Report on Leading, Managing & Developing People at Woolworths Group

This report provides an in-depth analysis of Woolworths' approach to leading, managing, and developing its employees. The report examines various aspects, including high-performance activities, work practices, organizational knowledge, and strategies for motivating staff, including presenteeism. It explores the challenges faced by the organization, such as issues related to employee performance, and proposes solutions like implementing comprehensive training programs tailored to address specific needs. The report also highlights the importance of creating a safe and supportive work environment, fostering continuous learning, and providing incentives to enhance employee engagement and productivity. It concludes by emphasizing the significance of ongoing training and development to achieve organizational goals and maintain a competitive edge. The report emphasizes how these strategies can improve customer satisfaction and overall business performance, with the importance of regular training and IT integration.

Running Head: LEADING, MANAGING & DEVELOPING PEOPLE
0
LEADING, MANAGING, & DEVELOPING PEOPLE

LEADING, MANAGING, & DEVELOPING PEOPLE
1
Table of Contents
Introduction......................................................................................................................................2
High performance............................................................................................................................2
Work practices.................................................................................................................................4
Organizational knowledge...............................................................................................................5
Motivating staff presenteeism..........................................................................................................6
Conclusion.......................................................................................................................................8
Bibliography....................................................................................................................................9

LEADING, MANAGING, & DEVELOPING PEOPLE
2
Introduction
Woolworth is known as the chain of an Australian supermarket. This is retained by the
Woolworths group. Headquarter of the organization is within Melbourne. It was founded in
1924. This organization has grown effectively with a broader scale of operations. This
organization has become capable to formulate the duopoly with supermarkets of Coles through
directing more than eighty percent market. This organization has expertise within the grocery
items and deals within the magazines, household, health, and beauty products. It has also
initiated an online outlet in which users can conveniently order different products more easily.
There are more than 1000 outlets across Australia with more than 10000 employees. This has
earned the revenue of more than AUD 39 billion, in 2019. The following discussion will cover
the organization high-performance activities, work practices, organizational knowledge, and
motivating staff presenteeism.
High performance
Woolworth’s group was known as the Woolworths limited. The first store of the organization
was opened in Sydney known as Woolworth's stupendous bargain basement. There were only 29
shareholders that did not have the interest to accelerate organizational growth. Operations of
trading are regularly increasing and shareholders started to purchase more capital (Sung, and
Choi, 2014). The company started to pay the fifty percent dividend in operations of the third year
to improve the performance.
 Issues in high performance
Employees of the organization directly handle the customers. This organization has faced the
issues to serve the customers effectively due to the low level of employee’s performance. Some
of the employees within the organization belongs to different background and religions which
are not enough capable or trained to describe the quality of the products with the signed language
and appropriate instructions. This leads to losing valuable customers.
 Training to improve high performance

LEADING, MANAGING, & DEVELOPING PEOPLE
3
This organization is running many numbers of programs for its employees to improve the
satisfaction of employees as overall increase the retention of customers. The objective of the
organization is to do develop the employees on many attributes and enhance the potential
capability to work on the many different levels of an organization with similar efficiency within
the many operations. There are also many numbers of aspects that are kept within the
consideration by initiating and executing the numerous programs of training for different
Woolworths employees. Programs of training are undertaken by employees of Woolworths to
improve performance at a high level.
 Required changes
This organization is known as the biggest private sector business in Australia. It is important for
the organization to strictly commit and fosters the challenging, and safe environment of work to
employees within the organization to improve performance.
 Benefits of changes
Trained personnel will enable the employees to make appropriate and better services. It will lead
to minimizing the wastages. In case of damages within the store, it will remain effective to
manage the business activities appropriately by the support of well-trained employees. It will
also lead to lesser the cost of production of every unit and overall lead to improve the
performance of employees at a high level.
 Risks
The production rates will be low as employees not know how to perform effectively within the
roles of jobs due to low performance. There will be no extra time for the employees to serve
customers effectively. Rush through the training or leave the training programs will generate
many questions for the success of the organization.
 Recommendation
CEO of Woolworths is required to implement the following strategies to minimize the issues of
the business. This is important to remain within the touch of the latest techniques. Regular
training will help to remain handy with the techniques to improve the performance at a high

