Strategic Plan for Woolworths

This report presents a strategic plan for Woolworths, focusing on learning diversity practices to meet organizational goals. The plan includes factors such as employee coaching, meetings, reflective practice, and skill development programs. It also emphasizes the importance of resource utilization, including supervision, mentoring, and interaction with directors, to enhance operational efficiency and reduce employee turnover.

Conduct Strategic Planning for Diversity
Learning Practices

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Importance of Diversity Learning Practice..................................................................................4
Legislative and Regulatory Requirement for diversity Learning Practice...................................5
Organisational Learning Strategies..............................................................................................5
TASK 2............................................................................................................................................6
Outcomes of Consultation............................................................................................................6
Approaches of learning and Work Place Training.......................................................................6
Suitable Strategies to Support learning diversity in Organization...............................................7
Alignment of technology with Human Resources Department...................................................8
Technological requirements of Woolworths................................................................................8
System Development Process......................................................................................................9
Impact of Diversity on individual................................................................................................9
Recommendations......................................................................................................................10
Relevancy of current policies of organization...........................................................................10
TASK 3..........................................................................................................................................11
Diverse Learning Strategy.........................................................................................................11
TASK 4..........................................................................................................................................12
Implementation of strategy........................................................................................................12
Resources For Particular Outcomes...........................................................................................12
Assessment Tools.......................................................................................................................12
Feedback from Stakeholders......................................................................................................12
Feedback from Internal Stakeholders........................................................................................13
Recommendations......................................................................................................................13
Evaluation of Implementation Process......................................................................................13
Performance of Resources Used................................................................................................14
Performance of Supporting People............................................................................................14
Assumption of Plan....................................................................................................................14
Oral summery.............................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Diversity learning can be considered as the practice that is used by the organization to
find the basic difference between individual people in company. This is all about find the
uniqueness of each person and recognize their individuality. Organizational diversity can be
based on the race, physical ability, ethnicity, gender socio economy, sexual orientation and age.
It also can be differentiated on the personal behaviour and perspective. This is important for
organization to learn the importance of diversity and utilize it as an advantage. This study is
prepared for Woolworths supermarket which was established in year 1924 as Wallworths Bazar
Ltd. It is operation over 995 locations and its headquarter is in Bella Vista, New South Wales,
Australia. This report is providing a brief of organizational diversity and the strategic planning
for diversity learning practices. Importance of diversity learning strategies will be explained for
the report in order improve the business of organization. Role of legislative and regulatory
requirements are explained for diversity learning strategy of organization (Harvey and Allard,
2015). A research will be prepared for work force training in organization. Diversity strategy will
be explained in the report to meet the goals of company. Report is explaining different ways to
implement diversity practice in the Woolworth Supermarket.
TASK 1
Importance of Diversity Learning Practice
There are different types of people work in an organization who belongs to different
backgrounds. This is important for organization to know about their views, skills, interests and
behaviour to plan different activity for them to meed the goals of organization that are associated
with their employees. Without considering the employees, organization will not be able to gain
desired success and profit. There are different type of diversity can be seen in the business
organization like Woolworths. It is based on criteria like race, religion, political views, age,
gender, sexual orientation and social perspectives. All employees are part of success for
organization and it is essential for organization to design company strategy and policies as per
the diverse condition in the organization. This is also important to avoid the situational like
conflicts, misunderstanding and legal issues. By diversity learning practices organization can
better understand the mind set of their employees and record of each employee will help them to
design and implement future strategies in organization. As the Woolworths is a supermarket, and
they need to deal with different kind of people every day so it is important for them to plan

