HR Toolkit
Instruction Manuals
Self- Serve
Designing,
Documenting &
Delegating
Critical Workforce
Programs
©2015 Optimum Performance HR Consultants
Sneak Preview
Fact: When properly managed and executed,
Workforce Planning & Resourcing and HR Metrics
& Analytics programs can have a substantial
(positive) impact upon workforce productivity,
capability, availability and satisfaction
Fact: Whilst often over-rated in terms of
complexity and application, both Workforce
Planning and HR Metrics & Analytics are heavily
reliant upon the effective and consistent capture,
interpretation and application of critical
business/workforce data on an ongoing basis (I.e.
They are systems driven)
Conclusion: To be truly effective in either of these
disciplines the HR Department must initially design
and document an appropriate methodology that
can be utilised to engage, educate and enable line
managers to willingly accept day-to-day
accountability and ownership on an ongoing basis
Workforce Planning & Resourcing and HR Metrics & Analytics
Instruction Manuals
Engaging
Educating
Enabling
Welcome to our HR Toolkit Instruction Manuals
Self-Serve!
Our solution for those organisations seeking to
design, record and thereafter consistently apply
one Workforce Planning and/or HR Metrics &
Analytics strategy throughout their entire
organisation: For just $495 you will receive either: The HR Workforce Metrics & Analytics Instruction
Manual: More than 120 pages in length/Microsoft
Word format)
Or
The HR Workforce Planning & Resourcing
Instruction Manual (More than 100 pages in
length/Microsoft Word format)
Our HR Workforce
Metrics &
Analytics
Instruction
Manual
More than 120
pages in length,
this manual
incorporates 20
Key Performance
Indicators
containing more
than 250 specific
performance
metrics for you to
choose from…plus
our ten essential
pre-requisites for
success too!
Workforce
Absenteeism
Workforce
Flexibility
Workforce
Knowledge
Management
Workforce
Satisfaction
Workforce
Training &
Development
Workforce
Corporate
Governance
Workforce
Headcount
Workforce
Performance
Effectiveness
Workforce
Sourcing
Workforce
Turnover
Workforce
Demographics
Workforce
Health &
Safety
Workforce
Recruitment
Workforce
Succession
Planning
Workforce
Utilisation
Workforce
Diversity
Workforce
Involvement
Workforce
Remuneration
Workforce
Talent
Management
HR
Department
Effectiveness
Objectives, logic, formulas, definitions and costing models are provided for each Key Performance
Indicator
The Workforce Metrics
& Analytics Instruction
Manual
Sample Content: -
Measuring Workforce
Corporate Governance
Our sample metrics
Our objectives &
desired outcomes
Our Reporting Objectives
Our Recommended Specific Measurement Criteria
4.0
Workforce Corporate Governance
4.1
Nbr of (formal) Discrimination claims lodged
4.2
Nbr of (formal) Discrimination claims upheld
4.3
Nbr of (formal) Harassment claims lodged
4.4
Nbr of (formal) Harassment claims upheld

4.5
Nbr of (formal) Unfair Dismissal claims lodged

4.6
Nbr of (formal) Unfair Dismissal claims upheld
4.7
$ Cost of Litigation & Settlements
4.8
$ Cost of Fines & Back-Payments
4.9
Nbr of industrial dispute lost time days
4.10
Nbr of externally initiated improvement notices, fines or prosecutions
4.11
Nbr of excess Annual Leave days accrued
4.12
$ Cost of Annual Leave liability account
4.13
Nbr of Long Service Leave days accrued
4.14
$ Cost of Long Service Leave liability account
To enable the CEO/SMT/Key Line Managers to regularly and consistently evaluate the
organisation’s capacity to fairly, ethically and equitably manage its workforce in order to
ensure that: -

Claims for harassment, discrimination, bullying or unfair dismissal are minimised and/or
successfully defended;
Prosecutions, fines or penalties for breach of legislation or employment agreements are
eliminated;
Industrial action or other union related activities are marginalised;
Our Reporting Definitions
Our Recommended Specific Measurement Criteria
The Workforce Metrics
& Analytics Instruction
Manual
4.0
