Strategic Workforce Management, IT Role, and WHS at Coles Report

This report provides a comprehensive overview of workforce management at Coles, a major Australian supermarket chain. It begins with an introduction that highlights the challenges of managing a large workforce and then presents an organizational chart illustrating the company's internal structure, including departments like Finance, Human Resources, Marketing, and Information Technology. The report then delves into Coles' strategic planning, emphasizing the identification of goals and objectives, internal and external analysis, strategy formulation, and implementation. It also outlines Coles' mission and vision, emphasizing its commitment to high-quality products and services. A significant portion of the report focuses on the role of IT in aligning with business objectives, including efficiency gains, data management, and customer relationship management. The report also details Work Health and Safety (WHS) codes of practice, covering topics such as equal employment opportunities, anti-discrimination acts, intellectual property, and codes of ethics. Furthermore, the report examines the Work Health and Safety Act 2011, outlining employer responsibilities and emphasizing the importance of a safe working environment. The report concludes with a discussion on workplace sustainability and the importance of ethical business practices.

Employee
information

Table of Contents
INTRODUCTION...........................................................................................................................1
Organisational chart ...................................................................................................................1
Strategic plan of the company: - ...............................................................................................2
Mission and vision of Coles – ....................................................................................................2
Role of IT aligned with business objectives – ..........................................................................3
WORK HEALTH AND SAFETY CODES OF PRACTICES........................................................3
WORK HEALTH AND SAFTEY CODES OF PRACTICE..........................................................4
WHS REPORT ...............................................................................................................................7
WORKPLACE SUSTAINABILITY ..............................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Due to enhancement of corporations, there has been raised the amount of information
they need to handle. In this sense, organisations are being faced several challenges as to know
the financial status of the firm, situation of labour force (Hu and et. al., 2011). Coles is one of
the largest supermarket and retail service chain in Australia. It was founded in 1914 and the
overall revenue of the firm is A$33.00 billion. There are over 100,000 employees are currently
working in Coles thus it is essential for the company to manage workforce effectively.
Furthermore, the assignment is based upon how organisations have to manage its workforce by
fulfilling all laws and regulations.
Organisational chart
An organisational chart outlines the internal structure of the firm; its a most common
visual depiction which represents that how an organisation will works. The organisational
structure of Coles involves roles and responsibilities of individuals. It is essential for the
company to follow a flexible structure in which all departments can easily interact with each
other and take imperative business decisions (Kent and Zunker, 2013). There are several
departments which are involved in organisational chart of Coles, such are defined as under: - Finance department – The role of this department is to manage cash flows and ensure
about that company whether firm has enough funds to complete day to day payment
activities. Along with this, finance department of Coles is also liable for credit policies of
the firm for buyers and ensure that organisation is paid on time to its suppliers. Human resource department – The prime role of this department is to manage
workforce in the best possible so as to gain maximum utilisation of available resources.
It encompasses recruiting and selecting well qualified employees, organising training and
development programmes for employee benefits (Dundon and et. al., 2014). Marketing department – It is the responsibility of the marketing of the firm is increase
revenue and market share by promoting firm among target audiences. In Coles marketing
managers promote products and services of the company so as to attract customers to
purchase them.
 Information technology department – The term IT means to stores, distributing and
processing information. Information technology , IT has helped the organization to work
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in more efficient management, conceive complexity, to inquire about problems and
generate new products and services.
Strategic plan of the company: -
Strategic planning is one of the important task for every business entity, it provides
direction to all working activities and tasks within organisation. Here, Coles is required to
formulate a strategic plan so as to manage workforce efficiently and effectively. It is also
assistive for companies to take day to day decisions, evaluate progress and changing approaches
when moving forward (Hu and et. al., 2012). Below mentioned strategic plan of Coles:
Identification of goals and objectives – While formulating a strategic plan, management
is required to determine goals and objectives which they want to attain. Here the prime goals and
objectives of Coles is to increase customer satisfaction, maximise employee retention, redefine
sales strategy, solidify brand identify across platforms etc.
