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The a-s-s-e-s-s-m-e-n-t willis to critically review a contemporary case study and develop and present a summary report.Please see the questions shown in the screenshot. I will send you all the info after being hired, eg PPTs, student access etc. Please send a draft in 12hrs -1 day time, day 2, and day 3 as well. + Will need to draft some questions to ask the teacher and revise base on feedback (Send bk ard in 1 day max)
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HR workforce planning in a changing environment: The case of
Abacus Accounting
Introduction
Abacus Accounting started as a family-owned and operated business in north Queensland more than 50 years
ago. From their early beginnings in the front room of their old Queenslander, they now have four offices located
in Cairns, Innisfail, Mareeba and Townsville. Abacus Accounting employ more than 120 people and have an
extended workforce of casuals and consultants who are engaged during the busy period from June to September
each year.
The services offered by Abacus Accounting have grown over the years and the range of services offered across
the entire business now include:
• Preparation of financial statements (monthly, quarterly, and annual)
• Business management and payroll
• Corporate and Business Tax
• R&D Tax Credits and incentives
• Income tax (planning, consulting, compliance, and preparation)
• Accounting, Audit and Assurance services
• Bookkeeping
• Superannuation and Wealth management
The management team at Abacus Accounting recognise the changing business environment and emerging needs
of businesses in the region so they have recently added the following services:
• Forensic accounting
• Business start-up consultation
• Cyber security
• Implementing and assisting clients with the use of new accounting software packages
HR focus
Abacus Accounting have a small Human Resources team comprising a HR Manager, a HR/WHS Officer, a parttime Payroll Officer and a HR Assistant. The Payroll Officer is located in the Innisfail office, and the other team
members are based in the Cairns office. Jade is the HR Manager and despite having been with Abacus Accounting
for five years, she is the newest member of the management team. Many of the employees have been with the
company for their whole professional life. John, the senior accountant started as a graduate more than thirty
years ago, and Eddie has been there for just as long – he was an experienced accountant when he was first
employed to open the Mareeba office.
At a recent meeting Eddie explained that in the Mareeba office they had not had any new clients in the last two
quarters, and that many of their long-term clients were selling their businesses which had resulted in a significant
decrease in clients over the past two years. This was not the situation at all offices, with the demand for
accounting services in Cairns and Townsville growing at a steady rate with no signs of slowing down. This was
attributed to the increasingly improving economy in north Queensland since tourism rebounded from the
COVID-19 restrictions in the region. Jade is aware that the four offices have different workforce challenges,
something that became apparent when she recently updated her HR strategy and workforce plan.
HRIS Report
In preparation for the HR Team meeting, Jade asked Malakai (the HR Officer) to run a HRIS report for the team
to discuss workforce planning. The HRIS report showed that the company employs all of the corporate services
staff (HR, Finance, IT and Marketing), support staff (Receptionists, Administrative Assistants), Bookkeepers and
Accountants on a permanent full-time basis and then recruits casuals during peak periods to assist with the
additional workload. They were not surprised to see that most of the workforce were located in the Cairns (45%)
and Townsville (40%) offices. They were surprised to see that more than 70% of the billable work in the last
financial year was completed by casual workers. Their workforce contains highly skilled knowledge workers,
however, according to the HRIS data, less than 25% of their permanent workforce hold a degree qualification.
In contrast 85% of the casual workers are degree qualified. The HR team noted that while the training data was
not available, the upgrade to the HRIS will bring this information online in the next six months.
The current HRIS data showed that 60% of the workforce are aged over 55 years, with 40% over 60 years of age.
A review of HRIS report highlighted the risk associated with the long tenure of many of their employees. Abacus
Accounting traditionally had a low annual turnover rate of less than 3%, however, the HRIS report signalled than
their annual turnover rate this year would be more than 6% which the HR Team attributed to the increase in
retirements since 2020.
Future workforce needs
The data from the HRIS, along with industry concerns about ageing workforces and the ways in which technology
is having a significant impact in many businesses, signal a changing working environment for Abacus Accounting.
