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Workforce planning

Planning the best way to manage your workforce is a key step in maintaining your business and ensuring you can deliver products or services to your customers during Rugby World Cup 2011.

Modifying working arrangements with your employees will go a long way to minimising disruption to your business. It will also help ease the pressure that RWC 2011 will create for our transport network.

RWC 2011 readiness analysis

Analysing business requirements and considering how they impact on your employees is critical to your planning for RWC 2011.

Here are some hints to get your analysis started.

  • Consult with customers and your management team to determine changes in product or service requirements (you may wish to form a small working party to identify the impacts).
  • Consider the possibility that you may need to change your trading hours due to increased demand.
  • Assess the business areas affected by activity changes during the Tournament.

A good readiness analysis with a focus on staffing will enable you to understand your staff’s intentions during RWC 2011.

You’ll want to find out from staff:

  • intended annual leave
  • perceived difficulties with transport
  • who has tickets to matches
  • who is an RWC 2011 volunteer
  • who doesn't intend to be involved in RWC 2011.

This analysis will help you work out the HR impact of the Tournament, and establish fairness in dealing with the needs and wishes of different staff. It will also help you with policies such as an RWC 2011 leave plan or flexible working arrangements.

It will be vital to communicate with your staff in a timely and appropriate way.

Workforce planning pointers

  • Determine which services are essential to continue your business operations.
  • Determine which services can be provided before RWC 2011 or deferred until afterwards.
  • Identify staffing levels based on expected business activity during RWC 2011.
  • Compile a list of employees’ commuting habits: the suburbs they travel from, their means of travel and any RWC 2011 routes they may travel on or cross.
  • Compile a list of employees who are considering taking leave or could take leave during the Tournament.
  • Keep your employees informed during the planning process.
  • Organise a holiday schedule that’s as fair as possible for all your staff.
  • Review your legal obligations to employees.
  • Devise initiatives to maintain enthusiasm in your workplace during RWC 2011.

Legal considerations

It’s important to review your legal obligations to employees, which can be your certified agreements, legislation or any other policies and procedures your organisation has put in place.

Some examples include, but are not limited to, provisions for flexible working arrangements, annual leave, occupational health and safety requirements regarding overtime and working from home.

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