Human Resource Management in Super Liquor: A Comprehensive Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Super Liquor, a New Zealand-based liquor retailer. It begins with a description of the business operation, including its objectives, skills and capabilities of staff, and identified skill deficiencies. The report then outlines the human resource requirements of the business, including recommendations for addressing skill gaps and improving staff training and promotion. Key employer obligations and responsibilities are discussed, including relevant legislation, employment agreements, and grievance procedures. Furthermore, the report delves into staff training policies and processes, specifically the induction program. Finally, it covers recruitment, dismissal, release, and termination of employment procedures. The report provides insights into the company's HRM strategies, including employee skills and training, legal compliance, and recruitment processes.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management in Super liquor
Name of the University:
Name of the Student:
Authors Note:

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Table of Contents
1. Description of Business Operation..............................................................................................2
2. Human Resource Requirements of the Business Operation........................................................4
3. Employer Obligations and Responsibilities.................................................................................5
3.1. Legislation governing staff employment..............................................................................5
3.2. Employment agreements and methods of negotiating employment.....................................5
3.3. Obligations for provisions of information Employment relations act..................................6
3.4. Policies and procedures for settling grievances....................................................................6
4. Staff Training Policies and Processes..........................................................................................7
4.1. Induction programme............................................................................................................7
4.2. Procedures for analysing staff performances through training and development..............12
5. Recruitment, Dismissal, Release and Termination of Employment..........................................12
5.1. Recruitment procedures in compliance with legal EEO requirements...............................12
5.2. Recruitment process in Super liquor liquor store...............................................................14
5.3. Staff release, dismissal and termination process................................................................15
6. Professional Advice...................................................................................................................16
Reference List................................................................................................................................18

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1. Description of Business Operation
In order to fit the purpose of this paper, Super liquor has been selected as the organisation
in New Zealand, which is a brand specialising in outdoor recreational equipment. In addition, it
is famous for selling liquor products. The organisation is involved in selling fresh liquor and
liquor as well and it has two e-commerce stores, 27 New Zealand liquor stores. Champion
Ventures own 90% of the organisational shares and the global distribution is made through third
party firms in UK, Chile, Japan and Europe. Based on its nature of business operations in terms
of its liquor products, Super liquor has the following business objectives:
 To provide the customers with an opportunity of discovering, enjoying and sharing the
changing world of beverage alcohol
 To operate as customer-based, profitable retailer of liquor products focussed on offering
exemplary service, innovation, beneficial goods knowledge and social responsibility
 They are focussed on maintaining quality of work by striving for brilliance to serve its
customers and staffs
Skills and Capabilities of staffs
The following are the major skills and capabilities that Super liquor needs from its staffs
working in the liquor department:
Customer service
It is crucial to provide effective customer services in a retail store like Super liquor, since
it ensures that the customers have pleasant experience each time after their visits. Hence, this
particular skill would be the initial priority of the organisation (Armstrong & Taylor, 2014).

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People leadership
A retail manager needs to supervise a team that might take into account inexperienced
staffs earning minimum wages for a tough task. Thus, the liquor store manager of Super liquor
needs to maintain a track record of leadership abilities and the person is required to provide
instances about the ways of motivating the team members. In this case, the manager needs to
identify the areas of strength and opportunities of its team members by engaging in face-to-face
interaction with the management and action plans for the store teams (Beardwell & Thompson,
2014). In addition, the personnel would be responsible for training and developing its staffs when
needed along with managing sensitive situations with utmost diligence and due care.
Sales leadership
The experience of the sales manager in a liquor store is not adequate. This is because the
personnel need to motivate the staffs to sell along with motivating to work. Thus, a background
in sales leadership is crucial for the managers of liquor store like Super liquor and the manager
needs to train its sales associates for improving the overall sales figure (Brewster, Mayrhofer &
Morley, 2016).
Skill Deficiencies
Presently, Super liquor has around 600 employees working in all of its retail stores both
in Australia and in New Zealand. The number of existing staffs in its liquor store is 35 in New
Zealand and the following deficiencies have been identified:
Relatively repetitive and predictable behaviours

