Impact of Environmental Factors on HR Planning, Job Design, and Work Practices in Australian Retail Industry

This report analyzes the impact of environmental factors on HR planning, job design, and work practices in the Australian retail industry. It provides recommendations for HR practitioners to respond to changing environmental influences.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management on Automated Billing Process
Name of the University:
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Table of Contents
Introduction....................................................................................................................................2
Impacts of environmental factor on HR planning, job design and quality of work practices.........2
Recommendations............................................................................................................................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
Australian retail industry is focussed on maintaining momentum by social and economic
developments. Major factors that impact the growth of retail industry in Australia includes
increased economic growth and increasing purchasing power (Armstrong & Taylor, 2014). The
growth in the Australian retail industry is influenced by certain changes in the market trends,
progress, challenges and technologies in use. The HR practices in Australian retail industry is
focussed on transformation of a major part of the sector within an organized setup and the HR
practices serve as the catalysts for enabling any establishment to attain organizational objectives.
The objective of the paper is to analyse the ways in which an external environmental
factor from “Environmental Influences Model” and analyse the ways in which a recent or
proposed change in the factor. Moreover, the report will also analyse the ways in which change
in the environmental factor has resulted in changes within HR planning, job design and work
practices quality in the Australian retail industry. Moreover, being an HR practitioner a set of
recommendations will also be provided to the top management based on which they can respond
to changing environmental influences affecting provided HR practices.
Impacts of environmental factor on HR planning, job design and quality of work practices
The different changes in the retail sector of the Australian markets have affected the
employee morale as per the Fair Work Commission (Galpin, Whitttington & Bell, 2015). The
retail industry is planning to bring forth changes in the cultural of the same in order to enhance
the profitability of the same. However, the modifications in the cultural aspects that are
undertaken by the industry have altered the HR planning, job design and quality of work
practices. Culture plays a major role in maintaining the smooth functioning of the organization as

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per the objectives of sustainability of the same (Ravella, 2014). The technological innovations
and the enhanced competition in the global markets impacted on the growth of the retail sectors.
Therefore, the industry is bringing forth different changes in the cultural affluences in order to
enhance the sustenance options while operating in diverse global economies (Jackson, Schuler &
Jiang, 2014).
The retail industry is moving towards automation of the different processes and thereby
promotes a competitive culture in the workforce in order to enhance the productivity of the same.
On the other hand, the induction of competitive culture in the workforce has affected the
collaborative functioning of the workforce, which has affected the growth of the retail sectors in
the nation. However, the automation of the different practices in the retail industry has drastically
brought about changes in the HR planning, job design and the work quality (Brewster, 2017).
The automation of the different processes has helped the retail industry in enhancing the
operations of the same. On the other hand, the induction of competitive workplace culture has
affected the quality of work and employee retention initiatives of the sector. Implementation of
the automation resulted to maximization of the turnover rates in the retail sectors. Shao, Feng
and Liu (2012) stated that the workplace culture plays a vivid role in maintaining the efficacy of
the operations that are planned by the management in the retail sectors. However, the
technological changes in the global markets have forced the companies in the retail sector to
induce competitions in the workforce for the enhanced profitability of the same.
On the other hand, the induction of the technological innovations in the retail sector has
brought about changes in the job design and the processes that are framed by the retail
organizations. The development of the retail sector is dependent on the efficacy of the
technological changes that are planned by the business (de Menezes, 2012). The implementation

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of the automated technologies in the retail sectors has brought about significant modifications in
the organizational processes. However, the Corporate Social Responsibility (CSR) of the retail
industry has suffered through the induction of different technologies, as it affected the interests
of the relevant stakeholders. Lee, Lee and Kang (2012) stated that the HR planning initiatives
and the design of the job roles are undertaken by the management through an evaluation of the
changes in the sector. However, the cultural changes in the industry bring about significant
modifications in the workforce operations. Chow (2012) stated in a research that more than 57%
of the employees are affected through the changing culture in the retail industry. It has been
reported that the rate of employee turnover in the retail industry in Australia has grown by 0.29%
through the induction of the different technological changes (Jiang et al., 2012).
The changes in the cultural aspects of the retail industry have affected the quality of
work. The smooth functioning of the workforce is based on the element of trust and mutual
growth perspectives, which is supported through the collaborative functioning of the employees
with the management. Frequent resistances to the technological changes that are planned by the
retail industry have affected the smooth functioning of the business units. Posthuma et al. (2013)
stated that the key changes that are encountered by the retail industry have affected the smooth
functioning of the workforce as per the objectives of the business. The modifications in the
design of the operations and processes have induced confusion that affected the workflow.
Employee resistance Impact on HR planning, job design and work practices- On
implementation of billing automation technology in retail industry of Australia, employee
resistance taking place as a result is intended to impact the HR planning, job design and work
practices in the retail sector. Through analysing the issues faced by the employees in operating
the automated billing system, the HR planning of the company will involve implementing the

