Career Research in Supermarket Retailing Industry Report
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Report
AI Summary
This report provides a comprehensive analysis of career paths within the supermarket retailing industry, focusing on three key departments: Human Resource Management, Accounting and Finance, and Marketing and Sales. It explores specific job positions within each department, such as Training and Development in HR, Financial Analyst in Accounting, and Marketing Manager in Sales, detailing the nature of the work, required education, skills, salary expectations, and the labor market outlook. The report also examines the organizational structures, histories, and cultures of three major companies: Wesfarmers, Woolworths Limited, and JB HiFi, providing context for the career opportunities within these companies. Furthermore, the report discusses entry-level, middle-level, and upper-level positions, including qualifications and potential career progression within each department. The report concludes with reflections on the suitability of the researched career paths, emphasizing the importance of skills, experience, and personal attributes for success in the retail industry.
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Running Head: Management
A Report on Career Research
Running Head: Management
A Report on Career Research
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Executive Summary
The report determined various career paths in different departments offered by the
supermarket retailing industry. This research investigated three departments which is human
resource management, accounting and marketing accumulating its job positions in the retailing
industry and analyzing the required education and experience for the defined hierarchy. The
report has enclosed background and history of three companies along with the department
requirement and responsibility of the job position.
Executive Summary
The report determined various career paths in different departments offered by the
supermarket retailing industry. This research investigated three departments which is human
resource management, accounting and marketing accumulating its job positions in the retailing
industry and analyzing the required education and experience for the defined hierarchy. The
report has enclosed background and history of three companies along with the department
requirement and responsibility of the job position.
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Table of Contents
Executive Summary .......................................................................................................... 2
Introduction ..................................................................................................................... 6
1. Human Resource Management...................................................................................... 6
1.1 Training and Development............................................................................................. 6
1.1.1 The nature of the work ........................................................................................ 6
1.1.2 The environment.................................................................................................. 6
1.1.3 The education ...................................................................................................... 7
1.1.4 Skills ......................................................................................................................7
1.1.5 Training personality traits required to be successful .......................................... 7
1.1.6 Average Salaries ................................................................................................... 7
1.1.7 The labour market outlook .................................................................................. 7
1.1.8 Related positions ................................................................................................. 8
1.1.9 Typical employer.................................................................................................. 8
1.2 Wesfarmers.............................................................................................................. 8
1.2.1 The nature of the employer including the size of the organization.................... 8
1.2.2 Organisation history ............................................................................................. 8
1.2.3 Organisational structure...................................................................................... 8
1.2.4 Culture and/or mission ........................................................................................ 9
1.2.5 Branches or subsidiaries...................................................................................... 9
1.2.6 Clients or customers............................................................................................ 9
1.2.7 Products or services ............................................................................................. 10
1.2.8 Opportunities for promotion................................................................................ 10
1.3: Human Resource Department................................................................................. 10
1.3.1 Entry level position .............................................................................................. 10
1.3.2 Other names of entry level positions .................................................................. 10
1.3.3 More than one career path one could take ......................................................... 10
1.3.4 Middle to upper level positions ........................................................................... 10
1.3.5 Qualifications required ........................................................................................ 10
1.4: Reflection.............................................................................................................. 10
2: Accounting and Finance.............................................................................................. 11
2.1Financial Analyst....................................................................................................... 11
2.1.1 The nature of the work ........................................................................................ 11
2.1.2 The environment.................................................................................................. 11
2.1.3 The education ...................................................................................................... 11
2.1.4 Skills .....................................................................................................................11
Table of Contents
Executive Summary .......................................................................................................... 2
Introduction ..................................................................................................................... 6
1. Human Resource Management...................................................................................... 6
1.1 Training and Development............................................................................................. 6
1.1.1 The nature of the work ........................................................................................ 6
1.1.2 The environment.................................................................................................. 6
1.1.3 The education ...................................................................................................... 7
1.1.4 Skills ......................................................................................................................7
1.1.5 Training personality traits required to be successful .......................................... 7
1.1.6 Average Salaries ................................................................................................... 7
1.1.7 The labour market outlook .................................................................................. 7
1.1.8 Related positions ................................................................................................. 8
1.1.9 Typical employer.................................................................................................. 8
1.2 Wesfarmers.............................................................................................................. 8
1.2.1 The nature of the employer including the size of the organization.................... 8
1.2.2 Organisation history ............................................................................................. 8
1.2.3 Organisational structure...................................................................................... 8
1.2.4 Culture and/or mission ........................................................................................ 9
1.2.5 Branches or subsidiaries...................................................................................... 9
1.2.6 Clients or customers............................................................................................ 9
1.2.7 Products or services ............................................................................................. 10
1.2.8 Opportunities for promotion................................................................................ 10
1.3: Human Resource Department................................................................................. 10
1.3.1 Entry level position .............................................................................................. 10
1.3.2 Other names of entry level positions .................................................................. 10
1.3.3 More than one career path one could take ......................................................... 10
1.3.4 Middle to upper level positions ........................................................................... 10
1.3.5 Qualifications required ........................................................................................ 10
1.4: Reflection.............................................................................................................. 10
2: Accounting and Finance.............................................................................................. 11
2.1Financial Analyst....................................................................................................... 11
2.1.1 The nature of the work ........................................................................................ 11
2.1.2 The environment.................................................................................................. 11
2.1.3 The education ...................................................................................................... 11
2.1.4 Skills .....................................................................................................................11
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2.1.5 Training personality traits required to be successful .......................................... 11
2.1.6 Average Salaries ................................................................................................... 11
2.1.7 The labour market outlook .................................................................................. 11
2.1.8 Related positions ................................................................................................. 12
2.1.9 Typical employer ..................................................................................................12
2.2 Woolworth Limited................................................................................................... 12
2.2.1 The nature of the employer including the size of the organisation.................... 12
2.2.2 Organisation history .............................................................................................12
2.2.3 Organisational structure...................................................................................... 12
2.2.4 Culture and/or mission ........................................................................................ 13
2.2.5 Branches or subsidiaries...................................................................................... 13
2.2.6 Clients or customers............................................................................................ 13
2.2.7 Products or services ............................................................................................. 13
2.2.8 Opportunities for promotion................................................................................ 13
2.3: Finance Department................................................................................................ 13
2.3.1 Entry level position .............................................................................................. 13
2.3.2 Other names of entry level positions .................................................................. 13
2.3.3 More than one career path one could take ......................................................... 14
2.3.4 Middle to upper level positions ........................................................................... 14
