Corporate Strategy and Human Resource Management

This paper examines the HRM strategy and corporate plan of Woolsworth Limited and further explores challenges and seeks solutions. It analyzes how HR strategy or priority is embedded in the Woolsworth’s corporate or strategic plan, outlines the rationale of embedding HR or workforce related strategies in the corporate or strategic plan, discusses how the organization can achieve HR or workforce related priority at departmental level, and identifies some of the contemporary HR challenges facing the organization which may have prompted the development of HR or workforce related strategy. Finally, it discusses some of the key HR related achievements if the organization is able to successfully implement the HR or workplace related strategy.

Running head: CORPORATE STRATEGY AND HUMAN RESOURCE MANAGEMENT
CORPORATE STRATEGY AND HUMAN RESOURCE MANAGEMENT
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Introduction
For the purpose of this study, Woolsworth have been chosen as the organization to be
studied. The motivation behind choosing Woolsworth is because of its decadent presence and
strong foothold in the Australian context. It is the second largest largest retail brand in Australia
and was founded by Percy Christmas, Stanley Chatterton, Cecil Scott Waine, George Creed and
Ernest Williams in the year 1924 (De Waal, 2013). The HRM department of Woolsworth is
quite famous and has committed itself in devising efficient and sustainable corporate or strategic
plan. The aim of this paper is to examine the HRM strategy and corporate plan of Woolsworth
Limited and further explore challenges and seek solutions.
Analyse how HR strategy or priority is embedded in the Woolsworth’s corporate or
strategic plan
Human resource strategy has been understood as a support function provided to the
business organizations (Newton, Becker & Bell, 2014). However, with the change in time, the
alignment of human resource strategy and corporate strategy has become difficult. The task of
the Human Resource Manager is to assist the line mangers situated at different levels to secure
their strategic goal (Armstrong & Taylor, 2014). The company has been committed in providing
great serve through the incorporation of top-quality people. The Divisional Director of HR, Matt
Keogh has been vocal about innovation and quality. Some if the strategies of the HR department
of Woolsworth Limited have been matching staffing, recruitment of talent, training and
retraining the employees based on their performance and capabilities, and finally downsizing
(Human Capital Review, 2018).

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The organization has acknowledged that of late it is facing challenges in attracting and
retaining the talent that are instrumental for the proper functioning of the company. Another
challenge faced by the company is sustainable transformation. This pertains to achieving the
numeric target and embracing an organizational culture that would enable in realizing the
advantages of business diversity (Purce, 2014). The HR department of Woolsworth is planning
to form an alliance with the veteran business leaders of the world to create employee value
proposition. This would be done with the aim of retaining the best talents and inspiring the
present workforce to show their commitment towards the company (Marler & Fisher, 2013).The
steps not undertaken by the HR department of Woolsworth Limited is the long-term and the
cyclical process of strategic human resource with adequate room for exercising flexibility.
Woolsworth Limited adheres to a Business process HR outsourcing. The highlight of this
strategy is that external supplier is able to manage the important activities of payroll
administration and payroll along with arrange of other activities that are key functions of the
HRM.
Some of the key focus for the company will be (a) development of capability and career
pathways with the aim of the consolidation of the workforce. This would contribute in the
growth of the next generation of workers (Storey, 2014). (b) the second thrust area will be
creating and sustaining a work-motivated culture where performance would be prioritized
through a robust approach towards management, identification and rewarding of experience that
would be in consonance with the delivery and dissemination of the strategic plan (Budhwar &
Debrah, 2013). (c) the third area of thrust will be enhancing the commitment and focus towards
the values of leadership and (d) fourthly, conceptualizing and creating an effective employment

