Develop Skills in Analyzing an HRM Specific Issue and Providing a Workplace Solution

This presentation focuses on developing skills in analyzing an HRM specific issue and providing a workplace solution based on HRM frameworks and models relevant to the contemporary world. It discusses the importance, future, and issues handled by HRM program, the program to be introduced, the nature and scope of the program, why the program should be introduced and what HRM issues it is addressing, financial implications of the program, risks associated with the program, summary, recommendations, and references.

DEVELOP SKILLS IN ANALYZING AN
HRM SPECIFIC ISSUE AND PROVIDING A
WORKPLACE SOLUTION BASED ON
HRM FRAMEWORKS AND MODELS
RELEVANT TO THE CONTEMPORARY W

 INTRODUCTION 3
 Importance, future and the issues handled by HRM program 3
 Program to be introduced 3
 Nature and scope of the program 4
 Why the program should be introduced and what HRM issues is it addressing 4
 financial implications of the program 6
 Risk associated with the program 6
 SUMMARY 7
 RECOMMENDATIONS 8
 REFERENCES 9
CONTENTS

Human Resource Management is the term used to describe formal systems
devised for the management of people within an organization. The
responsibilities of a human resource manager fall into three major areas:
staffing, employee compensation and benefits, and defining/designing
work. Woolworths is an Australian chain of supermarkets and grocery
stores owned by Woolworths Group. Founded in 1924, Woolworths along
with Coles forms a near-duopoly of Australian supermarkets, accounting
for about 80% of the Australian market.
INTRODUCTION

The HRM program enabled by Woolworths addresses the area of capital
management and talent development so that company can invest in areas
which are secure and their employees can be prepared for the uncertainties
in the market.
Future of HR involves many aspects such as
Collaboration between human and the digital
 The sector of HRM is expected to reach around $ 30 billion by
2025.
 Due to advancement and development in the sector of information
technology the traditional values and methods is getting easier for the HR
of the company.
Importance, future and the issues handled
by HRM program

 The program that is introduced by Woolworths will be Human
capital development which helps to improve the performance of
employees, enhances their capabilities and help them to use the resources
in an optimized manner.
 It is necessary aspect for Woolworths if they want to achieve growth and
improve the productivity of the company.
Program to be introduced

The nature and scope of human capital development is considered as large
in some sub systems because it involves many aspects under it such as
appraisal of employees, training and development, counseling, welfare and
rewards, quality of work etc.
Nature and scope of the program

 This program of HRM which is introduced by the company
is necessary as it is addressing many issues such as it will highlight
the blueprint and the roadmap of the company to its objectives so
that stakeholders of the company can see that the resources invested
in the aspect will turn out to be a successful venture.
Benefits of human capital development-
 This aspect helps Woolworths to extract the best from employees so
that they can work up to their potential.
 This aspect helps the company to highlight some factors and their
importance such as development of personality and soft skills..
Why the program should be introduced and what HRM issues is it
addressing

Benefits of talent development
 Connecting and sharing data-
If Woolworths has right and effective strategies for the company
then they will be able to align it with the core processes and activities of
HR. sometimes the data stored is not easy to access but this will help the
company to access it easily.
 Development of employees-
 This aspect will benefit the employees of Woolworths in a lot of
ways by providing them the courses according to their area of suitability
and they can so something on their own according to their area of
professionalism which helps them to develop their skills.
Continued..

 Engagement between managers and employees
This program of talent development will help the company to increase the
level of interaction between managers and employees so that they can
coordinate on the projects assigned to them and their work can be evaluated
by the managers.
 Improves the experience of employees-
This aspect will help the company to be beneficial in the case of reducing
the rate of turnover.
For instance currently for some time Woolworths has lost its position and
share in the market and they are not able to meet their goal and objectives
which is the main reason why the company has introduced this program so
that they can regain their position in the market. These are the benefits that
the company will be able to get with the program of HRM introduced by the
company.
Continued..

 It is necessary for the finances of the company to comply with the
management of HR as no step can be executed without finances.
 There are a lot of aspects which are included under the HRM program
such as to ensure that they have the eligible employees for the task.
Financial implications of the program

There are various risks involved in the program of HRM such as
Human Capital Management-
 Dissatisfaction-
If the employees of the company are not satisfied with the conditions of work
and criteria set for them, other than this they look for the potential of their
career in the company, compensation and the level of advancement.
 Attrition-
This aspect is concerned with the high rate of turnover and Woolworths faces
these issues at the junior level of staff and employees as they work as part
time.
 Corruption-
It is the duty of the HR of the company to analyze the working of the
employees so that all the records can be assessed in a timely manner so that no
assets or resources of the company are used inappropriately.
Risk associated with the program

Risk of talent development-
 Low productivity of workforce-
It has been proven that there is a link between performance and
productivity of the workforce. If the productivity of the workforce is not enhanced
by Woolworths then they won’t be able to achieve their objectives.
 Insufficient leadership bench-
If leaders of Woolworths is not able to use the talent of the employees in
the right area and guide them to reduce the errors then the money invested in
recruiting and keeping them will be a waste
 Retention of talent-
Company has been seeing a huge rate in the aspect of turnover which is
reflecting a risk for the company as it is not easy to find a suitable talent and it is
not slightly easy to adjust and set them in the company so that they stay with the
company for a long period of time.
Continued..

From the above studies it has been summarized that Woolworths needs to
implement a program of HRM as it is necessary so that they can improve
their performance and gain their share in the market. This is necessary
because company was lacking in many areas which needs to be improved
and that gap will be filled by this aspect. HR department of the company
needs to undertake the performance of the employees and guide them so
that they can work for the goals of the company.
SUMMARY

In order to improve certain aspects in which they are lacking it is necessary
that leaders of Woolworths puts more focus on the right area that is to use
the talent of the employees in the right area and look after them, support
them so that they feel that their work is being supervised and appreciated.
This will make them stay in the company and achieve their goals and
objectives for a long period of time.
RECOMMENDATIONS

 Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
 Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.
 Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability, 10(12), p.4798.
 Aklamanu, A., Degbey, W.Y. and Tarba, S.Y., 2016. The role of HRM and social capital
configuration for knowledge sharing in post-M&A integration: a framework for future
empirical investigation. The International Journal of Human Resource
Management, 27(22), pp.2790-2822.
 Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource
management research in perspectives. Human Resource Management Journal, 28(1),
pp.1-13.
 Markoulli, M.P., Lee, C.I., Byington, E. and Felps, W.A., 2017. Mapping Human
Resource Management: Reviewing the field and charting future directions. Human
Resource Management Review, 27(3), pp.367-396.
REFERENCES