2.3.5 Qualifications required ........................................................................................ 14
2.4: Reflection.............................................................................................................. 14
3. Marketing and Sales.................................................................................................... 14
3.1 Marketing Manager................................................................................................... 14
3.1.1 The nature of the work...................................................................................... 14
3.1.2 The environment................................................................................................ 15
3.1.3 The education .................................................................................................... 15
3.1.4 Skills.................................................................................................................... 15
3.1.5 Training personality traits required to be successful ........................................ 15
3.1.6 Average Salaries ................................................................................................. 15
3.1.7 The labour market outlook................................................................................ 15
3.1.8 Related positions............................................................................................... 15
3.1.9 Typical employer ................................................................................................ 15
3.2 JB HiFi.................................................................................................................. 15
3.2.1 The nature of the employer including the size of the organisation .................. 15
3.2.2 Organisation history ........................................................................................... 15
3.2.3 Organisational structure .................................................................................... 16
3.2.4 Culture and/or mission...................................................................................... 16
3.2.5 Branches or subsidiaries .................................................................................... 16
3.2.6 Clients or customers .......................................................................................... 16
2.1.5 Training personality traits required to be successful .......................................... 11
2.1.6 Average Salaries ................................................................................................... 11
2.1.7 The labour market outlook .................................................................................. 11
2.1.8 Related positions ................................................................................................. 12
2.1.9 Typical employer ..................................................................................................12
2.2 Woolworth Limited................................................................................................... 12
2.2.1 The nature of the employer including the size of the organisation.................... 12
2.2.2 Organisation history .............................................................................................12
2.2.3 Organisational structure...................................................................................... 12
2.2.4 Culture and/or mission ........................................................................................ 13
2.2.5 Branches or subsidiaries...................................................................................... 13
2.2.6 Clients or customers............................................................................................ 13
2.2.7 Products or services ............................................................................................. 13
2.2.8 Opportunities for promotion................................................................................ 13
2.3: Finance Department................................................................................................ 13
2.3.1 Entry level position .............................................................................................. 13
2.3.2 Other names of entry level positions .................................................................. 13
2.3.3 More than one career path one could take ......................................................... 14
2.3.4 Middle to upper level positions ........................................................................... 14
2.3.5 Qualifications required ........................................................................................ 14
2.4: Reflection.............................................................................................................. 14
3. Marketing and Sales.................................................................................................... 14
3.1 Marketing Manager................................................................................................... 14
3.1.1 The nature of the work...................................................................................... 14
3.1.2 The environment................................................................................................ 15
3.1.3 The education .................................................................................................... 15
3.1.4 Skills.................................................................................................................... 15
3.1.5 Training personality traits required to be successful ........................................ 15
3.1.6 Average Salaries ................................................................................................. 15
3.1.7 The labour market outlook................................................................................ 15
3.1.8 Related positions............................................................................................... 15
3.1.9 Typical employer ................................................................................................ 15
3.2 JB HiFi.................................................................................................................. 15
3.2.1 The nature of the employer including the size of the organisation .................. 15
3.2.2 Organisation history ........................................................................................... 15
3.2.3 Organisational structure .................................................................................... 16
3.2.4 Culture and/or mission...................................................................................... 16
3.2.5 Branches or subsidiaries .................................................................................... 16
3.2.6 Clients or customers .......................................................................................... 16
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3.2.7 Products or services ........................................................................................... 16
3.2.8 Opportunities for promotion.............................................................................. 17
3.3: Sales and Marketing Department........................................................................... 17
3.3.1 Entry level position............................................................................................ 17
3.3.2 Other names of entry level positions ................................................................ 17
3.3.3 More than one career path one could take ....................................................... 17
3.3.4 Middle to upper level positions ......................................................................... 17
3.3.5 Qualifications required...................................................................................... 17
3.4: Reflection............................................................................................................ 17
Conclusion ...................................................................................................................... 17
References ..................................................................................................................... 18
3.2.7 Products or services ........................................................................................... 16
3.2.8 Opportunities for promotion.............................................................................. 17
3.3: Sales and Marketing Department........................................................................... 17
3.3.1 Entry level position............................................................................................ 17
3.3.2 Other names of entry level positions ................................................................ 17
3.3.3 More than one career path one could take ....................................................... 17
3.3.4 Middle to upper level positions ......................................................................... 17
3.3.5 Qualifications required...................................................................................... 17
3.4: Reflection............................................................................................................ 17
Conclusion ...................................................................................................................... 17
References ..................................................................................................................... 18
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Introduction
This report explores various career paths in supermarket retailing industry which
evaluates different opportunities on the basis of nature of the work, education, salary package
and market research. This study highlights the background and functioning of three retail-
oriented industry companies offering different job positions. Along with this, the report analyzes
the hierarchy of different department of the company on the basis of education and then
experience in the relevant field. It explains various areas which can be used to develop skills for
the specific job. Furthermore, the report researches career that helps the employee to switch the
job positions and fields according to the likes and dislikes. The study mainly entails three career
paths that are related to accounting, human resource management and marketing respectively.
1. Human Resource Management
Human resource management is related with planning, directing and coordinating
between the employees and the administration of a company (Siddique, 2004). Its main
responsibility is to take interviews, hiring, consulting, design strategic planning and
maintaining relationship with the employees in the behalf of the organization.
1.1 Training and Development
1.1.1 Nature of the work – the nature of the work of a human resource manager in
the training and development is to provide up-to-date training and
development programs for the employees that enhance their efficiency and
skills to do a certain job in the organization. Training and development HR are
responsible to train and introduce the new hired employees to the culture of
the company and pioneer their work with ease through orientation program
(Siddique, 2004). The existing employers are also take proper training for the
further learning and development according to the requirement of the job
related to new skills, health and safety wise and market conditions.
1.1.2 The environment- after scanning the environment of organization and
market, human resource employee is responsible to make strategic decision
before employing strategies regarding investments (Siddique, 2004). The
human resource management is based on the key technologies which need to
be operated by only qualified employees. In human resource management,
Introduction
This report explores various career paths in supermarket retailing industry which
evaluates different opportunities on the basis of nature of the work, education, salary package
and market research. This study highlights the background and functioning of three retail-
oriented industry companies offering different job positions. Along with this, the report analyzes
the hierarchy of different department of the company on the basis of education and then
experience in the relevant field. It explains various areas which can be used to develop skills for
the specific job. Furthermore, the report researches career that helps the employee to switch the
job positions and fields according to the likes and dislikes. The study mainly entails three career
paths that are related to accounting, human resource management and marketing respectively.
1. Human Resource Management
Human resource management is related with planning, directing and coordinating
between the employees and the administration of a company (Siddique, 2004). Its main
responsibility is to take interviews, hiring, consulting, design strategic planning and
maintaining relationship with the employees in the behalf of the organization.