Analysis – afterwards, there should be conducted internal and external analysis of the
company so as to demonstrate those factors which will affect firm's future market position.
Situational analysis helps in gaining information which will shape to the next two stages. Internal
and external analysis should be done so as to recognise business needs as a sustainable entity.
Strategy formulation – In this stage, management of Coles should formulate an
effective strategy so as gleaned information. Find out required sources are accessible to access
desired goals and objectives (D'Arcy, Herath and Shoss, 2014). Strategy formulation also
considered all issues or barriers are faced by the firm and how to reduced them. For example-
Coles should prepare strategy for welfare of its employees so as to attain and retain for long time.
Implementation – Regulation of a successful business strategy is a crucial for every
venture. It entails with action stage of strategic management process. At last the overall plan is
implemented by the management and visualise it over the organisation.
Mission and vision of Coles –
The vision statement of Coles is to be one of the largest retailing industry of Australia by
fulfilling all corporate social responsibilities. The mission statement of the company is to
generate develop an innovative business which provides high quality products and services that
deliver value to target audiences. In order to achieve its mission and vision, Coles is trying to
save money and time and getting relevant information of external environment.
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Role of IT aligned with business objectives –
The IT department of the firm plays an imperative role in growth and success of every
business organisation. It helps firms to use new and innovative techniques in their production
process as Coles can sustain high competitive advantage. Information technology increases
efficiency of employees, it results they will perform better. The information department of the
company is also liable for data management so as to find information instantly whenever it is
required. With this assistance, firms can available to maintain or store a tremendous amount of
historical data and workers will be benefited to access essential documents. It helps to perform
better and effectively which improve output through which business organisations can easily
accomplish their goals and objectives (Siponen, Mahmood and Pahnila, 2014). Another role of
IT department is customer relationship management so as to reach large group of population. If
customers will get good services and quickly respond of their request then tend to purchase
things from that company; it results enhancements of sales and profitability of the firm.
WORK HEALTH AND SAFETY CODES OF PRACTICES
There is described several policies that can be adopted by business entities in order to
perform in ethical manner. Management is to fulfil all laws and legislations for employee
satisfaction or welfare. It is also assistive in providing healthy and safe working environment;
which led workers will retain for long term period within organisation.
Equal employment Opportunities – The law prohibits with specific types of job
discrimination at workplace. The department of Labour includes two agencies that deal with
monitoring and enforcement the civil rights of employees. Equal employment opportunities
(EEO) is an independent federal agency which supports equal opportunity in employment by
judicial enforcement and administrative of the federal civil rights laws. In addition, the main
objective of the agency is to spread equality at workplace. Here, equality consists with
preserving employees rights or duties and giving them freedom of work (Laudon and Laudon,
2016). EEO also deliver fair access to employer benefits, like accommodations, compensation,
promotions and job security.
Anti discrimination acts – It establish a basic framework for giving equal treatment in
employment that forbids discrimination based upon beliefs, religion, age, gender, disability and
age. The meaning of anti discrimination management does not have any to make direct or
indirect discrimination these outlines. The act refers that company should give guarantee
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compliance to to persons with disabilities; accommodations facility should be also provided to
staff members. The general principle of anti-discrimination is safeguarded at the EU level by
implementing the principle of equal treatment between persons irrespective of racial or ethnic
origin.
Intellectual property – It consists to preserve employees rights at workplace. IP involves
copyrights, patents, trademarks that is assistive for people so as to yield financial benefits from
their own inventions. In order to manage balance between innovators as well as public interest ,
the main objective of intellectual property is to foster an environment through which innovation
and creativity can be flourish. Basically, intellectual property are those rights that preserved
creation of mind, i.e. inventions (Kim, 2012). Furthermore, employment contracts of intellectual
property involves an obligation so that employers can immediately respond upon creation as well
as protect and commercially exploit the same.