Automation, and the future capabilities of Artificial Intelligence (AI), particularly in performing many tasks
previously performed by humans is of concern to HR Managers in the Accounting and Finance industry. Abacus
Accounting employ many local people, support local community groups through in-kind accounting services and
sponsorships of sporting teams. These strong ties with the communities in north Queensland will support their
continued success but Jade knows that there is a need for HR planning and strategies to manage changes to
employment models and the current composition of their workforce. As the HR Manager, Jade knows that she
has a key role in ensuring that Abacus Accounting plans for their future workforce needs.
The Task
The HR Manager has been asked to present a report to the Management Team next month explaining how their
strategic workforce plan will provide Abacus Accounting with a workforce that meets the organisation’s future
needs.
Q1.
What are the emerging issues that may impact the workforce needs of Abacus Accounting?
(Tip: Conduct an environmental scan to identify emerging issues) 15 marks
Q2.
How will these issues impact the future workforce needs of Abacus Accounting? Choose three of the
emerging issues identified in Q1 and explain each of these three in more detail. Use your reading to
help to you to critically evaluate the impact of the issues that you have chosen. 10 marks
Q3.
What are the implications from these issues for the HR workforce planning of Abacus Accounting?
Clearly explain the implications of the emerging issues for HR using references from your reading. 10
marks
Q4.
Provide three recommendations for the Executive Management Team at Abacus Accounting. These
recommendations should show how HR workforce planning and strategies can help the organisation to
have the workforce that you are forecasting they need, given the emerging issues that you have
identified in Q1 and Q2. 5 marks
Please note: Abacus Accounting is a fictional company. This case study has been developed by Leigh-ann Onnis and Suzie
Pont for BX2051 and does not represent any existing business.
ASSESSMENT ITEM 1: CASE STUDY
• explain and examine HRM functions and practices
Aligned subject learning
outcomes
• apply theory and practices of HRM to managing people in organisations
• critically evaluate HRM functions, practices and strategies
Aligned professional
standards/ competencies
This subject is AHRI accredited and forms part of the AHRI accredited HRM major for the
BBus at JCU and your professional development.
Group or individual
Individual assessment item
Weighting and due date
35% – Due: Friday, 8 March 2024 @ 11.00pm
Requirements for
successful completion of
this assessment item
You must achieve a minimum of 50% to pass this assessment.
Generative AI tools are not restricted for this assessment item
Generative AI use
In this assessment, you can use Generative Artificial Intelligence (GenAI) to assist you in any
way. Any use of generative AI must be appropriately acknowledged and include a
Declaration of AI-Generated Material.
ASSESSMENT ITEM 1: DESCRIPTION
The aim of this assessment task is to critically review a contemporary case study and develop and present
a summary report.
Instructions:
Compile a report on your critical review to include, but not limited to:
•
Introduction – a brief summary of the key themes highlighted in the case study.
•
Responses to the case study questions (contained in the case study).
•
Reference to a minimum of 5 to 10 journal articles that support your responses.
•
Closing comments that indicate your key learning from the research and analysis conducted.
Scenario and questions:
The HR Manager has been asked to present a report to the manager’s meeting next month explaining
how their strategic workforce plan will provide Abacus Accounting with a workforce that meets the
organisation’s future needs.
Q1.
Q2.
Q3.
What are the emerging issues that may impact the workforce needs of Abacus Accounting?
(Tip: Conduct an environmental scan to identify emerging issues)
How will these issues impact the future workforce needs of Abacus Accounting? Choose three of
the emerging issues identified in Q1 and explain in more detail. Use your readings to help you to
critically evaluate the impact of the issues that you have chosen.
What are the implications for HR workforce planning?
Q4.
Clearly explain the implications of the emerging issues for HR using references from
your readings.
Provide three recommendations for the Management Team.
These recommendations should show how HR workforce planning and strategies
can help the organisation to have the workforce that you are forecasting they
need, given the emerging issues that you have identified in Q1 and Q2.
ASSESSMENT ITEM 1: CRITERIA SHEET (OR RUBRIC) IN APPENDIX
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