Report on Strategic Planning for Human Resource Management - BSBHRM602

This report, prepared as part of the BSBHRM602 unit on managing human resources strategic planning, provides a comprehensive overview of various aspects related to HR management. It begins by defining labor supply and exploring different options available to companies, such as permanent employees, casual laborers, trainees, employment agencies, and hired staff, using Woolworths as a case study. The report then delves into the advantages and disadvantages of various labor hire sources, including casual labor, new graduates/trainees, offshore workers, outsourcing, and contractors/consultants. Furthermore, it examines different recruitment options, including internal recruitment, newspaper advertising, recruitment agencies, group interviews, and assessment centers, outlining the pros and cons of each. The report also covers the strategic objectives and targets related to human resources, options for providing HR services, and relevant legislation. It highlights the benefits of strategic planning and the specialist services utilized. Finally, the report describes the approach to be taken during the development of an HR strategy, details the functions of Human Resource Management, and discusses the impact of technology on job roles. Assessment Task 2 includes strategic plans, environmental analysis, future labor needs, technology impacts, and changes to industrial or legal requirements. The development of an HR strategy, including philosophies, objectives, options, technology, and risk management plans, is also covered. The report concludes with a discussion on implementation and monitoring of the HR process.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author Note:

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Table of Contents
Assessment Task 1.....................................................................................................................4
Options available to a company for labour supply.................................................................4
Common labour hire sources and outline the advantages and disadvantages of each one....5
Strategic objectives and targets related to human resources................................................12
Options available for the provisions of Human Resources services....................................13
Legislation to be considered during the development of the HR strategies and plans and the
purpose of the legislation process........................................................................................15
4 benefits of strategic planning............................................................................................15
Specialist services to be utilised when developing a strategic plan.....................................16
3 real benefits of planning....................................................................................................16
Description of the approach to be taken during the development of the HR strategy.........17
Detailed description on the functions of Human Resource Management............................18
Impact of technology on job roles within the industry........................................................19
Assessment Task 2...................................................................................................................20
Part A.......................................................................................................................................20
Strategic Plans of the Business and the objectives and Targets...........................................20
Additional Environmental Analysis for the identification of the emerging practice and
Trends...................................................................................................................................21
Future labour needs and skill requirements.........................................................................22
New Technology and Impact on Job Roles and Job Design................................................23

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Recent and Potential changes to industrial or legal requirements........................................24
Part B........................................................................................................................................25
Development of Human Resource Strategy.........................................................................25
Human Resource Philosophies, Values and Policies...........................................................25
Strategic Objectives and Targets for Human Resource Services.........................................26
Options for the provision of human resources services and analyse costs and benefits......26
Appropriate technology and systems and Strategic human resources plan.........................27
Figure No 1: New HR Process.............................................................................................28
Development of Risk Management Plans............................................................................28
Implementation and Monitoring of the HR process.............................................................29
References................................................................................................................................30

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Assessment Task 1
Options available to a company for labour supply
Labour supply can be defined as the total number of work hours that the workers
generally wishes to work within a structured and maintained wage rate. The management of
Woolworths implements a number of similar processes in order to ensure the best success for
the company (Alvesson and Sveningsson 2015). Some of the major ways by which the
management of Woolworths ensures the success of the company. The process of labour
supply for Woolworths is as follows;
a. Permanent Employees- The permanent employees of the company includes the
employees who are tenured and are with the company for quite a large period of time.
According to, Bortolotti Boscari and Danese (2015) the permanent employees of the
company are the ones who have fixed time contracts with the company and are able to
ensure the success of the company in a proper and efficient manner.
b. Casual Labors- The casual labors are the ones who are not permanently employed by
the organization but are different from the permanent employees. The contracts of the
casual labors are totally different from that of the permanent employees and the policy
of the company for the casual labors are totally different in nature.
c. Trainees of the company- The trainees of the company are the ones who undertake
professional training in the organization in order to boost their skills. The trainees can
be the future employees of the company. Both practical as well as theoretical training
are provided by the organization.
d. Employment agency or staff- The employment agency are appointed by the
company in order to recruit people based on their skills and levels. The presence of a
good amount of employee can help the organization to select and develop the staffs in