specific training and development programs to improve the performance of employees as per
their degree of leadership. This is how by learning diversity with in the work place will help the
Woolworths in conduction of successful business.
Legislative and Regulatory Requirement for diversity Learning Practice
In an organization different type of people work over there and it is also important for
organization to provide opportunity to people in order to meed the legal requirements that are
mentioned in the legal laws. There are various laws which are linked to the diversity of
organization. Laws that are preventing discrimination, equality are associated with the policies
and strategies of organization. In the Woolworths different training and development sessions are
organized for employees to improve their performance. This is crucial for organization to
consider al the laws and regulations that can influence the strategy and practice of organization.
By full filling this legislative requirement and regulatory needs organization can conduct their
business without any legal issue and action. By consideration of legal laws, organization will be
able to meet the personal rights of employees who are working in organization and it will also
help them to prevent any kind of discrimination in organizational work place. This is how it is
important for organization to full fill the legal and regulatory requirements to implement changes
more effectively. This process will legally validate their actions and decisions which are taken
for improvement of organization.
Organisational Learning Strategies
There are three types of strategies that can be used by organization to provide support the
diversity in the organization, these strategies are- Add learning in the routine practices, increase
transparency in the organization practices and follow ideal practices. These strategies are the best
suitable for the organization to handle the work place diversity. By adding the learning of
diversity in each practice of organization can meet the diversity requirement to full fill the
company goals. By this they will be able to avoid legal action and other problems. The
transparency in all actions will ensure the implementation of legal laws and it will keep the
employees satisfied with their work and treatment of administration. The last strategy is
important to maintain the equality in organization and it will help them to learn more about the
diversity of organization because by this diversity will become more visible.

TASK 2
Outcomes of Consultation
This is important for the organization to stay in connection with the stakeholder to know
their satisfaction level of employees. By consultation process organization get reviews and
suggestion and feedback from them. For the diversity learning practices this is important to get
views of employees and their suggestions are valuable for organization. The different stake
holders of Woolworths are employees, consumers, investors, company owner, CEO, supplier and
government. These all people are need to be consider in the consultation process to avoid the
issues in the organization. By considering the reviews of employees, owner, consumer, inverter
and supplier organization will be able to develop the policies and process that are need to be
change. These suggestions of stakeholder will inform the organization about the loop holes in
their practices that are need to be upgrade, update and change (Rice, 2015). This is important to
organization to evaluate mind set of stakeholders to reform diversity learning strategy to know
the base condition of diversity and perform required improvements. This is how suggestions and
reviews of stakeholders can help the organization to make effective changes in practices and
strategies of diversity learning.
Approaches of learning and Work Place Training
Organization can use different approaches for learning and work place training. These
strategies and methods are designed to support the value of diversity. The most effective
strategies for learning and work place training are enabling the technology and condense strategy
into one page plan. Both strategies have their own advantages for the learning diversity and
conduct training. Enabling technology is most important for organization. There are different
advantages of technology and it also can provide different facilities to understand and learn the
diversity. The information system, Artificial Intelligence and other technologies to keep the data
of employees and people who are associated with organization. This technology can help the
organization to keep the data and information of employees in better manner.
The other strategy that can be used by the organization is about preparation a one-page
plan to improve the execution of different strategies can be improved by this process because one
page plan will help the organization to decide a outing to meet the core requirement of particular
strategy. This will improve the diversity learning practices of organization and improve the
processes that are designed to meet the targets.

Suitable Strategies to Support learning diversity in Organization
There are two type of strategies organization can use to improve the learning diversity.
This strategies are enabling technology and outlining the set of strategy to improve the
implementation. There are different advantages and disadvantages of strategies that are decided
by Woolworths.
Enabling Technology
Technology is major factor in present time. A crucial role in organization played by
technology. It is very useful to improve the functionality and performance of organization.
Technologies like Artificial intelligence can be used to gather the behaviour data of employees
and stakeholder to utilize it to know their diverse information. This technology also can help the
organization to understand the behaviours or people in organization which is important to design
training and development programs.
Plan- Technologies like Artificial Intelligence can be implemented in the organization to track
the movement of employees and their behaviour. This tracking can help Woolworths to evaluate
the current situation of organizational diversity.
Advantages-
1. Takes less time.
2. High functionality.
3. Accuracy
4. Data gathering
Disadvantages-
1. High cost
2. Needs regular updates
One Page Action Plan
This is one of the best strategy that can be used to improve the implementation of other
strategies which are important for organization. This can improve the action plan of Woolworths
to provide better operational efficiency. One page action plan is suitable to get better control over
company actions.
Plan- Details of different strategies can be minimized to develop a one-page plan. The key points
of learning diversity process or strategies can be breakdown in different categories to develop
and one page plan to improve the processes of implementation process.