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change in several steps. The HR planning steps in such scenario will include preparing for the
change, taking actions on the change and making plans for managing the change to support
employee performance. Job design or structural changes in the company is also impacted from
employee resistance to the technology change in Australian retail sector. Based on the employee
behaviour towards change, job design will be developed in a manner that can offer employees
with team development and special development activities with new team members before
implementing proposed changes (Snell, Morris & Bohlander, 2015). This is particularly in a
scenario where billing automation technology implementation will lead to employees changing
departments or teams. Moreover, work practices are also impacted in case employees resist
change as observed in case of automated billing systems implementation in Australian retail
sector. Work practices are affected as employees in such scenario tend to delay their job
responsibilities and might deliver poor performance against their respective job roles.
Recommendations
As the automaton technologies come into play, there will be a huge threat of men losing
their jobs. This is mainly because of the fact that robots will be much faster and efficient in their
work. There is a chance that the employees which are actually appointed for this work might feel
that they will have to thrive for their survival. They will be losing their jobs. It is for this reason
that the organizations must make sure tom find out some alternative job opportunities for their
employees. They have to develop special skills training sessions like creativity, people
management, negotiation, emotional intelligence. The employees are one of the most important
essential internal environmental factors of the industry. Thus, it is the duty of the organization to
make sure that they are trying their level best to deal with this problem.

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HR planning
 The department has to arrange for many training sessions that will help the employees to
learn the new skills. The employees have to be made sure that they are still valued within
then organization. They have to be given proper training so that they can carry in with
their jobs even in future. The communication system has to be developed so that the
employees can be made assured about their job security.
 The employees have to be taught several new skills that will help them to find new and
alternative jobs in future. They have to make sure that the employees are being able to
find new jobs. They must also be able to grasp many new critical skills that will help
them to manage the critical
Job design
 The job design will also change due to the arrival of the automaton technology in the
billing of the retail industry. The job design will also change because the HR department
needs to recruit new employees who are experts in handing the advanced technologies.
This indeed is vey essential because the existing employees will surely not be much well
developed on the art of using the automated technology.
 The HR department has to focus on then recruitment if the new employees who will be
skilled in the handling of the advanced robotic and automated technologies. Apart from
this, the existing employees will have to be given proper training s that they can easily
match up with the changes. There are many job lines in the retail industry.
 The employees who used to manage the billing system manually can be given proper
training and sent to the quality assurance department. They can be trained how to check
the quality of the products before they are being stacked on the shelves. This will bring a

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variety in the job role and will also help the employees to get motivated and will not
suffer from monotony.
Quality of work practices in your organization or an industry
 The organizational culture will be affected as the employees will get demotivated.
The emergence of the automatons means that the employees will be suffering
from the fear of losing their jobs. This might make the employees feel very
discouraged. This will also make the employees idle and they will stop giving
their output. This will have a negative impact on the overall output of the
organization. In order to solve this HR department of the retail industry will have
to establish many new job responsibilities. Apart from this, the older employees
will have to be given a proper pays ale so that they can be able to survive
properly.
 The older or the aged employees will be in a fear that they will not be able to find
any suitable job roles after the arrival of the automaton. As a result of this the HR
department must introduce many new job roles for these employees. The HR
department must also start introducing many new and alternative job roles so that
the employees can find good jobs for themselves. The emergence of the new
forms of technology must be used or the overall development of the organization.
However at the same time it is the duty of the retail industries to make sure that
they are able to establish new alternative job roles for these employees.
 Implementing a better framework that puts high value on the employee interest will be
initiated in order to retain uninterrupted goods and service quality in business. Moreover,
it can be stated that the process of implementing high value on the interests of the