Workforce Corporate Governance
Periodic Reporting
4.1
Nbr of (formal) Discrimination claims lodged
The total number of formal discrimination claims received for the period being reported
Nbr of (formal) Discrimination claims upheld
The total number of formal discrimination claims that were upheld by a relevant tribunal (or
settled out-of-court) within the period being reported
The total number of formal physical or sexual harassment claims received for the period being
reported
The number of formal physical or sexual harassment claims that were upheld by a relevant
tribunal (or settled out-of-court) within the period being reported
The number of formal unfair dismissal claims received for the period being reported
4.2
4.3
4.4
Sample Content: -
4.5
Nbr of (formal) Unfair Dismissal claims lodged
4.10
Nbr of externally initiated improvement notices, fines or prosecutions
4.11
Nbr of excess Annual Leave days accrued
4.12
$ Cost of Annual Leave liability account
The total $ annual leave provision being preserved within the company’s accounts
4.13
Nbr of Long Service Leave days accrued
The total number of long service leave days accrued within the period being reported
4.14
$ Cost of Long Service Leave liability account
The total $ long service leave provision being preserved within the company’s accounts
4.7
4.8
4.9
Calculating Periodic
Reporting
Nbr of (formal) Harassment claims upheld
The number of formal unfair dismissal claims that were upheld by a relevant tribunal (or settled
out-of-court) within the period being reported
The total $ cost incurred in seeking opinion, advice and representation, and/or out-of-court
claims settlement within the period being reported
The total $ cost incurred through the decisions and/or directions issued by relevant tribunals
within the period being reported
The total number of lost time days incurred resultant from industrial strikes imposed by
representative trade unions and their members within the period being reported
The number of improvement notices, fines or prosecutions imposed by external
agencies/authorities that directly relate to a breach of employee working conditions within the
period being reported
The total number of excess annual leave days outstanding within the period being reported
4.6
Measuring Workforce
Corporate Governance
Nbr of (formal) Harassment claims lodged
Nbr of (formal) Unfair Dismissal claims upheld
$ Cost of Litigation & Settlements
$ Cost of Fines & Back-Payments
Nbr of industrial dispute lost time days
Our Reporting Definitions
Our Recommended Specific Measurement Criteria
4.0
4.1
The Workforce Metrics
& Analytics Instruction
Manual
4.2
4.3
4.4
4.5
Sample Content: Measuring Workforce
Corporate Governance
Calculating Year to Date
Reporting
4.6
4.7
4.8
4.9
4.10
4.11
4.12
4.13
4.14
Workforce Corporate Governance
Year to Date Reporting
Nbr of (formal) Discrimination claims lodged
The aggregate number of formal discrimination claims received for all periods being reported
to date
The aggregate number of formal discrimination claims that were upheld by a relevant tribunal
(or settled out-of-court) for all periods being reported to date
The aggregate number of formal physical or sexual harassment claims received for all periods
being reported to date
The aggregate number of formal physical or sexual harassment claims that were upheld by a
relevant tribunal (or settled out-of-court) for all periods being reported to date
The aggregate number of formal unfair dismissal claims received for all periods being reported
to date
The aggregate number of formal unfair dismissal claims that were upheld by a relevant tribunal
(or settled out-of-court) for all periods being reported to date
The aggregate total $ cost incurred in seeking opinion, advice and representation, and/or outof-court claims settlement for all periods being reported to date
The aggregate total $ cost incurred through the decisions and/or directions issued by relevant
tribunals for all periods being reported to date
The aggregate number of lost time days incurred resultant from industrial strikes imposed by
