Assessment - Manage Workforce Planning BSBHRM513Task 1by: Nadine KriebelDate: 15/11/2017Workforce planing report for JKL IndustriesThis report will investigate the future prospective and needs of the staff to improve a better work culture and to handle to upcoming expand of the company.“JKL Industries is an Australian owned company selling forklifts, small trucks and spare parts to industry. We deliver value to customers and investors through our highly trained, motivated, and expert workforce. JKL Industries believes in developing and unlocking the potential of its people to allow the company to become the leading supplier of forklifts, small, medium and large trucks in Australia. Company values are; Performance excellence, Value for investors, customers and employees, Personal and professional development, Diversity and Sustainability. Our strategic objectives are Increase overall profitability by 10% over next three years. HR partners with businessto help business achieve financial goals. JKL will continue to sell and service forklifts and expand their market share by 7% within the next 12–18 months. HR partners with business to help businessmeet customer needs. Provide required training to meet workforce needs, Recruit, Become an Employer of Choice, Manage performance and adherence to organisational values and monitor performance in all areas of strategy and operational efficiency.”The organisation is currently using a HR business partner model with a human resources officer aligned to each of the three key business areas: sales, fleet rentals, and service. The Managing Director reports to a Board of Directors and is based in the Sydney head office, along with the Operations Manager, HR Department and the Finance and Administration team. The HR Manager reports to the Operations Manager and heads up the HR centres of excellence that include recruitment, learning and development, and employee relations and services. At each of the state-based sites there is a branch office consisting of an office building, warehouse, service department and sales office. The HR officers (Business Partners) report to both the HR Manager at head office and their respective managers in the branches.1. Current situation:Reasons for staff leaving according to the source:–retirement–other opportunities –lack of opportunity–unhealthy work culture–lack of recognitionWomen in different positions- 75Aboriginal or Torres Strait Islander
- 0Projections for future workforce needs:Staff and positions needed for the period of 2016-2017PositionNumberSenior manager 4Branch manager6Line manager12Sales force102Mechanic38Turnover FY 2013–14 (29%)2. Future staff needs:FY 2014–15PositionNumberProbability of successful filling of positionSenior manager40.9Branch manager60.9Line manager120.9Sales force840.8Mechanic340.7FY 2015–16PositionNumberProbability of successful filling ofpositionSenior manager40.8Branch manager60.8Line manager120.8Sales force900.7Mechanic360.6FY 2016–17PositionNumber
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