Human Resource Management Report - Business Development Analysis

This report provides a comprehensive analysis of the role of Human Resource Management (HRM) in business development, particularly within the context of the retail industry, using Woolworths as a case study. It highlights the importance of an efficient HR department in adapting to market competition, improving employee training, and enhancing customer satisfaction. The report emphasizes the need for companies to embrace new technologies and optimize costs to maintain a competitive edge. It also discusses the significance of aligning the company's mission and vision with employee training, fostering strong employee relationships, and proactively addressing internal and external pressures. The study underscores the importance of effective communication and feedback mechanisms within the organization to drive continuous improvement and organizational excellence. The report provides insights into how HRM can help businesses like Woolworths adapt and thrive in a dynamic market environment.

Running head: HUMAN RESOURCES MANAGEMENT
Human Resources Management
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The retailing industry also needs a change in its organizational structure with the help of
the human resources department. It can be seen that Woolworths has to undergo a change in its
structure, as they are not being able to stand up to the competition that is being provided by
companies like Coles. The company needs to have an efficient human resources department that
will help in training the employees so that the needs of the customers can be satisfied in a proper
manner. The company needs to adopt the latest technologies so that it can help them in lowering
its overhead costs so that the prices of the products and the services can be competitive, which
will help in attracting the customers (Christensen 2013).
The mission and vision of the company needs to be properly associated with the
employees so that they can be trained in a manner, which will help them in achieving the vsion
of the company. The HR department needs to employ the people who can take up the
responsibility of handling the pressures in the job, which in turn will help the company to
increase its profits. They also need to be attending the workshops that will be organized by the
company by hiring experts so that the employees can get a better knowledge of the technical
skills, which will enhance the chances of performing better in the market (Armstrong et al.
2015).
The use of proper communication networks between the employees of the different
departments will help in increasing the productivity levels of the employees, as bvaluable
information can be passed in an efficient manner. The managers along with the professionals in
the HR department need to consider the feedbacks that are being provided by the employees so
that the changes in the organization can be identified (Hristov and Reynolds 2015).

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The external pressures of the company needs to be identified by the department so that it
can be analyzed and evaluated, which will help in eliminating the competition that is persent in
the market environment. The internal pressure that may arise from the employees needs to be
identified on a prior basis so that it does not create any disturbances within the daily operations
of the company. The company must focus of developing the relationships between the employees
so that they can be productive on a collective basis within the company. This will help the
company in relieving its pressure and focus on the level of productivity of the employees
(Christensen 2013). The buildup of relationship skills between the employees will help the young
employees in gaining better insights from the experienced employees, which will help them in
understanding the operations that will lead to satisfaction of the customers. This will help the
company in increasing its chances of building a better relationship with the customers as well.
Thus, the human resources department of the company needs to be efficient in identifying the
changes that will be required within the company so that it can help in improving the
organizational excellence of the firm (Wrigley and Lowe 2014).

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Reference List
Armstrong, G., Kotler, P., Harker, M. and Brennan, R., 2015. Marketing: an introduction.
Pearson Education.
Christensen, C.M., 2013. The innovator's dilemma: when new technologies cause great firms to
fail. Harvard Business Review Press.
Hristov, L. and Reynolds, J., 2015. Perceptions and practices of innovation in retailing:
Challenges of definition and measurement. International Journal of Retail & Distribution
Management, 43(2), pp.126-147.
Wrigley, N. and Lowe, M., 2014. Reading retail: A geographical perspective on retailing and
consumption spaces. Routledge.