I am writing this email regarding the changes of strategies and objective in our company. I have chosen both of you to please provide me with approval for below changes. The reason why I have chosen both of you is because of your level of expertise this matter and your financial involvement in the company.

Organisational    Strategy	Operational objectives	Implementation Timeframe
Attract and retain a capable skilled workforce	1. Employ professionals who create success and increase consumer scale. 2. Provide future employees with great starting incentives and promised future rewards upon performance.	1 week
Develop the workforce to meet the future skill needs	1. To develop the leadership abilities and potential of our growing team. 2. To continually learn and adopt current best practices so I can pass on to junior staff.	1 week
Increase diversity in retail workforce	1. Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours. 2. By hiring a diverse range of individuals we able to provides employees to mingle and understand each other’s different characteristic.	2 months

Best Regards,

Sam Charupalli

Contingency plans for organisational strategies

Strategy 1: Attract and retain a capable skilled workforce

Objective:

• Employ professionals who create success and increase consumer scale.
• Provide future employees with great starting incentives and promised future rewards upon performance.

Problems:

In retail industry, the companies have to attract some specific group of consumers in order to develop their business. In order to do so, they try to recruit efficient as well as experienced employees in their companies. However, in this process, some obstacles are found. First of all, many companies are unable to select the most efficient workers for their companies. It can be happened due to the lack of the experience of the members of the recruitment board. Lacking in the selection of the perfect employees is effective for the development of  a company (Vance and Paik, 2015, p.214). On the other hand, employees are not always satisfied with the salary proposed by the companies. Therefore, they are not attracted and consequently, the company loses an efficient worker. Some companies refuse to increase the basic salary of their employees even if they deserve it. Therefore, the efficient workers use to leave the job if they get  better opportunities.

Current workforce requirements for CA City Retail Group

Solution:

Problems arousing at the grass level regarding the primary satisfaction of the employees create many obstacles in the development of the company. Therefore, these problems should be eradicated. In order to eradicate the problems regarding the attraction of the workforce, the companies should offer attractive schemes and opportunities for them. However, the managing committee of the CA retail group should be aware of the selection of the appropriate employees. In this regard, the members of the recruitment board must be experienced enough in this particular field. In the same way, the efficient employees should be satisfied with good salaries so that they want to serve their best for the company. If the employees are not satisfied with salaries, they will search for another better scope (Espinoza and Ukleja, 2016, p.133). The company should also offer special remunerations and rewards for an excellent performer in order to create a difference between a more efficient and a less efficient worker. This remuneration will serve as an attraction for all the employees and consequently, they wish to do their best for the company that will make benefitted the company.

Objective:

• To develop the leadership abilities and potential of our growing team.
• To continually learn and adopt current best practices so I can pass on to junior staff.

Problem:

In order to develop the leadership abilities of the workers, the  CA retail group want to adopt some strategies. Sometimes, these strategies create a bad effect on the sentiments of the workers. The most significant problem that arouses regarding leadership is the selection of the leaders from all the workers. There are preferences of the employees on selection of the leaders. Therefore, all the employees do not agree with the final selection of the leader. Therefore, employees are divided into separate groups as per their choices. These divisions of the employees affect the development of the company (Nica, 2013, p.179). On the other hand, strategies adopted by the management of the company cannot always satisfy all of the employees. Therefore, they become different in their opinions. Different opinions from different employees on the same issue sometimes act on the company to take a wrong decision. This not only affects in the further improvement of the company, but also it creates difficulties in the employee’s career upliftment.

Solution:

Problems regarding the employee’s abilities have many evil effects on the activities of the company. Therefore, these problems must be uprooted. In order to erase the difficulties regarding leadership of the efficient employees, some useful strategies should be adopted. First of all, the managing committee of the company should implement democratic system in the employee management. There should be fair election system in the selection of a leader. Even, the selected leaders should be altered after certain period of times. Therefore, the company will quite be able to satisfy the majority of its employees (Podsiadlowski et al. 2013, p.159). However, these leaders must be efficient to lead an entire team. In this regard, it must be said that the main concern of the company must not be only to satisfy the employees. They should also be aware of the company’s benefit. Along with the leaders, the strategies of the company should also be evaluated after certain duration. Therefore, implementation of new strategies will encourage the employees to utilise those for the development of the company.

Key Operational objectives for CA City Retail Group

Objective

• Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours.
• By hiring a diverse range of individuals we able to provides employees to mingle and understand each other’s different characteristic.

Problem:

There are different employees in a company coming from different parts of the society as well as from different religious views. Therefore, this religious, racial and standard differences create several obstacles in the fluency of the employee’s activities. It is sometimes observed that a worker coming from comparatively minor race is treated badly by some other superior races even if that person is more efficient than others in his professional sector (Bogaert et al. 2013, p.1717). This difference gives birth to employee’s dissatisfaction. Sometimes, due to this practise, companies are compelled to lose an efficient worker. On the other hand, in some companies, superior authorities force upon their subordinate employees to do a particular task which is difficult for that allotted person. This forcing attitude serves as the obstacles in the betterment of the company. Similarly, people of different characteristics are sometime unable to realize other’s sentiments and emotions in the same company. This generates a sense of dissatisfaction in the affected person.