Advantage-
1. Quick review is possible with this.
2. High control over the actions.
3. Better monitoring is possible.
4. Adoptable for implementation of diversity practices.
Disadvantages-
1. Chances of error are high.
2. Need to remember whole plan
3. It does not includes the core detailed of execution plan.
Alignment of technology with Human Resources Department
Technology is one of the most important thing for the human resources department. The
have different activities to follow to evaluate the performance of the organization and employees.
For the large size organization it is difficult to maintain documentation of records of employees
behaviour. For this issue Human resources department can use different technology to track,
analyse and evaluate the behavioural change with in the work place. Artificial intelligence
technology is the best suitable to gather and process the information of consumer behaviour. The
self learning process will improve the functionality of organization and HR department (Page,
2019). Other technology like information system and information technology can be used to
improve the communication in the organization which can be considered as mile stone in the
diversity learning and training process. The other strategy is one page plan which can be used by
the human resources in different activities like training sessions and development programs. This
one page plan will improve the handling of department in the implementation process. These
strategies can be used to improve the current practices of HR in the Woolworths organization.
Technological requirements of Woolworths
There are different technologies are required in organization. Organization can use this
technologies to track the behaviour and activities of employees. For example Woolworths
supermarket can use advance tracking system to track their employees. For this they can use
CCTV cameras and RFID technology to get better information of employee movements in the
supermarket. The RFID technology is the best technology to track the movement of goods and
people in organization. By this the can easily track behaviour of employees and consumers. This
will help the organization to track employees from large distance without affecting their

working. The other technology that is useful for Woolworths is AI. This is one of the fastest
growing technology and trending in the international market. This technology can be used to
minimise the efforts of employees and management staff. The movement of employees can be
tracked by this technology and this is the best way to evaluate the diversity of organization. The
data collected from it can be used improve the learning process of the organization.
System Development Process
To develop new technological system in organization a particular process need to follow.
This process includes different steps which are essential to full fill the requirements of
organization. The first step of system development is information gathering where the
information of requirement is collected in this step. On the base of this step proper analysis
performed by the organization to formulate the requirement of organization as per their needs.
The other step is consists of designing process that includes the on paper planning for the
computer systems or other systems (Barak, 2016). This includes the planning that can help the
organization to follow the implementation plan. As system practically designed in this step it is
ready for implementation. The next step of this cycle is implementation where the physical
system is designed in this process. As per the practical paper plan engineers develop physical
system for Woolworths. Deployment is the next step of the system development life cycle where
the physical system is implemented in the organization. By using specific installation process
system is deployed in company. After this different tests are performed by the engineers to check
the efficiency of system. As the new system clear the quality tests it is ready to included in the
operations of Woolworths. The last step of system development is the maintenance that is
performed by the technical people to keep it working efficiently.
Impact of Diversity on individual
There are different type of diversity are visible in the Woolworths. This diversity is
related to the behaviour, religion, personal beliefs, gender, age, sexual orientation, physical and
mental status, language and knowledge. These all diverse factors are important for organization
and all of them are considerable for Woolworths. Impact of this diversity is different for each
employee. The factors like knowledge, physical attributes, age and gender could be considered as
most crucial factors that can cause major impact on the people in the organization. Diversity
based on the gender and age are need to be handled in the efficient way to avoid any further
issues related tom discrimination. These issues can mentally and physically affect the employee.

