AC 2.2 An evaluation of the effectiveness of promotion/demotion rates, employee turnover rates, and critical incident analysis techniques used to support workforce planning.

Moreover, strategic planning help to unlock more opportunities and success. That is the key advantage of workforce planning tools because they enable human resource managers to plan around the current workforce while at the same time looking ahead to the future of the organisation (Stewart and Brown 2019). There are numerous techniques that managers can use in workforce planning processes. One key strategy is reviewing the company’s business plan to make sure the organisation has ample staff to achieve its goals (George et al. 2019). Another strategy is focusing on future conditions and the environment based on the company’s repeating trends. Establishing current staff competencies is also a vital strategy to guide workforce planning. Identifying the need for promotion and demotion is also another key tool supporting workforce planning processes.

In specific, promotion and demotion can aid organisations in developing a competent workforce as well as boosting employee morale and confidence. On the other hand, measuring employee turnover also offers vital insight into some of the challenges the current team is experiencing. Evidently, there are numerous benefits associated with strategic workforce planning. One benefit is that strategic planning equips leaders with tools to identify talent issues. Another advantage is that it decreases hiring costs. However, there are also several disadvantages arising from supporting workforce planning. One disadvantage is that poor workforce planning can result in reactive hiring decisions. Secondly, the identification of talent gaps can result in existing employee burnout. Now shifting our attention to the OcMara organisation, effective workforce planning can aid the organisation’s management in identifying the workforce size necessary for the company to achieve sustainable operations.