Human Resource Management in Woolworths: Training and Development of Customer Services

Human Resource Management
Name of the Student
Name of the University
Author Note

Table of Contents
Introduction................................................................................................................................3
Identification and review of the strategic and operational plans................................................3
Outline of the human resource needs as consulted with stakeholders.......................................4
Description of the specific human resource service...................................................................4
Specification and discussion of the legislation..........................................................................5
Discussing options for delivering service..................................................................................5
Implementation plan...................................................................................................................5
Monitoring and measuring progress of the service delivery......................................................6
Identification and discussion of appropriate training support....................................................6
Advisory notes to the stakeholders in the implementation of SLA...........................................6
Advisory notes for the maintenance of ethical practices...........................................................7
Draft:..........................................................................................................................................7
SLA Requirements and reflections..........................................................................................10
Conclusion................................................................................................................................11
Reference:................................................................................................................................12

Introduction
Woolworths is an Australian supermarket which has another pseudonym for Woolies which
is a chain of the grocery store. In the year 1924, along with Coles Woolworths has formed a
chain of the duopoly business in the supermarkets of Australia and which has been accounted
for more than eighty per cent of the markets in Australia. The main feature of the
Woolworths is to sell groceries like fruits, veggies, meats, etc. now; they have also inclined in
selling of the magazines, health, DVD’s and other beauty products, pet products, cosmetics,
etc. The current operation of Woolworths is under a thousand stores all over Australia where
it includes 976 supermarkets and more of 19 Metro convenience stores which carry the same
logo. The number of employees working in Woolworths is 115500 in around 995 locations of
the Woolworths market. It’s headquarter is located in Bella Vista, New South Wales,
Australia (Woolworths Group, 2019a). The key people those who are involved with this
subsidiary retail business are Brad Banducci who is the Chief Executive Officer of this
company, Claire Peters who is the Managing Director of the Woolworths Supermarket.
Identification and review of the strategic and operational plans
The main aim of the business is to be one of the loved retailers for families, youth and kids.
The main objective of Woolworth is to enhance the turning of stocks and to optimize the
efficiency of the network in the market. This company has invested a huge amount in the
supply chain and its network of distribution. The planning of the strategies of the Woolworth
is for the success of the long term aims of the business. This act is to maximize the value of
the shareholder in the portfolio business. The company is thriving to establish the market of
competition in the retail sector where it takes the strategic stance to the profitability via the
effective supply chain of the business while maintaining the overall growth of the business.
The policy of the staff in this company is overhauling so as to get the benefits of using the
talent both locally and internationally (Woolworths Group, 2019b). Woolworths is very much
dedicated in order to improve the perception of the customer while delighting the existence of
the customers and attracting new consumers. As Woolworths is considered to be one of the
most renowned and famous retail organisations, it has a dedicated field in the department of
human resource that focuses on the management of the effective employee for the
organisation. Woolworths have successfully formulated their department of human resource
assisting with few important as well as certain approaches of the human resources. The
developing and the talent of recruitment, matching the staff with the requirements of the

business, training and retaining as well as reducing the size are the important method those
have been adopted by the Woolworths Limited. According to the Woolworths Limited, the
operation of the retail organisation and their functions of human resource work at the level of
different strategy and functions. This is just because of the practitioners are involved in the
planning of the human resource and corporate planning at several strategic level. Apart from
this, the level of the functionality of the line managers carry out various activities at the
functional level ensuring the employees at the perfect time, for the right place and cost.
Outline of the human resource needs as consulted with stakeholders
Woolworth consists of both the internal as well as the external shareholders the integration of
the human resources solutions which has been accounted for nearly eighty seven per cent on
the impact of the management of the human resource and ninety one per cent of the impact of
the human resources on the employees. In order to form a value for the line employees and
the managers the human resource departments must give the practices of the human resource
managers those are fully reinforced and integrated each other. There are the employees and
the line managers those who expect the department of the human resource to properly
integrate the practices of the human resources with the strategy of the business. This kind of
integration with the business is hence reinforced with the human resources practices and
policies those can work together to render easy solutions to the organisation. The role of the
human resources in the contribution of the management of the flow of the accounts of the
information for seventy seven per cent of the impact of the human resources on the external
customers and fifty six per cent of the total impact of the human resources on the
stakeholders and owners (Woolworthsgroup.com.au, 2019c). If the department of the human
resources tend to support the business in order to create the value for the external
stakeholders, then they must assist in accessing, importing and accessing those significant
external data. In order to ensure that the business organisation has the technical capability and
the social forums for the application and derivation of its total insights the business
organisations tend to reclaim its grounds on the basis of the stockholders need.
Description of the specific human resource service
The training and development specialists within the periphery of the human resources tend to
administer, plan and conduct the programs so as to train the employees and to improve the
knowledge and skills of them. Human Resources development team basically focuses on the
assessment of the requirements of the trainings through the surveys and through the