representative trade unions and their members for all periods being reported to date
The aggregate number of improvement notices, fines or prosecutions imposed by external
agencies/authorities that directly relate to a breach of employee working conditions for all
periods being reported to date
The aggregate number of excess annual leave days outstanding for all periods being reported
to date divided by the number of reporting periods to date
The aggregate $ annual leave provision being preserved within the company’s accounts for all
periods being reported to date divided by the number of reporting periods to date
The aggregate number of long service leave days accrued for all periods being reported to
date divided by the number of reporting periods to date
The aggregate $ long service leave provision being preserved within the company’s accounts
for all periods being reported to date divided by the number of reporting periods to date
Nbr of (formal) Discrimination claims upheld
Nbr of (formal) Harassment claims lodged
Nbr of (formal) Harassment claims upheld
Nbr of (formal) Unfair Dismissal claims lodged
Nbr of (formal) Unfair Dismissal claims upheld
$ Cost of Litigation & Settlements
$ Cost of Fines & Back-Payments
Nbr of industrial dispute lost time days
Nbr of externally initiated improvement notices, fines or prosecutions
Nbr of excess Annual Leave days accrued
$ Cost of Annual Leave liability account
Nbr of Long Service Leave days accrued
$ Cost of Long Service Leave liability account
The Workforce
Planning &
Resourcing
Instruction Manual
Over 100 pages in
length, our Workforce
Planning &
Resourcing
Instruction Manual
contains detailed
guidelines, models,
process maps
template forms and
costing models, all
contained in the
following eight
modules
The Essential
Pre-Requisites
For Success
Labour Supply
PlanningEnvironmental
Scanning
Labour Demand
Planning –
Environmental
Scanning
Labour Supply
PlanningScenario
Planning
Labour Demand
Planning –
Scenario
Planning
Labour Supply
Planning Forecasting
Labour Demand
Planning Forecasting
Long –Term
Sustainability
Planning
HR Workforce Planning and Resourcing Toolkit
The Workforce
Planning & Resourcing
Instruction Manual
Division: Manufacturing
Date:
Prepared By: Workforce Planning Steering Committee
Report: Key Forecasting Criteria
Growth Factors:
(select from drop down menu)
+
Business Operational Factors
+
Workforce Replacement Factors
+
Sample Content: -
Expansionary/Rapid
KPI
Measure
KPI
Measure
KPI
Measure
Customer Demand
Select from drop down or type in
Capital Expenditure
measure…
Select from drop down or type in
Turnover
measure…
Select from drop down or type in
measure…
Product Offering (Enhanced)
Select from drop down or type in
Business Process Re-Engineering
measure…
Select from drop down or type in
Retirements
measure…
Select from drop down or type in
measure…
Investment/funding
Select from drop down or type in
Systems/Technology
measure…
Select from drop down or type in
Leave Replacement
measure…
Select from drop down or type in
measure…
Mergers/ Acquisitions
Select from drop down or type in
Government Legislation
measure…
Select from drop down or type in
Long Term Absences
measure…
Select from drop down or type in
measure…
Establishing the key
data you wish to
capture & utilise as the
basis for future Labour
Demand Forecasting
(To be incorporated
into the Environmental
Scanning Process)
HR Workforce Planning and Resourcing Toolkit
The Workforce
Planning & Resourcing
Instruction Manual
Division: Manufacturing
Date Prepared:
Prepared By: Workforce Planning Committee
Report: Workforce Demand Forecast (Existing/Required)
Job
Family
Assemblers
As at End of
Previous
Financial Year
Business
Growth
Business
Operations
Total
Projected
Positions
Required
As at end of
Next Financial
Year
Total
Projected
Replacement
Positions
Required
COMBINED
LABOUR
RESOURCING
FORECAST
Total
Positions
Required
(Growth &
Replacement)
NBR FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+ FTE’s
