To You, Now that the workforce plan has been developed, I would like you to begin implementing the Workforce Planning strategy. There are a number of key points I would like to make in this email, as detailed below: 1. As you are aware, there has been a very high staff turnover rate in the past year and this has been costing the organisation a considerable amount in rehiring, and retraining costs. The H.R department has sourced information that the main cohort that are leaving the organisation are males aged 25 - 30, in their first year of working with the organisation. The H.R Department has conducted EXIT interviews with these employee's leaving the company and it has been established that the management style has been contributing to their departure. 2. The finance department will be cutting staff numbers from 20 to 15 personnel. 3.There is a lot of change in the organisation at present and we will need to develop strategies to assist staff with the changes. 4.The Managing Director has indicated that he will be retiring in the next 5 years. It is important that a succession plan is developed to identify the most desirable workers who may be in the running for his position. With the information that you have received above, and with the workforce Plan that has been developed, I am requesting that you begin the implementation of your workforce planning strategy by implementing actions for: Recruitment of 6 new staff - taking into consideration the workforce diversity goals Training for these new staff, including Induction Re-deployment of the 5-finance staff and/or redundancies for staff who do not wish to be redeployed Strategies to assist staff deal with change Succession Planning Strategies to ensure that the organisation maintains 'employer of choice'.

Question 8

Explain in 50w or more what strategies and implementation action plans you will develop to manage succession planning for the Managing director's impending retirement?

Question 9

Explain in 50w or more how the organisation will maintain its status of an 'employer of choice,' and look at implementing ways to minimise skills shortages and reduce staff turnover rates in the future.