Identify staff resource needs in a food and drink business
Overview
This standard is about the skills and knowledge needed for you to identify staff resource needs in a food and drink business. Identifying current availability and future needs for staffing resources is important to the future success of an organisation, ensuring the availability of knowledge and expertise and the day to day operation of a food and drink business. Managing and planning staffing levels and abilities is key to the highly technical and often labour intensive food and drink industry. You will need the skills and knowledge to gather and evaluate relevant information and communicate the findings to relevant people. You must have the skills and knowledge to identify current availability and future needs for staffing resources. You must also have the skills and knowledge to liaise with colleagues to aid the identification process. You will need to know and understand the regulatory and organisational requirements surrounding the day to day management of people at work. You will need to know and understand the principles of performance management and the identification of training and development needs. You will also need to know and understand your role in initiating and addressing issues including absenteeism, sickness, grievance and disciplinary procedures. This standard is for you if you work in food and drink manufacture and/or supply operations and are involved in identifying staff resource needs in a food and drink business.
Performance criteria
You must be able to:
Gather relevant information
identify internal and external sources of information available in
your organisation to help identify current staff resources and
future needs
liaise with colleagues to identify the factors affecting staff
resources within your food and drink business
collate data confirming the current availability of resources and
abilities amongst the workforce
identify the food and drink businesses current and future
requirements for staff resources
Identify need for staffing resources
consult with colleagues within your organisation to confirm the
gaps between current staff resources and future needs
identify areas in the food and drink business where current staff
levels and capability are inadequate
identify areas in the food and drink business where future staff
levels and capability will need improvement
communicate the collated and evaluated information to the
relevant people
Knowledge and Understanding
You need to know and understand:
the regulations and organisational requirements to be adhered to
when carrying out workforce planning
- the trends and drivers affecting staff resources in the food and
drink business and how to identify them
- the sources of information, internal and external to your
organisation, available to identify staff availability and how to
access them
- how to use data and information to identify the food and drink
business current and future staff requirements
- the methods for identifying gaps between current availability and
future staff needs and how to use them
- the methods of communication and information technology
available in your organisation and how to make best use of them
- why it is important to liaise with colleagues to identify current and
future staff needs and how to do this
- how the strategy, objectives and operational needs of a food and
drink business helps determine the requirements for staffing
- the methodologies and techniques used in the identification of
staffing resources and abilities in a food and drink business
how to manage the workforce gap and why it is important to do so
how trends in the industry and your food and drink business can
affect workforce planning including technology, seasonality, cost
cutting, turnover of staff, promotion and an increase in demand for
product
- how information detailing individuals skills, competencies,
knowledge, education and previous work history and age can be
used to aid workforce planning
- the information used to aid managing and planning of staffing
resources including CVs, skills, knowledge, competencies, gender
and age and how it can affect workforce planning
- the use of information technology systems to store and manage
staffing resources and abilities
- what affect mergers, acquisitions, extension of the supply chain
and strategic partnerships has on staffing resources in a food and
drink business
- the advantages and disadvantages of recruitment and the use of
current or temporary staff
- the key difference between strategic resourcing and operational
resourcing of staffing
- the financial implications of implementing different types of
staffing resources including full-time, part-time, shift work and the
use of temporary workers
- the regulatory and organisational requirements to be aware of
when managing full-time, part-time and temporary workers
- how to check the people in your area of responsibility are not
discriminated against in-line with regulations and organisational
requirements
- the consequence of failure to check people in your area of
responsibility are not discriminated against
- the organisational requirements for the management of leave,
illness and absenteeism
- the organisational procedures to be followed when addressing
grievance
- what the organisational procedures are for initiating and following
disciplinary procedures
- why counselling and compassion are key words when managing
people and the appropriateness of their usage
- what the organisational procedures for performance review are
and how to carry this out
- why it is important to support training and development needs of
the individual and the food and drink business
- how to address conflict between individuals or groups within your
area of responsibility and across the food and drink business
- how to address requests for flexible working, maternity/paternity
leave