Human Resource Management and Corporate Social Responsibility

This assignment delves into the crucial relationship between Human Resource Management (HRM) and Corporate Social Responsibility (CSR). It examines how HRM plays a role in shaping and implementing CSR strategies through co-creation models. The analysis also considers the formation and management of organizational competence from a cross-cultural perspective, highlighting the impact of perceived job autonomy and work performance within a performance management framework. The assignment utilizes academic research and case studies to provide a comprehensive understanding of HRM's contribution to responsible business practices.

RUNNING HEAD: REPORT ON RECRUITMENT IN AN ORGANIZATION 1
‘
Report on Recruitment in an Organization
Report on
Woolworths

Report On Woolworths 2
Executive summary
Woolworths Constitutes a very strong market force with an extensive involvement in HRM
Practices. The internal forces are important for an organization in order to maintain organization
internally. External force is the party that is connected for supplying goods all over the country.
A major section of employees ay Woolworths are either studying or just have passed. In this
situation it has become tough for the company to recruit efficient employees. In order to gain
competencies in the market, it is important to develop better HRM policies. These policies will
help in gaining a sustainable position in the market. The report provides information regarding
the HRM challenges and te strategies to overcome them.
Contents
Introduction......................................................................................................................................4
Challenges faced by the HRM department......................................................................................4

Report On Woolworths 3
Hiring manager issue...................................................................................................................4
Quality of Employees...................................................................................................................5
Incentives.....................................................................................................................................5
Employee Retention.....................................................................................................................5
Training &development...............................................................................................................6
Strategies to meet the issue..............................................................................................................6
A better employment structure.....................................................................................................7
Training &development process..................................................................................................7
Handling Multicultural / Diverse Workforce...............................................................................7
Managing Change........................................................................................................................8
Retaining the Talents...................................................................................................................8
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
Introduction
The report is related to the recruitment related issues faced by Woolworths. The most
important decision in an organization is related to the recruitment &selection of the employees.

Report On Woolworths 4
The HR department typically faces issues in recruiting new employees. The ability of an
organization to overcome such challenges depends upon the factors like economy, competency
&commitment. Woolworths Limited is Australian Retail Company with wide-ranging interest
throughout Australia &New Zealand. The company is known as the second largest company in
Australia by revenue, after conglomerate Wesfarmers. Adding together, Woolworths Limited is
the largest carry away liquor retailer in Australia &the chief hotel &gaming poker machine
operator. Interestingly, Woolworths was acknowledged as the 19th largest retailer in the world in
2008(Woolworths Ltd (WOW.AX), 2017).
There are two types of forces involved in managing the human resource activities at an
organization. Internal resources include a very strong representation of management &employees
in a well distinguished way. They are busy in allocation of resources &merchandised allocation.
With the Help of Human resource Department it is evident to manage the members &staff in
order to procure result.
Challenges faced by the HRM department
Hiring manager issue
One of the major issues faced by the business organization is related to hiring of an
efficient manager. The HRM department faces issues in hiring manager. It takes a lot of efforts
in hiring an efficient candidate. Woolworths faces issue in retaining efficient. Employees tend to
switch their job role due to existence of competition. Organization like Coles, Aldi, &Target are
giving competitive remuneration. Employees tend to switch to other organization in search of
better opportunity (Aryee, et al 2016). This eventually increases the pressure on the companies.
For the reason, HR department has to pay an extra attention on retaining efficient employees for
a longer time-period. Organization like Woolworths the major problem comes up with retaining
employees with better set of skills (Sparrow, Brewster &Chung, 2016).
Quality of Employees
Another problem faced by the organization is in relation with the quality of employees.
Particularly in the changing economy &technology, employee knowledge is one of the major
issues. High quality employees are easily snapped up by the other organizations. A long hiring

Report On Woolworths 5
process affects the employees &they are been offered by another company (Reiche, Mendenhall
&Stahl, 2016). Coles &other retail giant offer a lucrative career to the employees. This is
exchange affect the longevity of employee tenure in an organization. . With this issue, the
quality of employees at Woolworths is again an issue. This decreases their access to retain better
employees &to provide new opportunities to other (Marchington, et al 2016).
Incentives
Compensation &other benefits are important for an organization in managing the
employee’s ratio. In a tough economy, a large number of business organizations are finding
difficulty in retaining better employees. HR department has to find out a better mean to make an
appealing job listing. Employees are facing issues regarding the appealing job listing (Wilton,
2016). This issue is apparently affecting the organization in attracting employees. The candidates
are mostly attracted towards organizations providing with a lucrative packages. In this situation
Woolworths is facing issue in managing the employee’s expectations. Incentives act as a
motivational factor in retaining employees in an organization. The implementation of a creative
strategy is important to attract employees &to retain the best (Albrecht, et al 2015). Woolworths
has been facing an issue of a high turnover due to an inefficient incentive structure. Employees
are not getting recognized in the organization. This in turn has affected the overall employee
ratio. Employee motivation plays an important role in growth of the company. Woolworths has
to develop a competitive incentive structure in order to attract more employees. This In turn will
increase the employability. Employee’s security is important in an organization for gaining their
trust (Stone &Deadrick, 2015).
Employee Retention
Retention is important for an organization. Employees leave the organization in search of
a better opportunity. Corporate culture &work environment plays an important role in handling
the employee’s retention issue. In case of an ineffective benefit structure, the employees tend to
switch to other company(Wilkinson & Wood, 2017). HR department has a challenge to screen
loyal employees. These employees are retained for a longer time period. Woolworths has an
issue regarding retention. A major section of employees leave after completion of their
educational program (Stone, et al 2015). They face an issue of a high employee turnover as
employees leave the organization as per their convenience (Hanks, 2015). The reason behind a

