A Proposal for a Telecommuting/Working from Home Arrangement - Management Assignment Help

Assignment Task:

Task:

Part A
Q1. Work Arrangement Proposal

• A Proposal for a Telecommuting/working from home arrangement
• An employee has an exceptionally long commute, and has requested a telecommuting arrangement for two days a week, to save time and reduce the stress of peak time travel.
• As the HR manager, you’re in the process of exploring options of flexible work arrangement.
• A proposal which includes an analysis of the amount of time spent on face-to-face tasks and individual-based tasks has been developed.
• A convincing argument has been made that a telecommuting arrangement would enable all tasks to be effectively undertaken, while also improving work-life balance and well-being.
• There are a range of considerations in relation to telecommuting.
• Research telecommuting, and provide a business case for implementation of the flexible workplace arrangement with the template below.
• Business Case Report
• Document Information
• Information
• Document ID Document Owner [ Student name and ID]
• Issue Date [Date]
• Last Saved Date [Date]
• File Name [Name]
• Document History
• Version Issue Date
• [1.0] [Date]
• Executive SummaryPurpose [ the reason why to implement the project]
• Background [Provide a brief history of how the project came into being, and from where the authority and drive for it comes]
• Objectives [ aim or the goals of the project]
• Content
• Scope
• Summarise clearly here the problem that the project is aiming to address in about 50 words.
• Flexible work options
• [What are the possible solutions to the problem? narrow this list to 3 to 5 viable choices in about 100 words.
• You might consider virtual teams, work from home, part-time work, job sharing, flexible career management, compressed working weeks/hours etc.]
• Action plan [ create an action plan based on your preferred option]
• Task description
• [what you need to do to achieve the objectives] Timeframe
• [by when you need to achieve the desired result] Party Responsible Resource required
• [could be human resource, facilities or capital resource etc]
• Benefits
• (The benefits of implementing flexible work arrangement.
• Please describe the 3 benefits respectively concern both the organisation and individuals in about 100 words. For organisational benefits, you might consider Improved productivity, attracting and retaining talent, reduced absenteeism, enhanced employee experience and improved gender equity, personal benefits include better life and work balance and etc]
• ?
• Risks
• [Gives a summary of the key risks associated with implementing flexible work arrangement, together with the likely impact and mitigation plans should they occur, list at least 3 risks]
• Risk Description Risk Priority Impacts Mitigation
• Costs
• [A summary of the project costs, the ongoing operations and maintenance costs and their funding arrangements, including employee, supplier and capital, write in 50 words]
• Measure of success
• [ list at least 2 KPIs]
• Objectives KPI [ make sure the KPIs have to be SMART: specific, measurable, achievable, realistic and time specific]
• Progress reporting
• [Enter here the mechanisms that you will establish to monitor and compare actual achievements against your baseline plan and how you are going to report your progress, write in 100 words]
• Future Recommendation
• [Apart from the measures and options discussed above, any other strategies can be adopted in the long run, write in 100 words]
• Endorsements
• Approver Name Title Signature Date of Approval
•  
• Q2. A Workforce PlanWORKFORCE PLAN
• Following the previous case scenario, you have proposed a business case of flexible work arrangement to the senior management.
• To implement the arrangement, you are required to develop a strategic workforce plan in accordance with the change in work arrangement.
• Consider the workforce demand in your own workplace or a business which you have access to, also take into consideration of the current employment market, government policies in Australia to develop a workforce plan.
• Section 1: introductionProject plan and planning approach
• Headings Key points
• Name of project Owner Objective of the organization to implement the workforce plan Target audience Scope Review timeframe and responsibility Stakeholder engagement plan
• Use the template to analyse how you are going to engage stakeholders to implement strategic workforce planning.
• Stakeholders
• [Who is the potential stakeholder?] Risk
• [What are the risks of not engaging them?] Engagement
• [What level of engagement is appropriate? (e.g. awareness, involvement, commitment)] Responsibility
• [Who is responsible for engaging them?] Timing
• [How often should you engage them? When?] Approach
• [How will the stakeholder be engaged?]
• Section 2 Demand analysis
• Based on the objective of the organisation, you might use forecast tools and quantity methods such as regression analysis to decide on demand.
• Job Role Skills and Capabilities Current Demand
• Future Demand
• (+3 year)
• FTE No. FTE No.
• 0.5 1.0 0.8 Section 3. Internal supply analysis
• [ This is what you have at the moment]
• Workforce segmentation document
• [Workforce segmentation refers to the process of identifying distinct groups of employees and designing human resources practices for each group based on their unique needs and characteristics.]
• Job family
• [human resource/ administration/communication and marketing/ICT/ research/engineering and technical/service delivery etc] Job function
• [Family: Human Resources
• Functions: Compensation, Benefits] Job capability requirements
• Outputs to be delivered Essential skills, capabilities and characteristics Desirable skills, capabilities and characteristics (good to have)
