Human Resource Management: People, Culture, and Contemporary Leadership of Wesfarmers

This assignment explores the human resource management practices of Wesfarmers, focusing on performance-related initiatives, culture-related initiatives, and engagement-related initiatives. It discusses the importance of leadership, workplace culture, and stakeholder engagement in achieving competitive advantage. Recommendations are provided for improving selection and recruitment policies, performance management systems, and diversity in the workplace.

Running head- HUMAN RESOURCE MANAGEMENT
People, culture and contemporary leadership of Wesfarmers
Name of the student
Name of the university
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Table of contents
Introduction................................................................................................................................2
Performance-related initiatives..................................................................................................2
Culture-related initiatives...........................................................................................................3
Engagement-related initiatives...................................................................................................4
Recommendations......................................................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Human resource management is one of an important parameter in a company or
organization. The managers are expected to perform their duties according to the
requirements for managing the human resources, that is, the employees. Providing adequate
motivation and encouragement to the employees enhances the leadership skills, competencies
and abilities of the managers (Bolman and Deal 2017). The managers need to be
approachable, so that the stability in the relationship can be maintained. Catering to the
individual viewpoints of the employees is reflects the adherence to the Ethical Code of
Conduct in case of the managers. This is in terms of enhancing the workplace culture. This
assignment attempts to peek into the human resource management practices of Wesfarmers.
Performance-related initiatives
In order to manage the performance of the employees, Wesfarmers provide job
specific training. Career development plans are conducted by the managers in terms of
enhancing the professional skills, competencies and abilities. This plan proves beneficial in
terms of exposing the employees to the latest technologies, specific needs, demands and
requirements of the customers, teamwork, leadership skills and competencies among others
(Wesfarmers.com.au, 2019). All of the full time, part time and casual employees are entitled
to take part in these programs. The Wesfarmers Group Level managers are entrusted with the
responsibility to monitor the performance of the employees in terms of moulding them into
the potential values and capabilities needed for meeting the identified requirements. The
process of performance management in Wesfarmers is identifying, developing and retaining
talent. These activities are further categorized into the aspects of- Know, Grow, Connect and
Include.

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Leadership model is followed by the personnel of Wesfarmers to unleash the
capacities of the employees. The main aim of this model is commercialization of the business
for delivering quality results to the clients and the customers. This is done in terms of the
values of integrity, openness, accountability and entrepreneurial spirit. The team members
are the inspired for exposing productive performance through means of clarity, trust,
challenge and support (Wesfarmers.com.au 2019). Rationality and consciousness within the
encouragement helps in sustaining the human resources for fulfilling the future needs.
Typical example of this lies in instructing the employees to segment their performance
according to short and long term goals.
Standards and benchmark of talent is set by the Board panel members of Wesfarmers.
This is in terms of upgrading the standards and quality of the employee performance.
Mention can be made of the cross divisional talent development processes for bringing out
the best within the employees. One of the noteworthy initiatives is launching a Group wide
investment in awareness and capacity building associated with the data analytics
(Wesfarmers.com.au 2019). This initiative has proved fruitful in exposing a strategic
approach towards enhancing the management of human resources. Post training tests are
conducted for assessing the capability of the employees in making practical application of the
learnt skills in executing the tasks.
Culture-related initiatives
For respecting the people and workplace culture, Wesfarmers produced the seventh
Reconciliation Action Plan (RAP). This was in collaboration with the Reconciliation
Australia. The main components of this Plan is the corporate social responsibilities, mapping
the communities, which the company intends to serve for strengthening the customer base.
The company intends to engage the community members in the operations. Specific mention
can be made of including the Aboriginal and Torres Strait Islander people for respecting their

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culture, customs and traditions through promotions (Wesfarmers.com.au 2019). Wesfarmers
need to be applauded for providing cultural awareness training to the employees.
Reference can be cited of the schemes like “Welcome to the Country” and
“Acknowledgement of Country”, which involves the people from other cultural backgrounds
into the Australian culture. These schemes are implemented in the business according to the
protocols. Consciousness in this approach relates to compliance with the terms and conditions
of the Ethical Code of Conduct.
Primary objective of Wesfarmers is to deliver returns on the investments made by the
shareholders towards financial discipline and the management of the diversity portfolio of the
business. Adopting the framework, the Wesfarmers Way has been beneficial in terms of
developing the business model comprising of the core values (Wesfarmers.com.au 2019). In
this, Ethical Code of Conduct is infused for uplifting the standards and quality of ethical
behaviour. Attempts are made to achieve the objectives by maintaining the consistency in
undertaking the decisions.
Commitment is exposed towards the establishment of inclusive culture, which
enhances the cultural diversity in the workplace of Wesfarmers. Mention can be made of
Diversity Policy, which improves the compatibility between the personnel of the different
levels. Reference can be cited of Coles, which introduced Gender Affirmation and Transition
guidelines. These guidelines have proved fruitful in terms of establishing a congenial
working environment through the inclusion of transgenders into the business processes
(Wesfarmers.com.au 2019). Along with this, Coles has also participated in the Australian
Workplace Equality Index in 2017. In this, the company bagged Bronze Employer status for
improving the treatment of LGBT community in the workplace.

