Human Resource Management and Development Report for Wesfarmers

This report discusses the importance of training and development in Wesfarmers, an Australian conglomerate company. It covers the goals of the company, the need for training, and a training program development framework. The report suggests the use of online learning packages for training and development.

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Human Resource Management and Development
Report
6/17/2018
Student Name

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Contents
Introduction................................................................................................................................1
Goals of the Wesfarmers............................................................................................................1
Need for training........................................................................................................................1
Conclusion..................................................................................................................................5
References..................................................................................................................................6

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Introduction
Wesfarmers is an Australian conglomerate company which headquartered lies in the Perth.
The company is dealing in the retail, chemicals, coal mining, industrial products, and
fertilizers. The company has a large base of its customers as the company is considered to be
the safest providers of goods and services in the market. The company has huge human
resources in the company to which the training and development are given from time to time
so that they can develop and update them according to the changes done in the organization.
The company is managing around 220000 employees and consider itself to be the largest
private employer. The company has taken various measures to make its employees
competitive in the environment. To remain competitive in the market, the company has
introduced the various training and development sessions to grow and develop their
employees. This will make the employees more knowledgeable. Giving the training and
development session to the employees makes them more useful for the organization. Human
resources considered being the most important asset of an organization. Two organizations
can have two same financial resources but no two organizations can have the same human
resources (Sustainability, 2018).
Goals of the Wesfarmers
 The primary objective of the organization is to provide the satisfactory return to the
shareholders.
 Measuring the performance of the employees and company
 Focus on the capital efficiency
 Growth and development of the employees
 Approach to delivery satisfactory return to the stakeholders (Wesfarmers, 2018)

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Need for training
Every organization needs training in their organization to make their employees more capable
of performing the work. This training given to them gives organization more chances and
opportunities to grow and sustain in the market. The company has various methods to give
the training but company has to choose alternatives from them. The company has the option
to give the online training or to give the training in the organization itself. A company like
Wesfarmers who has a large base of employees will recommend having the online learning
package as it enables to have the learning session in mass for the employees. The
performance of the employees can be easily measured by the company (Anne, Newton and
Wick, 2014).
Using the online session has its own advantages which include the less involvement of cost
and time too. Using this method company can take more output then involving the input.
Enablement of training not only develops the individual but also helpful to the development
of the overall organization also. The primary objective of the organization can be achieved
through the use of the online learning sessions. The company can earn more returns when an
organization develops itself in the market. If the organization is growing the shareholders will
also get the more returns in the organization (Csikosova, Antošová. and Čulková, 2014).
The process of training program development is found necessary in the organisation. Training
is something that should be planned and developed in advance by the company. In
Wesfarmers also the training session can be implemented by the top level management of the
company to have the development of the staff and they can perform better in the organization
(Harvey, Hawkins and Thomas, 2012). The training program development framework is as
follows:

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(Source: Libraries, 2018)
Needs Assessment
In this step of the training program, the need is analyzed to have the training session in the
organization. organizing the training session in the organization is necessary for a company
like Wesfarmers is that new implementation of safety products and services are there in the
business so to explain these in the market and to its shareholders, the need for training arises.
In this type of framework development, the company has to decide what type of training
session is required in the organization.
Wesfarmers can opt for the online training package. As the Wesfarmers employees are spread
in the large area of the countries. The online package gives them the convenience to learn the
new things anywhere. As training given in the organization can make them rigid and fix the
training and session period as well (Wesfarmers, 2018).
Consideration of the learning style

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The consideration of learning styles includes that company can make ensure that to teach the
variety of the learning styles in the development learning programs. Wesfarmers is also
providing the variety of training to its employees and train them about the new products and
services.
Delivery mode
This step includes the way in which the message can be transmitted to the employees. In this
way, Wesfarmers can opt for the online training through the use of the portals in which there
are different sessions is given which has to be completed by the individuals. Most training
programs include the variety of the delivery methods in which outsourcing can also be opted
for by the organization (Baldwin, 2016).
Budget
This will be considered to be the important step in providing the training to the employees.
The amount invested in giving the training to the employees should be equal; to the return
received by the training. If the return is not equal to the amount invested then the training
session will be avoided as it makes the losses for the company. Wesfarmers also develop the
training session which includes the minimum cost in it (Marquardt, 2011).
Delivery Style
The delivery style is the style from which the delivery of training will be self-paced or
instructor-led. In Wesfarmers, the training provided to the employees can be explained with
the help of videos. The videos can be made by the expert to train the employees on the new
innovations in the product introduced.
Audience Consideration