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a proper and organized manner. The employment agency relives the organization
from the recruitment problems and helps in electing the best people for the different
posts.
e. Hired Staff- The hired staff are the ones that are hired on a contractual basis by the
management of the company. Woolworths has a large number of hired staff who are
employed by means of contracts. These people are not employed to direct roles in the
company, rather they are employed to indirect positions in the company.
Common labour hire sources and outline the advantages and disadvantages of each one.
Casual labour
The advantages and disadvantages of Casual labour are as follows;
Advantages:
 The casual labors enjoy a much high pay rate per hour than the tenured and permanent
employees
 The flexibility of the casual laborers help the management of the companies to
employ people in odd hours
 The reduced amount of risk for the employers helps them to appoint casual labors in a
much professional manner
Disadvantages:
 First of all there is no access to sick leaves and casual leaves
 Secondly the absence of proper guarantee in working hours
 No guarantee on loans and regular income
 Absence of a proper access to superannuation

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 Casual Labor does not allow the use of the training or career developmental process
 The absence of any notice to prior termination of the different policies
New graduates / trainees
The advantages and disadvantages of the appointment of new graduates and trainees
can be divided into a number of different managerial issues.
Advantages:
 The new graduates and trainees are not involved in the office politics
 The new graduates and trainees can ensure the success of the business in an efficient
manner
 The new graduates have the hunger to innovate and create new things which will
certainly help them to innovate in a proper and efficient manner
 Technological advancements of the modern day graduates can be one of the best
advantages for the organization
Disadvantages:
 The rushed process of employment does not help the management of the company
 The graduate trainees does not have the seriousness in them which seriously affects
the performance of the company
 The absence of proper and formal training among the graduate trainees can lead to
major problems that can be problematic for the organization
 The absence of the training can lead to major form of accidents that can even be fatal
in nature
 The low productivity of the organization can lead to different operational issues

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Off-shore workers
There are a number of advantages and disadvantages related to the appointment of the
different kinds of the business issues.
Advantages:
 Off shore workers seriously reduce the costs of the business organizations in a
significant manner.
 Close collaboration of the offshore workers with the management is an added
advantage for the organizations
 The presence of favourable government policies is an added advantage for employing
offshore workers
Disadvantages:
 The presence of the offshore workers highlights the unemployment of the business
 The presence of the offshore workers also leads to different kinds of social and
cultural differences
 Lastly the absence of any type of proper security checks raises serious kinds of
security concerns which are generally tough to deal with
Outsourcing
The advantages and disadvantages of outsourcing are as follows;
Advantages:
 The company will get more experienced employees if they outsource works

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 The outsourcing of the works of a company helps in the steady dispatch of the works
accordingly
 The tasks of the of the organization will be processed in a better and much faster
manner
 The focus of the employees stays firmly towards the work
 The costs of the operations will see a reduction as because the costs can be managed
in an efficient manner
 The efforts of the organization are more targeted and are able to address the real
issues
Disadvantages:
 The hidden costs in case of the outsourcing of the tasks of the company is a major
concern for the organizations
 The data protection is one of the major concerns for the company which outsources its
business operations. The client company may steal data from the company
 Quality may be compromised in case of appointment of outsourced employees
 Reputation of the company will be at stake in case of serious quality issues
Contractors/consultants
The contractors or consultants appointed by the company have a number of
advantages and disadvantages for the organization.
Advantages:
The advantages about the employment of the contractors in the business includes the
likes of;

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 The chance of impressing the employers is present in contract based employment.
Such chances can help the employee to secure a permanent employment in the
organizations
 The opportunity to ensure sample of the employers can help to take the different
contracts in a positive manner
 It is important for the organization to ensure the success of the business in a proper
and organized manner
 The performance of the contract based employees is much better in nature
Disadvantages:
 The presence of the contract based employment may lead to cultural and social
divisions in the workplace
 There will be different kinds of the tax problems for the organization
 The absence of any form of entitled leaves and vacation can be termed to be one of
the most negative effects of the contract based employment
Describe each of the following recruitment options, and outline the advantages and
disadvantages of each one.
a. Internal recruitment
Advantages:
 There will be an increase in the performance of the employees as because the
employees will feel more confident
 The chances of the transition to new role can help to ensure success for the company

