Analysis of Human Resource Management Practices at Woolworths

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HUMAN RESOURCE MANAGEMENT
ASSESSMENT 2
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Table of Contents
Introduction.................................................................................................................................................3
Question 1...................................................................................................................................................4
a)What is HR Manager ?.........................................................................................................................4
b)What are their roles and responsibilities?.............................................................................................5
c) In relation to the functions noted in the question what are they expected to do...................................6
Question 2...................................................................................................................................................7
a)How can an organisation use HRM to become successful?..................................................................7
Question 3...................................................................................................................................................9
a)Identify and discuss what problems and challenges are faced by HRM in contemporary organisation9
b) How can these de dealt with – either through remedy (fixing) or preventative measures..................11
Conclusion.................................................................................................................................................12
References.................................................................................................................................................13
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Introduction
This report will address the concept of Human Resource Management in the organisation. The
chosen organisation for this report is Woolworths. It is the leading retail company in Australia.
This study includes the role of HR manager, challenges faced by the HRM in the
organisation.HRM plays a significant role in the organisation for its growth, and its strategies
will bring various opportunities to the employees and management. Learners will understand the
HRM knowledge profoundly.
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Human Resource Management is the planned approach of effective administration of employee
in an organization. It is the practices, policies and system that influence the behaviour of
employees.HRM helps the organization to gain a competitive advantage. This is designed for
enhancing the performance of employees.HRM deals with hiring, performance, compensation,
wellness and safety of staff of the organization.
Question 1
a) What is HR Manager?
HR Manager is an individual who involved in the career development strategy of an
organisation. It includes hiring, training and development of employees.HR Manager maintains a
relationship with the staff members, emphasises industrial relations, remove redundancy and
reduce the effect of conflicts. It is the medium or link between organisation administration and
workforce.HR Manager of Woolworths rewarding the individual or team. Woolworths is a retail
company and its HR Manager performs its duties in the accordance of employees and
management. It helps to improve the control of the organisation and increase the payroll of
employees (Hannah, 2015).
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b) What are their roles and responsibilities?
Strategic Partner: HR Manager converts business strategy into the action. It is the
responsibility of the HR Manager that every approach brings improvement and development in
the current policy.HR Manager formalised with one or more business. This partnership creates
with agencies and other corporate company.
Administrative Expert: HR Manager is concern about managing and maintaining records (for
example employment records, guides of ongoing planning, updating database).The crucial task is
dealing with the candidate experience. Timely manage the administrative or management
responsibility.
Employee Champion: HR Manager is responsible for staff behaviour, attitude and performance.
If any employee or staff have any issue regarding the organisation or office staff, its first duty is
to concern with HR Manager first.
Change Agent: HR Manager is always ready to accept changes and modify according to the
new expectation. As Woolworths implement various changes in their business life and all
majorly implement due to the effort or practice of HR Manager (Rickard, 2017).
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c) In relation to the functions noted in the question what are they expected to do.
The expectation from the HR Manager is to manage the administrative activities. It is to
responsible for hiring new employees, training to the new employees, deal with the payroll of
employees and collaborating of other companies etc.
Communication with leaders: HR Manager should deal with the leaders of the organisation or
superior of management. It is the one who is responsible for hearing issues of employees and
discussing with the executive leader of the organisation.
Relationship with the workforce: HR Manager maintains a good relationship with the
management. The employer gains trust and becomes loyal employees of the employees. It is the
best way to increase performance and productivity of the organisation.
Policy Formation: The main function of HR Managers to create the strategy and make the
policy of its organisation. It needs to be followed by every employee of the organisation. Policy
formulates by the laws, rules and regulation of the particular sector.
Risk Management: HR Manager manages the risk by pre-assumption or finding an alternate
path of the critical task which solution will not be found easily. Woolworths identifies that
competitor brings a unique strategy for its customer. So Woolworths add more products to its
company by which it was increased its demand (Cowan, 2017).
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Question 2
a) How can an organisation use HRM to become successful?
Organization use HRM to become a successful organization in its sector by hiring the right
candidate for the proper job role, the decision of accurate payroll of the employee according to
the job role. Providing better training method to optimize the resource in a better way, evaluate
the financial distribution of organization and measure the performance of the employee, maintain
the document or record of organization policies.
Adding values: HR is able to support implement the strategy which will help to build
organisational capability.HR motivates the employees or staff to give the highest importance to
the organisation.HRM maintains the relationship with the leader and employees. It will be
helpful for reliable performance.
HR integration: It is the function of the administrative department which helps in recruitment,
selection, training and improving and handles the members.HR management involves employees
from recruitment to retirement.HR integrate various responsibilities which consisted different
factors. The manager is always considered all aspects together and integrates for achieving the
successful objective. Resource, fund, employee’s expectation, and collaboration need to be
integrated on time (Sparrow, 2014) .
Strategic Partner: HR Management deals with resources related issues is used for aligning with
new business partners for accessing its services and managing. Managers of different company
are aware of the collaboration strategy. They are closely connected with senior managers. They
all create the strategy and implement the approach accordingly and support their organisation by
putting its efforts.