1.1 Training and Development
1.1.1 Nature of the work – the nature of the work of a human resource manager in
the training and development is to provide up-to-date training and
development programs for the employees that enhance their efficiency and
skills to do a certain job in the organization. Training and development HR are
responsible to train and introduce the new hired employees to the culture of
the company and pioneer their work with ease through orientation program
(Siddique, 2004). The existing employers are also take proper training for the
further learning and development according to the requirement of the job
related to new skills, health and safety wise and market conditions.
1.1.2 The environment- after scanning the environment of organization and
market, human resource employee is responsible to make strategic decision
before employing strategies regarding investments (Siddique, 2004). The
human resource management is based on the key technologies which need to
be operated by only qualified employees. In human resource management,
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technology and market are very dynamic and requires improvement and
changes time to time which is adopted by the companies to develop and plan
their strategies and alternatives to deal with these conditions. Not only this,
the human resource management environment is highly influenced with the
company’s culture, values and attitude towards the employees. It is also
highly impacted by the trends like managerial, demographics and HR
Utilization. Along with this, development in the international market also
impacts the practices of human resource management environment in an
organization (BOLS, 2015). Human resource manager is almost needed in
every industry. Full time work in business hours in the office is regular work
environment of the human resource employees. Frequently they travel to
recruit new employees and for professional meetings.
1.1.3 The education- the candidate for the human resource management requires to
complete a bachelor’s degree in the relevant field for various positions,
although in some cases job positions requires master’s degree in human
resource management.
1.1.4 Skills- the most useful skills in case of human resource manager are to have a
good decision making skills with strong interpersonal skills and
communication skills (Siddique, 2004).
1.1.5 Training personality traits required - the human resource manager should
have a problem-resolving skill and diplomatic in his behavior at times which
comes with the experiences and learning. Employment laws related to related
country and association regarding the industry is also very important as a
training part of HR (BOLS, 2015).
1.1.6 Average salaries- in May 2016, the average salary have been recorded around
$106,910 as median pay annually (BOLS, 2015).
1.1.7 The labor market outlook- it has been analyzed with the research that
demand of human resource management related jobs will arise by 9 % from
2014-2024. It has more scopes and need in the market than any other
occupation. Requirement of HR is when new business, divisions and
technology and market are very dynamic and requires improvement and
changes time to time which is adopted by the companies to develop and plan
their strategies and alternatives to deal with these conditions. Not only this,
the human resource management environment is highly influenced with the
company’s culture, values and attitude towards the employees. It is also
highly impacted by the trends like managerial, demographics and HR
Utilization. Along with this, development in the international market also
impacts the practices of human resource management environment in an
organization (BOLS, 2015). Human resource manager is almost needed in
every industry. Full time work in business hours in the office is regular work
environment of the human resource employees. Frequently they travel to
recruit new employees and for professional meetings.
1.1.3 The education- the candidate for the human resource management requires to
complete a bachelor’s degree in the relevant field for various positions,
although in some cases job positions requires master’s degree in human
resource management.
1.1.4 Skills- the most useful skills in case of human resource manager are to have a
good decision making skills with strong interpersonal skills and
communication skills (Siddique, 2004).
1.1.5 Training personality traits required - the human resource manager should
have a problem-resolving skill and diplomatic in his behavior at times which
comes with the experiences and learning. Employment laws related to related
country and association regarding the industry is also very important as a
training part of HR (BOLS, 2015).
1.1.6 Average salaries- in May 2016, the average salary have been recorded around
$106,910 as median pay annually (BOLS, 2015).
1.1.7 The labor market outlook- it has been analyzed with the research that
demand of human resource management related jobs will arise by 9 % from
2014-2024. It has more scopes and need in the market than any other
occupation. Requirement of HR is when new business, divisions and
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expansions of an organization occur and to adopt the complex and changing
employment laws in the company accordingly (BOLS, 2015).
1.1.8 Related positions- Administrative Service Managers, Compensation and
Benefits Managers, Compensation, Benefits, and Job Analysis Specialists,
Labor Relations Specialists, Human Resource Specialists and Top Executives,
Training and Development Specialists and Managers (BOLS, 2015).
1.1.9 Typical employer – HR is required by nearly every sector organization
especially with large employees. The basic employers for HR employees are
HR consulting companies that work as recruiters for other companies.
1.2 Wesfarmers Limited
1.2.1 Nature and size- It is a huge public company dealing in conglomerate with
revenue of a $65.98 billion and operating income of A$3.61 billion in 2016.
Along with this the profit of the company in 2016 was A$2.35 billion
(Wesfarmers, 2016).
1.2.2 History- the Company was commenced in 1914 as Westralian Farmers Co-
operative Limited, and headquartered in Perth, Western Australia. More than
65 local co-operative companies in 1919 included in the company. In 1993,
Wesfarmers merged with the Dalgety farmers (Wesfarmers, 2017). The
Australian wheat board Limited purchased Wesfarmers foundation business in
august 2003.
1.2.3 Structure- the company’s structure is divided into three parts entry level,
medium level and top level. There are around 220,000 employees around the
world (Wesfarmers, 2016).
expansions of an organization occur and to adopt the complex and changing
employment laws in the company accordingly (BOLS, 2015).
1.1.8 Related positions- Administrative Service Managers, Compensation and
Benefits Managers, Compensation, Benefits, and Job Analysis Specialists,
Labor Relations Specialists, Human Resource Specialists and Top Executives,
Training and Development Specialists and Managers (BOLS, 2015).
1.1.9 Typical employer – HR is required by nearly every sector organization
especially with large employees. The basic employers for HR employees are
HR consulting companies that work as recruiters for other companies.
1.2 Wesfarmers Limited
1.2.1 Nature and size- It is a huge public company dealing in conglomerate with
revenue of a $65.98 billion and operating income of A$3.61 billion in 2016.
Along with this the profit of the company in 2016 was A$2.35 billion
(Wesfarmers, 2016).
1.2.2 History- the Company was commenced in 1914 as Westralian Farmers Co-
operative Limited, and headquartered in Perth, Western Australia. More than
65 local co-operative companies in 1919 included in the company. In 1993,
Wesfarmers merged with the Dalgety farmers (Wesfarmers, 2017). The
Australian wheat board Limited purchased Wesfarmers foundation business in
august 2003.
1.2.3 Structure- the company’s structure is divided into three parts entry level,
medium level and top level. There are around 220,000 employees around the
world (Wesfarmers, 2016).