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 Internal recruitment involves less formality and thus needs small amount of
paperwork
Disadvantages:
 The appointment through internal recruitment creates anger among the employees
 An organizational gap is created through the creation of the internal process
 The company may suffer from the absence of experienced pool of employees in the
internal recruitment process
b. Newspaper advertising
Advantages:
 The advertisement through the newspaper help to reach out to a wide variety of
customers
 Newspaper advertisement is much more profitable and cost effective than that of
many other forms of advertisement
 The advertisement through the newspapers helps the organization to ensure a
trustworthy area of advertisement
 The increase in the digitalization process helps the organization to ensure business
success
Disadvantages:
 Limited readership is a concern as because the rise of the social media has limited the
readership content of the newspapers
 Poor print quality can seriously compromise the advertisement and lead to total waste
of money

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 Absence of any control over the placement matters
c. Recruitment agencies
Advantages:
 The faster process of hiring is important for the success of the business organization
 The appointment of the recruitment agencies will help the organization to ensure a
technical expertise in the recruitment process
 The focus is mainly to serve the clients in every possible manner
 The appointment of the recruitment agencies helps to ensure the recruitment of the
best possible people as the employees of the organization
Disadvantages:
 The appointment of the third party recruitment agencies can be too much costly
 The absence of the management of the companies to control the recruitment process
can be a problem
 The appointment of the third party recruitment agencies can often lead to a lack of
proper communication
d. Group interviews
Advantages:
 Reduction in the time of the hiring process
 Reduction in the cost of the hiring process
 Presents a proper analysis of the candidates
 Skills of the candidates can be assessed in a proper manner

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Disadvantages:
 The absence of skilled interviewer can lead to major problems
 The absence of professional skills helps the organization to ensure success
 Are always impersonal
e. Assessment centres
Advantages:
 The opportunity to assess the different characteristics of the candidates is a serious
advantage
 Building the employee proposition is easier while selecting the assessment centres for
the recruitment process
 Cost effective in nature
Disadvantages:
 Wrong implementation can cause problems
 Risk of absence of proper definition of the actual aims
Strategic objectives and targets related to human resources
There are three key strategic objectives and the fulfilment of the strategic objectives
are directly related to the human resources and the fulfilment of the objectives leads to the
fulfilment of the targets of the organization. These particular objective and targets are to be
followed by Woolworths Australia.
The three key strategic objectives are as follows:-
- Employment and advancement of the organizational flexibility; ensuring the
inculcation of innovative business practices for the purpose of creating advantageous

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and lucrative prospects for the organization in the competitive business environment
(Alvesson and Sveningsson 2015).
- Development of a sentiment and determination that shall be beneficial for the purpose
of building up a healthy and conducive organizational culture that shall help growth
and development (Bortolotti, Boscari and Danese 2015).
- Improvement of the business performances for ensuring more growth and
development and also for increasing the customer and employee satisfaction
(Bortolotti, Boscari and Danese 2015).
The strategic targets are as follows:-
- An increase in the level of the job satisfaction of the employees of Woolworths
Australia.
- Promotion of a healthy and conducive work culture for the purpose of increasing the
level of satisfaction of the employees.
- Enhancing the service delivery of the organization for the purpose of increasing the
rate of customer satisfaction in order to retain them and also expand their number.
- Making the best and the most efficient use of the available resources for deriving the
maximum amount of benefits out of them.
- Development of the mechanisms and the spirit for the purpose of managing the work
of the employees and also the issues faced by them in the organization.
- Boosting the productivity of the organization for the purpose of ensuring both the
satisfaction of the customers as well as that of the employees and for the overall
growth and development of the organization (Bortolotti, Boscari and Danese 2015).

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Options available for the provisions of Human Resources services
The basic objective of an organization is to ensure that the challenges of the
organizations are bypassed and they are transformed into prospects for the organization
which implies that the shortages be made to overcome and minimized and also the positive
prospects of the organization be maximized. The Human Resource Services through its
planning, mitigation and administrating capacities ensures the upholding and the
safeguarding of the objectives and the targets of the organization with the help of certain key
provisions which are as follows:-
- Budget- Budget refers to an estimation of the total cost and the resources that are
needed for the sake of meeting a particular goal made before embarking upon any
particular business venture. The estimation also involves making account of the cost
and resources available and of the amount to be procured for the purpose of
embarking upon a business venture (Driskill 2018).
- Priorities- This particular aspect is very much important for embarking upon a
situational analysis of the organization in order to find out the prospects and
challenges of the organization in order to narrow down on the areas to focus upon for
the most positive results (Driskill 2018).
- Objectives- Objectives are set of goals that are central to an organization and that
defines the target of the organization to be achieved. A proper documentation of the
central objectives of the organization is necessary for ensuring the proper
channelization of the steps to be pursued for the purpose of achieving the targets and
goals of the organization (Driskill 2018).
- Timeframes- Also referred to as deadlines, are very important for an organization and
they add a touch of consistency and congruency to the service delivery and also
speedens up the efficiency of the organization (Driskill 2018).