Improving organisational culture: HRM is one of the sources which promote the existing
culture of the organisation. Improvement in the hiring process like the introducing of new styles
of interview e. g video call interview, group discussion etc. Improvement in training process like
provides e g. on job training, off job training technique. The manager declares utilisation of
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software and other resources. Its main responsibility is to present the expectation in front of its
staff. Reward system motivates the employees and improves their performance.
Creating HR Policies: Its main aim is to understand what are the expectation of employees and
motive of policies.HR always concern about the policies is in the under the rules and regulation
of the business sector which was declared by the government. Each policy is created by HR
Manger after concerning with senior management of the organisation. After creation, draft the
policy and review after the execution. The review will be taken by the employees and the
response of the member. If achieves the objective which is the aim of policy.
Creating an ethical environment: HRM responsibilities are follows the rule and regulation of
government .It creates beliefs, value and assumption of organisation. It provides a positive
culture in the organisation which is governed by employer and employees. The culture helps the
growth of the organisation and enhances the rate of performing a particular organisation.
Woolworths follows each rule which belongs to the retail company, and it is always helpful for
improving the growth of the organisation (Peter Dowling, 2017).
Improving performance at the individual and organisational level: HRM increases the level
of participation of each employee in the organisation. Employee engagement is necessary for
improving their performance. This impact shows high leadership skills and practices. It identifies
and removes the risk factor which makes constraint on the performance of employees. Training
methods and development training emphasise the development of employees. It increases the
performance rate of an individual by implication of new strategies. Business strategy is needed to
be focused and execute according to predetermined. When employees are performing well it
automatically increases the level of the organisation.
HR assisting in organisational change and improvements: HR believes in continuous, and it
is the initial step of influence the following: improves the understanding of employees, increases
more interaction between employees and management.
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Question 3
a) Identify and discuss what problems and challenges are faced by HRM in contemporary
organisations
Management Changes: As the business grows, its structure, internal processes are still grows
with it. A lot of companies adopt changes as the demand for the market, but problems are
identified in the management. A new strategy and policies increases brand image in the
organisation, but it decreases productivity. Period of change requires new demand but
management can't able to handle every move in a short interval of time.
Adopting new training methods: As HRM is not aware of every skill required in the
organisation. So they take helps from the other department for the training and development of
new hiring and existing employees respectively as HR problem increased with the time that
every department enhance work stress and they are not capable for providing training to the
latest recruitment.HRM faced a lack of resources and training methods which is necessarily
required for improvement in the organisation in terms of performance.
Accepting innovation: As technology changes with time, so business must make flexible for
adopting and taking new turns. It has major risk also but the company must ready to accept to
face this situation. According to today’s scenario competitor I the market are increasing daily.
Small business enterprises become a competitor to large business as well. So, HRM connects s
with the latest technology and embrace for new technology in the organization.HRM enforces
their employees to make better advancement in the technology fields.
Compensation: HRM struggle with the structure of payment. Woolworths provides benefit to its
employees in the terms or policy of the organisation. But the demand and expectation of
employees are increasingly due to the competitor of the market. It Provide efficient payroll.
Fringe benefit, relaxation in taxes but the policy of Woolworths has predetermined it add or
surplus some new feature or system in the existing not change according to the market. It
increases labour turnover in the organisation (Al Ariss, 2014).
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Recruitment: HRM invests a considerable amount in the recruitment process. It is challenging to
attract a candidate for choosing for being an employee of a specific organisation. It is again
challenging for selecting the right candidate to the HRM. It is a time-consuming process and
requires lots of funds, still organisation faces lack of performance by their employees.HRM
became confused that weather candidate is perfect or not for the particular job role (Phillips,
2016).
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b) How can these de dealt with – either through remedy (fixing) or preventative measures
HRM deals with every solution with an efficient and effective manner. Numerous solutions to
any issues are based on communication or interaction with the relevant individual who is directly
or indirectly involves in the situation. Continuous meeting and conference is the essential aspect
of an organisation. Woolworths includes the ideas and suggestion of their employees so that it
creates strategies and policy according to their employees or stakeholder. Woolworths faced
various challenges in their business life, but it requires some preventive measure. Like
communication, adoption technologies, identify the risk factor in an initial stage. The solution of
training method challenge is that create a loyal and productive team who always support their
subordinates and training method resource will be provided by online means.HRM maintains
good communication relations with the employees and set the next after discussion with
respective individuals. Salary is an essential factor in the job of an employee. The organisation
decides the payroll according to the designation, and annually increments must be there so, HRM
decides that incentive criterion is better for both, i.e. management and employee. Companies
need to focus on temporary employees having low risk. Online recruitment process reduces
effort, saves fund, an online aptitude test is helpful to test the reasoning, and face to face
interview is concert intro video conferencing (Usheva, 2016).
HRM preventive measures for challenges are provided timely payment to the employees,
prioritise the development or improvement of the organisation, motivate or inspire employees for
better performance. These measures will helpful for HRM to face challenges and enhance the
productivity of the organisation.
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Conclusion
This report concludes that HRM is the most significant part of the organisation. HRM of
Woolworths manages all the factors and impacts in an excellent by which Woolworths build its
successful image in front of its customer. The recruitment, training, selection and managing all
human resource responsibility on the HRM department. The HRM manages the entire
department ion the organisation and emphasise to the employee for giving best in its
performance which is directly proportional to the organisational growth.
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