LEADING, MANAGING, & DEVELOPING PEOPLE
4
level. This is important to run the training regularly with the use of the latest techniques. It will
be achieved by implementing the customized employees' IT training programs and by integrating
training of employees with the support of information technology (Habib, Zahra, and Mushtaq,
2015).
Work practices
Work practices of the organization include providing a safe environment of work to employees.
It is committed to managing the operations to maintain the appropriate practices of work. It runs
regular training programs to increase safety within the workplace.
 Issues in work practices
The organization has faced the challenge regarding the implementation of appropriate workplace
practices such as low level of job satisfaction, low knowledge, problems regarding
communication.
 Effective professionalism
The organization has a strong belief that employees will be capable to collect the important
knowledge by working within the real environment through effective workplace practices. The
organization runs the learning and training activities for the progression of employees within the
real dynamic environment. This allows employees to clear and brief ideas for the actual
environment of work as effectively adapt it within a feasible manner (Kum, Cowden, and
Karodia, 2014).
 Required changes
The primary priority of the organization is to recognizing and nurturing the skilled employees at
each phase of the workplace practices. The one-time training program will not be effective in the
long run as many parameters are to change dynamically with time. Woolworth's employees
cannot serve the business with the same set of competencies and skills within the long run. This
will be highly important for iteratively initiative and execute the programs of training which will
aid within the optimal assessment and improving the workplace practices of employees.

LEADING, MANAGING, & DEVELOPING PEOPLE
5
 Benefits of changes
The well-trained employees will work for the organization to present better workplace practices
with a high-quality output of work compare to untrained employees. It will increase the skills of
employees with the performance of a particular job.
 Risk
There will be a high risk if employees not treated with multi-faced training within the workplace
practices. There will be a huge number of unskilled employees within the organization that will
not remain enough capable to perform duties and lack of understanding will lead to an increase
in the dissatisfaction level of employees. There will be a high level of errors and repeated by
employees that distract them from work and affect production. (Topno, 2012)
 Recommendations
This is important to make sure that employees contribute efficiently within workplace practices.
Regular rewards programs with completion of training will enable them to fill issues in
workplace practices. Identification of these gaps within the early stage will enable to plan the
required strategies.
Organizational knowledge
Employing digital learning methods is important for the business to increase the organizational
knowledge for employees.
 Issues regarding a particular session
The organization faces the issues to arrange a particular session to improve the knowledge of
employees.
 Regular development programs
Regular development programs are initiated by an organization that focuses to improve the
knowledgeable areas for employees. These improve the skills and competencies of employers

LEADING, MANAGING, & DEVELOPING PEOPLE
6
and employees which allows them to exert expertise within the areas of work (AlYahya, and
Norsiah, 2013).
 Required changes
This is important for the business to provide the multi-faced training with the highly effective
programs which are needed to cater to all particular and core requirements (Al-Qudah, et al.,
2014).
 Benefits of changes
It will help to use the best available method within the work by standardized and ensure the use
of the best source. It increases organizational knowledge at a high level and eliminates the
negative exceptions for employees. Multi faced training programs will allow minimizing the
supervision responsibility. It also minimizes the requirement of supervision at a low level and
improves the performance at a high level at an exceptional level (Zaitseva, et al., 2015).
 Risk
The organization which does not focus to provide accurate organizational knowledge to
employees leads to an increase in the broader range of expenses. Cost of medical attention for
staff due to the injuries sustained from unskilled utilization of suppliers and equipment.
Compensation to customers will increase due to inappropriate and defective products and
services. The business cost for defending against the lawsuit from workers that feel the injury
was the result of the inadequate practices of training.
 Recommendations
This will be effective for the business to provide the incentive with the training programs as it
helps to develop organizational knowledge. Employees will learn and participate proactively
very fast to learn new skills with the practices. Regular investment from organization employees
will lead to have a higher level of satisfaction within the job and improve the motivation level.
This will lead to minimize the turnover of employees and improve productivity. This also
prevents the business competitors from taking away the best workers by offering incentives
within the training.