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Engagement-related initiatives
Open forums and discussions are organized by Wesfarmers in terms of dealing with
the queries of the stakeholders. Interactive sessions helps the personnel to gain an insight into
the specific needs, demands and requirements of the stakeholders. The stakeholders have
flexible option and choice towards voicing out their opinions on sustainability performance
and reporting. At the Group Level, diversified approach is maintained for catering to the
mutual interest of the stakeholders. This helps in assessing the impact of their interests on the
productivity. Every year, a stakeholder engagement survey is conducted for enhancing the
stability in the relationship with the stakeholders (Wesfarmers.com.au 2019). Here, the main
focus is on the sustainability related issues. Reporting is conducted on the climate change
resilience, supplier relationship, gaming, ethical sourcing and human rights among others.
Mention can also be made of the collaboration with the NGO’s for human and labour
rights. Adherence to the public policy is assistance in terms of broadening the scope and
arena of the business. Engagement with the Oxfam Australia, Greening Australia and WWF
Australia helps in exposing collaborative approach towards preserving the human rights of
the people, especially those belonging to the indigenous communities, Aboriginal or Torres
Strait Islander.
One of the other parameters of business is engaging the media for enhancing the
communication with the stakeholders. Tie-ups with the local, national and international
media agencies enhances the transparency in the business operations (Wesfarmers.com.au
2019). Engaging the Federal and State governmental agencies is significant in terms of
enhancing the awareness about the latest legislative requirements. Engagement with the retail
shareholders is done through the means of general meetings and the response to the adhoc
correspondence. The share register of Wesfarmers is maintained by Computershare Investor
Services Pty Limited. In order to attract the shareholders, meeting announcements, strategy

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and operational briefings, post result road shows are conducted. These activities are crucial
for retaining the prospective shareholders, indicative of enhancing the productivity in the
business operations.
Credibility theory is most applicable in case of the stakeholder engagement.
According to this theory, statistical inference is one of the crucial tools for forecasting an
uncertain event. Availability of multiple estimates is one of the criteria for this theory, which
are combined for reaching to the most appropriate one. According to the arguments of
Clammer (2018), engaging the stakeholders into the business operations helps Wesfarmers in
diversifying the scope and arena of the business up to Aboriginal and Torres Strait Islander
people.
Recommendations
 The terms and conditions of the selection and recruitment policies need to be revised
annually. This would be a productive step towards hiring flexible workforce. Training
materials and courses can be reviewed for ensuring that they are in alignment with the
identified business requirements. Meetings can be conducted with the Board Panel.
Post training tests need to be in practical for assessing the capability of the employees
towards making practical application of the learnt skills in executing the allocated
duties and responsibilities.
 Performance management systems like balance scorecards can be adopted for tracking
the performance levels of the employees. Sharing this data with the higher authorities
would be beneficial in terms of enhancing the standards and quality of job-oriented
trainings.
 Frequency needs to be improved in organizing open forums and discussions between
the employees, especially in case of the employees from diverse socio-cultural

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backgrounds. This would reduce the chances of conflicts, discrimination and
harassments, enhancing the cultural diversity in the workplace.
 Lucrative schemes, discounts and offers can be introduced for the stakeholders, so
that the parameter of corporate social responsibility can be expanded. For example,
monthly feedback system can be introduced, which would help the personnel in
gaining an insight into the approaches of the stakeholders towards the levied services.
If the personnel modify the services according to these feedbacks, the standards and
quality of performance would be upgraded.
Conclusion
In order to achieve competitive advantage over the contemporary brands, Wesfarmers
trains the employees about the judicious use of the technologies. Post training tests is
assistance in terms of assessing the capability of the employees in making practical
application of the learnt skills in executing the allocated duties and responsibilities. Diversity
policies is an initiative towards the establishment of inclusive workplace culture. Involving
the stakeholder and shareholders in the decision-making process broadens the scope and
arena of the business operations. Stakeholder engagement surveys enables the company to
gain an insight into their specific needs, demands and requirements. Customer oriented
service proves beneficial for Wesfarmers in terms of achieving large scale customer
satisfaction.

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References
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Clammer, J., 2018. Transformative Knowledge: Eastern Philosophy, Leadership and
Contemporary Planetary Problems. IBA Journal of management & leadership, 10(1), p.7.
Wesfarmers.com.au 2019. Our principles, people and diversity. Available
at-https://sustainability.wesfarmers.com.au/our-principles/people/diversity/ (Accessed on 3rd
April 2019)
Wesfarmers.com.au 2019. Stakeholder engagement. Available at-
https://sustainability.wesfarmers.com.au/our-report/stakeholder-engagement/ (Accessed on
3rd April 2019)
Wesfarmers.com.au 2019. Training and development. Available at-
https://sustainability.wesfarmers.com.au/our-principles/people/people-development/training-
and-development/ (Accessed on 3rd April 2019)