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Wesfarmers company structure
(Source: https://www.theofficialboard.com/org-chart/wesfarmers)
1.2.4 Culture/mission- The main aim of company is to provide reasonable returns
to their shareholders (Wesfarmers, 2017).
1.2.5 Branch/ subsidiary - Wespine Industries, Coregas, Bunnings
Warehouse, Coles Supermarkets, Bi-Lo, Bengalla Mining Company, Pick 'n
Pay Hypermarket, Kmart Tyre & Auto Service, Liquorland, Vintage Cellars,
Officeworks, Officeworks Business Direct, Harris Technology, Kmart, Target,
Homebase, Curragh Queensland Mining, Coles Express, Koukia, Blackwoods,
Bakers, Total Fasteners, Bullivants, Wesfarmers Industrial & Safety NZ, 1st
Choice Liquor Superstore, CSBP, PB Workwear, Australian Gold Reagents,
Kleenheat, Unigas, Coles Central, Gresham Partners Group (Wesfarmers,
2016).
1.2.6 Clients/customers- the company has various products and services that
targets mostly all age customers in Australia, Bangladesh, Ireland, New
Zealand and United Kingdom.
Wesfarmers company structure
(Source: https://www.theofficialboard.com/org-chart/wesfarmers)
1.2.4 Culture/mission- The main aim of company is to provide reasonable returns
to their shareholders (Wesfarmers, 2017).
1.2.5 Branch/ subsidiary - Wespine Industries, Coregas, Bunnings
Warehouse, Coles Supermarkets, Bi-Lo, Bengalla Mining Company, Pick 'n
Pay Hypermarket, Kmart Tyre & Auto Service, Liquorland, Vintage Cellars,
Officeworks, Officeworks Business Direct, Harris Technology, Kmart, Target,
Homebase, Curragh Queensland Mining, Coles Express, Koukia, Blackwoods,
Bakers, Total Fasteners, Bullivants, Wesfarmers Industrial & Safety NZ, 1st
Choice Liquor Superstore, CSBP, PB Workwear, Australian Gold Reagents,
Kleenheat, Unigas, Coles Central, Gresham Partners Group (Wesfarmers,
2016).
1.2.6 Clients/customers- the company has various products and services that
targets mostly all age customers in Australia, Bangladesh, Ireland, New
Zealand and United Kingdom.
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1.2.7 Products/services-the Company offers various services and products related
to Retail, chemicals, coal mining, fertilizers and industrial, insurance and
safety products Coregas, Total Fasteners, Packaging House, Hard Yakka,
Backwoods Protector, Safety Sources and other work wear accessories and
products (Wesfarmers, 2016).
1.2.8 Opportunities for promotion- the company can expand abroad and improve
its public relationship through various programs to establish a good market
position.
1.3 Human Resource Department
1.3.1 Entry level position- HR trainee, assistant, associate
1.3.2 Other position of entry level- strategic partner, employment manager, HR
mentor, recruiter, staff coordinator (Eeden, 2014).
1.3.3 Alternate career path- customer service management, benefit administrator,
diversity officer if well known employment law or various job positions in
health care industry
1.3.4 Middle to upper level position- Senior Executive HR, HR Supervisor, HR
Specialist, Employee Relations Manager, Executive HR, Associate Executive
HR, HR Administrator, Assistant HR Administrator, HR Technical
Supervisor, Assistant HR Manager, HR Branch Manager, General HR
Manager, HR Generalist, Chief Human Resource Officer, HR Director
(Eeden, 2014).
1.3.5 Qualification – HR job positions needs formal education and academic
credentials for entry level jobs. However, high level positions require
certificates and masters of two or four years degree or MBA’s and Law
degrees as professional degree.
1.4 Reflection
I am a very organized person with influencing and good communication skills.
According to above research, I can fit in the position of human resource management.
The level of human resource management has vast scopes that gives various
opportunities in the market and offers satisfactory salary package with less mental
exertion. Thus, research is confirmed to pursue career in the human resource
1.2.7 Products/services-the Company offers various services and products related
to Retail, chemicals, coal mining, fertilizers and industrial, insurance and
safety products Coregas, Total Fasteners, Packaging House, Hard Yakka,
Backwoods Protector, Safety Sources and other work wear accessories and
products (Wesfarmers, 2016).
1.2.8 Opportunities for promotion- the company can expand abroad and improve
its public relationship through various programs to establish a good market
position.
1.3 Human Resource Department
1.3.1 Entry level position- HR trainee, assistant, associate
1.3.2 Other position of entry level- strategic partner, employment manager, HR
mentor, recruiter, staff coordinator (Eeden, 2014).
1.3.3 Alternate career path- customer service management, benefit administrator,
diversity officer if well known employment law or various job positions in
health care industry
1.3.4 Middle to upper level position- Senior Executive HR, HR Supervisor, HR
Specialist, Employee Relations Manager, Executive HR, Associate Executive
HR, HR Administrator, Assistant HR Administrator, HR Technical
Supervisor, Assistant HR Manager, HR Branch Manager, General HR
Manager, HR Generalist, Chief Human Resource Officer, HR Director
(Eeden, 2014).
1.3.5 Qualification – HR job positions needs formal education and academic
credentials for entry level jobs. However, high level positions require
certificates and masters of two or four years degree or MBA’s and Law
degrees as professional degree.
1.4 Reflection
I am a very organized person with influencing and good communication skills.
According to above research, I can fit in the position of human resource management.
The level of human resource management has vast scopes that gives various
opportunities in the market and offers satisfactory salary package with less mental
exertion. Thus, research is confirmed to pursue career in the human resource
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management by improving some of the areas like interpersonal skills and adopting the
diplomatic ways while resolving the issues.
2. Accounting and Finance
2.1 Financial analyst
The financial analyst is a very popular job position in various industries related to
investments and financial transaction related industries such as banking, consulting
companies, financial companies, aerospace and defense and other accounting and
auditing services (Robinson, et.al, 2015).
2.1.1 Nature of the work- Financial analyst is responsible for the collection of
data, monitoring, analyzing and studying data and recommending actions for
the financial planning (Robinson, et.al, 2015).
2.1.2 The environment- the financial analyst needs to be advanced in technology
and software/application proficient such as Excel and other financial
accounting system (BOLS, 2015).
2.1.3 The education- Bachelor’s degree in finance, economics and accounting or in
related field. Masters degree or MBA in finance, CFA are also considered as
valued professional degrees for the job position.
2.1.4 Skills- the skills requires for financial analysts are knowledge of corporate
finance, quality management, development standards, problem solving,
financial planning and strategy, statistical analysis and financial skills.
Furthermore, some of the skills like cost accounting management, process
improvement, report research results and Requirements analysis (BOLS,
2015).