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Thus these are the provisions of the Human Resource Services that are available to the
organization named Woolworths Australia for enhancing its services.
Legislation to be considered during the development of the HR strategies and plans and
the purpose of the legislation process
The Privacy Act of 1988 was legislated by the Australian Government for the purpose
of safeguarding, promoting and protecting the privacy concerns of the individuals as well as
of the organizations. From the point of view of the organization, issues such as the credit
reporting system of the organizational set up, the tax file numbers of the organization
concerned are taken into consideration and protected by the legislation (Naranjo-Valencia,
Jiménez-Jiménez and Sanz-Valle 2016).
The Ombudsman Legislation of 1976 gives the freedom to the officers enrolled under
the act to investigate the functioning of any private or public sector offices at any point of
time in order to check whether the functioning of the organization follows the rules and
regulations of the nation that are related to the employment and organizational issues. The
aim is to ensure the benefit of the employees are guaranteed and safeguarded against
exploitation (Bryson 2018).
The Anti-Discrimination Act of 1977 relates to the safeguarding of the citizens
against discrimination at workplace, in terms of employment, delivery of goods and services,
education system et cetera (Smith 2017).
These legislations should be considered when developing HR strategies and plans.

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4 benefits of strategic planning
- A strategic plan enables the organizations to observe and maintain proactivity instead
of being reactive. A strategic plan also enables the organizations to be able to foresee
the future prospects and challenges and enable the undertaking of the preparations to
deal with them accordingly (Cassidy 2016).
- A strategic plan enables the setting up of a sense of direction for the organization for
the purpose of channelizing the prospects for the purpose of increasing the efficiency
of the service delivery of the organization (Cassidy 2016).
- A strategic plan enables the organization to increase the operational efficiency so that
the management of the organizational requirements, the consumer aspirations and the
employee concerns are reconciled efficiently (Cassidy 2016).
- A strategic plan also enables the increasing of the market share and the profitability of
the organization and thereby make the business more durable (Cassidy 2016).
Specialist services to be utilised when developing a strategic plan
- Business Planning- It involves the making a charter of the prospects and challenges of
the business and take actions accordingly (Wolf and Floyd 2017).
- Employee Remuneration- It involves not just the fixed salary but also the perks and
privileges and the incentives to be provided (Wolf and Floyd 2017).
- Professional Networking- It involves the entering into collaborative programmes for
enhancing the business prospects (Wolf and Floyd 2017).
- Tax Planning- This involves the proper payment of taxes at the correct time for
safeguarding the business prospects (Wolf and Floyd 2017).

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3 real benefits of planning
a) Planning provides guidelines for decision makers which help in making future
decisions, setting goals, allocating resources and time which might be limited in a
systematic manner.
b) Planning helps individuals in exercising more control over a given situation and
consider the possible outcomes beforehand.
c) Planning could help quantify future goals and determine methods for achieving and
measuring success. It also helps in ensuring that the actions implemented by the
decision makers are coherent with their priorities and values (Dobrev and Hart 2015).
Description of the approach to be taken during the development of the HR strategy
a) Reducing labor cost and increase productivity
As labor is becoming more and more expensive, it is crucial for managers to identify
and reward top performers. Therefore, it is necessary to identify top performers,
finding skill gaps, and optimizing scheduling to align employees with customer
habits.
b) Managing turnover and related costs (such as, training and hiring)
Effective retention programs are crucial as employers hope for long-term
employment. Therefore, calculating and predicting retention risks is important. This
could bring forward effective interventions which would encourage employees to
stay. These interventions include employee engagement strategies as well.
c) Improving customer experience for sales increment
In today’s age, it is crucial for organizations to prioritize on-boarding and improving
the selling capabilities of their staff. New hires should quickly understand the
products and the procedures of selling it to a target audience. Successful on-boarding

