MBA401 Assessment: Individual Report on JB Hi-Fi's Practices

This report analyzes JB Hi-Fi's human resource practices, workforce performance, organizational culture, and employee engagement initiatives. It explores the company's strategies for employee development, including training programs, safety measures, and workplace giving programs. The report highlights JB Hi-Fi's focus on gender policies, flexible work arrangements, and safety culture improvements. It also examines the role of communication and employee participation in fostering engagement and improving productivity. The conclusion summarizes JB Hi-Fi's continuous growth in the consumer electronics industry, employee satisfaction, and the impact of various initiatives on enhancing performance and creating a positive work environment, supported by the provided references.

JB HI-FI

JB HI-FI 1
Introduction
JB HI-FI Limited is a publicly listed company under Australian exchange that sells
consumers goods. It operates the business in two countries and those are Australia and New
Zealand. The main headquarter of the company in Australia in its capital Melbourne. The
company mainly operates in retail industry that was founded in Australia to earn the high
revenue. In the year 2016, the company earned operating income $221 million and net
income is $152 million that states the organization is growing in its future. The company
mainly delivers the consumer electronics and the others major or small appliances. It also
takes several initiatives for employees with the motive to bring out the best facilitates for
employees. As per the employees review, it is observed that many of the employees are
satisfied and happy to work with company. It has been found that the company does not
provide the services to consumers but also deliver the services to the government, corporate,
and in the wholesale market as well. It also delivers the services in hospitality and education
sectors (JB HI-FI, 2019).
Performance initiative taken by JB HI-FI
It is true that performance of employees helps the company in achieving growth. Due to this,
JB Hi-Fi has taken several initiatives for the performance of employees. In the past two years,
it has also worked in the several safety measures (Wallace, Hunt, and Richards, 2019). While
working in the organisation, it believes that safety increases the motivational level of
employees to work more (Phadermrod, Crowder & Wills, 2019). In day-to-day working,
employees are given the improved safety standards. It has also undertaken the training as an

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essential aspect for the performance improvement. Due to this, Training has been provided
for the development of management (Ali Taha, Sirkova & Ferencova, 2016). Besides this, it has
also invested the huge amount in the up gradation of technology in order to reduce the
hazardous task. It is also found that Jb Hi-Fi has also taken the initiative in 2008 by providing
the opportunity to around 12,000 employees the chance to donate to charity partners. This
involves the 80 per cent of the people. Due to its strong influence and performance initiative,
it is seen that staff members feel proud to be the part of this organisation (Probono Australia,
2018). Employees also feel more engaged at the workplace. It believes that workplace giving
programs are one of the efficient, easiest as well as ethical ways of business to engage the
employees in building relationship. The initiative of helping hand program of JB Hi-Fi has
saved $8 million in order to improve the employee retention and engagement. It also
provides the proper review of the systems and processes by giving focus on the policies as
well as procedures. These benefits as well as initiatives taken by the company help the
employees to get motivated and thereby improve the performance (Mone, and London,
2018).
Culture initiative taken by Jb Hi-Fi
The electronic retail giant named Jb Hi-Fi works on the gender policies in order to boost the
number of women in its organisation. It is the most effective cultural initiative taken by the Jb
Hi-Fi. It has also brought some of the changes in its culture. Some of the initiative includes
the development of flexible and part time work practices especially for the women who
coming to organisation after the leave of maternity (Ali Taha, Sirkova & Ferencova, 2016). The
participation of women has also been encouraged by the female stores in order to increase the
participation of females in leadership development programs (HRD, 2018). It also give
regular focus on the enhancement if safety culture. Due to this, development of safety

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improvement strategies has been organised. In addition to this, Jb Hi Fi has also decided to
ensure the partnership with the workplace giving Australia that will further fit into its culture.
For Jb Hi-Fi, employees are its greatest asset. Due to this, it has stated that they require the
better and safe culture. It is true that workers of JB Hi-Fi also work under some of the
hazardous areas, where risks are present. In order to improve this problem, it has also
undertaken the safety measures. In order to cure the in just of its employees, Jb Hi-Fi has
given the focus on the safety. Under the safety improvement strategy, it believes that training
is the essential aspect. Due to this, it has the best culture for employees to work (Huffer,
2017).
Employee engagement initiative taken by Jb Hi-fi
In every organisation, it is essential to assure the engagement of the employees. if employees
will not be engaged with the organisation, it will not be possible to bring out the effective
output. Communication plays a most important role in the engagement of employees. it is
stated in the report that the workplace giving programs of Jb Hi Fi helps the employees in
giving the clear to increase the engagement of employees. This initiative has proved to be the
most helpful in the engagement of most of its team members (Albrecht, Bakker, Gruman,
Macey, and Saks, 2015). It has stated that the workplace giving programs helps in delivering
the clear sense of investment. It has also included the people in such a way that ensures the
higher participation. It helps the staff members to work in great culture that improves the
productivity as well as build the positive culture. Safety management strategy of the Jb Hi-Fi
provides the training for the organisation area (Mannand Harter, 2016). Due to this, it
believes in removing the hazards that employees face in the organisation. Safety of the
members further helps it in ensuring the best and effective customer service. The helping
hand program of the company also tends to ensure the proud moment for the company. It also