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It has been found that the organisation has limited number of well-defined tasks for each
individual. This is because of the lack of effective communication between the top-level
management and the staffs. As a result, there remains no place for ambiguity or opportunities in
relation to decision-making (Purce, 2014).
Lack of efficiency in customer service
As there is absence of formal training in the organisation, the staffs often fail to adapt to
the changing needs of the customers. Hence, the level of customer satisfaction has failed to reach
the highest standard.
Lack of involvement in decision-making
Due to the poor remuneration structure of the staffs and lack of experience and
innovation capabilities, there is less involvement of employees in the decision-making process of
the organisation (Jackson, Schuler & Jiang, 2014).
2. Human Resource Requirements of the Business Operation
Plan to address skill deficiencies and recommendations on staff promotion and training
The following are the recommendations that would help in addressing skill deficiencies
along with improving the staff promotion and training:
Sharing a single task amongst different employees:
Super liquor could think of delegating a particular task among two or more employees in
an organisation. This would help in eliminating redundancy of work along with promoting team
effort. As different employees are involved in handling a single task, they could share their

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experience and skills with each other, which would help in improving the overall productivity of
the organisation.
3. Employer Obligations and Responsibilities
3.1. Legislation governing staff employment
Certain legislations that govern staff employment in Super liquor liquor store are explained
below:
 The Equality Act- It expects to give a more straightforward, more reliable and more
compelling legitimate structure for prevention of employee departure. The focus of the
act is to alter and maintain segregation law along with fortifying the law to maintain
balance (Armstrong & Taylor, 2014).
 EHRC united crafted by the “Equal Opportunities Commission, the Commission
for Racial Equality and the Disability Rights Commission”- It upholds uniformity sex
enactments, race, lack of ability and wellbeing, age, belief, sexual equality and
transgender position and energize in alignment with Human Rights Act 1998. It battles
for equity and social change has increased lawful powers and might develop lawful move
in the interest of people within Super liquor Company.
3.2. Employment agreements and methods of negotiating employment
Employment negotiation takes place in Super liquor Liquor store in the following
manner:
 Manager trust the firm is paying special mind to them. Amid transactions, Super liquor
wants a trusting relationship needs to discover approaches to fortify this conviction.

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Positively, when the liquor store is motivating an official to leave another position, it
shows concern for the official as a man and in addition a benefit focus.
 Manager of Super liquor need its liquor store to consider their proposition important. In
the event that the organization's definitive objective is a steadfast, devoted official who
will put the organization's advantages to begin with, it should be delicate to the official's
needs and respond keenly to his/her proposition. Any arrangement that leaves the official
angry or questioning the organization's genuineness and validity is a disappointment; the
future relationship won't last.
3.3. Obligations for provisions of information Employment relations act
Super liquor Liquor store makes sure that Information is offered to new employees
(sections 62-65) Based on such act, it offers additional risks focussed on protecting new
employees in individual negotiations with the likely employers.
3.4. Policies and procedures for settling grievances
Policies and procedures for settling grievances in Super liquor Liquor store is explained
under:
Policies
A worker is managed the chance to record a grievance on issues related with the
representative's business association or to go into a question determination procedure to
encourage settling errors and keep up positive work connections. An affirmation that a worker's
rights under this strategy have been disregarded additionally will be liable to survey under the
grievance technique. (This technique is not accessible for settling question or concerns with

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respect to the University's Benefit Plans. A different strategy, regulated by the Benefits Office,
exists for those issues.)
Procedures
a) Pre-Grievance Counselling
b) Casual Resolution- Employees and supervisory faculty are counselled with the suitable
workplaces and consider the alternative of intervention or other question determination
instruments before continuing with the formal grievance process.
4. Staff Training Policies and Processes
4.1. Induction programme
Induction program is used as staff training process in Super liquor- The procedure
acceptance begins from enlistment and stages of choice when contact is made initially with new
representatives. It is consequently vital that things employees indicate before their initial day are
also conducted and arranged as the same once applicant maintains post.
Enrolment (counting the determination meet)
The idea of such job, its aspect and major obligations can be shrouded part of working
responsibilities and clarified within choice meeting. Employees in Super liquor may likewise
consider sharing a few or the majority of the information recorded to give a genuine knowledge
within structure and culture of company, practices and norms expected along with feasible
arrangements/aims:
• Organisation, division along with additionally structure diagram