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accelerates the time to hire and expedites integration into store culture, leading to
higher retention and productivity.
d) Integrating stores and HR systems cost-effectively
It is beneficial for retail organizations to share population data with other store
systems without rekeying the information. Therefore, business intelligence data or BI
data is helpful as it integrates external information with the people data, which in turn
provides a deeper understanding of customer service, sales and productivity
(Nagendra and Deshpande 2014).
Detailed description on the functions of Human Resource Management
The functions of HR management include three types – Operative, Managerial, and
Advisory.
a) Operative functions
 Recruitment: This function involves developing job descriptions, publishing job
postings, sourcing prospective candidates, interviewing, salary negotiations, and
making job offers.
 Training and development: This function mainly involves training new hires and
offering developmental procedures for existing employees, which the HR department
monitors and measures in order to identify skill sets and drawbacks of employees.
 Professional development: This function involves providing employees with
education and management training through seminars. Trade shows, corporal
responsibilities and much more.
 Compensation and benefits: This function involves providing employees with
benefits, such as, working hour flexibility, vacation extensions, medical insurance,
parental leaves, reimbursements and more.

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 Performance appraisal: This function involves helping organizations in identifying
employee performance growth, evaluate the same, and drawing development plans for
under-performers.
 Legal compliance insurance: This function involves in keeping the organization up-to-
date with all laws and policies concerning employment, working hours, minimum
wage, tax allowances, and much more.
b) Managerial functions
 Planning: This function involves planning for foreseen job vacancies, job
requirements and recruitment sources. It also requires awareness about the job
markets and strategic goals of the organization.
 Organizing: This function involves development and designing structure of the
organization.
 Directing: This function involves inspiring and directing the employees in achieving
the goals which are similar for them and the organization.
 Controlling: This function involves apprehending activities as per plan and which are
formulated according to the goals of the organization. The next step is to examine the
achieved outcomes and making correction in the next cycle of planning.
c) Advisory functions
This function involves advising the management of an organization concerning policy
and procedure formulation, appraisal structure, human relations maintenance and much more
(Strohmeier and Kabst 2014).
Impact of technology on job roles within the industry
The main impact which technology has had on the retail industry is the advent of e-
commerce sites. This has put a huge strain on the customer retention of organizations. The
lack of regular customers has therefore created a lack of jobs and higher rate of

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unemployment in the traditional retail sector. There has been multiple cases of bankruptcies
of British and American store businesses, such as, Sears, Claire’s, Toys R US, Gymboree,
and many others, and this situation is to further deteriorate with time (Kurnia et al. 2015).
Assessment Task 2
Part A
Strategic Plans of the Business and the objectives and Targets
Strategy is considered to be the life support for any kind of business organizations.
The formulation of the business strategy is essential for the management of the business to
take the necessary steps in order to ensure that the organization meets all the planned goals
and objectives. According to, Bortolotti Boscari and Danese (2015) the goal of Woolworth’s
group is to have the customers first. The goal of the company is formulated in such a manner
that all the brands of the company are designed to meet the demands of the customer and to
ensure the value for each of the products. The management of Woolworths has a fixed set of
objectives that helps them to achieve the strategy. The objectives are as follows;
a. To ensure Customer 1st culture in the team
b. To present the customers with an overall connected, personalised and well
maintained shopping experience
c. The segmentation for the value proposition in the food department
d. Providing the best value for the products
e. Making business process better for the customers and easier for the employees

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The HR department of the organization has been performing in a professional manner and
clearly focuses on the effective management of the business employees (Bratton and Gold
2017). The company has been able to design the HR department of the company by changing
the different policies and procedures. The major objectives of the HR department of the
organization is based on the goals of the company. The strategic level functioning for the HR
department of Woolworths is based on the identification of the different kinds of the business
processes that relates to the HR and corporate based planning for the human resource. The
managers and the HR practitioners are involved in the formulation of the business strategies
that helps in the recruitment and selection process, retention process, policy creation process
and many more similar processes that are equally important for the business organization
(Brewster 2017).
The HR strategy of the company is based on the different kinds of the organizational
goals which is quite essential for the study of the business in a proper and efficient manner.
The major tasks of the HR department of the organization is to formulate the recruitment
policies and implement the practices properly (Brewster 2017). The inclusion of the
technological aspects in the recruitment and selection has been the new strategy of the
company. This apart the Human Resource department has also implemented strategies to
retain the old employees and engage them in strategic roles within the organization.
Additional Environmental Analysis for the identification of the emerging practice and
Trends
The Human Resource Planning in Woolworths is based on a systematic and calculated
planning that helps the management to analyse the different areas of the business
organizations in a controlled manner. The HR Managers of Woolworths have to work in a
tremendous uncertain business environment. The changes in the political, social and the
economic aspects can help the organization to address the different issues related to the

