Activity 1. 1. How can workforce mobilisation be used to address shortages identified when reviewing data on staff turnover? (50-75 words) 2. The organisation you work for has asked you to analyse their existing workforce to determine areas where there are excesses or shortages or requirements for ...
1) How can workforce mobilization be used to address shortages identified when
reviewing data on staff turnover? (50-75)
The workforce mobilizations can identify where in the company they are having too many staff
and where the lack of them is. From this information, they are able to mobilize the right people
and move them around to meet the needs of the organisation. Moving people around should be
based on matching individual skills with organisational needs.
2) The organisation you work for has asked you to analyse their existing workforce to
determine areas where there are excesses or shortages or requirements for mobilization.
How would you do this? Explain (75-125)
I would do an audit of current labour supply. This type of audit provides information about the
number, characteristics, jobs, skills and abilities of employees in the organisation. Also, these
audits inform where each staff is allocated. After that, I would analyse the peak times and how
much job they are doing, how long they have been working, which place they are doing overtime
and where it is quite. All this information will not only show me where we have excesses and
shortages, but also which employees I can move to bring the best result to the organisation, keep
them motivated and send the right people that is able to do the job.
3) You have analyzed the existing workforce of a catering organisation to determine
areas where there are excesses or shortages. You have found that the organisation has a
shortage of food preparation staff and an excess of serving staff. What would you do to
address these excesses and shortages? Provide at least five examples
Talk to the serving staff: Would ask them if any of them are keen on going to learn more
about food preparation, but would be clear that some of them will have to go anyway, but
knowing who is more interested is better for the organisation as they will be listened and
motivated
Provide a training about food preparation for all the serving staff: As they are excess, I
would want all of them ready to help in the kitchen when needed
Job rotation: Make everyone work for a while in the food preparation, they all would be
prepared when a last minute position is needed and they will be able to see which place they like
most
Reduce shifts for serving staff: Reduce the number of shifts for the serving staff and hire
casuals to help with the food preparation
, Provide a bonus to the ones who would be interested in moving: Sometimes is difficult to
find people to leave their comfort zone to do something they do not know anything about, one
option would be provide a price for the ones keen to develop.
Activity 2
1) Name three sources you would use to research and review current and predicted
external labour supply data, and demographic and economic data, to forecast human
resources supply. What type of information do these sources provide? Why do you think
these sources would provide a valuable source of information? (100-120).
a) Aurora Bureau of Statistics (ABS): It provides to the organisation the statistical
information that will help them to make informed workforce planning decisions. They can
provide information relating to the nation, states and territories and local government areas.
b) Industry groups: Can provide information about labour issues in specific industries.
Samples of external data supplied by industry groups, relating to labour and skills shortages.
c) Competitors Annual Reports: Learn about your competitors is very important to the
development of the organisation and understand what needs to be improved or kept to have
advantage through the competitors
2) You have been asked to review your organisation’s staff budgets as it is a factor that
may affect workforce supply. What 14 things would you include in your calculations?
Current employees’ salaries
Salaries of future employee
Any salary increases that will occur in the budget period
Any bonuses that will be paid in the budget period
Taxes
The cost of worker’s compensation insurance
Superannuation costs
The cost of training
The cost of recruitment
The cost of any long service leave that will be taken in the budget period
The cost of holiday leave loading
The cost of sick leave
The cost of replacing staff on leave
Overtime payments
3) When calculating staff budgets, which method would you use? Why? (100-150)
,I would use the Job Position / Salary Grade type. The reason why I would use this one is because
it is simpler than the one by employees as it is calculated by the average salary and they consider
that as soon as a person leaves the company, another one is going to be in place. Despite the fact
that they are not 100% accurate, they can provide to the company a long-term possibility to
analyse how the business is going and their risks, as they can predict that the money budgeted is
going to be “always” the same. Also, I wouldn’t have to update it every time as I consider is
dangerous and more likeable to have mistaken.
Activity 3
1) By law, what are organizations’ required to do or not do in relation to diversity of
their workforce? (100-150)
The organisation must make sure that they are meeting legal obligations under the Equal
Employment Opportunity legislation, which is based on the principle of merit applied fairly in
the workplace. This process involves identifying and eliminating any discriminatory barriers that
cause inequality in the employment of any person or group of person. Under this legislation, it is
unlawful to discriminate against an employee or job applicant on the basis of their
characteristics, such as gender, sexual preference, gender identity, age, religion, race, color,
physical or mental disability, marital status, family and career responsibilities, pregnancy,
breastfeeding, national origin, social origin, political belief/activity, personal association,
industrial activity or physical features.
2) Identify five advantages of having a diverse workforce. Do not limit your responses
to those ideas listed in the text
Most organisations customers and clients come from diverse backgrounds
Able to provide target and specialized services to customers
Served by employees who speak the customer’s native language
Each culture has a different way to work and do their jobs, a diverse workforce would
help to get the best of each and create a great team
Reduce taboos about cultures stereotypes
3) Your organisation develops websites and online marketing tools for small business.
The organisation does not have a particularly diverse workforce. In particular, the
organisation does not tend to recruit older workers. This is because management feels that
older workers will not have the technology skills needed to carry out work, even when they
, have qualifications in the field. What would you tell them about the need for and benefits of
a diverse workforce? (150-200)
I would say that even though the older workers does not have much technology skills, they have
more experience than the young ones and could teach them a lot of things that would be
beneficial to the company, at the same time, they would be teaching them about technology.
Having a diverse workforce is not only about work, but also life experience. The older ones can
help the Youngers to be mature, how to deal with difficult customers, what they should say or do
depending on the situation they are in, and those learnings would be taken also to their personal
lives and would help them in the university or personal relationships.
Every learning is beneficial to an organisation and everyone must be open and flexible to the
diversity that they may face.
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