HRM Practices and Leadership Styles in Retail Industry

This document discusses the HRM practices and leadership styles in the retail industry, specifically focusing on Woolworths Group Limited. It explores how HRM practices support organizational performance goals and evaluates the recruitment and selection process in the company. It also analyzes the influence of HRM practices on organizational behavior and critically examines the outcomes. Additionally, it discusses two leadership styles - situational leadership and collaborative leadership - and their advantages and disadvantages in the retail industry. Finally, it recommends the most conducive leadership style for promoting performance in the company.

International Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
Discuss HRM practices in your organization and how it supports the overall organizational
performance goals.......................................................................................................................4
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....6
Critically analyse the outcomes of the specific practices and evaluate its effects......................6
TASK 2............................................................................................................................................6
Discuss any 2 leadership styles and critically analyse the advantages and disadvantages of
these styles in your industry........................................................................................................6
Identify the most conducive leadership style to promote performance in your company with
discussion and critical reflection on why you think it is so........................................................9
REFERENCES..............................................................................................................................11

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.
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.
 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.
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.
Critically analyse the outcomes of the specific practices and evaluate its effects.
200
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.
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.
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
The leaders taking up situational leadership as
their practice can be misunderstood by the
employees and team members. This is because

morals are already high it automatically
induces the productivity of workforce.
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 Collaborative leadership and structures may be

businesses and employees to focus on their
strengths while working on different projects.
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.
seen as a positive component of the modern
workplace. But is does nit seem right for
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. 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.
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.

REFERENCES
Books and Journals
Apte, P. G. and Kapshe, S., 2020. International Financial Management|. McGraw-Hill
Education.
Buckley, P. J., Enderwick, P. and Cross, A. R. eds., 2018. International business. Oxford
University Press.
Caponera, D. A. and Nanni, M., 2019. Principles of water law and administration: national and
international. Routledge.
Collings, D. G., Mellahi, K. and Cascio, W. F., 2019. Global talent management and
performance in multinational enterprises: A multilevel perspective. Journal of
Management, 45(2), pp.540-566.
Dickmann, M. and et. al., 2018. The career competencies of self-initiated and assigned
expatriates: Assessing the development of career capital over time. The International
Journal of Human Resource Management, 29(16), pp.2353-2371.
Firfiray, S. and et. al., 2018. Is nepotism so bad for family firms? A socioemotional wealth
approach. Human Resource Management Review, 28(1), pp.83-97.
Hasseler, H. F. M. and Krebs, D. D. S., 2018. A Sustainable Approach for a Smart Human
Resource Management in Healthcare. European Journal of Sustainable
Development, 7(3), pp.403-403.
Holmberg, J. ed., 2019. Policies for a small planet: from the international institute for
environment and development (Vol. 4). Routledge.
Hunt, J., Altman, J. and May, K., 2018. Social benefits of Aboriginal engagement in natural
resource management. Canberra, ACT: Centre for Aboriginal Economic Policy
Research (CAEPR), The Australian National University.
Kanki, B. G., Anca, J. and Chidester, T. R. eds., 2019. Crew resource management. Academic
Press.
Khosravani, H. and et. al., 2020. Protected code stroke: hyperacute stroke management during
the coronavirus disease 2019 (COVID-19) pandemic. Stroke, 51(6), pp.1891-1895.
KIIZA, O. E., 2018. AN ANALYSIS OF THE CONTRIBUTION OF HUMAN RESOURCE
MANAGEMENT PRACTICES TO MOTIVATION AMONG BANK OF UGANDA
EMPLOYEES (Doctoral dissertation, Uganda Management Institute).
Oppel, E. M., Winter, V. and Schreyögg, J., 2019. Examining the relationship between strategic
HRM and hospital employees’ work attitudes: an analysis across occupational groups in
public and private hospitals. The International Journal of Human Resource
Management, 30(5), pp.794-814.
Shore, L. M., Cleveland, J. N. and Sanchez, D., 2018. Inclusive workplaces: A review and
model. Human Resource Management Review, 28(2), pp.176-189.
Sun, H., Liu, J. and Chen, H., 2018. Communication in Human Resource Management. Human
Resources Management and Services (TRANSFERRED), 1(1).

(Apte, P. G. and Kapshe, S., 2020Firfiray, S. and et. al., 2018Hasseler, H. F. M. and Krebs, D. D.
S., 2018Khosravani, H. and et. al., 2020Hunt, J., Altman, J. and May, K.,
2018Holmberg, J. ed., 2019KIIZA, O. E., 2018Dickmann, M. and et. al.,
2018Caponera, D. A. and Nanni, M., 2019Buckley, P. J., Enderwick, P. and Cross, A.
R. eds., 2018Sun, H., Liu, J. and Chen, H., 2018Oppel, E. M., Winter, V. and
Schreyögg, J., 2019Kanki, B. G., Anca, J. and Chidester, T. R. eds., 2019Collings, D.
G., Mellahi, K. and Cascio, W. F., 2019Shore, L. M., Cleveland, J. N. and Sanchez, D.,
2018)