Planning & Strategic Management: Strategic Planning of human capital management:: Delphi Technique in Hospitality Industry

Question??

Find an example of a strategic plan. This might be the strategic plan of the organization you work for. You can also find examples of strategic plans on the internet. 
Review the business plans to determine predicted areas of organizational growth and downsizing and associated labor requirements. How will these areas of growth and downsizing affect workforce planning? Negotiate a method of submitting the example to your assessor (e.g. by mail/fax).

Solution the question frame is::

            Strategic planning is considered to the most important aspect of human capital management. The planning process ensures that an organisation has right man, at right place, at right place. The Strategic planning is done for a particular period of time and it has a direct impact upon the availability of workforce at workplace. The higher degree of deviation from the plan can adversely affect the growth of an organisation. In case of surplus, the organisation has to spend the money on their salary and other benefits, whereas in case of shortage organisation may have to lose some potential opportunities of growth (Bratton and Gold 2001).

Question??

Consider this scenario. You have analyzed the existing workforce of Jay Jays Catering to determine areas where there are excesses or shortages. You have found that the organization has a shortage of food preparation staff and an excess of serving staff. What would you do to address these excesses and shortages?

Solution ::

In order to solve the problem of shortage in food preparation staffs, the company should recruit additional workforce. In addition to this, the serving staffs can be given training and could be transferred into food preparation department through inter-departmental transfer process. This strategy would not only be valuable for matching the required workforce for both the department but it would also be beneficial in reducing the recruitment and selection cost for Jay Jays catering. On the other hand, the excess of serving staffs can be handled with promotion, transfer and inter-organisational transfer to the department of food preparation to serving department.

Question??

(1) Write a diversity policy that supports an organization’s requirements for diversity in the workforce.

(2) Identify six strategies with the potential to attract and recruit more Indigenous Australians to help organizations to attract a diverse workforce. You might need to carry out your own research to complete this activity.

Solution ::

1. We believe that workforce diversity is an essential component of workforce culture. We make every possible attempt for creating a culture where every associate feels valued and respected.  We respect the cultural background of each of our employee and ensure that they work in a team at workplace and attain the goal of sustainable development.
2. These six strategies are

• Promoting cross-cultural employee engagement activities
• Communicating the importance of cultural background at workplace
• Providing exposure to different culture
• Addressing the prejudices about different culture
• Promoting teamwork at workplace
• Implementing word-class-employment practices which ensures non-discrimination at workplace among associates

Question??

How would you analyze current workforce’s capacity to meet current and predicted demands for business goods and services? Why do you think your chosen technique/s would be effective in analyzing the current workforce’s capacity to meet current and predicted demands for business goods and services?

Solution

The workforce planning could be a potential source for analysing the capacity of current workforce in meeting the current and future demand of goods and services. This planning can be done with the help of a number of techniques including trend analysis method, ratio analysis method, Delphi method, etc. The Delphi technique is considered as one of the most important method of determining the needs of workforce in an organisation. The workforce planning ensures that an organisation has right, man at right place, at right time. It also ensures that there is neither shortage nor surplus of the employees at a given point of time (Bratton and Gold 2001).

Question??

How would you structure an organization so that it was able to deal with foreseeable changes? You do not need to limit your ideas to those presented in the text. What are the strengths and shortcomings of this type of structure?

Solution

It would be wise to develop a cross-functional organisation structure for an orgnisation which is looking forward to responding the foreseeable changes. This structure enables an organisation to understand the impact of changes upon different functional departments and at the same time the structure ensures a high degree of innovation and creativity among the associates. In addition to this, it also promotes teamwork and co-operation at workplace which are perceived as a major determinant of success in this competitive business environment.  This structure requires a high level of participation among the associates; else it can be a counterproductive strategy to implement it in an organisation which has high respect for chain of command.

Question

Name three sources you would use to research and review current and predicted external labor 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?

Solution

The three sources of data collection regarding supply of labour can be identified as government agencies, employment exchange and online sources. It is worth noticing here that each of these sources has its own importance and can be taken into account while analysing the level of supply for short and long term objectives. These sources provide information regarding the availability of workforce and their qualifications, experiences, areas of interest etc. The data from these sources can be used for workforce planning and can guide an organisation on determine the gap between demand and supply of workforce within a particular point of time.

Question??

Choose an organization for the purposes of this activity. This might be an organization you work for, an organization you have worked for in the past or an organization you will contact solely for the basis of this activity. 
How does your chosen organization review staffing budgets to predict cost of workforce changes? Do you think this is an effective method of reviewing staff budgets? Why? Why no

Solution

The ROI (Return on Investment) method is taken into account for reviewing the staffing budget in the organisation to which I am familiar with. The method provides in-depth and adequate information regarding the level of expenditure upon the allocated budget. As per my understanding, it is a significant method to review the budget, as it does not only present a quantitative picture of the expenditure but also provides justification against the feasibility of the allocated budget to the workforce. One of the limitations of this method can be identified as its inability to judge the contribution made by each employees and value addition to the organisations.

Question??

What methods would you use to achieve the modification to or retention of the workforce? Choose one method for the modification of the workforce and one method for the retention of the workforce. Do not limit your ideas to those outlined in the text. Why do you think these methods would be effective in modifying or retaining the workforce?

