AS 5620:2015 pdf download.Workforce Planning.
AS 5620 provides workforce planning guidelines and a framework that are scalable to
the needs of any organization regardless of size, industry or sector. This Standard offers—
(a) definitions;
(b) an introduction to strategic, operational and workforce management planning;
(c) an overview of how stakeholders can utilize workforce planning; and
(d) a description of a workforce planning framework and guidance on how to implement It.
NOT1: Appendix A provides a list of questions for stakeholders to consider in relation to the application of workforce planning.
1.2 REFERENCED DOCUMENTS
AS/NZS ISO
31000 Risk management—Principles and guidelines
1.3 DEFINITIONS
For the purposes of this Standard, the following definitions apply:
1.3.1 Super ordinate planning
Process of thinking about and organizing the activities required to achieve a desired
outcome.
1.3.2 Super ordinate workforce
People who provide a service/labour (paid and unpaid) to contribute to business or organizational outcomes.
1.3.3 Workforce
Whoever is delivering the business services or making the business products. It includes the ongoing/permanent staff, the contingent workforce, contractors, casuals, volunteers, consultants, locurns, seconded personnel, supply chain workforce and outsourced providers.
1.3.4 Workforce planning
The systematic identification, analysis and planning of organizational needs in terms of people.
2.1 GENERAL
Workt’orce planning identifies workforce needs and in doing so makes explicit the human requirements of an organization. It enables management to anticipate and respond to identified needs to strengthen organizational performance outcomes.
Strategic workforce planning [see Clause 2.2(a)] is relevant because we live and work in a global knowledge economy that is highly connected and interrelated. Furthermore, the environment within which it operates is uncertain and constantly changing. To operate effectively in this environment, organizational leaders are required to plan and predict for future growth. This requires flexibility, adaptability and resilience.
Organizations can be perceived as a collection of capabilities. The value of strategic workforce planning is that it enables organizational growth and success by connecting human resources (1-IR) strategy and practices to business strategy.
Work force planning is an active and continuous process in the business planning cycle. It is the responsibility of the senior management of the organization and should be aligned and consistent with its organizational strategies and governance, It includes a review mechanism, risk management and compliance with laws and regulations.AS 5620 pdf free download.