Report On Woolworths 6
high turnover is due to less growth opportunity. Employees are facing issue of better growth
opportunity. They have to settle down for less. The availability of restricted growth in the
organization is affecting the employee turnover. In such a situation it is important to create better
growth features. This increases the employability &creates better avenues. Employees when get
a better opportunity outside tend to switch(Ford & Richardson,2013). This is affecting the
overall growth opportunity at Woolworths. Employees at Woolworths are facing an issue of
bully by the managers. There are reports regarding continuous bully by the managerial staff. This
in turn creates a high employee turnover ratio (Shields et al 2017).
Training &development
Training &development of employees take lot of efforts. Employers have to incorporate a
better training &development structure in order to attract more employees. They can only be
retained if provided with better employment opportunities. A regular employee training is
necessary to develop competitiveness (Guerci, et al 2015). Woolworths has an ineffective
employee training structure. Employees are not provided with better employment training at an
initial level. This creates frustration &they gradually leave the organization. A regular interaction
is suggested in between the employees &the management to reduce the barriers. An existence of
such barriers is affecting the organizational growth &development (Robinson & Plimmer, 2015).
Strategies to meet the issue
In order to develop a better recruitment structure, it is evident to frame better
organizational strategies. These strategies are necessary to manage the employee ratio in the
organization. The employees face an issue coming up due to the above mentioned issues. There
is a necessity to deploy an effective employment structure so that employees are retained for a
maximum time period (Punnett, 2015). Employees tend to switch due to multiple reasons. The
purpose here is to provide with better opportunities to reduce the employee’s turnover. It is really
a huge challenge to underst&the employee psychology, to retain the best talents of the industry,
inspire them to perform better &handle diversity at the same time. Globalization has resulted in
many positive as well as negative impacts on an organization. Diversity in the organization has
multiplied the targets of the HR Department. In today’s tough world, coordinating in a
multicultural or diverse workforce is a real challenge for HR department. It is tough to balance

Report On Woolworths 7
between employer &employees keeping in mind the modern trends in the market. This creates a
terrible situation for the employees to handle the human resource challenges efficiently (Salas et
al 2015).
A better employment structure
Employees look for better employment structure. Growth is important for an individual
on a long run. Woolworths has to create better opportunities for the existing employees. There is
a necessity to make them feel secured. An attractive package with better growth opportunities for
the employees is a need of an hour. Woolworths need to develop better employment &growth
opportunities for the existing employees. This will create better growth prospect &necessary
advancement (Kuvaas, Buch &Dysvik, 2016).
Training &development process
In order to grow, it is important to develop better training &growth structure. This will
allow employees in gaining a better insight. Employees do stick to the organization if they get
better training facilities. Training related to organizational culture &advancement is important to
give better opportunities (Jamali, El Dirani &Harwood, 2015). This in return will help in
addressing the issues that employees faces on day-to-day basis. It is suggested that the
organization need to carry out the job in a better way. Woolworths has an ineffective employee
training structure (Oyewunmi et al 2017). Employees are not provided with better employment
training at an initial level. For a better understanding of the job it is important to manage the
training &development process. This in return will help in managing the employees in an
effective way (BAL &De Lange, 2015).
Handling Multicultural / Diverse Workforce
One of the issues faced by the business organization is related with people from different
age, gender, race, ethnicity, educational background, location, &work experience can be a
challenging task for HR managers (Brewster, Mayrhofer &Morley, 2016). It is tough to train
them about the organization. In such a situation Effective communication, adaptability, agility
plays an important role in managing the large sized workforce (Deery &Jago, 2015).

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Managing Change
It is important for an organization to manage the changes taking place in the business
environment &to implement the same. Bringing change in organizational processes is one of the
biggest concerns of HR managers (Gambardella, Panico &Valentini, 2015). Upgrading the
existing technology through training people is a real headache for HR department. The
department needs to be proactive in dealing with such issues (Beer, Boselie &Brewster, 2015;
Alfes, Shantz, Truss & Soane, 2013).
Retaining the Talents
Employee retention is imperative for the organization. Globalization gives freedom to
working professionals to pursue their dreams. Different organizations are providing with a
lucrative opportunities. It is the responsibility of the HR Manager to maintain harmonious
relations with employees. Woolworths should provide with an excellent work environment,
remuneration &perks to retain efficient employees (Kersiene &Savaneviciene, 2015).
Conclusion
To conclude, the organization has to manage the employees against odds. With a
constant change in the work environment it has become evident to develop efficient employment
strategies. These strategies will allow in overcoming the challenges faced in an organization. In
a multicultural environment, it is tough to train them about the organization. Employees training
&development programs play an important role in managing the issues in a better way. This will
help in overcoming the problems. An organization will get better direction for managing long
term issues. Internal resources include a very strong representation of management &employees
in a well distinguished way.

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resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.

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