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has some specific values that motivates the employees to work with due care (Elsmore,
2017). The company enjoy the advantage of providing the training to employees. It is
observed that training is best sources to improve the employees. Providing the training or
organizing the training program enhance the productivity of employees of the company as the
trained employees perform well as compare to normal employees.
JB HI-FI organizes the several programs to achieve the higher level of success in the
business. It is observed that the employees perform well in their performances when they feel
engage in the organization. The organization also provides the opportunities to the employees
to participate in the decision making process. More or more opportunity given by the
organization to their employees encourages to give their best in their performances. It has
been seen that participation of large number of employees makes them feel engaged so that
they perform well in their duties and always encouraged to achieve the higher level of
success in the business. Another factor that the group activities organize by the companies
plays the important role in making them feel engaged. In JB HI-FI, the group activities have
been organized by the company in order to engage the employees in the organization. In these
types of activities, it is observed that the employees are also initiated to share their ideas and
opinion in taking decision. The ideas and opinions of the employees in decision making
process are proved to be beneficial for the company. That is why; it can be said that the
initiative taken by JB HI-FI to organize the group activity helps it to perform their duties
appropriately. Another activities or initiatives taken by the organization also make them
engaged due to which their performance is improved or it is growing in the continuous
manner. It has been seen that the engagement activities of the company is a best source to
motivate the employees or also to enhance the productivity.

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Conclusion
As per the above discussion, it is concluded that JB HI-FI is continuous growing in the
industry of entertainment. It is observed that the employees of the company are also satisfied
to be a part of the organization. The initiative taken by the organization towards the employee
helps to enhance the performance. The programmes organized by the company helps to boost
the morale. The culture developed by the company is helps to develops the working
environment for employees. As the safety is important for the company that is why; it is
required to develop the safety environment for employees. It is also essential for employees
to get motivated to work harder for high productivity. It can be said that the company
organize the other several programs to motivate the employees that is beneficial to gain the
high profit. The culture programs organized by the company develop the healthy environment
so that they perform well in their services.

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M. (2015) Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1),
pp.7-35.
Ali Taha, V., Sirkova, M., & Ferencova, M. (2016). The impact of organizational culture on creativity
and innovation. Polish Journal of Management Studies, 14.
Anitha, J. (2016). Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management, 9(1).
Elsmore, P. (2017) Organisational Culture: Organisational Change?: Organisational
Change?. Routledge.
HRD. (2018) 'We've witnessed first-hand the impact on our work culture'. [online] Available
From: https://www.hcamag.com/au/news/general/weve-witnessed-first-hand-the-impact-on-
our-work-culture/152723 [Accessed 11/08/19].
Huffer, I. (2017) Social inclusivity, cultural diversity and online film consumption. Cultural
Trends, 26(2), pp.138-154.
JB HI-FI. (2019) About Us. [online] Available From:
https://www.jbhifi.com.au/General/Corporate/Consumer-Matters/About-Us/ [Accessed
11/08/19].
Mann, A. and Harter, J., 2016. The worldwide employee engagement crisis. Gallup Business
Journal, 7.

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Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. United Kingdom: Routledge.
Phadermrod, B., Crowder, R. M., & Wills, G. B. (2019). Importance-performance analysis based
SWOT analysis. International Journal of Information Management, 44, 194-203.
Probono Australia. (2018) JB Hi-Fi Saving to the Tune of $8M With Workplace Giving
Program. [online] Available From: https://probonoaustralia.com.au/news/2018/07/jb-hi-fi-
saving-tune-8m-workplace-giving-program/ [Accessed 11/08/19].
Wallace, J., Hunt, J. and Richards, C., 2019. The relationship between organisational culture,
organisational climate and managerial values. International Journal of Public Sector
Management, 12(7), pp.548-564.