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brand experience. Through these key measures and initiatives, Woolsworth is aiming to make the
workplace a forceful and inspiration area to work.
Outline the rationale of embedding HR or workforce related strategies in the corporate or
strategic plan
The position of HR (Human Resource) is important for monitoring the activities of the
line managers who would be accountable to the people. Another rationale behind embedding the
HR is to essay the role of a true business partner by conducting a perusal of the current business
model and thereby bringing in HR expertise to the job. The role of the HR is to formulate
solutions that are sound from the viewpoint of the HR and befitting for the pertinent business
strategy (Kramar, 2014). Therefore, the role of the HR goes beyond managing the line mangers
and the provision of service for true business partnering. The other reasons behind embedding
HR can be related to the key functions performed by the HR in Woolsworth Limited. The HR in
Woolsworth Limited in collaboration with the line mangers develop an action plan that are aimed
at meeting the requirements of the labour (Cascio, 2018). This was in the functional level. At the
strategic level, the embedding of HR pertains to human resource and training the corporate. It
has been found that Woolsworth Limited operates their HRM both at the functional level as well
at strategic levl. The HR is involved in the planning of the human resource that takes place at the
functional level and training the corporate that takes place at the strategic level. At the functional
level, it is the line managers who carry out most of the tasks of the primary activities with the
aim of ensuring that employees have all the facilities to work without any worry.

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How can the organisation achieve HR or workforce related priority at departmental level?
The employers need to select employees depending on their quality. The strategy
of recruiting employees is important for the stability of any organization. Goal setting is an
important strategy for the execution of company strategy. The motivation behind the
implementation of goal alignment is that it enhances and facilitates the execution of operation.
Therefore, there is a need to quickly shift from the planning of strategy to the execution of
strategy (Bruce, 2018). This will boost the morale of the employees and further contribute in
retaining the employees. The aim of the human resource manager of Woolsworth Limited would
be to hire a candidate who demonstrates a positive attitude towards life. The single quality of
talent should be at the mind of the HRM whilst selecting the candidate for a specific post. The
criterion of positive attitude should be the top priority, as the company would need motivated
individuals who are committed towards the vision of the company. Woolsworth Limited need to
conduct a job analysis in a routine manner with the aim of creating an accurate description of the
function of the company. In Woolsworth, some of the key reasons for retaining the job has been
Woolworth’s consistent effort to improve the cause of the employees through their
empowerment and helping them to manage their own employees. This boosts the career growth
of the employees and motivates them to retain their job with Woolsworth. This can be attributed
to the role of HR who pays special attention in looking the needs of the employees. Woolsworth
Limited is committed in the continuous improvement of the business strategies (Ethical sourcing
and human rights, 2018). The company has went through consistent process of improving its
business therefore, making it easier for the employees to continue their loyalty.

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What could be some of the contemporary HR challenges facing the organization which may have
prompted the development of HR or workforce related strategy
Currently, the primary issue faced by Woolsworth Limited is from the perspective of
human resource is that the challenge in redeploying the majority of the staff of the Master in case
they would refrain from continuing business (Alfes, Shantz, Truss & Soane, 2013). Another
challenge faced by HR that have prompted the development of HR strategy is that Woolsworth
Limited may encounter pressure from the union in the continuance if its business. The major
challenge of HR pertains to managing the morale of the employees and reducing the impact of
fear or uncertainty incase the job security of the employer is under threat. It is predicted that
around 7, 000 workers will be affected due to the restructure.
In your view, what could be some of the key HR related achievements if the organization is
able to successfully implement the HR or workplace related strategy
Some of the key HR related achievements would be establishment of a customer and
store-oriented team and culture. The second achievement would be the generation of the
sustainable sales momentum in the department of Food of the retail brand. The third achievement
will be the evolution of the beverage products that would provide greater convenience,
credibility and value to the customers. The third achievement of the successful implementation
of the HR strategy would enable the empowerment of the employees and staff and boosting their
loyalty towards the company (Jackson, Schuler & Jiang, 2014). Fourthly, it would to the
empowerment of the portfolio business that would enable in pursuing the strategies to deliver

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business at the shareholder value (Woolworths Group, 2018). Lastly, the implementation of the
HR strategy would enable in making the company in becoming a lean retailer through an end-to-
end process through systematic excellence. Therefore, it will lead to the consolidation of a great
retail team.
Conclusion
Therefore, the paper discussed about the HRM strategy with a specific focus on
Woolsworth Limited. Woolsworth is a major retail giant in Australia and has become a
household name. The company has key issues and can be resolved solely through emdedding of
Human Resource strategy.
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