International Human Resource Management

This document discusses the practices and influences of human resource management (HRM) in organizations, specifically focusing on Woolworths Group Limited in the retail industry. It explores HRM practices such as competence mapping, talent retention, and training and development. The document also analyzes the outcomes and effects of these practices. Additionally, it discusses two leadership styles, situational leadership and collaborative leadership, and critically analyzes their advantages and disadvantages in the retail industry.

International Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Discuss HRM practices in your organization and how it supports the overall organizational
performance goals..................................................................................................................3
Critically review and evaluate any HR process in your organization and how it can be
improved to meet specific business challenges and overcome them.....................................5
How do HRM practices influence organizational behaviour? Identify any two HRM practices
and their influence on performance and behavioural outcomes in your current organization.5
Critically analyse the outcomes of the specific practices and evaluate its effects.................7
TASK 2............................................................................................................................................7
Discuss any 2 leadership styles and critically analyse the advantages and disadvantages of
these styles in your industry...................................................................................................7
Identify the most conducive leadership style to promote performance in your company with
discussion and critical reflection on why you think it is so..................................................10
REFERENCES..............................................................................................................................18

INTRODUCTION
The human resource management is a practice which is established decades ago but have
been in effective use and process form past few years. This change developed due to many
reasons and the first and most concerning one was increasing concerns for keeping workforce
happy and satisfied. As well, globalisation is another major aspects which ignited and raised
concerns in relation with management of human resource and retaining them for the longest in
the organisation in order to take out the best out of them and maintain company's productive
performances. The human resource management is a process and a phenomena that is highly
focused and concentrated on effective performances being extracted from the workforce with
certain skills which are related and effectual for attaining organisational goals and objectives
(Apte, P. G. and Kapshe, S., 2020).
There are several practices, techniques and processes involved in Human Resource
Management which are adopted by leaders and managers of organisations or by the HRM team.
The report is based on Woolworths Group Limited, one of the largest business organisation in
Australia in context to their revenues. The company was founded in 1924 which is headquartered
in New South Wales, Australia. Woolworths Group Limited is an extensive retail organisation
within Australia and New Zealand. The project first discussed different HRM practices which are
in support of organisation and its goals. Moving on, HR processes are reviewed and for seeking
an understanding about their effectiveness in improving and meeting business performances and
reduce the challenges the company is facing if any.
Moreover, two leadership styles are elaborated within the report with their advantages
and disadvantages in concern with the specific industry Woolworths Group Limited is dealing in
that is retail. Out of the two one most applicable and suitable strategy is recommended to
Woolworths Group Limited. Furthermore, EPR software and its related concerns and initiatives
are discussed in the next part of the report by discussing the use of PCN's in future initiatives.
Lastly, a small presentation is prepared in one HRM function and few examples are used for
making elaboration and effective analysis.

TASK 1
Discuss HRM practices in your organization and how it supports the overall organizational
performance goals.
Human Resource Management is a crucial and most critical practice in concern with the
workforce and talent of the respective organisations. The human resource management practices
have evolved from past in consideration to today. Therefore, the result generated through it are
varied practices for varied business organisations with different industry belongingness. The
retail sector in which Woolworths Group Limited is dealing and excelling its operations is a
dynamic setup in the whole industrial groups. The sector contributes the most in speeding the
economic growth of the region and making appropriate changes which are necessary and
certainly can not be ignored.
Woolworths Group Limited is a retail house which operates in a diverse and new
markets actively. The company has huge presence and command in domestic that is Australia
and in International market. This implies it deals in diverse markets surrounded by number of
factors which are affecting it in both negative and positive manner. But in concern in Human
Resource Management and active participation in the business and its ultimate goals there are
certain action which are adopted and undertaken by Woolworths Group Limited Human
Resource team. These practices are as follows:
 Competence Mapping- Human Resource work for the organisation in order to execute
plans in real practical situations and market. Thus, their competences and efficiencies
needs to be recognised and properly analysed in order to raise their performance
standards. Hence, an effective and talent assessing practice where an individuals skills,
strengths, competencies, aptitudes, attitudes and weaknesses are mapped in accordance to
the job role and its requirement. This is a major practice which is performed and
undertaken by Woolworths Group Limited Human resource team. This practice is
intended for increasing the talent of employees which will be effectual in changing
performances standards of people while working in their specialised field and department
within the company( Firfiray. and et. al., 2018)
◦ .
 Talent Retention- The retail industry is competitive and regularly increasing the
aggressiveness of the competition by taking up various practices for sustaining in the
market and keeping up with their competitive edge. Woolworths Group Limited is an
active participant of retail sector and employees are the one key pillar for its success and
current status in the industry. Therefore, the human resource team of Woolworths Group

