Question 1a

Roffey Park cited 8 shifts that line managers want Human Capital / HR practitioners to
make for effective business partnership (see class notes).

i. List 6 of the shifts line managers are looking for

ii. Propose the top 2 shifts your organisation’s Human Capital / HR team needs to
make in order to enable business results. Support your choices with considered
arguments on how these shifts will help your organisation be more effective.

Question 1b

i. Explain what strategic workforce planning is and contrast it with traditional
manpower planning
ii. Discuss 4 differences between strategic workforce planning and operational
workforce planning

Question 2a

Appraise the impact of
i. the changing ways of working post-pandemic, and
ii. Singapore’s aging workforce
On your organisation’s workforce.

Use the workforce planning framework below to guide your response

For this part of the question, you will assess the environment & business strategy, and
map it on to your organisation’s workforce analytics and preferences. From your
evaluation, draw 3 key conclusions on how your organisation will be impacted by the
trends described earlier.

Question 2b

Based on your conclusions in question 2a, recommend the appropriate
• HR Strategy
• Workforce capacity
• Workforce capability
• Talent management, and
• Strategic staffing actions your organisation should take in order to win in the marketplace in the long
run.

Question 3a

Examine your organisation’s structure in terms of
• Complexity
• Formalisation, and
• Centralisation
(You may attach the completed questionnaires in your answer’s appendix. It will not
be part of your word count).

Question 3b

Assess if your organisation’s HR structure is congruent with its espoused business
strategy. Evaluate your HR structure (complexity, formalisation & centralisation)
with business strategy using Michael Porter’s Strategy Framework (cost leadership,
differentiation focus & stuck in the middle).

Question 3c

Improve your organisation’s effectiveness by recommending a HR structure that can
better serve its goals, or tweaks to the existing structure.

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