Workforce Planning For BizOps Enterprises

Key Issues Faced by BizOps

To

Mr. X

Senior Manager, BizOps Enterprises

Dear Sir,

This is to inform you that the Bizops organization is currently facing several issues associated with its staffing. The purpose of this report is to summaries the key issues faced by the organization with statistical evidence collected from feedback sessions and surveys. In the following section the key issues faced by BizOps has been pointed out:

1. The company is currently suffering from high staff attrition. The staff retention period has decreased from 5.2 year to 3.8 years.
2. There prevails lack of training facilities as a result of which 31 percent staff feels that they lacks skills to handle technological changes. The major discrepancies have been detected in the retail outlet including the computerized sale systems.
3. Wage cost has got enhanced by 23 percent across all departments. As a result the full time staffing has been reduced to achieve lower operational cost in payroll.
4. The skill index of labours has got decreased by 20 percent due to lack of recruitment of skilled candidate in past three years. The lack of professional training underachieved recruitment criteria have been found as the major reasons behind this situation.
5. About 9 percent of the staffs are married or single parents as a result of which the number of unpaid leaves are high
6. Since 48 percent of the workers of the company rely on public transport that makes 15 percent of them to start late at work for to unscheduled delay of public transports.
7. About 27 percent of workers are more than 60 years old causing significant declination in productivity and efficiency where the workforce is lacking job performance by 14% from past three years due to the casual to full time staff ratio
8. The company suffers from staff shortage during annual holidays which are the major period in a year for making huge amount profit from high selling unites, causing significant amount of loss
9. About 41 percent of the staff performance appraisal were not completed in the last years and 23 percent of staffs are searching for jobs outside Bizops which indicate high staff attrition in the future.

It will be highly expected that as per the above discussed factors and key declining issues faced by the company, the authority and the management will take necessary steps to protect the organisation from further deficiencies.

A review of the existing organizational policies, goals and objectives

One of the major misalignment that has been noticed between the recruitment policy and the action taken by the management includes in spite of the fact recruitment is supposed to take place on the basis of skills of the candidate, several inefficient candidates has been recruited by the organization. Secondly, while all the employees are liable of availing training programs in order to enhance their skills, employees are not provided with adequate training which in turn reduces their job satisfaction, confidence and work efficiency.

Considered approaches to address workforce demographic issues, staff succession and Employee morale

In order to resolve the issue associated with staff dissatisfaction and attrition, meeting should be conducted with  employees of every department so that face to face discussion abut the issues faced by the employees can be noted down. Secondly, in order to understand the issues faced by the managers in order to manage the staffs, a meeting with operational managers, assistant operational manager, team leaders and the HR manager. In this meeting, the issues faced by the workers which is resulting massive employee attrition and dissatisfaction will be discussed.

Objectives for workforce diversity consistent with BizOps’s policies, community expectations and legislative requirements

1. Since the financial incentives of the employers are increased for providing training to the new employers, the  management of Bizops organization needs to invest a good amount of money in order to educate people about the importance of workplace diversity and provide the workers with training in order to develop respect for the culture of their co-workers.
2. Considering the fact the unemployment rate in the community is 6.1 percent, the organization must recruit employees from the community and enhance their efficiency by providing them with effective training sessions.

Considered approaches to sourcing skilled labour

1. In order to recruit skilled labor , firstly, all the HR personnel should be provided with effective training so that they can select the best candidate from a group of employees. The induction session for the new employees can be comprised with on job training session that will enable the newcomers to get habituated with the working process and principles
2. In order to enhance the pool of the employees, both offline as well as online advertisement should be conducted. At the same time, third party HR company can be appointed for reducing the forecasting, recruiting and training burdens.
3. The advertisement posted for recruitment purpose needs to be posses high clarity and should be informative so that skilled candidates can effectively apply for the job position. Apart from that, the specific motion about required qualification and experiences can narrow the volume of the candidate while increasing their potentiality to be selected.
4. Finally, the management should conduct a macro environment analysis to understand the amount of remuneration provided to the employees by the competitor organizations. Keeping their alary a little higher than its competitor will eventually attract more employees to the mentioned organization.

Targets and objectives to allow the organization to fulfil its workforce requirements

1. To minimize conflict associated with diversity among the work force through imposing various policies and code of conducts.
2. To enhance work satisfaction of the employees by implementing several empowerment process including Cooperative workforce culture management, work time balance, appraisals, recognition and rewording
3. To enhance the number of employees through recruiting more casual employees specifically for the time of festivals in order to ensure stagnant increment of sells units
4. To increase the performance of the employees through appropriate training and development and effective recruitment

Workforce plan

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