BSBHRM513: Manage Workforce Planning - JKL Industries Case Study Assessment Answer

Internal Code: E_AI_DIFH_BIJ Code: BSBHRM513

JKL Industries Case Study Assessment Answer

Assignment Task: JKL Industries Case Study -  JKL Industries is an Australian-owned company selling forklifts, small trucks and spare parts to industry, with a rental division leasing forklifts and small trucks.The company’s head office is in Sydney and JKL has branches in Brisbane, Melbourne, Perth, Adelaide and Canberra. After 12 years in business, focusing on forklifts and small trucks, JKL has been offered the sales rights to a range of medium and large trucks from an overseas supplier. This opportunity will provide JKL with an advantage in range over its competitors. BSBHRM513 Sales results over the past five years have indicated strong growth in forklift and truck sales, which have averaged 10% sales growth per annum. The rental market has been in decline for the past three years due to the reduced costs of these vehicles and some taxation benefits for purchases of these vehicles. Taking the sales opportunity will, however, entail some significant changes, including significant changes to company structure and operations. The company will reposition itself to focus solely on retail sales and service and exit the rentals market, in which forces such as competition and consumer choice reduce potential profitability. The changes will necessarily impact workforce planning. The company will need to ensure it has the right people with the right skills at the right time to achieve objectives. JKL will need to closely monitor turnover and recruitment and implement strategies to retain skilled people and ensure critical roles are filled. In accordance with the organisation’s values, JKL intends (to the extent feasible) to recruit from within the company and upskill or reskill existing rentals employees who wish to remain with the company. BSBHRM513 As an HR consultant, you have been contracted by JKL to review workforce requirements and develop workforce objectives and strategies. To complete this task, you will need to assess factors that may affect workforce supply, such as internal labor resources and the external labor market. JKL Industries workforce data - BSBHRM513 The following staff turnover and demographics data was gathered from the JKL accounting and payroll system and HR management system. External factors contributing to the changing business and workforce environment

• Increased competition, globalisation and technological advances, such as electronic service delivery.
• Labour market trends—higher participation rates, fewer job vacancies, increasing casualisation of employment.
• Changing community demographics, particularly the ageing population, which will impact on the type of services in demand.
• Rising educational levels, leading to greater expectations of increased income and improved working conditions. BSBHRM513
• The ongoing increase in the participation of women in the workforce and changing lifestyles/family structures, which have contributed to the demand for more flexible working arrangements.
• Changing workforce behaviour, attitudes and expectations such as increased mobility and reduced long term commitment to one employer (so-called ‘Generations X and Y’).
• Shift in emphasis from hierarchically managed organisations to leaner, flatter ones, often with greater spans of control.
• Flexible remuneration packages tailored to individual needs, which are becoming increasingly desirable and sought after.
• An increase in the number of jobs that fall into the knowledge work category.
• Ever increasing expectations of improved service delivery by clients.

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