Unit of competency Outline

Date retreived
22/07/2026 10:54 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
BSBHRM513A
State Code
WG087
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
18/03/2013
View on TGA
State Implementation and Classification
Approved Date
21/03/2014
Field of Education
080303 - Human Resource Management
Original Release Date
21/03/2014
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 assessing factors that may affect the supply of workers, aligning workforce objectives with business plans, and designing strategies and succession plans to ensure a competent and appropriately diverse workforce is available to meet anticipated changes. The unit covers the research associated with labour markets and the requirement to match organisational needs with employee skills and commitment.
Notes
Elements and Performance Criteria
1. Research workforce requirements
  • 1.1 Review current data on staff turnover and demographics
  • 1.2 Assess factors that may affect workforce supply
  • 1.3 Establish the organisation's requirements for a skilled and diverse workforce
2. Develop workforce objectives and strategies
  • 2.1 Review organisational strategy and establish aligned objectives for the modification or retention of the workforce
  • 2.2 Define whether staff turnover is unacceptable and if so consider strategies to address the turnover
  • 2.3 Define objectives to retain required skilled labour
  • 2.4 Define objectives for workforce diversity and cross-cultural management
  • 2.5 Define strategies to source skilled labour
  • 2.6 Communicate objectives and rationale to relevant stakeholders
  • 2.7 Obtain agreement and endorsement for objectives and establish targets
  • 2.8 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 Develop and implement strategies to assist in meeting the organisation's workforce diversity goals
  • 3.4 Implement succession planning system to ensure desirable workers are developed and retained
  • 3.5 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 undersupply 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 and incidents
  • 4.6 Regularly review government policy on labour demand and supply
  • 4.7 Evaluate effectiveness of change processes against agreed objectives
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Factors that may affect workforce supply may include:
changes in technology
competition for workers
economic conditions
industry changes
market trends
skills and labour shortages
unemployment rates.
Requirements for a diverse workforce may include all forms of difference, including:
age
gender
generational
learning styles
race
religious beliefs
sexuality
workers' background, including cultural and linguistic background.
Objectives may include:
becoming an employer of choice
specific objectives for the organisation on recruitment, training, redeployment and redundancy
triple bottom line.
Organisational climate surveys may include:
employee opinion surveys
employee satisfaction surveys
systems for checking how staff perceive the organisation and its function.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:

review relevant supply and demand factors that will impact on an organisation's workforce
develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce.
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 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 onthejob performance by the candidate
review of documentation outlining agreed objectives for the modification 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.
Replaces
State Code National Code Title Type
D0737 BSBHRM504A Manage workforce planning Unit of competency
Replaced By
State Code National Code Title Type
AUK95 BSBHRM513 Manage workforce planning Unit of competency