2.1.5 Training personality traits- statistical calculations and math calculations are
very important for the financial evaluation. Data analysis and financial
analysis are also required to be a good financial analyst.
2.1.6 Average salaries- the average annual salary of financial analyst is
AUS$73,406 (PayScale, 2017).
2.1.7 The labor market outlook- the job position of financial analyst is likely to
increase from 2014 to 2024 by 12% than any other occupation (BOLS, 2015).
management by improving some of the areas like interpersonal skills and adopting the
diplomatic ways while resolving the issues.
2. Accounting and Finance
2.1 Financial analyst
The financial analyst is a very popular job position in various industries related to
investments and financial transaction related industries such as banking, consulting
companies, financial companies, aerospace and defense and other accounting and
auditing services (Robinson, et.al, 2015).
2.1.1 Nature of the work- Financial analyst is responsible for the collection of
data, monitoring, analyzing and studying data and recommending actions for
the financial planning (Robinson, et.al, 2015).
2.1.2 The environment- the financial analyst needs to be advanced in technology
and software/application proficient such as Excel and other financial
accounting system (BOLS, 2015).
2.1.3 The education- Bachelor’s degree in finance, economics and accounting or in
related field. Masters degree or MBA in finance, CFA are also considered as
valued professional degrees for the job position.
2.1.4 Skills- the skills requires for financial analysts are knowledge of corporate
finance, quality management, development standards, problem solving,
financial planning and strategy, statistical analysis and financial skills.
Furthermore, some of the skills like cost accounting management, process
improvement, report research results and Requirements analysis (BOLS,
2015).
2.1.5 Training personality traits- statistical calculations and math calculations are
very important for the financial evaluation. Data analysis and financial
analysis are also required to be a good financial analyst.
2.1.6 Average salaries- the average annual salary of financial analyst is
AUS$73,406 (PayScale, 2017).
2.1.7 The labor market outlook- the job position of financial analyst is likely to
increase from 2014 to 2024 by 12% than any other occupation (BOLS, 2015).
12
2.1.8 Related positions- budget analysts, financial manager, insurance
underwriters, personal financial advisors, security, commodities and financial
services sales agents
2.1.9 Typical employer- All the consulting and financial service providers and
banks are prime employers of financial analyst such as Deloitte and earnest
and young.
2.2 Woolworth Group company
2.2.1 Nature and size- Woolworths is a public traded company dealing in the
retailing industry. It is one of the largest retailers in the market offering
variety of products. The company is mainly situated in Bella Vista, New
South Wales, Australia. The revenue of the company in 2016 is A$ 59 B and
has a loss of A$ 1.2 B. The company has over 205,000 employees in their
organization (Woolworths Group, 2016).
2.2.2 History- the company was founded in 1924 as Woolworth’s stupendous
bargain basement in Sydney by five investors named Stanley, George Creed,
Earnest Robert Williams, Percy Christmas and Cecil Scott Waine. The initial
capital of the company was only £185,000 (Woolworths Group, 2016). The
company has no relations with US and UK based F W Woolworths Company.
The company started its first superstore in 1971 in New Zealand and started
merchandising in 1924.
2.2.3 Structure- the organizational structure of the supermarket of Woolworth is as
below:
2.1.8 Related positions- budget analysts, financial manager, insurance
underwriters, personal financial advisors, security, commodities and financial
services sales agents
2.1.9 Typical employer- All the consulting and financial service providers and
banks are prime employers of financial analyst such as Deloitte and earnest
and young.
2.2 Woolworth Group company
2.2.1 Nature and size- Woolworths is a public traded company dealing in the
retailing industry. It is one of the largest retailers in the market offering
variety of products. The company is mainly situated in Bella Vista, New
South Wales, Australia. The revenue of the company in 2016 is A$ 59 B and
has a loss of A$ 1.2 B. The company has over 205,000 employees in their
organization (Woolworths Group, 2016).
2.2.2 History- the company was founded in 1924 as Woolworth’s stupendous
bargain basement in Sydney by five investors named Stanley, George Creed,
Earnest Robert Williams, Percy Christmas and Cecil Scott Waine. The initial
capital of the company was only £185,000 (Woolworths Group, 2016). The
company has no relations with US and UK based F W Woolworths Company.
The company started its first superstore in 1971 in New Zealand and started
merchandising in 1924.
2.2.3 Structure- the organizational structure of the supermarket of Woolworth is as
below:
13
Woolworth Supermarket Management Team (Source:
https://www.wowlink.com.au/cmgt/wcm/connect/9ef48c0049157799a0e6f5f9
33fb4d80/Food_Group_Org_Chart_130715.pdf?MOD=AJPERES)
2.2.4 Culture/mission- the mission of the company is ' to deliver to customers the
right shopping experience each and every time'. The culture of the company is
providing fresh vegetable and fruits to the customer in reasonable price. The
vision is ‘to bring a little good to everyone, every day’ (Woolworths Group,
2016).
2.2.5 Branch/ subsidiary - Supermarkets (Woolworths, Flemings, Countdown
(supermarket), Food For Less, Thomas Dux), Liquor (BWS, Dan Murphy's),
General Merchandise (Big W), Hotels & Gambling (ALH Group), Home
Improvement (Masters), Petrol (Caltex Woolworths) (Woolworths Group,
2016).
2.2.6 Clients/customers – as the company has variety of products and services,
thus its target audience or clients are from world over (UK, Ireland and
Australia).
2.2.7 Products/services- the offered products of Woolworth company is from fresh
food items, fruits and vegetables to ready-to-make food items with recipes,
packaged food from its own brand as well as other local brands. In addition to
this, Clothing, footwear, bedding, furniture, jewelry, beauty
products, consumer electronics and housewares. Moreover, stationary items,
liquor, magazines and daily products/general merchandise in Supermarket
stores with services such as insurance, hospitality and gaming along with
home furnishing are provided by the company (Woolworths Group, 2016).
2.2.8 Opportunities for promotion- the company can elaborate its own brand and
products in it. Along with this the company can expand in new geographical
regions with major markets like Asia and china.
2.3 Financial Department
2.3.1 Entry level position- Financial Trainee
2.3.2 Alternate career path- Financial Risk Analyst
Woolworth Supermarket Management Team (Source:
https://www.wowlink.com.au/cmgt/wcm/connect/9ef48c0049157799a0e6f5f9
33fb4d80/Food_Group_Org_Chart_130715.pdf?MOD=AJPERES)
2.2.4 Culture/mission- the mission of the company is ' to deliver to customers the
right shopping experience each and every time'. The culture of the company is
providing fresh vegetable and fruits to the customer in reasonable price. The
vision is ‘to bring a little good to everyone, every day’ (Woolworths Group,
2016).
