Human Resource Management Report: Woolworth HRM Analysis & Techniques

This report provides a comprehensive analysis of human resource management (HRM) at Woolworth Supermarket. It begins with an introduction to HRM and its significance, followed by an examination of the five core HR functions: recruitment, selection, performance management, training and development, and motivation. The report details how these functions are performed and managed within Woolworth, considering both local and overseas operations. It identifies key stakeholders and explores various HR techniques, including performance solutions, recruitment software, payroll services, and employee engagement tools. The report then discusses best practices, comparing Woolworth's approach to that of Tesco, and concludes with a review of future legislative requirements, such as equality laws, equal pay acts, and fair work regulations. References are provided to support the analysis.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
STEP 3 ............................................................................................................................................1
HR Function ...............................................................................................................................1
Functions perform and how these being mange .........................................................................2
Stakeholders ...............................................................................................................................2
STEP 4 ............................................................................................................................................2
HR techniques ...........................................................................................................................2
Best practice ...............................................................................................................................3
Future legislative ........................................................................................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
This report is based on human resource which helps the organisation in many ways. Wool
worth is an Australian supermarket and also leading retail industry. In this report it covers HR
function and also where are these function perform and manage and also the stakeholders.
Furthermore, it will discuss the HR techniques and discuss the best practices of HR.
MAIN BODY
STEP 3
HR Function
There are mainly five HR functions which are performed in the organisation are -
Recruitment – recruitment is the process of screening the potential employees with in the
organisation. Recruitment also refers to processes involved choosing candidate for the job. It is
the main function perform by the HR. It uses many strategies to attract the candidates to fill job
or vacancies (Collings, Wood and Szamosi, 2018).
Selection- Selection is a most important function, designed to maximize employee in
order to attain the goals of the organisation. It involves screening, short-listing and selecting the
right candidate for the job. It involves many tests by which employees are selected.
Performance Management – Performance is the most effective role perform by the HR. It
is design to review the performance of the employees. It is the process of communication
between a supervisor and an employee. And also it helps to work I the effective way. It involves
management of performance by reviewing and various other techniques (Rees and Smith eds.,
2017).
Training and Development – It is the core function of HR . It helps to enhance the skills
of the employees and helps to gain knowledge . And also provide inexperience employees to
enhance their skills and learn many new things . Training and development provide trainee an
opportunity to do various work at acceptable jobs.
Motivation – Motivation is the basic function in which HR motivates the employees by
various means and measures such as monetary and non- monetary benefit. It helps to retain the
employees and also by this they work even more hard.
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Functions perform and how these being mange
As Woolworth Supermarket is a chain owned by Woolworth Limited. Woolworth as
founded in 1924. as it is very famous organisation and manages it in both local and overseas.
Woolworth is mostly famous in selling groceries ,vegetable, fruits etc . These all functions are
been preform by both oversea and local such as -
Recruitment – In Woolworth recruitment is done by both local or oversea level in these for
oversea it can be e- recruitment in which the organisation can recruits its employees by online
basis and also it helps to give a wide view to the organisation as it gives various choices and
option to recruit the employees (Brewster and et.al, 2016).
Training and development – training and development also Woolworth perform and manage by
both local and overseas. Such as at local level it can perform by on the job training method
where it helps to enhance the skills of trainee whereas at oversea it uses online training strategy
to perform the certain activity.
Performance Management – It can be perform at local level as it uses many techniques to mange
the performance of the employees such as ranking method is being use by the Woolworth.
Motivation- as motivation is the basic activity and Woolworth uses monetary technique to
motivate the employees of the organisation and it being perform and manage at local level.
Stakeholders
There many stakeholders of Woolworth which are effect the profit and loss of the
company such as-
Board of Director – Board of directors are the one who take major decision of the organisation
and whose interest is associated with the company and are elected by the shareholders.
Employees – employees are the one who are affected by the organisation as by profit they can
improve the standard of living (Brewster, Chung and Sparrow, 2016).
STEP 4
HR techniques
There are mainly four techniques which are use by the HR -
Performance solution – it is the technique in which thee goals and objective are being
discuss in the meeting and are tracked by the HR. In these the performance is reviewed as HR
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provide tools to the managers to track the performance of HR and also the manger gives
feedback to the employees.
Recruitment software – in these the organisation can post jobs ads and manage
employees . It will help the organisation to work in the effective manner .
Payroll services- in this technique it automatically calculates and tracks pay checks,
deduction , paid time etc. This is the most effective technique used by the HR to simplify the
work (Analoui, 2017).
Employee engagement tools- as engaging the employees is the high priority for the
employees and most of the company focus on to monitor the organisation culture which gives the
company better insight view. It will give the detail of what employees want and it will improve
organisation culture and operation (Albrecht and et.al.,2015).
Best practice
From the above technique the best practice and the most effect one is performance
solution in which it also uses by the Woolworth in which it helps to achieve the goals and
objective of the organisation. In these the performance of the employees are being review by the
manager and HR provide various tools and techniques to the manager , and also the manager
gives feedback to the employees.
Comparison of Woolworth with Tesco
As Tesco uses employment tool in which it helps the organisation to work in the effective
manner and also it uses many techniques for engaging the employees, it also encourages
employees to participate in the decision making process so that they being engage with the
organisation and also it decreases the turnover of the employees as they feel their importance. On
the other hand Woolworth uses performance solution as it helps the employees or gives solution
to the employees to improve the performance by giving feedback.
Future legislative
There many future legislative requirement are followed by the organisation such as -
Equality Law 2004 – In Australia it is unlawful to discriminate on the basis of age, sex, race etc.
this law must be follow by the Woolworth and HR has adequate knowledge about the law as
protects people from discrimination in the workplace. This law makes the organisation to work
in the effective way.
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Equal pay act 1996 –In Australia 's federal industrial legislation, the workplace relation Act
1996 , in this there is no discrimination between women and men. And all are equally pay
according to their work done (Al Ariss and Sidani, 2016.)
Fair work 2009- it is the system was created by the Fair Work 2009 and started on 1 July 2009.
This law must be followed by the HR and have adequate knowledge of it.
CONCLUSION
The above report concluded that it is HR plays an important role in the organisation. As it
is concluded that HR functions are the most effective function and also they are managed and
perform at both local and overseas. And it has concluded the various HR techniques are
performed by HR and various laws which the organisation must follow.
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REFERENCES
Al Ariss, A. and Sidani, Y., 2016. Comparative international human resource management:
Future research directions. Human Resource Management Review. 26(4). pp.352-358.
Albrecht, S.L and et.al.,2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C and et.al, 2016. International human resource management. Kogan Page Publishers.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
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