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• Organisation and additionally group vision, point, objectives, destinations, and so forth.
• Organisation along with additionally group competency structure along with analysis
framework
• Terms and conditions of employment, e.g. working hours, occasions, income strategy,
compensation and benefits
Pre-work
All the new employees ought to get a formal work contract that has an association to
online New Starters Details Form, that includes relevant and the vital data required. In addition
such data might encourage new employees to consider this data you ought to likewise encourage
new employees to take a look at the 'new representatives' website page for new data. Super liquor
Liquor store might feel it vital to send joining guidelines giving that accompanies data through
telephone or email:
• Deciding the time to report
• The person will meet them
• A guide, along with auto and transport stopping guidelines
• The things to consider, e.g. devices, uncommon apparel, lunch, and so on.
Setting up the program
The matter of individual acceptance projects will fluctuate as per the needs of an
individual. New representatives might come into one gathering, for instance:

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• School-leavers/ability searchers
• Graduates
• Jobless individuals
• People with handicaps
• experienced employees changing employments from the company
• shift labourers
• Internal workers
All the groups have high requirements and consequently acceptance projects might get
outlined in view of this. Additionally consider certain employees with high necessities, i.e. with
handicaps, or young employees who that might be constrained, assuming any, involvement of
working life. Enlistment programs in particular employments or certain aspects that might
consider factors, for example, wellbeing and security tenets and directions.
New representatives will have a lot of data to retain while considering their new part.
Attempt to separate the enlistment program within subjects or zones of duty empowering certain
individuals to develop certain insight steadily, dealing with disarray or over-burden.
In first place day
New starters in Super liquor liquor store will without a doubt be anxious and even
worried on their first day. It is vital that they are made to feel welcome and offered time to
absorb to their new condition and associates. They ought to be:

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• met and acquainted with their group associates
• given a voyage through the building(s) or working environment, bringing up toilets and
eatery offices, and so on.
• talked through their enlistment program and timetable (see connect above or on site)
• satisfied that all important printed material has been finished and gotten
In the first place week
Considering new worker, clarify and examine key parts of employment, objectives and
destinations of a group and the ways in which this add to the goals of the association. This is
probably going to include them being acquainted with individuals from different groups and
additionally offices along with visits to certain workplaces and additionally areas.
At the end of primary week, directors might decide the ways in which new workers of
Super liquor liquor store are settling in and:
• Consider the acceptance program along with analysing comprehension of data provided
• Considering ways to clear up or return to regions where understanding is confounded or
insufficient
• explain the things that are normal in resulting weeks
• Consider input from the representative the type of feeling and in the event that they
believe they have appropriate measure of help
To begin with month

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At the end of a particular month, Super liquor liquor store should mean to maintain
drafted some individual goals to offer them clear heading along with high interest. Super liquor
liquor store may begin arranging considering for self-improvement design. The arrangement
might involve territories in which they might have indicated restricted learning and additionally
aptitude considering the enlistment up until this point.
Super liquor liquor store ought to gather input from a specific population that was
engaged with the acceptance procedure and utilize it to survey new worker's advance. On the off
chance that employees have any worries with respect to their capacity, employees should deal
with the same considering soonest opportunity. Regularly, new starters essentially require more
noteworthy clearness or helping to remember major prerequisites.
Assessment
It is essential for Super liquor liquor store to always evaluate procedures and systems to
analyse whether they are viable. Considering whether the enlistment program met its destinations
and if any changes are needed. Super liquor liquor store might highly request input from new
representative on upgrades that might consider enhancing the acceptance procedure and if there
is any support they require at this point of time.
4.2. Procedures for analysing staff performances through training and development
Super liquor liquor store follows an appropriate training and development procedure for
evaluating their performance. The consequences of the discoveries agree that quality worker
preparing and advancement programs are critical for enhanced representative execution in
associations. It is trusted this, thusly, prompts the enhanced arrangement of administrations to
customers. Super liquor makes sure that enhanced, proficient and compelling administration