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uncertainties in the environment. The HRM program of the business organization is based on
the different kinds of the organizational procedures that leads the managers to build a
sustainable planning and promotional channel. The presentation of the sustainable business
channel is essential for the success of Woolworths. The HR management of the company thus
has to provide the different recruitment strategies by consulting and researching thoroughly.
The new and additional requirements for addressing the modern challenges of the
HRM has been the modern trend. The major trends in the modern HR system is the need for
the development of different kinds of the business technology (Brewster 2017). The
development of the technological aspects of the company helps the management of the
business to address the different business needs in a controlled and systematic manner
(Bryson 2018). The new trends and technology are advanced and helps to select the best
employees fit for working in the retail sector. The emergence of the online sector has led to
the loss of jobs in the retail sector and thus Woolworths face a huge challenge in saving their
own retail sector and apply the technologies to ensure business success.
Future labour needs and skill requirements
The management of Woolworths has been changing their strategy in the business and
making the most of the available resources to address the different concerns faced by the
company due to a number of market issues (Cassidy 2016). At the company, the Woolworths
employees are provided the paramount importance. The implementation of the different kinds
of the policies and the proper following of the programs helps the management of the
business to ensure the customer satisfaction. Thus it can be said that the management of
Woolworths needs the best employees who are capable of implementing the policies of the
company in the perfect manner that could help the organization to address the different
issues. The company has different kinds of the hiring policies and contains different kinds of
the employees. This includes casual employee’s full time employees as well as the part time

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employees (Cascio 2015). The presence of all these employees are the biggest strength of the
company. However, the current turbulent atmosphere of the market has raised the need for
the recruitment of fresh candidates to answer the needs of the organizations.
The presence of a turbulent market and the ever changing market conditions has
forced the organization to rethink about their recruitment policies. The company has been
transforming itself gradually and has been applying different technologies in order to analyse
the organizational workforce in a systematic way (Cascio 2015). The modern demands of the
customers has compelled the company to apply the different technologies and select the best
people from the market who will be able to meet the technological demands of the business
organization.
New Technology and Impact on Job Roles and Job Design
The improvement in the job technology has forced the company to answer the
business needs of the company in a controlled and processed manner. It is important or the
organization to analyse the organizational skills of the labours and recruit them accordingly.
The new demand for the management of the company is the practical and technical
knowledge of the employees and the presence of the different modern skills that makes them
efficient and capable enough to address the different kinds of the business requirement and
also the requirements of the customers of the business (Cassidy 2016). The revolutionary
changes that have been implemented in the business organization involves the direct impact
on the jobs and the labour market. The direct effect on the jobs and labour market force the
management of the company to act in an active manner in order to address the different issues
present within the business organization. The introduction of the online market and the use of
the e-commerce has technically killed the retail market of the company. There has been a
negative impact in the job market as the company have been shifting their focus towards the
online market.

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The management of Woolworths has selected a proper process to save the job market
and also employ people (DeCenzo Robbins and Verhulst 2016). The traditional process
applied by the HR department of the company has been retired from the business process and
the company has shifted its focus on the selection and recruitment of the employees by new
and professional means. The needs of the hiring is analysed and then an online application is
invited for the new recruitment process. The applicants of the process are scanned and tested
by the application of a number of technologies to determine their level of theoretical,
practical and technological knowledge related to the same. The growth of the new technology
substitutes or complement different kinds of the traditional tasks that were once
complemented through the application of simple labour hiring process. However, the changes
in the modern day business has forced the organization to address the changes in the selection
process. The total selection process is dependent upon the level of technological knowhow
and the level of knowledge n skills development.
Recent and Potential changes to industrial or legal requirements
The Woolworths group of Australia is one of the largest source of employee
recruiters. With the presence of more than 180,000 employees it is surely one of the largest
recruiters across Australia and New Zealand. The company is highly professional and takes
utmost care of the needs of the people. According to, DeCenzo Robbins and Verhulst (2016)
the commitment promises of the company are never lost and the company is able to address
all the issues with the labours and employees in the most scientific process. The presence of
such values makes the organization to formulate and implement different legal processes that
can address the needs and requirements of the employees. There has been major changes in
the legal and industrial requirement of the company in order to adhere to the strict standards
as set by the government of the country. The company has built up a structured code of
conduct in a proper and efficient manner. The code of conduct helps the organization to;

