Unit of competency Outline

Date retreived
23/07/2026 1:12 PM AWST

Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.

Manage workforce planning

Manage workforce planning

Unit of competency
National Code
BSBHRM504A
State Code
D0737
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
10/03/2009
View on TGA
State Implementation and Classification
Approved Date
07/10/2014
Field of Education
080303 - Human Resource Management
Original Release Date
07/10/2014
Nominal Hours
60
Description
This unit describes the performance outcomes, skills and knowledge required to plan workforce strategies to achieve organisational goals and objectives.It includes aligning workforce objectives with business plans, analysing labour market trends and predictions, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Assess supply and demand
  • 1.1. Review business plans to determine predicted areas of organisational growth and downsizing and associated labour requirements
  • 1.2. Analyse existing workforce to determine areas where there are excesses or shortages
  • 1.3. Review organisational requirements for diversity in the workforce
  • 1.4. Analyse current workforce's capacity to meet current and predicted demands for business goods and services
  • 1.5. Consider existing organisational structure and its strengths and shortcomings in relation to foreseeable changes
  • 1.6. Research and review current and predicted external labour supply data, and demographic and economic data, to forecast human resources supply
  • 1.7. Review staffing budgets to predict cost of workforce changes
2. Develop workforce objectives and strategies
  • 2.1. Establish objectives for the modification to or retention of the workforce
  • 2.2. Define objectives to address areas with unacceptably high staff turnover
  • 2.3. Define objectives to retain required skilled labour
  • 2.4. Define strategies to source skilled labour
  • 2.5. Communicate objectives and rationale to relevant stakeholders
  • 2.6. Obtain agreement and endorsement for objectives and establish targets
  • 2.7. Develop contingency plans to cope with extreme situations
3. Implement initiatives to support workforce planning objectives
  • 3.1. Implement action to support agreed objectives for recruitment, training, redeployment and redundancy
  • 3.2. Develop and implement strategies to assist workforce to deal with organisational change
  • 3.3. Implement succession planning system to ensure desirable workers are developed and retained
  • 3.4. Implement programs to ensure workplace is an employer of choice
4. Monitor and evaluate workforce trends
  • 4.1. Review workforce plan against patterns in exiting employee and workforce changes
  • 4.2. Monitor labour supply trends for areas of over- or under-supply in the external environment
  • 4.3. Monitor effects of labour trends on demand for labour
  • 4.4. Survey organisational climate to gauge worker satisfaction
  • 4.5. Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends or incidents
  • 4.6. Regularly review government policy on labour demand and supply
  • 4.7. Evaluate effectiveness of change processes against agreed objectives
strategic or operational plans

age
cultural or linguistic background
gender
race
religious beliefs
sexuality

ABS statistics
data on numbers of graduates or places in universities or the vocational education and training system
information from industry journals or professional associations
research reports

becoming an employer of choice
specific objectives for the organisation on recruitment, training, redeployment and redundancy
triple bottom line

processes that ensure that preferred staff will stay with the organisation

employee opinion surveys
employee satisfaction surveys
systems for checking how staff perceive the organisation and its functioning

Overview of assessment
Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

development of a workforce plan which includes relevant research and specific strategies to ensure access to a skilled workforce
knowledge of labour demand and supply relevant to the specific industry or skill requirements for the organisation.

Context of and specific resources for assessment

Assessment must ensure:

access to appropriate documentation and resources normally used in the workplace.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

assessment of written reports on labour supply trends and strategies to access and retain labour with required skills
direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate
review of documentation outlining agreed objectives for the modification to or retention of the workforce and how these objectives were communicated to senior management
review of strategies implemented to assist the workforce to deal with organisational change
evaluation of implementation of succession planning system
review of the results of the organisational climate survey
oral or written questioning to assess knowledge of industrial relations relevant to the specific industry.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

other units from the Diploma of Human Resource Management.

Replaced By
State Code National Code Title Type
WG087 BSBHRM513A Manage workforce planning Unit of competency