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deliverance, by metropolitan representatives, can be accomplished on the off chance that they are
prepared and created in projects of an elevated requirement and which are controlled by
facilitators who create work of an exclusive requirement. In addition, these changes are
maintained when representative execution is always overseen and assessed.
5. Recruitment, Dismissal, Release and Termination of Employment
5.1. Recruitment procedures in compliance with legal EEO requirements
Enlistment Procedures
All together for the University to satisfy its EEO commitments, characterized and
delegated staff positions must be posted for at least five days and a most extreme of one year. At
whatever point an office has an open door, the division is urged to promote as generally as
practicable.
Nonetheless, if the open door happens in Super liquor liquor store aggregate which is
underutilized and for which an objective has been built up, the division must archive the
particular Good Faith Efforts it took to meet the objectives. When all is said in done, such Good
Faith Efforts are relied upon to incorporate enlistment systems intended to achieve ladies or
potentially minorities for which there has been an objective built up. In particular, where
Underutilization exists, it is normal that agreed enlistment sources will be educated, alongside all
others.
There are sure restricted conditions which can be sensibly foreseen where enlistment is
impractical or practicable. These conditions are completely depicted in the Super liquor liquor
store Policy for Non-competitive Selection. Super liquor liquor store must make a choice as per

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that arrangement should completely record the purpose behind the choice as per the prerequisites
of that strategy.
There might be different circumstances, occasional and not sensibly expected, where the
Super liquor liquor store’s non-discrimination arrangement and the goal of drawing in and
holding a profoundly qualified workforce can be met by implies other than enrolment and
publicizing an open door. In such conditions, if the open door exists in an occupation aggregate
for which an objective for either ladies or minorities has been set up, the employing expert might
report the particular reasons why it has not embraced confirmed enlistment. The way that the
individual chose for the open door is a lady or a minority is in itself inadequate motivation to
legitimize a choice not to participate in enrolment.
Since it is normal that the dominant part of chances will be filled by enlistment, positions
must be posted for at least five days and a greatest of one year. Procuring specialists are exhorted
that base posting necessities might be inadequate to pull in the most qualified people. To fill a
position that has Affirmative Action Plan objectives because of underutilized of either ladies or
minorities, Super liquor liquor store counsel with their Human Resources Advisor or Consultant
to recognize publicizing methodologies to draw in a more extensive pool.
5.2. Recruitment process in Super liquor liquor store
Under EEO law identified with the enrolment procedure, managers cannot discriminate in
light of age (forty years or more established), handicap, hereditary data, national starting point,
sex, pregnancy, race, and religion. In work declaration, associations for the most part have an
EEO articulation. Here are a few cases:

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Super liquor liquor store is completely dedicated to Equal Employment Opportunity and
to pulling in, holding, creating, and advancing the most qualified representatives without respect
to their race, sex, shading, religion, sexual introduction, national starting point, age, physical or
mental inability, citizenship status, veteran status, or whatever other trademark restricted by state
or neighbourhood law. The company is devoted to giving a workplace free from separation and
badgering, and where representatives are approached with deference and poise.
Super liquor liquor store does not unlawfully discriminate on the premise of race,
shading, religion, national starting point, age, tallness, weight, conjugal status, familial status,
cripple/handicap, sexual introduction, or veteran status in business or the arrangement of
administrations. This gives, upon and ask for sensible settlement including assistant guides and
administrations important to manage the cost of people with inabilities an equivalent chance to
take part in all projects and exercises.
It is the strategy of Super liquor liquor store in full agreement with the law; however, not
to segregate in business, understudy confirmations. This understudy benefits on the premise of
race, shading, religion, age, political connection or conviction, sex, national inception, lineage,
inability, place of birth, general training improvement accreditation (GED), conjugal status,
sexual introduction, sex character or articulation, veteran status, or whatever other legitimately
secured grouping. Super liquor liquor store perceives its duty to advance the standards of
equivalent open door for work, understudy affirmations, and understudy administrations finding
a way to enrol minorities and ladies.
Super liquor liquor store would not oppress or disturb any representative or candidate for
work on the premise of race, shading and statement of faith, religion, national inception, sex,