Copyright – It a form of intellectual property which provides protection under the laws of
UK. Copyrights protection available for original works of authorship; it is the exclusive right of
an individual to reproduce, sell or publish their original work.
Code of ethics & business conduct – It refers with standards or principles of behaviour
that a firm expects to its employees while performing their day to day activities and dealing with
others. Code of ethics signifies guiding principles in order to help management or employees to
make important business decision by consisting values as well as firm's market reputation.
Grievance policy – The policy should be developed by management in order to resolve
employees' queries or barriers in aspect of employment. Grievances can include annual leave,
sick leave, dismissal, promotion, compensatory time, suspension, discrimination, promotion and
demotion.
WORK HEALTH AND SAFTEY CODES OF PRACTICE
Code of practices provides guidance to people who are performed in health and safety
duties. These provides assistance to how to accomplish firm's standards and also determines
various ways to manage risks at workplace. Along with this, code of practices applies in every
business organisation so as employees can work in ethical manner. Basically, it deals with
certain issues and does not cover hazards which might be rise at workplace (Dau-Schmidt,
Finkin and Covington, 2016). Along with this, the term code of practices indicates a
recommended course of action which is considered as a course of action. It also involves
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different references of WHS act so as to regulate or set out all legal requirements. It also implies
to fulfil all activities in legal manner.
Work health and safety act, 2011 – The act renders a framework in order to protect
health, safety and welfare of employees as they gain safe working environment. In addition, it
also protects the risks and uncertainty of people which can affects their work in future. WHS act
states that it is the primary duty of a employer to conducting a business under PCBU; it ensures
health and safety of workers and provides them prescriptions at the time of accident.
The WHS act sets out the requirements, which are stated as under: - incident notification,
issue resolution, consultation with workers, offences, penalties, inspector powers and functions
etc. Along with this, work health and safety act also consists to provide a well structured
framework in order to secure health or safety of employees who are working within organisation.
 Protecting employees against risk or harms to their health and welfare by reducing risks
which could be arise from specific substances.
 To promote fair or ethical working environment by encompassing consultation,
representation and other obstacles.
 Motivating trade unions or organisations in order to make improvements in health and
safety practices. It assists people so as to conduct undertakings or staff members for
accomplishing a positive working environment with an aim of gaining high competitive
edge.
 To driven up the provisions of suggestions, education, information and training regarding
health and safety.
 In order to build an effective and appropriate an enforcement and compliance measures,
WHS act is accessible in securing it.
 Ensuring befitting investigation as well as reviewing all actions which are taken by
persons who are involved in exercising powers and performing functions at workplace.
 WHS also focuses on continuous progress and improvement so as to cope all standards
which are related with health and safety. Maintaining and transformation of national harmony of rules which consist facilitate a
consistent national approach of health and safety in this jurisdiction.
Employer responsibility
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 It is the main responsibility of an employer to adequately conduct, inform, train and
supervise employees in order ensure about safe working practices as they are upheld by
members.
 Confer with all staff members in relation to make decision towards to health and safety at
workplace.
 Provide all suitable personal cautionary equipment requisite to insure workers can
absolute their job risk-free. Train workers to the exact use of equipments.
 Monitor and appraise system and operations so as to protect employees from hazards or
further issues. Employers can also renders satisfactory facilities for the well being of employees. It
encompasses everything from cater suitable lavatory facilities to administrationing risk
assessments on plant and procedures.
Employee responsibility
 It is the major responsibility of a work to protect themselves as well as others from
wound. For instance, they must not have to deface signs, manipulate with machine
guards, and acquit in a way which puts others at risk.
 They should also report to top management regrading workplace hazards. Everyone
within organisation take this responsibility equally (Motro and Smets, 2012).
 Obey all healthy and safety processes, involving correctly wearing all personal proactive
equipment provided.