Activities like bullying can cause mental pressure to individual person (Roberson, 2019). These
issues are need to be addressed by the organization in the learning diversity to improve the
performance of organization. By performing better diversity learning these issues can be
prevented in Woolworths. Diversity can reduce the confidence level of employee at the work
place. There are some diverse factors which are most crucial for organization. These factors are-
1. Gender, 2. Age, 3. Education and language. By improving learning of these Woolworths can
get better result with company performance in the market place also the employees of
organization will be able to provide better services to consumers.
Recommendations
The learning of the diverse factors are important for organization to avoid different
factors that can affect their business performance in the national market. The communication and
employees relation is most important to create better working environment on the work place.
The Woolworths is a large size organization that is performing business in the Australian
continent. It is one of the biggest supermarket in Australia. There are too many people are
working in this company and because of this diversity in organization to high in it. As per the
global survey it is number 1 diverse organization in Australia. The learning diversity can be
improved for organization by implement certain changes in the organization practices and
methods. The changes that are need to be made can be evaluate by learning diversity process.
Learning process can be improved by including technology in the learning process. This can
reduce the level of difficulty for organization and better planning can be used to get efficient
result in the end. Woolworths also can use different other ways, strategies and training program
to reduce the issues that are related to the diversity of issues.
Relevancy of current policies of organization
The current policies that are used by the organization are good for business. Their
strategies are based on the improvement of communication and team working practices. These
processes and methods are useful and effective for organization. The Hr department of
Woolworth is creative enough to design new type of training session to improve the team work
between the employee. The training sessions organized by the company are focused on the
communication, team work and working efficiency. This learning programs in Woolworths are
frequent and performed on the regular basis to keep motivating employees to behave good in
organization and follow the rules and regulations that are designed by organization to meet

legislative and regulatory requirements. The current policy of company is considered as one of
the best strategy to maintain performance with high level of diversity. The main gap in the
policies of Woolworths is associated with the involvement of people in the policy making
process/ they need to improve the involvement of employees to develop better policies to gain
organization objectives.
TASK 3
Diverse Learning Strategy
As per the information collected form the above report there are different factors are need to be
targeted in the strategy that is designed for improving the performance of organization. This
strategy is based on the goals of organization that are decided by the HRM of company.
Goals- Improve the diversity learning of the organization to get better result with team working
and goal achievement.
Targeted Participants of Strategy- The target participants of this strategy are stake holders of
organization. This strategy is mainly focused on the employees, consumer and management of
Woolworths.
Target Organization Practice- For the development of better learning diversity strategy it is
important for organization to address different practices of company. Practices that are focused
by the organization are related to functions of Human Resource Management. The common
functions that are addressed in the strategy are- recruitment & selection, training & development
and implementation of technology for better learning. This practices are focused to improve the
performance of organization.
Strategy- There are different activities are planed in this strategy are based on the function of
Human Resource department. For each function of HRM different tactics is suggested in the
strategy.
Recruitment- In the recruitment process the background of candidate is evaluated with high
measures to know their character. This is important for organization to focus on selection of
better employees with better education, behaviour, dedication and good behaviour. By selecting
candidate with these measures, organization can achieve the better diversity learning goal. Also
the data can be collected at the time of recruitment to improve the learning process for the HR
department.

Training and Development- This is one of the most crucial stage where management of
organization can implement some changes to get better result in the learning process. The
training and development of employee is based on the improvement of learning diversity.
Involvement of Technology- The goal of learning of diversity can be improved by the process of
including technology in learning process. Technology can reduce the burden on the work force
of Woolworths. The basic objectives can be achieved by the employees of organization but the
typical calculation and data collection can be performed by these advance technological system.
Artificial Intelligence, automation, RFID and other monitoring technologies are efficiently
designed to track the activity of employees (Boehm and Kunze, 2015). The information collected
by the organization can be utilized by the organization to meet requirements that are related to
learning of diversity in the organization. This is how by using this strategy organization can full
fill their goal of improving learning of diversity factors to improve the performance of
organization in target market.
TASK 4
Implementation of strategy
The implementation strategy is based on the Kotter's model to implement change in the
organization. There are different steps are used in the process. Which are used to improve the
implementation of process of new policy in organization.
Resources For Particular Outcomes
For the particular learning outcomes organization can use different resources which are
different research sources. Internal resources like data, employee feedback and performance data.
As the external sources organization can use resources like research papers and other primary
and secondary resources.
Assessment Tools
Different assessment tools can be used by the organization to meet the requirements of
organization. This tools are cctv cameras, RFID cards, performance chart of employees and
behaviour chart of people in organization.
Feedback from Stakeholders
According to stakeholders feedback they mention that if learning strategy is well-formed
and influential. It can decease employees turnover and will leads satisfaction and loyalty for
organization. Whole strategy can implement when learning resources are effective in workplace.

