CMI 512 Assignment Example

Every organisation needs skilled people with the right behaviours to help them reach their goals. In competitive settings, finding the right people for the right roles at the right time remains challenging.

Assessment Questions

LO1 Understand the rationale for workforce planning

AC 1.1 Analyse the rationale for workforce planning within organisations

Example

Organisations need to plan for future workforce needs for several reasons, including:

• Ensuring they have the right skills and talent to meet business goals
• Adapting to changes in the economy
• Keeping up with advancements in technology
• Addressing demographic shifts, like an ageing population

To build an effective workforce strategy, organisations must be aware of these factors.

AC 1.2 Assess challenges which influence workforce planning

Example

Workforce planning faces several challenges, including:

• Economic changes – Shifts in the economy can affect demand for certain skills. For instance, in a downturn, demand for luxury goods may drop, reducing the need for skilled roles like designers and marketers.
• Technological changes – New technologies, like AI and robotics, can change the skills needed for jobs. Some tasks previously done by people may no longer require human workers, reducing demand for roles like manual labourers.
• Demographic factors – An ageing population can impact workforce availability. For example, as the population ages, there may be fewer people to fill physically demanding roles in fields like construction and healthcare.

LO2 Understand the principles and practices of workforce planning

AC 2.1 Evaluate the use of theoretical models in workforce planning

Example

Several theoretical models can be used in workforce planning, including:

• Demand-supply model – This model forecasts future labour demand and supply, helping to spot any imbalances between them.
• Business case model – This model evaluates the costs and benefits of workforce planning, providing justification for decision-makers.
• Skills gap model – This model compares the skills needed for certain jobs with the skills available, highlighting any gaps.

AC 2.2 Examine the use of data and information to determine human resource need

Example

Various data sources can help determine human resource needs, including:

• Organisational data – Information on the current workforce, such as skills and experience levels.
• External data – Information from sources like the labour market and government statistics.

AC 2.3 Examine the impact of organisational objectives on flexible employment practices

Example

An organisation’s goal is to provide goods or services that meet customer needs. To do this, it needs the right mix of skilled and knowledgeable people. One way to achieve this is through flexible employment practices, which help attract and keep talent by offering various work options that suit employees’ needs. For example, some may prefer part-time or contract work, while others may want to work remotely. Offering these options helps the organisation widen its talent pool and better reach its goals.

Flexible work practices can also boost productivity. For instance, remote workers may get more uninterrupted work time and avoid long commutes, allowing them to complete tasks more efficiently. Flexible arrangements can also reduce absenteeism and turnover, as employees are often happier with a balanced work-life setup. Overall, organisational goals play a key role in shaping flexible employment practices.

AC 2.4 Develop a workforce plan to meet organisational objectives

Example

Organisations reach their goals by planning, developing, and managing their workforce. A good workforce plan outlines the steps needed to find, attract, develop, and keep the employees who support organisational goals.

To create an effective workforce plan, organisations first need to understand their current and future workforce needs. They should also assess the skills and experience of their current employees to see how well these align with their objectives.

With this knowledge, organisations can create a plan that details the actions required to identify, attract, develop, and retain the talent they need. By taking a strategic, long-term approach to workforce planning, they can ensure they have the right people in place to achieve their goals.

Must Read:

• CMI 512 Workforce Planning