Hi, I am unsure if I can use CH to check if my answer is on the right track so if not that is fine. It is a 3 part that I have placed into one so if you need to take 3 question that is cool. Thanks

a.Explain current information about external labour supply relevant to the specific industry or skill requirements of the organisation

b.Outline industrial relations relevant to the specific industry

c.Describe labour force analysis and forecasting techniques

When companies grow and diversify into a newer and different area of operations, they will run into staffing issues as the current labour supply will not meet the demands. Take Tarmac, for instance, they started as a leading supplier of building material and aggregates in 1903 and now have diversified into wharves, quarries, reclining sites, asphalt and concrete plants.

Tarmac will initially upskill and utilise current staff for the new and varied roles they have on offer. However, they will need to outsource to fill the vacant roles, thus ensuring a healthy business. Companies such as Tarmac will anticipate if they need to recruit from the outside and will have varied sources to draw from while keeping market trends in mind; over time, this task becomes more manageable.

Sources that Tarmac will use in regards to possible employees will have information that will assist them in choosing that right person for the job. This information will be such things as areas of interest, qualifications, experience and availability. By correctly using this information, Tarmac will help guide their company and decided on the supply and demand of the workforce in the current time. The workforce planning is essential, and some of the sources that could be used are online sources, industry groups, monitor labour markets, industry groups, workload data, demographic data and government audit reports.

Companies such as Tarmac will keep details of staff members qualification, skills, abilities and experience using computerised software for ease of access. The days of manually keep this information in filing cabinets are a thing of the past.

Work-related accountability and consent between employers and their employees is called Industrial relations; the government regulates the specifications for industrial relations across policies and its legislation.

Laws involving industrial relations cover such employment issues as pay equity, minimum wages and employment standards. Industrial relations laws also cover leave entitlement, hours that staff have worked and help protect staff from unfair dismissal and discrimination; this helps limit conflict and issues related to low employee rotation and relationships.

Forecasting and supporting business plans are of the utmost importance when managing a business such as Tarmac; Human Resources will undertake this task. Human resources will forecast and assist in employing the correct people when required and to the right locations that are in the best interest for the business. Smaller companies will have more significant issues in forecasting, but by a small investment of modified techniques and time, these smaller companies can still have accurate results.

Finding the correct number of people for a job role with the desired skills at the right time is essential; labour demands forecasting can help estimate the number and kind of people for the business desired outcome.

The following is an example of a forecasting technique including a labour supply analysis, the labour supply analysis is the process of analysing data regarding the stream and availability of a workforce to establish when new employees can be acquired. "Replacement planning is an approximate forecasting technique; we also have nominal group techniques allocation planning these often work together. Replacement planning a technique that helps us list each role in the business according to the department and whether the roles are currently filled, if the roles are filled, it provides the right information about the staff member holding the job role.