• Workforce profile
•  
• Job Family
• [Branch manager/ customer service etc] Number Type
• [ full time/ part time]
• Employee survey
• Finding out about your particular employees and the reasons they leave or plan to leave is
• essential to creating effective strategies. Develop an employee survey to get feedbacks of employee.
• You might refer to an example on Canvas.
• Section 4. External supply analysis
• You might consider unemployment rates, government policies on education and investment, immigration statistics, and relevant qualification enrolments and graduations etc, Answer in about 100 words
• Section 5. Gap Analysis
• What are the labour shortfalls and surpluses and forms? What are the possible root causes for labour shortfalls and surpluses and forms? Address both questions in total of 80 words.
• Section 6. Workforce strategies
• Strategies to resolve the gap
• Describe at least 2 strategies to resolve your workforce gap in about 100 words with your own words. You might consider retention strategies, training program to develop skills, recruitment and transfer etc.
• Action plan
• Each of these strategies should be translated into specific objectives and actions that will support its successful implementation.
• For example, in terms of retention and development, organisations employ a range of developmental activities for employees, including: mentoring/coaching /job rotation etc.
• Strategies Actions/Objectives
• Responsibility Timeframe Milestones and deliverables Budget and resource requirements
• E.g.
• Workforce
• Development
•   E.g.
• Develop training events according to the segmentations of workforce E.g. Training manager
• E.g.
• 21/05/2021 – 25/06/2021 E.g. training courses/ employee feedback on the courses E.g.
• External trainers and assessors / training rooms
•  
•  
• [Insert your strategy here]
• [Insert your strategy here ]Risks and options analysis
• Identify at least 3 potential risks you may encounter when you are implementing workforce strategies.
• [There are risks associating with the strategies and they 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.]
• Objectives Risk rating Mitigation strategy/initiative options Potential limitations Success likelihood
• Approval
• In order to satisfy organisational requirements, you may need to present performance data or recommendations in the form of formal management reports.
• Give a brief introduction of what to include in a management report and how to develop a management report in about 100 words.
• Part B
• Within the same organisation, an employee’s request for a transition to part time work came as a surprise as she had no family responsibilities. This is a difficult case as she holds a position of leadership and has a wide range of responsibilities.
• It is important to explore the circumstances of the request, but not to pry. Getting to the underlying rationale takes skills and does require a level of trust between the manager and the employee. An effective way to do this is to discuss the employee’s Self-Assessment and explore whether the identified needs match the options requested. This will also help you to determine that the employee has thought through the work, financial and other implications of the request. It may be possible to develop a solution, which better matches business and personal needs than a transition to part-time work.
• You must create an Employee Self-Assessment for the employee to complete, in order to understand their circumstances of the request
• Outline the questions you would ask the employee during a meeting to discuss their request.
• Create a recording form to record the discussion.
• Q1. Employee Self- Assessment Report
• You should list at least 5 questions
• Questions Strongly agree Disagree Agree Strongly disagree
• 1. 2. Q2. Questions Asked by the Supervisor to the Employee.List at least 5 questions to ask.
•  
• Q3. Recording Form (From the discussion)Describe the process of communication, what are the underlying reasons of employee request, what solutions have been discussed and what is the agreement reached between the two parties.
• TIME
• LOCATION
• MEETING PARTIES
• OBJECTIVES
• MINUTES
• [Please include the underlying reasons for the request, solutions discussed, agreed resolution in about 100 words]
•  
• PART C Written Proposal
• An part time employee requests a change in working hours, from 6.5 hours a day, 5 days a week ( 6*5 = 30 hours) , to 8 hours a day for 4 days ( 7.5*4= 30 hours) , so this employee can have Fridays off.
• However, there are already a number of part-time arrangements in place where team-members do not work Fridays. Accepting this request would pose problems for the team’s productivity.
• Write a proposal to resolve the issue by following the format below.
• Realities of the Workplace
• [ you should address the following details in about 100 words.
• the objective the request is aiming to achieve and whether there are any alternatives to achieve the goal;
• The current circumstances at the workplace, and;
• The impact of the arrangement on the work.]
• Alternative Approaches and Solutions
• [Propose at least 3 solutions and describe how they work in about 100 words]
• PART D An Email Response
• Part-time employee’s concern:
• “My child care arrangements have changed and I now need to work Monday, Tuesday and Wednesday, instead of Monday, Thursday and Friday”.
• Provide a written response for the employee.
• You should include
• A concise and meaningful heading of the email
• An appropriate emails address of the sender and the receiver as well as date
• Salutation and greetings
• A reasonable response to employee request with valid reasons

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