2.2.5 Branch/ subsidiary - Supermarkets (Woolworths, Flemings, Countdown
(supermarket), Food For Less, Thomas Dux), Liquor (BWS, Dan Murphy's),
General Merchandise (Big W), Hotels & Gambling (ALH Group), Home
Improvement (Masters), Petrol (Caltex Woolworths) (Woolworths Group,
2016).
2.2.6 Clients/customers – as the company has variety of products and services,
thus its target audience or clients are from world over (UK, Ireland and
Australia).
2.2.7 Products/services- the offered products of Woolworth company is from fresh
food items, fruits and vegetables to ready-to-make food items with recipes,
packaged food from its own brand as well as other local brands. In addition to
this, Clothing, footwear, bedding, furniture, jewelry, beauty
products, consumer electronics and housewares. Moreover, stationary items,
liquor, magazines and daily products/general merchandise in Supermarket
stores with services such as insurance, hospitality and gaming along with
home furnishing are provided by the company (Woolworths Group, 2016).
2.2.8 Opportunities for promotion- the company can elaborate its own brand and
products in it. Along with this the company can expand in new geographical
regions with major markets like Asia and china.
2.3 Financial Department
2.3.1 Entry level position- Financial Trainee
2.3.2 Alternate career path- Financial Risk Analyst
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14
2.3.3 Middle to upper level position- Financial Analyst/ Associate, Financial
Manager, Financial Consultant divided in two parts that is Internal and
External Financial Consultant, Financial Director (Robinson, et. al, 2015).
2.3.4 Qualification- graduation degree in economics, finance and accounting is must
for the entry level. Experience and other professional degrees such as MBA in
related field, finance and accounting, CFA, CA are also needed for the higher
positions.
2.4 Reflection -
Financial analyst is a very interesting job that requires more hard work and
knowledge in financial, accounting and mathematics. Sense of data analysis is very
essential that makes the job tiresome and firm at the same time. I think there is need
to work on mathematics and statistical calculation to be a successful analyst in
finance because I am not an expert in math. I do not relate this job as a best career
option as well as math calculations is always complex for me and hence, plan for this
job position has changed.
3. Marketing and sales
3.1 Marketing Manager
Marketing manager is responsible for the marketing and sales related areas of the
company (Baker, 2014). It is an imperative job position for the companies which are
in business and develop products and services.
3.1.1 Nature of the work – The marketing managers are liable to plan program
related to the promotion and advertising of the products and services.
Marketing plans that includes budgets and contracts and market research is
involved in this job position. It embraces activities like meeting with clients
for marketing and technical advice, hiring of personals of advertising,
marketing and promotion of the company products and services (BOLS,
2015).
3.1.2 The environment- the marketing manger should know about the latest and
fastest means of promotion and advertisement services that includes
information, public relation, management of the companies, retail and
wholesale trade (Baker, 2014).
2.3.3 Middle to upper level position- Financial Analyst/ Associate, Financial
Manager, Financial Consultant divided in two parts that is Internal and
External Financial Consultant, Financial Director (Robinson, et. al, 2015).
2.3.4 Qualification- graduation degree in economics, finance and accounting is must
for the entry level. Experience and other professional degrees such as MBA in
related field, finance and accounting, CFA, CA are also needed for the higher
positions.
2.4 Reflection -
Financial analyst is a very interesting job that requires more hard work and
knowledge in financial, accounting and mathematics. Sense of data analysis is very
essential that makes the job tiresome and firm at the same time. I think there is need
to work on mathematics and statistical calculation to be a successful analyst in
finance because I am not an expert in math. I do not relate this job as a best career
option as well as math calculations is always complex for me and hence, plan for this
job position has changed.
3. Marketing and sales
3.1 Marketing Manager
Marketing manager is responsible for the marketing and sales related areas of the
company (Baker, 2014). It is an imperative job position for the companies which are
in business and develop products and services.
3.1.1 Nature of the work – The marketing managers are liable to plan program
related to the promotion and advertising of the products and services.
Marketing plans that includes budgets and contracts and market research is
involved in this job position. It embraces activities like meeting with clients
for marketing and technical advice, hiring of personals of advertising,
marketing and promotion of the company products and services (BOLS,
2015).
3.1.2 The environment- the marketing manger should know about the latest and
fastest means of promotion and advertisement services that includes
information, public relation, management of the companies, retail and
wholesale trade (Baker, 2014).
15
3.1.3 The education- bachelor’s degree in marketing management, promotion and
advertising is must for the position. Relevant courses need market research,
consumer behavior, marketing, photography, sales and communication
methods and technology with photography, visual arts and art history (Smith,
2013). Along with this basic bachelor courses in management, economics,
computer science, mathematics, statistics and business law.
3.1.4 Skills- analytical skills, creativity, interpersonal skills, communication skills,
organizational skills and decision-making skills (Smith, 2013).
3.1.5 Training personality traits- technical skills such as computer
communication, photography, learning new application program related to
marketing are one of the required skills which improve the marketing (BOLS,
2015).
3.1.6 Average salaries- the median annual salary of marketing managers are
$100,810 (PayScale, 2017).
3.1.7 The labor market outlook- from 2014 to 2024, the expected growth rate of
the marketing manager is 5% in the market (BOLS, 2015).
3.1.8 Related positions- Advertising Sales Agents, Art Directors, Editors, Financial
Managers, Graphic Designers, Market Research Analysts, Public Relation and
Fundraiser Managers, Public Relation Specialists, Sales Managers (Smith,
2013).
3.1.9 Typical employer- the advertising agencies, retailers that deals in selling of
products and services to the mass population are the core employers of the
marketing managers (BOLS, 2015).
3.2 JB HiFi company
3.2.1 Nature and size- JB HiFi is the public organization and operates in retailing
industry. It is a large organization with 194 stores and 7800 employees in the
world. In 2016, JB Hi Fi Company’s revenue was A$4B and also had a profit
of A$ 152M (JB Hi-Fi Ltd, 2016).
3.2.2 History- the company is established in Melbourne in 1973 by Jahn Barbuto.
Later, it was sold to Peter Caserto, Divid Rodd and Richard Bouris in 1983.
The company expended it Hi Fi electronic products. Later in 2000, the
3.1.3 The education- bachelor’s degree in marketing management, promotion and
advertising is must for the position. Relevant courses need market research,
consumer behavior, marketing, photography, sales and communication
methods and technology with photography, visual arts and art history (Smith,
2013). Along with this basic bachelor courses in management, economics,
computer science, mathematics, statistics and business law.