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sexual introduction, inability, age, conjugal status, or status with respect to open help. Super
liquor liquor store will make agreed move to guarantee that all practices are free of such
segregation. Such work rehearses incorporate, however are not constrained to, the
accompanying: contracting, updating, downgrade, exchange, enlistment or enrolment
publicizing, determination, cutback, disciplinary activity, end, rates of pay or different types of
remuneration, and choice for preparing.
5.3. Staff release, dismissal and termination process
Rejection and Withdrawal of Claims in Super liquor liquor store- The assertion
ought to determine that the basic claim or accuse will be rejected of bias by a date certain.
Employee consents to guide her lawyer to make all strides important to enter an Order of
Dismissal with preference and with no honour of expenses or lawyers' charges to either agree
concerning Employee's cases right now pending against Employer in the Federal District Court
for the Eastern District of Michigan. The stipulation to say order must be in the ownership of
Employer's guidance before any sums being paid by Employer.
6. Professional Advice
Organizational procedures that must be adhered in human resources, labour relations and
arbitration situations in Super liquor liquor store are explained:
National Labour Relations Act
Under the National Labour Relations Act, workers have the privilege to aggregate
movement, which incorporates amassing their voices for union portrayal. At the point when
Super liquor liquor store needs to speak to the representatives of a non-union work environment,
they accumulate marks from representatives who need worker's party portrayal. At the point

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when the union has no less than 30 percent of workers' marks, a worker's guild records a request
of with the National Labour Relations Board (Beardwell & Thompson, 2014). Once a request of
is documented, HR gets notice of the appeal to and is formally on see that about 33% of the
representatives need to getting to be noticeably unionized.
Debate
HR cannot settle worker question just by conversing with representatives as it can with
workers who are not spoken to by a worker's guild. At the point when workers are spoken to by a
worker's party, a union agent must be available amid dialogs that HR has with the organization's
representatives. Union contracts contain grievance procedures to which HR staff should entirely
follow (Brewster, Mayrhofer & Morley, 2016). Numerous grievance procedures comprise of
three stages previously the representative or union has the choice to request mediation. In a
three-stage grievance process, HR gets a worker dissension, researches the issues and renders a
choice.
Negotiating
The HR administrator, executive or Super liquor Company’s leader commonly is in
charge of dealing with the worker's party to achieve a union contract. In the aggregate haggling
process, HR arranges representative wages, benefits, work hours and a grievance procedure for
settling work environment question. Both HR and the worker's organization have a commitment
to deal in compliance with common decency. Once the gatherings have a union contract, HR and
the organization delegates need to sit tight for the union individuals to endorse the agreement.
Employment law

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There are a few sorts of lawful commitments identified with business law and are
followed in Super liquor liquor store explained below:
 Statutes – Federal, State and Territory Governments have laws that recommend the base
states of work that apply to paid staff.
 Rewards – These are lawfully enforceable terms and states of work in an industry or
business division. The Social and Community Services Workers (State) Reward is the
principle grant that applies to staff in non-government group administrations work. Some
people group associations likewise utilize staff whose occupation parts are secured as a
component of other industry division grants, (for example, transport drivers, cooks and
cleaners).
 Contracts – A work contract will exist between the business and the representative in a
wide range of business connections. The agreement must be well drafted furthermore,
meet least lawful and honour necessities, plainly portray the specifics of the occupation
and the company’s prerequisites of the representative.

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resource management. Springer.
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resource management. Academy of Management Annals, 8(1), 1-56.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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international human resource management. Taylor & Francis.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
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Routledge.