Limited take up talent retention as the best practice for the firm. Through it they make the
best out of the employees and also keep them engaged in the operations and with the
group for the longest period possible by rendering the best of their experiences and skills
while completing assigned tasks and also to the new comers entering their professional
lives and working with Woolworths Group Limited.
 Training and Development- The employees evolve with industry evolution, here the
significance of training and development is presented. Training and Development is an
act of providing learning and upgrading the knowledge of individuals. The Human
resource team of Woolworths Group Limited do render training and development
sessions to staff members for introducing industry as well as organisational change and
make them work with new perspectives and processes accordingly.
Critically review and evaluate any HR process in your organization and how it can be improved
to meet specific business challenges and overcome them.
One fundamental process which takes place in every organisation and in all types of firms
is of Recruitment and Selection. Woolworths Group Limited is a large company hence its need
of workforce is huge and continuous. The human resource department is responsible for fulfilling
the company's want of experts professional and skilled staff members in relation with the
operations and functions of the organisation. The recruitment and selection process of
Woolworths Group Limited is simple as soon as need arises for new staff to be recruited the
human resource team take necessary steps to fill in the vacant position (Hasseler and Krebs,
2018).
The improvement and improvisation scope is wide in the company's recruitment and
selection practices and process. The HR team needs to make the work divided into small stages
and steps. The first step is of need recognition where pre information needs to be collected about
the employee number and vacant position so that the whole process can be started earlier rather
than after the position gets vacated. The second stage will be using effective approaches and
processes to recruit staff by both internal and external means. Moving along the team should
look for those resource while making recruitment pool which are cost saving and higher in
efficiency.

How do HRM practices influence organizational behaviour? Identify any two HRM practices
and their influence on performance and behavioural outcomes in your current organization.
HRM is a group task which is performed by the whole team of HR of Woolworths Group
Limited. Human resource practices and tasks that are undertaken and performed by the team
members and the HR executives of the organisation do have certain level of influence and impact
on company's behaviour. Organisation is build up by its people and human resource team work
in specific manner for providing outermost satisfaction as well as comfort to people while
working within the working environment. The human resource practices like talent retention,
training and development and competency mapping are performed by the HR team of
Woolworths Group Limited.
These practices influences the employees performances and makes them work more
efficiently with improved work practices and efficiency of their skill sets and practical
implementation of their knowledge. The improvisation and improvement made in employee
performances directly influences company’s ultimate performance and atmosphere. A
organisational behaviour is defined and developed by its workforce and in Woolworth Group
Limited the human resource management and the HR executives make sure that all employees
are kept satisfied which boost their morals and develops a positive behaviour as well as
atmosphere within the organisation (Khosravani and et. al., 2020).
In the above section certain HRM practices that are performed and undertaken by the
Human Resource Department of Woolworths Group Limited. There are some more HR practices
that are conducted by the Human Resource Department of the organisation which has significant
influence on the behaviour and performances of the individuals working with Woolworths Group
Limited.
The first practice is of Performance Management, which is referred to making
appropriate plans and supervision over employee performances working within the organisation
in respective departments and performing tasks related to the job rules and contributing to the
ultimate success of the business. The performance management is one basic HRM practice that is
necessarily undertaken in order to keep the workforce on track and make them work with their at
most efficiencies. With the help of performance management practices the managers keep
significant track of individuals performances as well as working styles which enable them to gain
knowledge about their specific skills. The performances and results attained with effective