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a. Take care of the customers, shareholders and the employees
b. Ensure the following of the laws and regulations
c. Addressing the value proposition
d. Building trust
e. Ensuring the presence of ethical standards
The changes in the legal processes and the other changes in guidelines helps the
management to address the different business issues in a successful and strategic manner.
Part B
Development of Human Resource Strategy
The development of the Human resource Strategy is utmost important for the success
of the business organization in a proper and efficient way. The development of the HR
strategy is important for the organizations as it helps the organization to ensure the success
and sustainability of the business organization. The suitable strategy and the implementation
of the strategies in the proper manner is highly important for the success of the business in
the market.
Human Resource Philosophies, Values and Policies
The Human Resource policies has to be selected in a scientific manner that can be
well suited to serve the needs of the business in the most efficient manner. According to,
DeCenzo Robbins and Verhulst (2016) the policies has been selected from the above
presented HR strategy report of Woolworths in Part A of the assignment. The major changes
in the policies will be done by means of the best and efficient use of the different kinds of the
policies based on store, recruitment, selection and retention. Some of the new policies that
can be adapted are as follows;

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a. Store policies- The store policies will outline the different kinds of the practices that
needs to be followed by the employees to achieve the goals of the organization. The
policies of the store must address the different needs of the organization and also
address the issues of the organization in the most successful manner.
b. Shift policies- The shift policies of the organization will involve the implementation
of new work hours to ensure the success of the organization in the most efficient
process. The new strategy will involve two different kinds of hours in the work shift
with one being the work hour and the other being the store hour. The management of
the company can divide it into four different shifts with the first three shifts being 4-5
hours allocated for the work hours and the last shift being allocated for the store hour.
c. Customer service policies- The customer service policy needs to undergo major
changes as the company have to be more professional in serving the customers. The
HR plan must include the formation of a feedback process that can be helpful for the
success of the organization.
d. HR strategy policies- The strategy of the organization must be based on the different
demands of the customers and thus must be implemented in a manner that addresses
the different needs and demands of the customers.
Strategic Objectives and Targets for Human Resource Services
The strategic target for the company will be to meet the customers as well as the
demands of the employees. The HR management must address the needs for both the
customers as well as the employees in the most suitable manner. The strategic objectives can
help in the success of the business and also present a clear picture of the human resource
strategy.

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Options for the provision of human resources services and analyse costs and benefits
The management of the organization has to conduct a cost benefit analysis that can
easily determine the new planning of the business in the most efficient manner. The Cost
benefit analysis of the organization can be efficient for the success of the business in the most
efficient manner. The considerations for the cost benefit analysis includes;
a. Direct costs
b. Labour costs
c. Technological costs
d. Intangible costs
Category Item Quantity Price Total
Products Brands of
different
products
5 $2500 $125,000
Services and
Training
Services to
people and
training to
people
20 $3000 $60000
$185,000
Benefits TOTAL
Promotional Campaigns $20000
Customer retention policies $30000
Productivity enhancement $20000

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$70000
Appropriate technology and systems and Strategic human resources plan
The management of the business organizations has to change the current system and
shift to new systems that helps to redefine the roles of the HR process. The figure below
highlights the new process.
Figure No 1: New HR Process
Source: (Bortolotti Boscari and Danese 2015)
The strategic human resource planning is based on three different areas namely the
business function, business partners and lastly the strategic partners of the retail business. The
business function will administer the payroll system of the employees while the partners of
the business will be appointing a new HR policy (Dobrev and Hart 2015). Lastly the Strategic
partner will help to select the best strategies for the company.

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Development of Risk Management Plans
The risk management plan of the new HR strategy will be based on the analysis of the
market and the type of the products and services delivered to the customers. The risk
management plan will be based on the below mentioned steps.
a. Talent acquisition
b. Ethics plan
c. Regulatory Compliance
d. Payment and compensation
Implementation and Monitoring of the HR process
The new planning and implementation process needs to be undertaken in a proper and
systematic process. The implementation and monitoring process will be closely judged by the
HR managers and any changes will be made according to the reports submitted to the
management. The company will keep a digitalized data of the HR process to stay updated
about the changes and current procedures of the new plan.

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