Solution:

Employee dissatisfaction is harmful for the development of any company. As the entire development structure of a company is based upon the services provided by the employees, the primary satisfaction of the employees is very important. The managing committee of a company should be stiff in order to eradicate all the difficulties regarding employee dissatisfaction. The higher authority should be aware of the fact that there will be no racial hierarchy inside the company. All the employees should be treated in equal way irrespective of their religions and social standards (Goldhaber and Theobald, 2013, p.494). They should regulate specific rules and regulations in this respect. The management should be concern if there is no bullying behaviours from the higher authority to the subordinate authorities. On the other hand, perfect collaboration among the employees of the company will naturally decrease the class separation among the workers. In order to create that collaboration and understanding, frequent get together should be arranged by the company so that the employees can exchange their opinions with one another in a free mind. Therefore, both the company as well as the employees will be benefitted.

Objective	Actions	Responsibility	Date Due
·         Employ professionals who create success and increase consumer scale	·         the companies should offer attractive schemes and opportunities for the employees	the company has the responsibility to ensure this strategy	2 months
Provide future employees with great starting incentives and promised future rewards upon performance	company should offer special remunerations and rewards for an excellent performer	Remunerations should be arranged by7 the company for the employees	15 days
·         To develop the leadership abilities and potential of our growing team	frequent get together should be arranged by the company so that the employees can exchange their opinions with one another in a free mind	The employees should maintain get together programme	2 weeks
·         To continually learn and adopt current best practices so I can pass on to junior staff	All the employees should be treated in equal way irrespective of their religions and social standards	Employees should not develop any class division	3 months
·         Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours	the managing committee of the company should implement democratic system in the employee management	The management committee should develop democratic system.	1 month
·         By hiring a diverse range of individuals we able to provides employees to mingle and understand each other’s different characteristic	leaders must be efficient to lead an entire team

Succession planning

Figure: Succession Planning flowchart

(Source: As created by the researcher)

Employee Satisfaction Survey

	Strongly     Agree	Somewhat     Agree	Neither     Agree     or     Disagree	Somewhat                             Agree	Strongly     Agree
Are you satisfied with the strategy implemented by the company?
Would you like to see any change?
Does the company conduct performance appraisal?

Employer of Choice programs:

In order to ensure oneself as an employee of choice in the future, some programmes can be arranged. There are two programmes that the individual should follow two as an employer. These programmes include arranging an open interview programme so that there will be no confusion about the selection of the employees (Phillips and Gully, 2015, p.115). Another programme that can be mentioned in this regard is to follow a discussion strategy where all the employees can participate. Therefore, as an employer, the individual will be successful to make a way for the company’s future development.

Current staff turnover position and organisational impact

Proposed workforce strategies:

The company for the organisational improvement has developed some specific workforce strategies. These strategies include treating all the employees in the equal way irrespective their class, gender, age culture or religious beliefs. On the other hand, the company has been trying to create a safe working environment for its employees. Another effective concern of the company is to provide several development as well as promotional strategies for the employees. The recruitment of the new employees will also be continued after a certain lapse of time (Ogbo et al. 2013, p.231). These strategies are effective in the future activities of the company.

Monitoring on the activities of labour supply is very significant for all companies. It is the responsibility of the Human Resource Department to monitor as well as make a review of the observation and produce a report to the higher authority. Through this process, the entire activities of the male as well as women employees can be evaluated. On the other hand, the employees, consultants and contractors have the responsibility to maintain all the policies developed by the management of the company (Martín Alcázar et al. 2013, p.40). All the people associated with this company are liable to maintain some specific acts such as Age Discrimination Act, Racial Discrimination Act, Sex Discrimination Act, Disability Discrimination Act as well as Human Rights and Equal Opportunity Commission Act. These acts can serve as the beneficial in the future activities of the company.

Change to trading hours:

The working will be done daily instead of weakly

Employees will be selected based on same parameters

Quality and education will work as the only measurement

The workforce will need to work in a team and have to use good interpersonal relationship among them

Workforce planning evaluation:

Employee meetings	It will help in understanding their effectiveness of working in a team
Feedback	Taking direct feedback from every employee regarding the changes in the workforce planning might be helpful in the evaluation process
Survey	Conducting a survey will be an effective method
Scrutinizing organisational performance	After the implementation of service, if the organisational performance is improved, then it can be said that the new plan is successful

Reference list:

Espinoza, C. and Ukleja, M., 2016. Managing the Millennials: Discover the core competencies for managing today’s workforce. John Wiley & Sons.

Phillips, J.M. and Gully, S.M., 2015. Strategic staffing. Pearson.

Vance, C.M. and Paik, Y., 2015. Managing a global workforce. Routledge.

Bogaert, P., Clarke, S., Willems, R. and Mondelaers, M., 2013. Staff engagement as a target for managing work environments in psychiatric hospitals: implications for workforce stability and quality of care. Journal of Clinical Nursing, 22(11-12), pp.1717-1728.

Goldhaber, D. and Theobald, R., 2013. Managing the teacher workforce in austere times: The determinants and implications of teacher layoffs.Education, 8(4), pp.494-527.

Martín Alcázar, F., Miguel Romero Fernández, P. and Sánchez Gardey, G., 2013. Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), pp.39-49.

Nica, E., 2013. Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), p.179.

Ogbo, A.I., Anthony, K.A. and Ukpere, W.I., 2014. The Effect of Workforce Diversity on Organizational Performance of Selected Firms in Nigeria.Mediterranean Journal of Social Sciences, 5(10), p.231.

Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37(2), pp.159-175.