performance management practices implementation within the organisation is productive and
highly profitable as workforce is motivated as well as supervised properly by the management.
The guidance provided by the managers and superior to the workers wild rendering there
services to the company are proved efficient in overall organisational performances as the
contribution made by the employees is huge. Also effective performance management enables
the company and the managers to develop and maintain strong employee relations which results
in increased motivation and morals of workforce which results in increase employee retention
within the organisation.
Another effective and strong as well as important HRM practices that is used by HR
department of Woolworths Group Limited is rewarding and appraising. Reward and appraisal are
the key factors that contribute to the motivation and morale boosting element of the employees.
Therefore one basic but key HR practice that has significant influence on organisational
performance and behaviour is rewarding and appraising employees. The main reason behind it is
the employees feels more empowered and satisfied once they are rewarded for their services
being rendered for making contribution to the ultimate objectives of the entity. The employee
moral is boosted which directly impacts their performances and productivity as now employee
engagement induces more within the work environment and tasks of Woolworths Group
Limited.
Critically analyse the outcomes of the specific practices and evaluate its effects.
The two practices that are discussed in above section of the report in concerned with
HRM of Woolworths Group Limited are performance management and rewarding. Both of the
practices utilised are effective and beneficial for the company as well as imposes positive
influence on its behaviour and performances. The main reason behind it is increased employee
motivation which enables them to be more engaged within the form and the assigned tasks.
Better book performances is rendered by individuals in their respective field and working
department. The higher the performance standards of individuals, the competitiveness of the
organisation increases as Venice there power over the market induces (Hunt, Altman and May,
2018).
One concerning factor related to both the HR practices that are used by the managers and
leaders of Woolworths Group Limited is high cost involved in execution of plans and strategies
developed under the HR practices. cost efficiency and effectiveness is the major concern which

can affect the competitiveness of the organisation. Therefore it is very important that a balance is
created between two factors related to the HR practices that are cost involved and productivity
received. The productivity can be measured through profit numbers and employee performances
which is rendered by the workforce with their outermost efforts and potentials.
TASK 2
Discuss any 2 leadership styles and critically analyse the advantages and disadvantages of these
styles in your industry.
Leadership is a action and a responsibility people hole to inspire and motivate others
within the firm and keep them prepared for future challenges and activities. Leadership is a key
skill which is expected form management to held by them and make processes accordingly.
Effective leader is the one who keep people together, inspire them and encourage them to work
in the most significant and prescribed manner that will enable the organisation to fulfil ultimate
goals and objectives.
Leaders are the individuals holding the role and responsibility to guide and direct
subordinates in a way which makes them self sufficient and offers them the opportunities to
work innovatively and creatively. Leaders and effective leaders differs, the one who has
followers where others are happy and inspired to work according to them and under guidance,
that is known as effective leaders.
Leaders and leadership plays a highly crucial role in an organisation which is significant
on its goals, ongoing performances, day to day operations and most importantly on its growth
and success. Thus, in every or any kind of industry leadership concept plays a major role in
making the brand attain their prescribed and required level of performance standards.
Woolworths Group Limited deals and operates in retail industry which is a dynamics and highly
fluctuating industry as it meets day to day needs of people by providing them consumable items.
There are number of leadership strategies and practices which needs to be used and
already being used by the leaders belonging to varied industries and organisation. In the same
manner in retail industry most commonly applied and most suitable leadership are Flexible,
Situational and Collaborative.
These leadership styles are profitable in retail industry and success for the firm as it
creates a transparent and open environment where employees feel free, empowered and happy

and becomes a significant and most attracted part of the business entity. The two leadership style
being discussed in concern with retail industry with their advantages and disadvantages are
Situational Leadership and Collaborative Leadership (Holmberg ed., 2019).
SITUATIONAL LEADERSHIP STYLE:
Situational leadership is most commonly referred as Hersey Blanchard Situational
Leadership Theory. The model suggest that a single leadership style or the practice is not
applicable and best for separate situations. Hence, it is concluded that leadership is dependent on
the situational being encountered and the style of work being adopted by the leader. The
situational leadership style defines the effectiveness of leaders by their adaptability to the
situation and effectiveness of their strategies adopted to deal with it. The leader has to be focused
on small cues like, type of task, nature of their team and the group working on the task and few
more factors which will b Woolworths Group Limited e contributing to the end target.
In retail sector this style is applicable and efficient as the industry is dynamic, social
trends flourishing in the industry are changing continuously and mainly the buying behaviours
and purchasing power of customers is shifting. Thus, the situational leadership is one practice
which is most suited to the industry and which will result in improved and increased outcomes
by getting job done in precise time (KIIZA, 2018).
Advantages and Disadvantages of Situational Leadership for retail industry
Advantages Disadvantages
Employee development level is enhanced and
induced as the leaders and the managers
adopting the situational leadership style adjust
their practices and behaviours according to
skills and motivation of individuals and their
level of competencies.
The situational leadership style make changes
in leaders behaviours on regular basis. These
changes and fluctuations creates confusion
which is caused due to inconsistency and it
leads to uncertain responses and unknown
nature of the leaders and employees as well.
The next advantage provided is of higher
performance productivity as supportive
atmosphere is provided to individuals and their
morals are already high it automatically
induces the productivity of workforce.
The leaders taking up situational leadership as
their practice can be misunderstood by the
employees and team members. This is because
the people can feel that the leader is
manipulative and it can result in losing trust of

