Human Resource Frame in Wesfarmers

Running head: HUMAN RESOURCE FRAME IN WESFARMERS
HUMAN RESOURCE FRAME IN WESFARMERS
Name of the student
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HUMAN RESOURCE FRAME IN WESFARMERS1
Table of Contents
Introduction......................................................................................................................................2
Organizational background..............................................................................................................2
Strengths and weaknesses of the Human Resources Frame in the organization.............................3
The strengths of the organization:...............................................................................................3
The weaknesses of the organization:...........................................................................................5
Assessment of the issues faced by the organization........................................................................6
Recommended activities that might be considered by Wesfarmers................................................8
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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Introduction
Modifications in the organizational framework are ensured through the effective
performance of the employees. McGowan, Walsh and Stokes (2017) opined that most of the
changes in the organizational operations are dependent on the collaborative performance of the
employees. In this relation, the Human resource frame of an organization is dependent on the
effective identification of the psychological factors that empowers the operations of the
workforce while operating in orientation with the objectives of the venture. The psychological
integration of the management of an organization with the employees enhances the employee
satisfaction, retention and enhancement in the work performance (Albrecht et al. 2015).
However, the major limitation of the human resource frame related approach in an organization
is to convince the employees and induce change readiness for a disruptive process. In this
relation, the research would identify the Bolman and Deal’s human resource frame in the context
of Wesfarmers, Australia. The research will also undertake an assessment of the strengths and
weaknesses of the human resource frame in the context of the organization, identify the issues
and suggest recommended sets of actions.
Organizational background
The organization, Wesfarmers, is an Australian conglomerate which was founded in the
year 1914 and headquartered in Perth, Australia (Wesfarmers.com.au. 2019). The organization is
being noted as the largest private employer in Australia with a strength of around 220,000
employees (Wesfarmers.com.au. 2019). The different changes that in the HR policies and
application of best practices supported the organisation in putting up an efficient workplace
culture. The effective performance of the organizational workforce is reflected through the
improvements in the profit margins and the revenue streams of the same. The diverse range of

HUMAN RESOURCE FRAME IN WESFARMERS3
product offering of the organization and the uninterrupted performance of the workforce along
with different technological infusions supported the venture in improving the market position of
the venture.
Strengths and weaknesses of the Human Resources Frame in the organization
The strengths of the organization:
 Collaboration: The openness and transparency of the communication process followed
by the business enhanced the line of operations. Wesfarmers emphasized more on
engagement of the employees in the different processes for the successful implementation
of the design. In this relation, the managers of the organization and the employees
collaborate with each other with the objective of improving the line of operations while
operating in the different markets (Jamali, El Dirani and Harwood 2015). The enhanced
line of collaboration among the employees and the management supported the venture in
improving the line of operations. On the other hand, the transparency of the
communication between the employees and the management supported the organization
in encouraging the active involvement of the stakeholders.
 Principles of the organization: The HR principles of the organization relating to “Know,
Grow, Include and Connect” would not only empower the operations of the workforce
but also encourage the same to get involved in the innovative processes that are planned
by the venture (Wesfarmers.com.au. 2019). The principles that are followed by the HR
management of the organization supported the skill development and engagement of the
employees in the innovation based processes.