 Report of workplace trauma or illness. It is indispensable to notify supervisors or
employers of all injuries.
 Get to know about emergency processes as well as first aid location.
 Employees can also check of clarify any issues towards previous training which may
affect their safety.
WHS REPORT
Risk assessment matrix – The project management tool allows managers of a corporate
entity to quick view of probable risks or uncertainties and severity of consequences. A risk
management matrix is easier to make but it requires necessary information about the company. It
is prepared in table form where risks are divided on extent of damages or likelihood as well as
type of consequences. The completion of the risk assessment matrix is assistive for a company
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in order to take essential decision and grab better future opportunities. Business organisation
should reviewed this matrix on annual or half yearly basis then updated it anytime by
undertaking a new activity. Along with this, the probability of harm or risk is categorised as –
certain, possible, likely and possible and rare. The risk management matrix is stated as under: -
Negligible Marginal Critical Catastrophic
Certain High High Extreme Extreme
Likely Moderate High High Extreme
Possible Low Moderate High Extreme
Possible Low Moderate High Extreme
Possible Low Moderate High Extreme
Unlikely Low Low Moderate Extreme
Rare Low Low Moderate High
WORKPLACE SUSTAINABILITY
The term workplace sustainability helps to foster a positive organisational cultural and
reducing personal issues. Sustainable plays an imperative role in for evolving a society in proper
direction as same an organisation also cannot be sustain without participation of staff members.
In this modern era, day to day activities also hinder standards or principles on sustainability.
Without employees contribution or support, the working activities or project will surely betray
and business organisations cannot accomplish their goals and objectives. Thus, management
have to involve the value of sustainability through which individuals have right to have influence
on their own working lives.
Below mentioned several factors which increases workplace sustainability so as to
provide health and safe working environment to employees: - Greater social responsibility – It is essential for employers to making room for people of
society. It can be done through regulation of flexible jobs or developing a staff policy on
ethnic minorities.
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 Greater ethical responsibility – In this, business organisations should focus on
fundamental values, like giving respect to human rights. There is no discrimination
between individuals at workplace on the basis on cast, religion and education etc.
CONCLUSION
From the above mentioned report, it get concluded that business entities should keep all
necessary information of its employees so as to successfully survive in market. Employees are
one of the important factor of growth for companies. The assignment involved various laws or
standards that must follow by management so as to render healthy and safe working environment
to people who are working here.
REFERENCES
Books and Journal
Hu, Q. and et. al., 2011. Does deterrence work in reducing information security policy abuse by
employees?. Communications of the ACM. 54(6). pp.54-60.
Kent, P. and Zunker, T., 2013. Attaining legitimacy by employee information in annual
reports. Accounting, Auditing & Accountability Journal. 26(7). pp.1072-1106.
Dundon, T. and et. al., 2014. Employer occupation of regulatory space of the Employee
Information and Consultation (I&C) Directive in liberal market economies. Work,
employment and society. 28(1). pp.21-39.
Hu, Q. and et. al., 2012. Managing employee compliance with information security policies:
The critical role of top management and organizational culture. Decision Sciences.
43(4). pp.615-660.
D'Arcy, J., Herath, T. and Shoss, M. K., 2014. Understanding employee responses to stressful
information security requirements: A coping perspective. Journal of Management
Information Systems. 31(2). pp.285-318.
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Siponen, M., Mahmood, M. A. and Pahnila, S., 2014. Employees’ adherence to information
security policies: An exploratory field study. Information & management. 51(2).
pp.217-224.
Laudon, K. C. and Laudon, J. P., 2016. Management information system. Pearson Education
India.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Dau-Schmidt, K. G., Finkin, M. and Covington, R., 2016. Legal protection for the individual
employee. West Academic.
Motro, A. and Smets, P. eds., 2012. Uncertainty management in information systems: from needs
to solutions. Springer Science & Business Media.
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