Scope

Process

Action plan
· Example: Creation and implementation of flexible workplace policy < Human Resources will develop and implement a new Workplace Flexibility Policy and a Return to Work Guide for Working Parents >

____________________________________________________________________________

BENEFITS

Benefits for employee:
Benefits for employer:
______________________________________________________________________

Risks:
minimum 4 risks

Example:

Risk:

Mitigation strategy:
______________________________________________________________________

Costing Option

______________________________________________________________________

Measure of success

______________________________________________________________________

Reporting

< A commitment to regularly review written agreement of the flexible working arrangements in place>
______________________________________________________________________

Recommendations

Outline why you recommend telecommuting. You can support your answer by giving examples of other businesses that have successful flexible working arrangements in place.
______________________________________________________________________

References:

WORKFORCE PLAN

Workforce plan: it is the systematic identification, analysis and planning of the organisational needs in terms of people.

INTRODUCTION

You can complete this template at the beginning of the initial workforce planning process. It is a simple project plan providing all relevant people with an overview of the project.

Headings

Key points

Name of project

Owner

Responsibility

Objective

Target audience

Scope

Review timeframe and responsibility

Stakeholder engagement plan

This template is a table containing the main components of a stakeholder engagement plan.

Stakeholders

Risk

Engagement

Responsibility

Timing

Approach

Who is the potential stakeholder?

What are the risks of not engaging them?

What level of engagement is appropriate? (e.g. awareness, involvement, commitment)

Who is responsible for engaging them?

How often should you engage them? When?

How will the stakeholder be engaged?

Workforce segmentation document

You can use this template to help you define the workforce divisions within your organisation and outline the job capability requirements for each segment.

Job family

Job function

Job capability requirements

Outputs to be delivered

Essential skills, capabilities and characteristics

Role based or location based or

Roles?

Similar type of work based

Demand analysis (current and future)

Assume how much workforce is required currently and how much will be required in future. (Assume any numbers)
Based on the demand, what do you think will be profitable: recruiting full time employees or flexible workforce?
Some questions to consider while performing demand analysis:
1. What outcomes does your organisation need to deliver now and over the next one, two, three and four-plus years?
2. How will your funding change over the next one, two, three and four-plus years?
3. What does your organisation need from its workforce, in terms of numbers, skills, and capabilities, to deliver its outcomes now and over the next one, two, three and four-plus years?
4. Where and when does your workforce need to be located to deliver these outcomes?

Internal supply analysis

Workforce Profile:

Assume how many total members you have in your organisation
Out of those how many are in managerial positions and how many you think are long term.
How many are team leaders? And, how may are leaving and by when?
How many remaining employees? Out of these how many are long term and how many are eligible for promotions to replace the leaving team leaders?

Employee survey

You can use this template to survey employee opinion, experience and intentions to complement your quantitative information.
Employee survey can give more clarifications on the skills and capabilities of the internal employees to give them a fair chance for promotion if needed or for managing the changes occurring in workplace due to flexible work arrangements.

Employee survey Response

Where did you work before this agency?

What attracted you to the job?

What would make you leave?

External supply (current and future)

You can use this template to examine your workforce’s current and future external supply. Knowing the market availability of skills and capabilities that you require will be useful when you are assessing the options for closing your workforce gaps.
If you have any requirement to hire new employees, what skills are deficient in your organisation? What is the timeframe in which you will hire people with the required skills? Are there any factors stopping you or you need to consider while hiring new employees?

Skills and capabilities in demand (in

order of criticality)

Availability of supply

Supply obstacles

Employees

Current

Yr 1

Yr 2

Yr 3

Yr 4

red

r

r

yellow

green

green= skill is in high supply yellow = skill is in moderate supply = skill is low supply

Workforce gap (current and future)

Gap analysis is the process of determining what we have and what we need.

Assess current state and identify problems that are holding you back from reaching the goal.

E.g.: what roles and competencies are needed in the workforce?

Future State

Current Situation

Next Actions/Proposals

Risk and options analysis

Risk can come from two main sources:
Inside the organisation: e.g. the business strategy, inefficient processes, resources, culture, capabilities, competency, structure, leadership, finance, technological, demographic, health and well- being, diversity and inclusion, innovation.
Outside the organisation: e.g. political, economic, technological, sociological, demographic, labour market, industry trends, customers, competitors, supply chain, legislation, regulation, innovation, pandemic events.

Gaps to be addressed

Risk rating

Mitigation strategy/initiative options

Potential limitations

Success likelihood

Expected
benefit

= extreme = high = moderate = low

Action plan

You can use this template to outline your chosen strategies and initiatives (in order of priority) and the responsibilities, key performance indicators, timeline, milestones and resources requirements. You should involve line managers and HR managers in this process to ensure you develop a tangible and realistic action plan. If there are links between existing strategies and initiatives and the strategies and initiatives you identify in your action plan, you should make those responsible for implementing them aware of this, and ensure they have the tools needed to coordinate them.

Strategies and initiatives

Priority

Responsibility

Timeline

Milestones and deliverables

Budget and resource requirements

E.g.
Develop policies and procedures for flexible workforce

E.g. high

E.g. Human Resources Manager

E.g.
1 month

E.g. Policy and procedures document

E.g. 2 x Human Resources Directorate staff

= high = medium = low

Approval:
Approval will be taken from the senior management.

Reference:

PART B

Create an Employee Self-Assessment
The purpose of an Employee Self-Assessment is to assist employees and supervisors in preparing for performance evaluations. … Your self-assessment can help you to reflect on your performance over the past year and to document your accomplishments and their impact on your department.

To:

From:

Re: Request for Transition to part-time work

Date:

Dear

Kind Regards

————————–

Employee Self – ASSESSMENT REPORT

Questions

4- Strongly agree

3- Disagree

2-Agree

1- Strongly disagree

Outline Questions Asked by the Supervisor to the Employee

Recording Form
(From the discussion)

Response by: To Management:

PART C

Discuss a range of approaches and solutions to deal with the request. Provided as a report

Request

To:

From:

Re: Proposal for Flexible Work Arrangement (four-day week work arrangement)

Date:

Dear

Kind Regards

——————–

REPORT

Research different approaches and solutions

(Discuss a range of approaches and solutions to deal with the request)

PART D

To:

From:

Re:

Date:

Dear

Kind Regards

——————–

Response to the employee’s request

To:

From:

Re:

Date:

Dear

Kind Regards

——————–

OBERSERVATION CHECKLIST

Questions

NEVER

SLIGHTLY

MODERATE

ALWAYS