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The audience includes that that will be the part of that training. In this step, company checks
whether the video made by the experts is relevant to the employees to know the essential
shown by the online program. The responsibilities and direction to make awareness about the
product are clear to the viewers or not. The learning in the videos should be made according
to the requirements of the audience that is the employees and video made should be such
which grabs the interest of the viewers (Robinson, 2011.)
Content development
The content includes the relevant matter which will be understood by the viewers at the time
of watching the program. The information provided in the program should be relevant for the
employees. The development of content is made according to the need and requirement of the
employees. The need of the marketing personnel in Wesfarmers is to convince the customers
whereas the production department the need for learning is how to make the products and
services in the organization (Mission Australia, 2017).
Timelines
In this step, the specified time is given to the employees to complete the online program
which will make easy for the organization. This online package can be useful for the
marketing and sales profile employees of the company as they are the representative of the
company who built the image of the company by offering the new products and services
made by the company (Boxall and Purcell, 2011).
Communication
The communication step includes the training available to employees in the organization.
Wesfarmers can provide the online sessions to their employee’s development from time to
time which will able to enhance the knowledge of the employees.

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Measure effectiveness of training
The effectiveness of the training given can be checked through by taking the feedback from
the employees. The employee is the person for whom the online program was made and they
can only judge whether the program is of any use to them or not. The effectiveness of the
session can be measured by comparing the performance of employees before and after giving
the online training. The employees can able to develop and learn from these online sessions
(Armstrong, and Taylor,2014).
Conclusion
From the above discussion, it can be concluded that giving the training to the employees in
the organization is very important for the growth of the individuals. The training not only
improves the employee’s knowledge but also develops the organization performance as
employees are the one who performs the activity for the organization. In company
Wesfarmers, the training can be given to the employees using the online learning package.
These learning proceeds are finding to be simple and easy in nature. The company found the
advantages’ of using this method of training in the organization, as the involvement of cost is
found to be less with the maximum returns. The training can be given in the short videos
which have to cover up by the employees in a specified period of time. This method can be
suitable for Wesfarmers as the company has a large base of the employees.

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References
Anne Loewenberger, P., Newton, M. and Wick, K. (2014) Developing creative leadership in
a public sector organisation. International Journal of Public Sector Management, 27(3),
pp.190-200.
Armstrong, M., and Taylor, S. (2014) Armstrong's Handbook of Human Resource
Management Practice. 13 edn. U.K: Kogan Page Publishers.
Baldwin, M. (2016) Social work, critical reflection and the learning organization. 4th edn.
U.S: Routledge.
Boxall, P. and Purcell, J. (2011) Strategy and human resource management. 3rd edn. U.K:
Palgrave Macmillan.
Csikosova, A., Antošová, M. and Čulková, K., (2014) Strategy in direct and interactive
marketing and integrated marketing communications. Procedia-Social and Behavioral
Sciences, 116, pp.1615-1619.
Harvey, D.C., Hawkins, H. and Thomas, N.J. (2012) Thinking creative clusters beyond the
city: People, places and networks. Geoforum, 43(3), pp.529-539.
Libraries. (2018) Designing a training program [Online] Available from:
http://open.lib.umn.edu/humanresourcemanagement/chapter/8-4-designing-a-training-
program/ [Accessed on: 17th June 2018]
Marquardt, M.J. (2011). Building the learning organization: Mastering the five elements for
corporate learning. 3rd edn. U.K: HachettE.

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Mission Australia (2017) Wesfarmers [online]. Available from
https://www.missionaustralia.com.au/take-action/corporate-partnerships/wesfarmers
[accessed 17 June 2018]
Robinson, K. (2011) Out of our minds: Learning to be creative. 3rd edn. U.S: John Wiley &
Sons.
Sustainability. (2018) About Wesfarmers [online]. Available from
https://sustainability.wesfarmers.com.au/our-report/about-wesfarmers/ [accessed 17 June
2018]
Wesfarmers Limited. (2018) Who We Are [online]. Available from
http://www.wesfarmers.com.au/who-we-are/who-we-are [accessed 17 June 2018]