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employees will foster good moral for the organization and helps to build a sustainable
business for future.
 In addition to this, briefing the change with the entire work force is also an important
aspect on which the organization must cast its concern. Based on this, it can be stated that
the primary purpose of the company is to increase its profitability by implementing
automation in the working process. Therefore, incorporating the entire workforce into the
change is also required to fulfil the purpose of the retail company.
 Furthermore, it can be argued that keeping an eye on the workplace culture is also
required in order to deal with the change in the organizational process. In this regard, it
can be stated that the main objective of the company is to enhance the quality of services.
Therefore, workplace culture will play a significant part in course of making the situation
friendly and relevant enough.
 Putting an in-depth understanding on the mechanism and efficacy of the newly
implemented automation system is highly required in order to maintain and continue the
flow of supply and services. Therefore, training will be effective enough to highlight
every aspects of the automation system so that in future the employees can handle it
swiftly and maintain effectively.
 As intense competitiveness is a key feature in the Australian retail sector. Therefore,
emphasizing the entire mechanism process of change is important for the retail
organization. In this context, the company can rely on the third party intervention to
advise them about the way to make this new change an advantageous factor. On the other
hand, the company can build up the understanding inside by envisaging the future scope
of the new change.

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 As a matter of fact, recruiting new people who have previous knowledge and experience
on the newly implemented mechanism can be fertile for the organization because the
company can exploit that experience and step forward to maximize the profit and quality
of the services. In this context, it can be asserted that the HR policy and job description
has to be changed in accordance with the changing situation and more specific and
accurate job details can mitigate the problem as soon as possible.
 Moreover, the job insecurity of the employees due to implement the automation process
has to be curb down because it is detrimental for achieving the goals of the company. An
induction process and verbal communication with the employees can eradicate this crisis
situation.
Conclusion
The report will also analyse the ways in which change in the environmental factor has
resulted in changes within HR planning, job design and work practices quality in the Australian
retail industry. Moreover, being an HR practitioner a set of recommendations will also be
provided to the top management based on which they can respond to changing environmental
influences affecting provided HR practices. It was gathered from the report that the automation
of the different processes has helped the retail industry in enhancing the operations of the same.
On the other hand, the induction of competitive workplace culture has affected the quality of
work and employee retention initiatives of the sector. Implementation of the automation resulted
to maximization of the turnover rates in the retail sectors. The workplace culture plays a vivid
role in maintaining the efficacy of the operations that are planned by the management in the
retail sectors. However, the technological changes in the global markets have forced the
companies in the retail sector to induce competitions in the workforce for the enhanced

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profitability of the same. HR planning initiatives and the design of the job roles are undertaken
by the management through an evaluation of the changes in the sector. However, the cultural
changes in the industry bring about significant modifications in the workforce operations.

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References
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practice. Kogan Page Publishers.
Brewster, C. (2017). The integration of human resource management and corporate strategy.
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Chow, I. H. S. (2012). The roles of implementation and organizational culture in the HR–
performance link. The International Journal of Human Resource Management, 23(15),
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de Menezes, L. M. (2012). Job satisfaction and quality management: an empirical
analysis. International Journal of Operations & Production Management, 32(3), 308-
328.
Galpin, T., Whitttington, J. L., & Bell, G. (2015). Is your sustainability strategy sustainable?
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Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.

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Lee, S. M., Lee, D., & Kang, C. Y. (2012). The impact of high-performance work systems in the
health-care industry: employee reactions, service quality, customer satisfaction, and
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performance work practices taxonomy: Integrating the literature and directing future
research. Journal of Management, 39(5), 1184-1220.
Ravella, R. P. (2014). Exploring Enterprise Modeling and Leadership with Automata Theory and
Cellular Automata. Northcentral University.
Shao, Z., Feng, Y., & Liu, L. (2012). The mediating effect of organizational culture and
knowledge sharing on transformational leadership and Enterprise Resource Planning
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Snell, S., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Nelson
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