About West Australian Equipment

The West Australian Equipment company is one of the largest companies in Australia. The company deals with sale on forklifts, tractors, small and medium trucks. It also deals with renting and land leasing activities. The company has several branches. The company happens to get right to large and medium sized trucks from an oversea supplier. Since the rental market business does not thrive well for them, they opt to concentrate on the forklifts, tractor and truck business. This therefore needs some workforce planning process. This is report attempting to advice the Human resource manager how to about the whole process.

New department

1. New sales department for the newly introduced large trucks and medium-sized trucks sells within the company’s opened branches. the company needs new and more workforce
2. New employees that are conversant with oversee sales and marketing skills

The workforce in rental market; the company is no longer benefiting from the rental market and thereby all the employees in the rental market may be terminated, or if they have a qualification, they can be placed in other relevant areas of work. The downsizing comes with negative impacts on the employees who have been fired leaving the rest with less morale. It important that the human resource manager communicates openly and honestly to the employee giving the reason why the company has to undertake the process and in this case its due to withdraw of the rental market activities.(Mclaughlin, 2009)

Due to the situation in the company, there is a need for labour demand forecasting since its operation has changed and the operations the company was involved in, some have increased while others have reduced. It will, therefore, be of help if the human resource manager considers the qualitative method for labour demand forecasting that is based in managerial judgment after noting the needs that the company is exposed to both internally and externally. The company needs new workers to work oversee and also need to reduce the number of workers working with the marketing department since the level of competition had reduced after the company was offered the rights to deal with medium and large-sized trucks which have less completion. Moreover, labour demand forecasting will help to determine if there is a need for the workforce in the rental market. (Ross, 2009)

For the West Australian Equipment company, staffing is now a very important step in its workforce planning process. This is because; the company has extended its activities and its services in some commodities as well as reducing its involvement in another department. There is a need for workplace diversification since now it’s linked to oversee supplier meaning it can also export the large trucks, forklifts and even tractors to other countries. (Speizer, 2011)

Sales Opportunity and Restructuring

 A dedicated staffing strategy will be important for this business since it will help them understand its new customers, people and most importantly its workers. A good staffing strategy will help in managing, retaining the competent and satisfied workforce to keep the company’s new goal after expanding its services. The strategy will cater for the sales department that needs more workers due to increased sales and new goods that are the large and medium-sized trucks as well as addressing the areas that have more workers like the rental market department that have been removed from the company’s services. With the review of demographic data, it will be possible to project the number of workers and are needed to cater for the increasing population in terms of customers. (Po wan, 2017)

After the labour forecasting, it’s evident that the company needs more workers due to the service extension moves it has made after being awarded the rights to a range of medium and large trucks from a supplier based in overseas. After coming up with a staffing strategy discussed above, the human resource manager has an obligation to as well make a choice regarding the recruitment strategies as to come up with workforce having the right people with the right skills at the right time so as to achieve the set company’s objective. (Berkowitz, 2014)The strategy should be inclusive on ways of retaining skilled workers and most importantly filling the gaps that are void due to expanding services by the company and those left void after downsizing process. In this regard, since the company has given a chance to existing rental workers wishing to remain as part of the company, the company human resource management should consider a strategy that examines if they have right skills and qualification to work in another department instead to employing new ones. The best recruitment strategy the company can have is giving the employees who their department has been downsized ( rental market) an opportunity to apply for the new position that requires workforce in the large and medium trucks department as well as the growing forklifts sector department. If the vacancies are still available, the company can invite the public through adverts and choose the best candidate depending on the requirement and qualification (Min, 2017) there Is need to recruit more senior manager in each branch since it’s only the Sidney branch having a senior manager with one exiting

Importance of Workforce Planning

There is a need to retain all the employees who have a set of qualification that can enable them to work in different apart from the rental marketing department which is downsized. For instance, some worker who used to work with the rental market department can be retained and work in Melbourne, Brisbane, Perth, Adelaide and Canberra branches which have a slightly lower workforce.

 For the growth of our company, that the human resource manager established a workforce planning target and objectives for every new and existing employee. This will ensure the company’s workforce is geared towards achieving the set goals and objectives. Every employee should be aware of the company’s objective.

The HR has the obligation of initiating change within the organization after deploring more workers within different departments. The areas that are to be covered within the actual change management include; adding branch managers in all the branches to total two in each branch, both manager and assistant, adding2 line managers in each branch, adding 15 sale worker for three of the branches and 13 for the other three remaining, downsizing the rental customer service unit to zero since the business unit Is not required. Since only 8 workers are not willing to be retained due to either lack of skills that can make them fit for other sectors or personal wish to quit, the rest can be retained and be assigned other duties. Lastly,  a total of 38 mechanics need to be added due to the expansion of the forklifts department, large truck, tractors and medium-sized trucks.

 The HR should monitor everything to do workforce to ensure that the West Australia equipment company’s set targets are achieved. Evaluating the returns and turnover periodically will play an important in determining If the objectives are being met or not. These will help the HR in the improvement of workforce plans if need be as well as determining which areas and department needs which kind of improvement. Evaluation should be done periodically often.

Conclusion

Since the company is already operational, it is very important that the consider workforce planning and manage the process effectively to avoid company’s collapse

References

Berkowitz, M. (2014). Recruitment Strategies: Virtual Recruitment Tools and Tactics. The monster, 6.

Mclaughlin, J. (2009). Organizational downsizing . Business world journal, 9-12.

Min, J.-A. (2017). Genius Recruitment Strategies. Workforce planning , 12.

Po wan, M. (2017). 7 steps for creating a successful staffing strategy. Sage people journal, 12-16.

Ross, S. (2009). How are labour demand forecasts made in human resources planning? marketing , 9-21.

Speizer, I. (2011). Successful Staffing Strategies: Staffing management . Workforce planning , 6.