individuals.
Employee relations is an active concept of
human resource management and situational
leadership allows business leaders to make
effective relations as well as maintain the most
effective and strong bonding while working
and in informal settings as well.
The outside factors are relevant to business and
growth. If these factors change the situation
will also change and the result will be lack of
synergy and lost efficiency of the work
practices imposed.
COLLABORATIVE LEADERSHIP STYLE:
Collaborative leadership is a practice that is most effectual for bringing out managers,
executives and employees out of their comfort zone in order to make them work together with
aligned and combined efforts. The collaborative leadership practice changes the workplace into
one unit where people work with supporting and helping one another and bring out the best
outcomes. The retail industry is benefited with the style as the supermarkets and retail stores
requires combined efforts to be placed in order to keep up the stock and serve customers in the
best way possible as well with the plans developed. The leadership style is advantageous but also
hold few disadvantages or limitations which are presented as follows:
Advantages and Disadvantages of Collaborative Leadership for retail industry
Advantages Disadvantages
The key benefit provided by collaborative
leadership styles to the retail sector and the
specific business firm using it is improved and
balanced decision making processes.
Collaborative leader attains the efficiency in
developing better balance in their present and
forward movements towards the short or long
term goals.
Diverse and balanced decision making aspects
of leadership style sometimes leads a wrong
perceptions in minds of people as they
misinterpreters the practice and develops the
idea that they has a leadership position.
Sometimes multiple people develops the same
feeling and then conflicts takes places and
affects their performances.
Collaborative organisational structures allows
businesses and employees to focus on their
strengths while working on different projects.
Collaborative leadership and structures may be
seen as a positive component of the modern
workplace. But is does nit seem right for

This enable improvements in work
performances and reduced need for quality
assurance again and again. This automatically
leads to better productive results and higher
proficiencies.
businesses always. The cost factor attached to
it while of doing business through
collaboration can be high and out of budgets.
The increased number of people involved in
collaborative practice involves more and more
costs.
Identify the most conducive leadership style to promote performance in your company with
discussion and critical reflection on why you think it is so.
Woolworths Group Limited is a large retail firm which is not only established in
Australia but also placed in New Zealand( Dickmann and et. al., 2018). The company has a wide
structure and known as the largest organisation in Australia according to their revenues as well
as the company is second largest in New Zealand. For Woolworths Group Limited situational
leadership is most suitable and effective practice as this style will help the company in making
their employees feel comfortable according to the situation.
The leaders will evaluate the situation and the competency of its workforce and then
manage the work according to the suitability of the company and its employees. The employers
will be able to build strong positive relation with their employees as their style of leading the
team will change according to the situation which will be set according to the needs of the
employees as well. While adopting different atmosphere for work and supporting the workforce
throughout the task will make an affirmative impact on the employees as they will find comfort
and easiness in the working style which will increase the productivity of employees and help the
employers in managing its effective talent.
The Woolworths Group Limited is a global business and works according to the
customers and the consumer trends changes every then and now so to adopt those trends
smoothly into the organisation and work according to the customer needs which is also not
constant so the leaders can adopt this style of leadership and lead the team according to the
situation and needs of the workforce. Retail industry is dependent on consumers and their buying
behaviour and purchasing power changes with changing time and the Woolworths has expanded
its operation in different locations so in order to adjust the business into these nations and
environment, this style will help the employers in smooth functioning by allotting the task to the
employees according to their competency and skills (Caponera and Nanni, 2019).