LEADING, MANAGING, & DEVELOPING PEOPLE
7
Motivating staff presenteeism
The business needs to motivate employees to gain success.
 Low production level
The organization sometimes misses providing the appropriate services. It minimizes the
satisfaction level of employees and causes the production level of the organization.
 Coaching and mentoring
An important component regarding the motivation of employees is regular coaching and
mentoring within the orientation and motivational sessions which are organized for many
employees. These lead to improve the level of dedication and motivation for the many
employees to the respective domain. The higher-level authority provides important guidance
which allows employees to become experts within the perspective working field. This kind of
procedure helps to improve the innovation among different levels of employees that will be an
important component for the overall development.
 Required changes
The overall development will be beneficial for the business as employees will become capable to
achieve the assigned responsibilities. It should include the parameters regarding mentoring and
coaching as strongly motivate and dedicated employees will be effective to coordinate and
synchronized appropriately.
 Benefits of changes
Woolworths by providing the multi-faced training programs to employees will become more
capable to serve more customers and motivate the employees to gain success at a high level. This
enables to observe issues in early stages. This kind of training will help to serve the customers
more efficiently and lead to retain them.
 Risks
Untrained employees will not remain capable to serve the customers. These employees will not
remain capable to serve the high-quality products to customers. It presents a lack of adequate

LEADING, MANAGING, & DEVELOPING PEOPLE
8
knowledge and skills to deliver satisfactory services to customers. This kind of combination will
lead to an increase in the dissatisfaction level of customers. Dissatisfied customers will choose
the competitors that can deliver quality products with the appropriate services.
 Recommendations
Ongoing training to the staff will help to become more eligible regarding the internal level of
promotions. Internal promotional opportunities will work for the business to gain successful
development by motivating the employees. This will increase the level of staff retention and
business attract the more attractive and talented applicants as they give a good image and work
as the main feature which people like with searching for a job.
Conclusion
In the limelight of the discussion, it can be concluded that training is very important in the
workplace to motivate employees. This discussion covers that normal training is not enough for
employees to gain success. In today's time, the business needs to provide accurate training within
the field by including more efforts. These all lead for the business to attract higher-skilled
talents. Incentive programs with the training work for the businesses efficiently to complete the
training very fast and earn the amount as well. Training programs with appropriate objectives of
the promotion will lead to achieving the organization's objective very fast with the promotion in
an employee’s career.

LEADING, MANAGING, & DEVELOPING PEOPLE
9
Bibliography
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.
Kum, F.D., Cowden, R. and Karodia, A.M., 2014. The impact of training and development on
employee performance: A case study of ESCON Consulting. Singaporean Journal of Business
Economics and management studies, 3(3), pp.72-105.
AlYahya, M.S. and Norsiah, B.M., 2013. Evaluation of the effectiveness of training and
development: The Kirkpatrick model. Asian Journal of Business and Management
Sciences, 2(11), pp.14-24.
Al-Qudah, M.K.M., Osman, A., Ab Halim, M.S. and Al-Shatanawi, H.A., 2014. The effect of
human resources planning and training and development on organizational performance in the
government sector in Jordan. International Journal of Academic Research in Business and Social
Sciences, 4(4), p.79.
Zaitseva, N.A., Larionova, A.A., Minervin, I.G., Yakimenko, R.V. and Balitskaya, I.V., 2015.
Foresight technologies usage in working out long term. Forecasts for service and tourism
personnel training system development. Journal of Environmental Management & Tourism, 6(2
(12)), p.410.
Topno, H., 2012. Evaluation of training and development: An analysis of various
models. Journal of Business and Management, 5(2), pp.16-22.
Habib, S., Zahra, F. and Mushtaq, H., 2015. Impact of training and development on employees’
performance and productivity: A case study of Pakistan. European Journal of Business and
Social Sciences, 4(08), pp.326-330.