Roffey Park cited 8 shifts that line managers want Human Capital / HR practitioners to make for effective business partnership (see class notes).
i. List 6 of the shifts line managers are looking for
ii. Propose the top 2 shifts your organisation’s Human Capital / HR team needs to make in order to enable business results. Support your choices with considered arguments on how these shifts will help your organisation be more effective.
i. Explain what strategic workforce planning is and contrast it with traditional
ii. Discuss 4 differences between strategic workforce planning and operational
Appraise the impact of
i. the changing ways of working post-pandemic, and
ii. Singapore’s aging workforce
On your organisation’s workforce.
Use the workforce planning framework below to guide your response
For this part of the question, you will assess the environment & business strategy, and map it on to your organisation’s workforce analytics and preferences. From your evaluation, draw 3 key conclusions on how your organisation will be impacted by the trends described earlier.
Based on your conclusions in question 2a, recommend the appropriate
• HR Strategy
• Workforce capacity
• Workforce capability
• Talent management, and
• Strategic staffing actions your organisation should take in order to win in the marketplace in the long run.
Examine your organisation’s structure in terms of
• Formalisation, and
(You may attach the completed questionnaires in your answer’s appendix. It will not be part of your word count).
Assess if your organisation’s HR structure is congruent with its espoused business strategy. Evaluate your HR structure (complexity, formalisation & centralisation) with business strategy using Michael Porter’s Strategy Framework (cost leadership, differentiation focus & stuck in the middle).
Improve your organisation’s effectiveness by recommending a HR structure that can better serve its goals, or tweaks to the existing structure.
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