Strategic HRM Plan for Woolworths: Key HR Program Development

This report outlines a strategic Human Resource Management (HRM) plan developed for Woolworths. The plan addresses critical HR issues, including low employee morale and productivity due to inadequate compensation, high employee turnover, and a lack of customer-oriented training programs. The HRM plan incorporates several key programs with specific objectives and recommendations. Strategies include implementing a performance-based reward system, enhancing employee engagement through improved retention methodologies, and developing comprehensive learning and development programs focused on customer-centric management. The plan emphasizes the importance of strategic recruitment, selection processes, and ongoing performance appraisals to ensure the effectiveness of the proposed initiatives. The report provides a detailed action plan, along with commentary, to guide the implementation of these strategies and improve overall HR performance within Woolworths.

TASK 2
HRM PLAN FOR WOOLWORTHS
HRM Gap HRM Plan Action Plan Commentary
1. Low
compensation
and
underpayment
of the
employees that
have given rise
to low
employee
morale and
low
productivity
among the
employees.
To incorporate certain
strategies to increase
the wage of the
employees. To start
the concept of
“reward system”
according to the
performance
standards and
yardsticks of every
employee separately
and individually. The
company must make a
solemn attempt to find
out ways by which the
employees are paid
and rewarded
according to their
The company must
appoint competent
compensation
consultants and
industrial
psychologists who
would research about
the management and
workplace dynamics
of the company and
formulate certain
compensation, bonus
and reward plans for
the employees (short
term and long term)
respectively.
The company must
provide
advertisements for
their needs regarding
consultants through
online and print
media. The company
should also focus on
maintaining a regular
scrutiny on employee
performance through
various technologies
and tools. The
company should make
a solemn attempt to
carry out the tasks of
performance
appraisals with the

caliber. help of eminent
human resource
personnel.
2. Greater
turnover of the
employees as
most of the
employees are
temporary and
part time who
are hired on
the short and
medium term
basis.
To incorporate certain
strategies that would
help in employee
engagement within
the organization. The
company should make
efforts to build strong
employee retention
methodologies and
mechanisms.
To incorporate
strategies such as
prioritizing
expectations, tackling
tactics of conflicts and
conflict management.
The company has to
incorporate strategies
of proper recruitment
and selection.
The company must
hire and involve
premium recruitment
and selection
personnel along with
digital applications
and software that help
in recruitment and
selection process in a
business in order to
carry out the process
of recruitment and
selection without any
unnecessary
digressions and
obstacles.
3. Low level of
performance
due to lack of
“customer
The company should
appoint best and
capable training and
learning &
The company should
formulate a budget
that would ensure that
all the requirements of
The company should
make a particular
SMART goal in order
to achieve the

oriented”
learning and
development
programs for
the employees.
development experts
who would train the
employees of new
store operating model
so that the company
becomes more
“customer friendly”.
special “customer
centered
management” learning
and development is
met. The company
should hire excellent
management trainers
and experts to carry
out the duties.
learning and
development goals of
the respective
departments within
the organization. The
goals should be
perpetual and possess
a time frame to avoid
unnecessary
digression.