The diverse company like Woolsworth will get benefits of adopting this style as it will be
able to make the jobs done by it efficient workforce according to the circumstances and the
changing trends. This style may require a little attention of the leader as it has to closely monitor
the situation and then make its staff work according to it.
TASK 3
Using passport analytics discuss viability of the initiative. Discuss to what extend would use
PCN in new initiative and why
The Cooperation Gulf Council for Arab States of Gulf that is also known as Gulf
Cooperation Council. In this regional intergovernmental political and economic union consisting
of all Arab states of Persian Gulf. An EPR software provider like me has been seeking to shift
my customers care to Philippines. For this purpose I am required to make sure that passport
analytics is being done by me that is going to help in forming of passports in order to fly to
Phillipines form Dubai. For this purpose various factors like Political, social, economic,
technological, environmental and legal factors to be kept in mind. Being an software provider in
Dubai GCC has helped in taking stand within government departments. The Software provided
by me is been used for doing various kinds of analysis about things happening within society. I
have provided them the software in order to collected data and use it to enhance market of Dubai.
Now as I am seeking to shift my customer care in Philippines and I am required to analyse its
geographical area.

It can be observed from these graph that geographical area of Dubai is bigger but
Philippines geographical area is less in relation to cost. In order to shift customer care passport is
required to be checked for transporting material permit is required to be gained from GCC. For
this purpose passport analytics is to be used which makes availability of passport possible
through online mode.
Both the statistics has been used to compare the growth of e-passport within both the
countries. It shows that Philippines market is also an emerging sector which makes development

of e passport be faster. Already people used e-passport within both the countries in order to
secure original passports.
These are the reason I am planning to open customer care within Philippine as it has
geographical area and market growth. This is going to enhance my organization and helps me in
promoting my EPR software within the market of Philippines. All of it is going to make me
enter within the market of Philippines. In this passport is require to be hold by an employee that
is going to be prepared by the process applied within working visa. Passport analytics is helpful
in making an organization like GCC to establish itself in Philippines. They are require to
maintain data base that is going to be stored with the help of ERP system. Both these system is
going to be helpful in making sure that Business is established well within Philippines. Also EPR
system differs from other system and cover all kinds of database regarding an organization. This
is helpful for HR department to analyses candidates in has to establish itself within an
organization (Sun, Liu and Chen, 2018). PCN is going to be used in the process in a way that
strong network is to be created by them in order to capture market with more efficiency and
effectiveness.
Explain the impact of this new initiative with respect to the major functions of Human Resource
Management
Human resource management is one of the most important thing that has to be used by an
organization to develop marketing and managing activities within an organization like GCC.
Certain function s that has been impacted due to the Initiative has been explained as follows:
Human resource planning
This is considered to be one of the most important function that and HR use or is further
needed within an organization. According the requirements within new initiative various process
is to be prepared and plans has to be formed with utilizing of technology in proper manner.
Recruitment and selection
This is the second function in which attracting is being involved for persons working in
an organization. Now online interviews is been taken of the employees through video
conferencing of telephone which has ease down selection process within the call centre.
Performance management
This kind of management is very essential that has been ensuring workers with
productivity to be engaged. According to the initiative data collected about the performance of

employees is more relevant and accurate. It has helped in generating feedback by using advance
tools so as to remove the problem existing in an organization.
4. Learning and development
Enabling employees to develop the skills they need for the future is an essential
responsibility for HR. New initiative has helped in easing down learning process which has
reduced the gap between workforce today and the workforce needed in the near future (Oppel,
Winter and Schreyögg, 2019)
6. Function evaluation
Function evaluation is a more technical role of HR that involves comparing various
functions in terms of qualification, the quality, and availability of workers, job location, working
times, the economic situation, job responsibility, and how much value this job adds to the
organization. The idea behind function evaluation is that similar jobs should be rewarded
similarly.
These functions is required to be followed by the organization like GCC in making its
establishment possible within Philippines.
Task 4

CONCLUSION
From the above file it can be concluded that human resource management is the process
by which an organization is able to select all candidates desired to be working within an
organization. In this process various things is been covered but it is mainly focused over
employment generation. In this file practices related to human rights is being covered. Further in
this file various kinds of leadership styles is also covered. Then there advantages and
disadvantages is covered. Also passport analytics is been covered and various other things like
recruitment function is covered in the end.

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