Workplace Analysis - Essay Sample

Introduction

The employment statistics of the Canberra Region are a critical indicator of socio-economic status of the region. The levels of part-time, full time and unemployed workforce participation has been utilized to show the strength of the local economy as well as displaying the social characteristics of the population. The status of employment in any region is linked to multiple factors which include age structure, disability, gender race, sexual orientation, among other factors (Scrima, 2018). Kariuki Flynn Realty is located in the Canberra Region. The company balances its labour force across the gender, with male to female ration being either 1:1 or close to 50% per gender. More so, people living with a disability also form part d the labour force for the firm. Around six employees have different forms of disabilities. Apart from being a gender-compliant organization, Kariuki Flynn Realty does condone any form of staff discrimination in terms of gender, race, orientation or disability. The company hires staff based on their skills and ability to perform the assigned tasks.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Workforce Distribution

Kariuki Flynn Realty is located in the Canberra Region. The Firm works with experts in multiple disciplines. Some of those experts are financial controllers, managers, actuarial scientists, lawyers, consultants and auditors. More so, the organization employs semi-skilled and unskilled workers depending on the nature of tasks they have to perform for the organization.

There are many job opportunities offered by the company. Some of them include sales manager, graphic designer, real estate agent residential, operations manager, office cleaners, among many others. Every job description has specific roles which should be performed effectively. The company balances its labour force across the gender, with male to female ration being either 1:1 or close to 50% per gender.

Kariuki Flynn Realty has friendly and responsive policies, especially regarding maternity and retirements. Any staff can seek retirement once he/she is above 50 years. However, the normal retirement age for the employees is 60 years. Even upon retirement, some staff remain part of advisory members to the firm. However, they work for a few hours a week, or when their service is required. Concerning maternity, the company offers maternity leave for up to six months. The employee receives a full salary during this period.

Workforce analysis is critical because it offers critical information regarding the current human resource is an organization. It also provides workers information about critical occupations like demographic characteristics, the background of the workers, turnover, retirement eligibility and issues regarding the management of workers (Cho et al., 2017). Workforce analysis information also enhances the understanding of management issues like recruitment and retirement.Supply & Demand Trends and Gap Analysis Due to Forecast RetirementsThe human resource forecast analysis refers to the process of estimating human resource followed after the demand for testing them. To complete demand/supply analysis and gap analysis, one has to begin by assessing which job category will be the focus of the organization (Fuchs et al., 2018).

The competencies required like knowledge, skills, personal attributes, behaviour and other characteristics are also determined. More so, the process must involve the determination of changes in the number of staff required to achieve the company’s objective in future (Cho et al., 2017). Forecast attrition is then undertaken from the targeted classifications. Once forecast attrition is done, forecast retirements are refined further to identify gaps (surplus or shortages). The staffing gaps between different periods and competencies currently possessed are also assessed. Finally, the future needed competencies are determined. According to Scrima (2018), workforce planning is a systematic process used in the identification of human capital that is needed to meet the goals and objectives of the organization. Planning is also essential in planning on how to meet the goals of the firm.

Supply and Demand Needs

Predicting the supply and demand for labour requires an understanding of current resource capabilities and requirements of the business. The demand for labour in any organization depends on multiple macro and micro-level factors. Some of those determinants include geopolitical relations, the state of the economy, industry growth, government and regulatory policy, trends in technological advancement, consumer preferences and competitive factors.

Based on Canberra Region where Kariuki Flynn RealtyTM is situated, the local labour force comprises all individuals working within the region regardless of their places of residence. According to the local workers' statistics, there are a total of 73,186 workers in the region. Out of that labour force, 37685 are males, and 35520 are females.

Current and Future Workforce Requirements

The supply and demands needs for labour by Kariuki Flynn Realty is therefore determined by the rate of growth of the company, technology and the state of the economy. Where the economy is performing, the business becomes more profitable, resulting in demand for more workers to match the growing customer needs. However, if the economy is shrinking, the company has to lay off some staff to remain operational and profitable as a way of reducing cost ( Earl et al.,2017). Technological changes also result in either replacement of human labour with machines or the creation of more job opportunities within the organization. On the other hand, the supply of labour for Kariuki Flynn Realty is dependent on the population, level of expertise and wages. Canberra region is highly populated, providing an adequate pool of labour force that the organization readily utilizes. Also, the organization can acquire both skilled, semi-skilled and unskilled labour when the demand arises. The wages paid to workers are competitive within the industry and the Australian economy, a situation which guarantees the availability of the required type of labour force for the company.

Retirement positions are also critical focus to Kariuki Flynn Realty. Out of 152 job positions currently occupied by firm employees, seven seats are likely to be left vacant by the year 2023 upon the retirement of 7 employees. Those positions include one property manager, two lawyers, two loan officers and two brokers.

The work of the property manager position in the company is to manage investors ‘properties. The real estate manager always handles the hands-on-operations and maintains the value of the property and income. The property lawyer for the company mainly ensures that all legal agreements regarding the sale of properties are drawn up properly as well as handling any disputes concerning the property ownership (Patrick & Kumar, 2012). On the other hand, the loan officers usually advise the borrowers while selecting the best mortgage. They also help them to fill the loan applications. There are also two associate broker positions which would be left vacant. The responsibilities tied to those job descriptions is to negotiate and arrange transactions on behalf of the company. They are usually charged with the responsibility of overseeing and writing contracts for purchase and sales.

The recruitment and induction for the seven positions vary with the complexity of the task to be performed. However, it generally takes one to two weeks for induction and recruitment process for any position that falls vacant within Kariuki Flynn Realty. The retirees, in most cases, are given special roles depending on their level of expertise. In most cases, they work for a few hours a week, depending on the demand for their skills. In Kariuki Flynn Realty, the retirees usually mentor and guide the new employees.

Conclusion

Just like the goods market, the labour market has both demand and supply curves. The law of demand and supply also applies to the labour market (Park et al., 2018). For instance, an increase in market ages or salary results in a decrease in labour demanded by employees. On the other hand, lower-wage results in an increase in the quantity of labour demanded by employees. Regarding the law of supply in the labour market; higher price for labour increase labour supply. Lower price or wage would result in a decrease in the quantity of labour supplied.