BSBHRM602: HR Strategic Plan for Woolworths - Strathfield College

This assignment is a comprehensive HR strategic plan for Woolworths, addressing various aspects of human resource management. It begins with an HR mission statement and guiding principles, followed by a department management construct. The plan outlines HR program strategies, including objectives, strategies, and a situational analysis using SWOT. It further examines the current operating environment, impact of new technology, and future labor needs, along with sourcing strategies. The assignment includes a consultation plan, a cost-benefit analysis of proposed changes, and technology recommendations. A detailed risk management plan identifies potential risks and mitigation strategies. Finally, it presents an implementation plan with specific activities, start and finish dates, responsible parties, and status updates, along with a list of references. The plan aims to enhance business performance, decrease employee turnover, and develop an organizational culture fit for employees.

HR STRATEGIC PLAN
HR MISSION STATEMENT
CONCISE OVERVIEW
Woolworths’s HR overview is to acquire and retain talented individuals who can serve its customers with higher efficiency and reap out productive
results in effective manner.
YOUR COMPANY
GUIDING PRINCIPLES
The guiding principles of HR department of company are equality and diversity. Gender Equality for hiring candidates as per their skills and talents. On
the other hand, diversity by recruiting people irrespective of caste, creed, race and other cultural backgrounds (Noe et.al, 2017).
DEPARTMENT
MANAGEMENT CONSTRUCT
The management construct is that there will be five HR executives who will report to HR assistant on day-to-day activities. Thereafter, HR assistant will
be accountable to senior HR member for acquiring candidates.

HR PROGRAM STRATEGIES (Determine the human resource strategic direction, objectives and targets)
BENEFITS
MISSION / VISION
The mission of HR program strategies is to attract skilful talents available from the pool of candidates to improve business performance of Woolworths.
OBJECTIVES
The objectives are listed below-
 Enhancement in business performance
 Decrease in employee turnover rate
 Developing organizational culture fit for employees
 Rewarding employees on their productive work to boost their morale
STRATEGIES
The HR program strategies which will be beneficial for Woolworths are listed as under-

Performance appraisal- It is the main strategy of HR to appraise employees on their good performance in order to boost them. This work greatly and
workers are further motivated to perform well (Cascio, 2015).
Learning & Development- The employees feel committed when he analyses that firm is offering various employee benefit programs and spending on
employees.
SITUATIONAL ANALYSIS (SWOT)
INTERNAL FACTORS
STRENGTHS ( + )
 Long term goals for building productive workforce
 Better HR practices in terms of selection procedure
WEAKNESSES ( – )
 Low employee morale and increasing employee turnover
 Job dissatisfaction among employees
EXTERNAL FACTORS
OPPORTUNITIES ( + )
 Higher ranking of Woolworths among Australia’s retail industry
 Higher wage rates for workers (Brewster & Söderström, 2017).

THREATS ( – )
 Business slowdown due to global economic issues
 Routine out compensation schemes in slowdown phase
Current Situation
The environment in which the organisation operates,
The environment where Woolworths operates is highly competitive in nature. New products and services are offered by other retail companies in
Australia. It is required to acquire great talents to accomplish desired efficiency and improve customer base. This will increase firm’s profits up to a major
extent (Bryson, 2018).
Recent or potential changes to industrial or legal requirements
Anti-bullying laws and unfair dismissal laws are potential changes recently in Australia. Legal risks occur if employee is bullied or harassed by other co-
workers. While, unfair dismissal of employees is restricted under law. Workers may be dismissed on proper reason stating his dismissal and not unfairly
from firm.
What is the impact of new technology on job roles and job design?
Impact of new technology has changed job roles and job design of various jobs. It is required to learn new technology in order to work in the company.

Impact is good because good amount of work can be finished quickly (Newman, 2016). This means that faster work is possible now.
Document your analysis process and explain why this approach was taken
The analysis process of implementing HR strategic plan was made with the aim to acquire talented candidates which will help firm in accomplishing
desired work. By hiring capable employees, firm will be able to attain profits in the long run (Cassidy, 2016).
Explain the direction your company has taken in the context of emerging trends, and labour
market considerations
Future Labour needs
The future labour needs of Woolworths will be attained by directing jobs as per new software. It can be analysed that labour needs will be required
particularly when candidates have skills and abilities to perform jobs. Thus, future labour needs will be attained.
Sourcing Labour supply
The sourcing of labour supply can be achieved through employment agencies, factory gate employment, advertisement on company’s official website etc.

Thus, from these sources, labour supply can be done as per needs of Woolworths quite effectually (Brewster, 2017).
What trends are impacting on your human resource management in the organisation?
Rise of people analytics has risen to a major extent recently (Rivera-Ruiz & Ferrer-Moreno, 2015). Human resource department is culling information
from social media platforms, demographics and employment brand data. Further, feedback surveys for estimating workplace trends are rising as well in
recent times.
CONSULTATION PLAN
How will you consult with the managers in the organisation to discuss their human resource preferences,
human resources philosophies, values and policies as adopted by the organisation
The managers in the firm will be discussed regarding their views on human resources and preferences by initiating formal meeting on stipulated day. In
the meeting, human resources agenda will be analysed and their philosophies on selecting and acquiring suitable candidates will be assessed in the best
manner possible (Al Shobaki et.al, 2017).