3.1.4 Skills- analytical skills, creativity, interpersonal skills, communication skills,
organizational skills and decision-making skills (Smith, 2013).
3.1.5 Training personality traits- technical skills such as computer
communication, photography, learning new application program related to
marketing are one of the required skills which improve the marketing (BOLS,
2015).
3.1.6 Average salaries- the median annual salary of marketing managers are
$100,810 (PayScale, 2017).
3.1.7 The labor market outlook- from 2014 to 2024, the expected growth rate of
the marketing manager is 5% in the market (BOLS, 2015).
3.1.8 Related positions- Advertising Sales Agents, Art Directors, Editors, Financial
Managers, Graphic Designers, Market Research Analysts, Public Relation and
Fundraiser Managers, Public Relation Specialists, Sales Managers (Smith,
2013).
3.1.9 Typical employer- the advertising agencies, retailers that deals in selling of
products and services to the mass population are the core employers of the
marketing managers (BOLS, 2015).
3.2 JB HiFi company
3.2.1 Nature and size- JB HiFi is the public organization and operates in retailing
industry. It is a large organization with 194 stores and 7800 employees in the
world. In 2016, JB Hi Fi Company’s revenue was A$4B and also had a profit
of A$ 152M (JB Hi-Fi Ltd, 2016).
3.2.2 History- the company is established in Melbourne in 1973 by Jahn Barbuto.
Later, it was sold to Peter Caserto, Divid Rodd and Richard Bouris in 1983.
The company expended it Hi Fi electronic products. Later in 2000, the
16
company introduced its maximum shares to the private company (JB Hi-Fi
Ltd, 2016).
3.2.3 Structure – the organization has three level structure which is as below:
Organizational structure of JB HiFi (source:
https://www.theofficialboard.com/org-chart/jb-hi-fi )
3.2.4 Culture/mission- the company is aimed to satisfy its customers need with
high technological innovation for better experience.
3.2.5 Branch/ subsidiary- The Good Guy is the electric retailing subsidiary of JB
HiFi (JB Hi-Fi Ltd, 2016).
3.2.6 Clients/customers- the company is fully equipped with new technology
products and high and electronic products focusing on youths and middle aged
individuals in Australia and New Zealand.
3.2.7 Products/services- it has wide range of music related products to offer such
as CD’s and DVD’s along with many musical instruments like guitar, DJ
Equipments, electronic keyboard, microphones, DJ docking systems and
many more (JB Hi-Fi Ltd, 2016). Furthermore, it sells Dell computer
hardware and other added consumer goods and electronic items like game
consoles, TV, video/computer games, gadget instrument and car,
entertainment, camera. Moreover, other service offerings like education sales
and services, corporate governance services, insurance services and other
technical services are also provided by the company. Electronic retailing
service including kitchen appliances, white goods, kitchens and consumer
company introduced its maximum shares to the private company (JB Hi-Fi
Ltd, 2016).
3.2.3 Structure – the organization has three level structure which is as below:
Organizational structure of JB HiFi (source:
https://www.theofficialboard.com/org-chart/jb-hi-fi )
3.2.4 Culture/mission- the company is aimed to satisfy its customers need with
high technological innovation for better experience.
3.2.5 Branch/ subsidiary- The Good Guy is the electric retailing subsidiary of JB
HiFi (JB Hi-Fi Ltd, 2016).
3.2.6 Clients/customers- the company is fully equipped with new technology
products and high and electronic products focusing on youths and middle aged
individuals in Australia and New Zealand.
3.2.7 Products/services- it has wide range of music related products to offer such
as CD’s and DVD’s along with many musical instruments like guitar, DJ
Equipments, electronic keyboard, microphones, DJ docking systems and
many more (JB Hi-Fi Ltd, 2016). Furthermore, it sells Dell computer
hardware and other added consumer goods and electronic items like game
consoles, TV, video/computer games, gadget instrument and car,
entertainment, camera. Moreover, other service offerings like education sales
and services, corporate governance services, insurance services and other
technical services are also provided by the company. Electronic retailing
service including kitchen appliances, white goods, kitchens and consumer
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17
appliances are being offered by The Good Guy which is its subsidiary (JB Hi-
Fi Ltd, 2016).
3.2.8 Opportunities for promotion- JB Wi-Fi has a wide scope in expanding its
business by increasing its product line and setting up its business in new
geographical area.
3.3 Sales and marketing department
3.3.1 Entry level position- Marketing Executive
3.3.2 Alternate career path- Marketing Trainee, Business Development Executive
3.3.3 Middle to upper level position- Product Specialist, Marketing Analysts and
Marketing Manager, General Marketing Manager, Regional Manager, Chief
Marketing Manager, Vice President, Chairman (Baker, 2014).
3.3.4 Qualification- Bachelors’ in economics, accounting and finance with the
professional degree like MBA in marketing and sales.
3.4 Reflection –
It has been analyzed that marketing manager requires innovation and creativity
primarily to communicate with the ultimate audience. Thus, the according to the
companies profile there are many scopes in marketing to expand its business. I think
it is an interesting field that needs command in communication skills and other
technological up-gradation and should be pursued as it is also satisfactory as salary-
wise. For this job different mode of promotion and advertisement via several methods
has to be learned to improve the marketing skills and to be a successful marketing
manager.
Conclusion
In the above research, it has been interpreted that there are various career path that
requires particular skills and various criteria’s such as environment and salary that influences the
decision making regarding career. Along with this, company, job position and its industry also
impacts on the decision making and results achieved by an individual.
appliances are being offered by The Good Guy which is its subsidiary (JB Hi-
Fi Ltd, 2016).
3.2.8 Opportunities for promotion- JB Wi-Fi has a wide scope in expanding its
business by increasing its product line and setting up its business in new
geographical area.
3.3 Sales and marketing department
3.3.1 Entry level position- Marketing Executive
3.3.2 Alternate career path- Marketing Trainee, Business Development Executive
3.3.3 Middle to upper level position- Product Specialist, Marketing Analysts and
Marketing Manager, General Marketing Manager, Regional Manager, Chief
Marketing Manager, Vice President, Chairman (Baker, 2014).
3.3.4 Qualification- Bachelors’ in economics, accounting and finance with the
professional degree like MBA in marketing and sales.
3.4 Reflection –
It has been analyzed that marketing manager requires innovation and creativity
primarily to communicate with the ultimate audience. Thus, the according to the
companies profile there are many scopes in marketing to expand its business. I think
it is an interesting field that needs command in communication skills and other
technological up-gradation and should be pursued as it is also satisfactory as salary-
wise. For this job different mode of promotion and advertisement via several methods
has to be learned to improve the marketing skills and to be a successful marketing
manager.