Solution 

            The one method of modification of workforce can be identified as trend analysis. The trend of an organisation can be analysed through available data and it can be spotted that how the demand and supply curve have shown the changes over the years. In order to retain the employees of an organisation the method of career-path can be used. This method does not only ensures that an organisation is concerned about the development of its workforce but it also ensures that each employee of the organisation are contributing to the success of organisation and developing their existing level of knowledge and skills.

Activity 9

     Consider this scenario. You work for a hotel. In the past year, 35% of the hotel’s employees have left the organization. The organization deems this level of turnover to be unacceptable. You have conducted exit interviews with these employees. 
The reasons employees have cited for leaving the organization include:

◦                  more pay

◦                  better career opportunities/ restricted opportunities for advancement

◦                  lack of challenge

◦                  negative relationships with supervisors, managers

◦                  overloading employees

◦                  incidents of discrimination

◦                  health and safety issues

◦                  poor job security

                        How would you address unacceptably high staff turnover rates with these reasons in mind? Provide a detailed explanation of what you would do to address each issue.

Solution

The above mentioned issues can be addressed with a series of progressive and positive steps including restructuring the pay scale and introducing the concept of career path. In addition to this the process of job enrichment and job enlargement would help in making the job challenging and satisfactory. Further, anti-discriminatory practice should be implemented at workplace and employees should be assured that their employment is secure with orgnisation and in case of irrational termination; employees have every right to raise their voice against the issues. The problem of over workload can be addressed through recruiting additional workforce, and promoting, transferring and training of existing employees.

Question

What one strategy would you implement to retain required skilled labor? You do not have to limit your ideas to those provided in the text. You might have your own ideas as to how organizations can retain skilled labor. Why do you think your chosen strategy is most important or would be most effective in retaining skilled labor?

Solution

            It has been found through many of researches that dissatisfaction with existing reward and recognition system is one the primary reasons of turnover. To address this problem I would design a ‘performance based’ reward and recognition system which would evaluate the contribution on employees the basis of ‘distinguished service’ rather that longevity of the service. This strategy can significantly reduce the ration of turnover in an organisation, as reward and recognition system are closely associated with the Maslow’s need of hierarchy. The strategy can be a potential source of retaining the skilled workforce in this competitive business environment.

Question

Complete the table, outlining the advantages or disadvantages of the different methods that can be used to source skilled labor. If you had to source skilled labor, which recruitment method would you use? Why?

Solution

Question??

Consider this scenario. You work for a hospital. Previously, specific nurses were given all weekend shifts. Feedback gathered from other nurses has revealed that all nurses would like the opportunity to work weekends when greater shift penalties are paid. The organization has decided that from now on weekend shifts will be distributed equally amongst all nurses. Write a memo to be distributed to all the nurses that work for the hospital communicating objectives and rationale of the changes to relevant stakeholders.

Solution::

Dear Nurses

            This is for the kind information of all the nurses that the organisation has decided to distribute the weekend shifts amongst all of them. This decision has been taken with regard to the best interest of the employees and the organisation. The objective of this decision is to inculcate a sense of equality among the employees, as till the time the weekend shift was only available for the specific nurses. In addition to this, the nurses who work on weekends would be compensated through monetary benefits.

            We hope your cooperation with this decision of organisation, and believe that we are going to deliver the best medical facilities on weekends.

Question??

Consider this scenario. Your organization has decided that employers will no longer give employees roistered days off to compensate them for working overtime. Instead, employees will now be paid for any overtime they complete. What would you say to obtain agreement and endorsement for these changes? You should provide a transcript of a five minute speech that you would give to employees outlining the objectives of this change. You need to show that you have considered objections to or barriers to employee endorsement of this change.

Solution

We would like to apprise to all the employees of our organisation that management has decided to make payment for any kind of overtime, rather than giving a one day off for the same. This decision has been taken after a due consideration of several issues including, availability of the employees, impact upon productivity, the morale and motivation level of employees, etc. The objective of this decision is to create a win-win situation for both the parties and to promote the right of employees at workplace.

We believe that this decision is consistent with your expectations regarding the policy of overtime and compensation measures and you would coordinate with the management.

Question

Develop a contingency plan to cope with the extreme situation of a large number of employees going on strike without notice.

Solution

            In order to deal with this kind of situation, the management should have strategic planning that can mitigate the impact of these strikes upon the organisational functioning. The temporary workers can be used for the purpose of keep conducting the essential business activities. The company can also consult with those agencies which provide workforce on temporary basis. In addition to this an organisation can also build strategic partnership with other firms to respond some key issues while a major strike without notice, it may include supporting the supply of goods or services to the consumers. Although the exact requirements cannot be match but still these steps could be of great help in the crisis.

Question

Create an implementation plan that can be put into action to support agreed objectives for recruitment, training, redeployment or redundancy. You might create an implementation plan that could be put into action to recruit sales staff to sell a new product line for the organization you work for. 
You might create an implementation plan to train staff in the use of a new computer system. You might create an implementation plan to redeploy staff from a department that is closing into other departments in the organization. You might create an implementation plan that could be implemented when a large number of staff are to be made redundant.

Solution

            An implementation plan regarding recruitment, selection and training of employees who are being redeployed from the department which is going to be closed, can be done after a detailed analysis of job analysis. The first step towards recruiting them deals with workforce planning. The process determines how many of employees are required and with what skills. After this analysis the candidates’ Knowledge, Skills, Attitude, and other characteristics (KSAOs) should be evaluated against the specification of job. The training should be provided to these employees after identifying the need and areas of training and analysing the nature of the job to be performed.

MH16

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