Provide a cost benefit analysis of the changes you will be implementing
Cost
Particulars Amount ($)
Software tools 100
Training 80
Facilities 150
Telecommunications 200
Total 530
Benefit
Particulars Amount ($)
High productivity 300
High efficiency 100
High profits 400
Total 800
Thus, benefit exceeds cost which means that implementing changes in HR practices will reap out benefits to Woolworths as a whole.
Technology Requirements
Identify and recommend any technology that might also be required to support human
resources programs and activities
HRMS (Human Resource Management System) is quite useful tool for HR department. It is recommended to Woolworths’s HR unit that with the help of
it, lot of information to input, store and track can be done by the team. Employees profile, attendance records and schedules can be organized by using
HRMS tool (Petrick, 2017).

Risk Management Plan (Below are 5 common areas of risk associated with HRSM)
Explain the consequence of each risk and your mitigation strategy
Talent Acquisition and Management
Consequence- The productivity will go down if skilled talent is not acquired.
Mitigating strategy- Offering better salaries from industry’s average to acquire skilful people (Irfan et.al, 2018).
Ethics and Leadership
Consequence- Closure of business and loss of jobs
Mitigating strategy- Discussion on legal matters before starting operations
Regulatory and Compliance
Consequence- Business run may end due to illegal business carrying charges
Mitigating strategy- Thorough understanding of local laws to make compliance with it
Pay and compensation
Consequence- Labour unions may hamper business operations
Mitigating strategy- Adhering to labour laws and offering pays on time to employees (Sotiriadis, 2015).

Training and Development
Consequence- Higher productivity and efficiency will not be accomplished.
Mitigating strategy- Organizing training sessions and programs for employees for their overall development.
Implementation Plan (Sample below)
Activity Action to be taken Start Date
(2019)
Finish
Date
(2019)
To be carried out by Status/Comments
Facility Preparedness Planning thoroughly for
implementing HR strategic plan
Sep 28 Sep 30 HR Manager To be completed
Appointing Project manager Project manager equipped with
facilities to start project
Sep 30 Oct 5 Project Manager On time
Assign roles to employees • Occupational Health and safety
• Risk Management
Oct 5 Oct 10 Project Manager Work on time
Completing Situation Assessment Analyzing job market situations
with research
Oct 10 Oct 20 HR Manager On time
Completing and obtaining sign off on
implementation plan
Extracting usefulness by going
through checklists
Oct 20 Oct 25 Project Manager On time
Key stakeholders Employees, management are
stakeholders and going through
checklists to get stakeholders name
Oct 25 Oct 30 Project Manager To be completed
Developing communications plan Communicating formally through
newsletters and e-mails
Oct 30 Nov 8 HR Manager To be completed
Identifying trainers Assessing training needs of
employees and shortlisting
preferable trainers
Nov 8 Nov 15 HR Manager On time
Arranging training Implementing training sessions Nov 15 Nov 25 HR Manager On time

branch office
Develop system to collect data, monitor
and review policy
Monitoring policy and performance
through KPI’s
Nov 25 Dec 5 Both HR Manager and
Project Manager
On time
REFERENCES
Al Shobaki, M. J., Naser, S. S. A., Amuna, Y. M. A., & El Talla, S. A. (2017). Impact of Electronic Human Resources Management on the
Development of Electronic Educational Services in the Universities. International Journal of Engineering and Information Systems, 1(1), 1-
19.
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human
resource management (pp. 22-35). Routledge.
Brewster, C., & Söderström, M. (2017). Human resources and line management 1. In Policy and practice in European human resource
management (pp. 51-67). Routledge.
Bryson, J. M. (2018). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational
achievement. John Wiley & Sons.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Cassidy, A. (2016). A practical guide to information systems strategic planning. Auerbach Publications.
Irfan, M., Putra, S. J., Alam, C. N., Subiyakto, A., & Wahana, A. (2018, March). Readiness factors for information system strategic planning
among universities in developing countries: A systematic review. In Journal of Physics: Conference Series (Vol. 978, No. 1, p. 012046). IOP
Publishing.
Newman, P. (2016). Planning for transit oriented development: strategic principles. In Transit Oriented Development (pp. 33-42). Routledge.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill Education.
Petrick, J. (2017). Total quality in managing human resources. Routledge.
Rivera-Ruiz, I., & Ferrer-Moreno, E. (2015). The relationship between strategic leadership, human IT infrastructure, project management,
project success, and firm performance. International Journal of Information, Business and Management, 7(2), 77.
Sotiriadis, M. D. (2015). Culinary tourism assets and events: suggesting a strategic planning tool. International Journal of Contemporary
Hospitality Management, 27(6), 1214-1232.