Provides more opportunity to employees to perform well so employees become motive and try to
give the best performance in Woolworth through their services. If organization follows both
strategy in well manner then organization can achieve diversity learning target.
Feedback from Internal Stakeholders
According to internal relevant stakeholders feedback they mention that learning strategy
contribution can be effective in organization. If Woolworths makes strategy well framed and
determine on strategy in favourable and unfavourable situation. They mention if strategy is value
based then employees will do work with loyalty in Woolworths. It will lead productivity in
organization and will be enabled to achieve the organization diversity related strategic goals.
They also mention it can measure through employees performance and high retention in
organization. Through this analysis can measure strategic goal achievement.
Recommendations
On the basis of above feedback company can achieve goal but it can't properly
implement. Implementation of learning strategy Woolworths should be utilized effective learning
resources like training, coaching etc. organization should provide good training classed to
employees so employees becomes eligible to do work individually. It should organize skill
development classes which will boom up employees confidence and will inspire to give the best
performance in company. Organization should supervise whole staff performance and their
satisfaction range regarding job. Thus changes will access to achieve organization's diversity
related target goal.
Evaluation of Implementation Process
Through above analysis maximum 70% goals has achieved. Number of targeted
participants like director, employees and management etc, are engaged in the strategy. Learning
strategy and learning resources are supportive to learning in workplace. It assists to retain
employees in Woolworths and increase satisfaction of employees regarding job. Thus learning
strategy helpful to achieve targeted goal.
The needs of learner like transparency in determining eligibility of participants, flexibility in
learning, meets training classes were met. Training in the training delivery requirements, access
learning material and resources in outsider work hours, and internet support among instructor
and personnel training were met. Thus, both needs of learner and instructor were met together.

Performance of Resources Used
Learning resources are coaching of employees, meetings, reflective practice, learning
strategy skill development programs etc. is responsible for achieving organization's goals.
According to stakeholder and internal stakeholders feedback these above resources are
supportive to learning organization's goal. If Woolworths add other resources like supervision,
mentoring and interaction with director etc. can influence more effectiveness in learning. These
factors can influences operational efficiency. Analysis of training can increase performance of
employees and will support to reduce employees turnover in company.
Performance of Supporting People
According to stakeholders feedback they mention that learning resources like training is
more fruitful to learning them. According to internal stakeholder skill development program
type of strategy reduce turn over of employees and increases efficiency of employees in work
place. If Woolworths add some factors like supervision of staff and analysis of training between
employees and management that can increase performance of staff. It can effective in learning
process.
Assumption of Plan
As per the strategic plan organization need to implement the plan more effectively. Some
assumptions are there that can improve the performance of employees by providing better
information to the organization that is related to diversity in the organization.
Oral summery
As the strategic plan is presented to the chief human resources, whole summery of
strategic plan is explained. Different objectives and other policies are communicated to provide
brief summery of report. After this presentation HR officer was satisfied with this strategic plan.
CONCLUSION
This report is providing brief of learning diversity practices that are used by the
Woolworths organization to meet the organizational goals of company. Different factors of
diversity has been considered for report to get better information about diversity of organization.
A specific analysis has been performed to develop a strategy to design strategy for improving
learning diversity of Woolworths. The different factors of strategic plan has been discussed in
report. Various internal and external resources has been analysed in the report.

REFERENCES
Books and Journal
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Boehm, S.A. and Kunze, F., 2015. Age diversity and age climate in the workplace. In Aging
workers and the employee-employer relationship (pp. 33-55). Springer, Cham.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
Page, S.E., 2019. The diversity bonus: How great teams pay off in the knowledge economy (Vol.
5). Princeton University Press.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.