+/- FTE’s
2015
100
+125
+10
+135
235
+30
+165
2016
235
+125
-25
+100
335
+40
+140
2017
335
+100
+10
+110
445
+50
+160
FYE
CURRENT
APPROVED
HEADOUNT
LABOUR GROWTH FACTORS
FORECAST
REVISED
HEADCOUNT
LABOUR
REPLACEMENT
FACTORS
Sample Content: -
Forecasting future
workforce Headcount
& Job Families for your
preferred Workforce
Planning timeframe
(I.e. 1 to 3 years ahead)
HR Workforce Planning and Resourcing Toolkit
Labour Demand
Forecast
Manufacturing Division
Budgeted Headcount
Previous Financial
Year
Business Growth
Projections
Business Operations
Projections
Total Projected
Positions Required
Forecast
Headcount at End
of Financial Year
Total Projected
Replacement
Positions
Total Projected
Positions to be
Resourced
Nbr of FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
FYE 2015
100
125
10
135
235
30
165
FYE 2016
235
125
-25
100
335
40
140
FYE 2017
335
100
10
110
445
50
160
FYE 2015
50
45
5
50
100
10
60
FYE 2016
100
45
-5
40
140
15
55
FYE 2017
140
45
5
50
190
20
70
FYE 2015
30
30
5
35
65
5
40
FYE 2016
65
30
0
30
95
10
40
FYE 2017
95
30
5
35
130
15
50
FYE 2015
180
200
20
220
400
45
265
FYE 2016
400
200
-30
170
570
65
235
FYE 2017
570
175
20
195
765
85
270
Assemblers
Technicians
Supervisors
Totals All Job Families
The Workforce
Planning & Resourcing
Instruction Manual
Sample Content: Consolidate your
individual Job Family
forecasts into one
overall Labour Demand
forecast for each
Division within your
organisation
HR Workforce Planning and Resourcing Toolkit
Labour Supply Risk Assessment
Manufacturing Division
Assemblers
Projected
Growth
Positions
Required
Projected
Operations
Required
Projected
Replacement
Positions
Required
Projected
Total
Positions
Required
Projected
Internal
Appointments
Projected
External
Hires
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
+/- FTE’s
Labour Market
Factors
FAV
UNF
N/C
Recruitment
Factors
FAV
UNF
Risk
Profile
N/C
1
Low
FYE 2015
125
10
30
165
165
X
X
FYE 2016
125
-25
40
140
140
X
X
FYE 2017
10
50
185
185
X
X
Technicians
125
1
FYE 2015
45
5
10
60
60
X
X
FYE 2016
45
-5
15
55
55
X
X
FYE 2017
5
20
70
70
X
X
Supervisors
45
1
FYE 2015
30
5
5
40
40
X
X
FYE 2016
30
0
10
40
40
X
X
FYE 2017
30
5
15
50
50
X
X
FYE 2015
200
20
45
265
265
FYE 2016
200
-30
65
235
235
FYE 2017
200
20
85
305
305
The Workforce
Planning &
Resourcing
Instruction Manual
Sample Content: -
Medium
High
Divisional Totals
Identifying Labour
Supply critical risk
Job Families
requiring specific
interventions
Hi there, thankyou for visiting our range of HR Management Toolkits and support
services. We hope that you like what you see! In considering whether to place an
order, there are a few things I thought you might like to know as follows:• All of our Toolkits/Support Tools have been hand-crafted, based upon custom
design work we have previously undertaken with a diverse range of clients
over the past 19 years
• We know that they are practical, that they are contemporary and that they
are effective because our clients have told us so! Perhaps this is why they are
currently utilised by hundreds of organisations in more than 20 countries
around the globe!
• They have not been designed to replace “the big end of town” but rather to
provide every sized HR Department in every sized organisation with an
opportunity to produce quality outcomes that will exceed CEO/Senior
Management Team expectations at prices everyone can afford!
What are you waiting for?
Stephen Moore
Founding Director
Optimum Performance HR Consultants
Welcome to our HR Toolkit Instruction Manuals
Self-Serve!
Our solution for those organisations seeking to
design, record and thereafter consistently apply
one Workforce Planning and/or HR Metrics &
Analytics strategy throughout their entire
organisation: For just $495 you will receive either: The HR Workforce Metrics & Analytics Instruction
Manual: More than 120 pages in length/Microsoft
Word format)
Or
The HR Workforce Planning & Resourcing
Instruction Manual (More than 100 pages in
length/Microsoft Word format)
Order your copy from our on-line shop now!