HRM Essay: Analyzing Culture, Structure, and People at Myer

This essay analyzes the organizational culture, structure, and people management practices of Myer, a departmental store. The essay addresses questions related to employee identification, team spirit, skill allocation, leadership, innovation, and responsibility within the organization. It then evaluates...Read More

Human Resource Management

Essay questions
Culture
Q1 Do your staff identify with the organization and 'the success of the organization' as
being of direct benefit to themselves?
Yes, Mayer provide incentives to its employees, handsome salary package, knowledge of
sales and many more things whenever, they experience boom in their business.
Q2 Do your staff see themselves as having common interests with their work colleagues
and group? Is there a strong team spirit?
There exist a strong team spirit between the employees working at different levels apart from
this, managers in there concerned departments also work dedicatedly with their team
(Budhwar and Debrah, 2013).
Q3 Is work allocated on the basis of individual expertise rather than position in the
organization?
Work is given as per the positions in the organisation like sales associate directly convince
customers to buy the product whereas, team leader focus on overall sales at the end of the
month.
Q4 Are there sufficient skills / power bases in the organization?
Mayer need to hire more experts who are specialised in certain areas like human resource and
technical experts (Silverman, Kurtz and Draper, 2016).
Q5 Are there appropriate leadership skills within the organization?
Team leaders provide motivation, guidance, help in solving problems, set individual targets
for its team which shows that appropriate leadership skills exist with the organisation
(Northouse, 2015).
Q6 Are your staff encouraged to say what they think about the organization?
Mayer have a separate grievance cell and employees are free to address their problems in it
apart from this manager on the daily basis communicate employees and take their guidance.
Q7 Does your organization encourage innovation and creativity amongst staff?
Mayer is a departmental store which deals in man and women garments so, there is no
creativity and innovation exist among their employees.
Q8 Do your staff feel a sense of personal responsibility for their work?
Due to the set targets given by the team leaders, staff of the organisation are responsible
towards their work.
Q9 Is quality emphasized in all aspects of the organization?
Myer focus on providing quality product to its customers at competitive prices with friendly
services for this the organisation has separate quality control department.

Organisation
Q1 Does the structure of your organization encourage effective performance?
Competitive environment of the organisation motivate its employees to attain their targets on
time and earn some incentives by working extra hours.
Q2 is the organization structure flexible in the face of changing demands?
The organisation is very flexible as it get moulded as per needs and upcoming trends of the
market along with this, employees also adopt the changes without any complaints (Coppin,
2017).
Q3 Is the structure too complex? If so in what areas?
No the organisational structure of Myer is not too complex. There are few directors, chiefs
and technical experts as, it’s a departmental store so it have different sections for male and
female customers.
Q4 Do your staff have clear roles and responsibilities?
Yes, there are well define roles and responsibilities for the staff working at different level in
the firm like, responsibility of sales assistant is to convince the customers to buy the product
by this they play important role in in enhancing sales.
Q5 Does your organization structure tend to push problems up rather than resolve them at the
point where they occur?
No, problems of the organization are solved within its department if employees face any
problem they talk to their concern head and if still they are not convinced then, they can go to
higher authorities.
Q6 Do your procedures and management practices facilitate the accomplishment of tasks?
Departmental store is attaining all its sales targets on time and now it is planning to expand
its business this, clearly shows the management practices adopted by the company are
perfect.
Q7 Do you constantly seek to challenge your organization structure?
Due to the large organisational structure number of challenges occur such as, conflict among
employees, difficulty is communicating information, maintaining healthy work environment,
meeting all expenses and so on.
People
Q1 Do your staff have the necessary skills and knowledge to perform their jobs in the most
effective manner?
Proper training is provided to the staff members to develop their skill so, that they can
perform the work without facing any problem and after the training they work efficiently and
effectively.
Q2 Do your staff understand their jobs and how they contribute to overall business
performance i.e. have clear goals and objectives?

Initially employees face problem in understanding the things, but gradually they learn all.
Their understanding helps to attain goals and objectives of the organisation by performing
their work on time, convincing customers to buy the products which results in profitability of
the organisation.
Q3 Do your staff have a customer service orientation?
Organisation focus on maintaining good customer relations so, staff of Myer is trained to
provide services such as, delivering ethical information about the produce, explaining them
uses, addressing the problems on time and so on.
Q4 Are people with potential spotted and developed for the future?
Presently no specific training for development is given to the staff members but they learn
with the passage of time by interacting with customers on regular basis.
Q5 Are your staff encouraged to perform well through the giving of recognition, feedback,
etc.?
Every person wants recognition as well as have curiously to know the results so, managers of
the company at the end of month give their reviews on performance and tell the areas where
they need to improvement (De Waal, 2013).
Q6 Do your people know what their expected performance standards are?
Yes, when the employees join the Myer they are made clear what are the organisational
expectations from them or what they need to do in order to attain desired standards of
performance.
Systems
Q1 Do your organization's systems (e.g. employee selection and recruitment, promotion,
planning, management, information and control) encourage effective performance among
your staff?
Proper information is provided on time so, that employees can make changes in their work as
per the given instructions apart from this proper control is exercise by the managers of the
concern department which provide them a sense of security and encourage to perform better.
Q2 Are these systems consistent across the organization?
Quality of product is same rest functioning may differ.
Q3 Are there clear rewards for effective performance within your work group?
In the name of reward only discount is provided by the company on big brands.
Q4 Does the organization review its systems frequently and ensure they mutually support
each other?
Mayer, time to time review there all systems and make suitable changes in case if any
problem arise as, all are connected with one other so, they assure proper flow of information
from one system to another.
Q5what are the three critical people issues facing your business?

1 developing leadership quality among the employees (Flint, Meyer, Hossain et al.2017).
2 providing them work satisfaction.
3 resolving conflicts among the employees.
Q6 what plans /actions can you take to address these issues?
Proper training under the supervision of experts should be given and root cause of conflicts
should be identify to overcome all the critical issues.

References
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Coppin, A., 2017. Organisation Structure and Design. In The Human Capital Imperative (pp. 45-49).
Palgrave Macmillan, Cham.
De Waal, A., 2013. Strategic Performance Management: A managerial and behavioral
approach. Palgrave Macmillan.
Flint, H., Meyer, M., Hossain, M. and Klein, M., 2017. Discussing serious news: Teaching
communication skills through role play with bereaved parents. American Journal of Hospice
and Palliative Medicine®, 34(3), pp.254-257.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Silverman, J., Kurtz, S. and Draper, J., 2016. Skills for communicating with patients. CRC
Press.