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(Doc) Human Resource Management Assignment

   

Added on  2020-09-03

12 Pages3281 Words31 Views
Human ResourceManagement1

Table of ContentsPART A...........................................................................................................................................1INTRODUCTION AND CONTEXT..............................................................................................1MICRO LEVEL ANALYSIS..........................................................................................................2MACRO LEVEL ANALYSIS........................................................................................................3PART B...........................................................................................................................................4INTRODUCTION...........................................................................................................................4Interview script............................................................................................................................5CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................12

PART AINTRODUCTION AND CONTEXT Now-a-days, companies invest a significant proportion in the knowledge, talent andcapability enhancement and not just in the technologies. It is because, they serve client throughtheir workers, thus, by maximizing their expertise and talent will help establishments to boostconsumer satisfaction. According to Australian Bureau of Statistics (ABS), in March 2017,employment just increased by 1.22% (146,000 in numbers) at an average employment growth of12,167 each month. It seems surprising and disappointing result because according to the labormarket indicators, growth in employment must be high. Looking to the various industries, retailindustry is the second largest contributor to employment after healthcare sector (Scutt, 2017).However, the sector shows fallen result in employment over a year. (Source: Scutt, 2017)According to the graph, retail industry shows 5% employment loss over historical periodand as per the current statistics, currently, it employs approximately 1.2 million people fallen by59,300 (as illustrated in graph) over last period. In the retail sector, consumer satisfaction1

extremely depends on the employee’s capabilities to serve consumers in the best way. However,considering current market conditions, industry is facing number of challenges in their workforcemanagement. There are various internal which affect workers management such as firm strategy,culture, lack of coordination, conflicts etc. however, external factors constitute of innovation,market conditions, change in rules and regulations and others. Australian Workforce and Productivity Agency (AWPA) investigated various workforcedevelopment issues that the industry is suffering from such as demographic change,technological advancement, diversity management and others. Out of all, high staff turnover is akey issue faced by the industry (Cho and et. al., 2006). Thus, the paper will investigate variousmicro and macro factors which is a reason behind high staff turnover. MICRO LEVEL ANALYSIS In Australian retail sector, currently, companies are facing tough time for retention ofqualified and talented labor pool. Staff turnover is an issue where employees are givingresignation to the organization due to varied reasons. At the same time, it seems reallychallenging for the retailers to find a capable staff and retain them for a long-lasting period in thecompany. There are number of factors or components which found as a cause for exceededemployee turnover i.e. cultural, managing diversified workforce, staff conflicts, lack ofmotivation and many others (Harzing and Pinnington, 2010). With the changing demographics andinternationalized operations, now-a-days, all the Australian retailers employed diversifiedworkforce in their business. However, their way of working, opinion, views may significantlydiffer from each other resultant staff conflicts. Workers are not satisfied with the internal management for the people belong todiversified background, culture or nationalities. Moreover, now-a-days, people need sufficientflexibility at their workplace, so that, people can manage effectively their personal andprofessional life (Baum, 2006). In order to provide flexible working arrangements, Woolworthprovide part-time working arrangements. Currently, there are 17000 staff contracts stipulateflexible arrangements in terms of working hours, still, around 3% means 600 workers areworking under inflexible hours which include 8AM to 5PM working time for Monday to Fridayand on Saturday, they need to work till 1PM. The reason behind this is such working contractswere made many years ago when flexible arrangement was not in common corporate practice.2

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