Conclusion
In the above research, it has been interpreted that there are various career path that
requires particular skills and various criteria’s such as environment and salary that influences the
decision making regarding career. Along with this, company, job position and its industry also
impacts on the decision making and results achieved by an individual.
18
References
Baker, C. L. 2014. Starting and Managing My Own Business. Paragon Publishing.
BOLS. 2015. Business and Financial Analyst. Retrieved on August 11, 2017, from
https://www.bls.gov/ooh/business-and-financial/financial-analysts.htm#tab-1
BOLS. 2015. Financial Analyst. Advertising Promotions and Marketing Managers. Retrieved on
August 11, 2017, from https://www.bls.gov/ooh/management/advertising-promotions-
and-marketing-managers.htm#tab-1
BOLS. 2015. Retrieved on August 11, 2017, from https://www.bls.gov/ooh/management/human-
resources-managers.htm
Eeden, D. 2014. The Role of the Chief Human Resources Officer: Perspectives, Challenges,
Realities and Experiences. Knowres Publishing.
JB Hi-Fi Ltd. 2016. Annual report 2016. Retrieved on August 11, 2017, from
https://www.jbhifi.com.au/Documents/2016%20JB%20Hi-Fi%20Annual
%20Report_ASX.pdf
JB Hi-Fi Ltd. 2016. Retrieved on August 11, 2017, from https://www.theofficialboard.com/org-
chart/jb-hi-fi
PayScale. 2017. Financial Analyst Salary (Australia). Retrieved on August 11, 2017, from
http://www.payscale.com/research/AU/Job=Financial_Analyst/Salary
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https://essentialsofbusiness.ufexec.ufl.edu/resources/human-resources/hr-management-
career-and-industry-profile/#.WY1J-1EjHIU
Robinson, T. R.et al. 2015. International Financial Statement Analysis. 3rd ed. John Wiley &
Sons.
Siddique, C.M. 2004. Job analysis: a strategic human resource management Practice. The
International Journal of Human Resource Management 15(1), pp. 219-244.
References
Baker, C. L. 2014. Starting and Managing My Own Business. Paragon Publishing.
BOLS. 2015. Business and Financial Analyst. Retrieved on August 11, 2017, from
https://www.bls.gov/ooh/business-and-financial/financial-analysts.htm#tab-1
BOLS. 2015. Financial Analyst. Advertising Promotions and Marketing Managers. Retrieved on
August 11, 2017, from https://www.bls.gov/ooh/management/advertising-promotions-
and-marketing-managers.htm#tab-1
BOLS. 2015. Retrieved on August 11, 2017, from https://www.bls.gov/ooh/management/human-
resources-managers.htm
Eeden, D. 2014. The Role of the Chief Human Resources Officer: Perspectives, Challenges,
Realities and Experiences. Knowres Publishing.
JB Hi-Fi Ltd. 2016. Annual report 2016. Retrieved on August 11, 2017, from
https://www.jbhifi.com.au/Documents/2016%20JB%20Hi-Fi%20Annual
%20Report_ASX.pdf
JB Hi-Fi Ltd. 2016. Retrieved on August 11, 2017, from https://www.theofficialboard.com/org-
chart/jb-hi-fi
PayScale. 2017. Financial Analyst Salary (Australia). Retrieved on August 11, 2017, from
http://www.payscale.com/research/AU/Job=Financial_Analyst/Salary
PayScale. 2017. Human Resource and Industry. Retrieved on August 11, 2017, from
https://essentialsofbusiness.ufexec.ufl.edu/resources/human-resources/hr-management-
career-and-industry-profile/#.WY1J-1EjHIU
Robinson, T. R.et al. 2015. International Financial Statement Analysis. 3rd ed. John Wiley &
Sons.
Siddique, C.M. 2004. Job analysis: a strategic human resource management Practice. The
International Journal of Human Resource Management 15(1), pp. 219-244.
19
Smith, J. 2013. The Marketing and Advertising Jobs with the Best Future. Retrieved on August
11, 2017, from https://www.forbes.com/sites/jacquelynsmith/2013/03/13/the-marketing-
and-advertising-jobs-with-the-best-future/#50f3a0993a58
Wesfarmers. 2016. Annual Report 2016. Retrieved on August 11, 2017, from
https://www.wesfarmers.com.au/docs/default-source/reports/2016-annual-report.pdf?
sfvrsn=4
Wesfarmers. 2016. Retrieved on August 11, 2017, from https://www.theofficialboard.com/org-
chart/wesfarmers
Wesfarmers. 2017. Retrieved on August 11, 2017, from at http://www.wesfarmers.com.au/who-
we-are/who-we-are
Woolworths Group. 2016. Annual Report 2016. [Online].Available
at:http://www.woolworthsgroup.com.au/icms_docs/185865_annual-report-2016.pdf
Woolworths Group. 2016. Our Brand. Retrieved on August 11, 2017, from
http://www.woolworthsgroup.com.au/page/about-us/our-brands/
Woolworths Group. 2016. Retrieved on August 11, 2017, from
https://www.wowlink.com.au/cmgt/wcm/connect/9ef48c0049157799a0e6f5f933fb4d80/
Food_Group_Org_Chart_130715.pdf?MOD=AJPERES
Smith, J. 2013. The Marketing and Advertising Jobs with the Best Future. Retrieved on August
11, 2017, from https://www.forbes.com/sites/jacquelynsmith/2013/03/13/the-marketing-
and-advertising-jobs-with-the-best-future/#50f3a0993a58
Wesfarmers. 2016. Annual Report 2016. Retrieved on August 11, 2017, from
https://www.wesfarmers.com.au/docs/default-source/reports/2016-annual-report.pdf?
sfvrsn=4
Wesfarmers. 2016. Retrieved on August 11, 2017, from https://www.theofficialboard.com/org-
chart/wesfarmers
Wesfarmers. 2017. Retrieved on August 11, 2017, from at http://www.wesfarmers.com.au/who-
we-are/who-we-are
Woolworths Group. 2016. Annual Report 2016. [Online].Available
at:http://www.woolworthsgroup.com.au/icms_docs/185865_annual-report-2016.pdf
Woolworths Group. 2016. Our Brand. Retrieved on August 11, 2017, from
http://www.woolworthsgroup.com.au/page/about-us/our-brands/
Woolworths Group. 2016. Retrieved on August 11, 2017, from
https://www.wowlink.com.au/cmgt/wcm/connect/9ef48c0049157799a0e6f5f933fb4d80/
Food_Group_Org_Chart_130715.pdf?MOD=AJPERES
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