Human Resource Analysis of Safeway Inc. - HRES 2201 Project

This project analyzes the human resource practices of Safeway Inc., a supermarket chain. It examines the company's approach to creating a culture of well-being, emphasizing employee engagement through rewards, diversity, and personal development. The project explores HR planning, recruitment strategies (direct, indirect, and third-party), and selection processes, highlighting the importance of understanding candidates' skills. It also covers employee orientation and training programs, including strategic onboarding and methods to measure program effectiveness. The project further delves into employee performance management, discussing various evaluation methods and the significance of performance reviews. Finally, it addresses rewarding and recognizing employees through healthcare benefits, job-related services, and training opportunities to enhance employee loyalty and workplace effectiveness. The project references key HR management concepts and relevant literature to support its analysis.

Safeway Inc.
CRITICAL ANALYSIS OF HUMAN RESOURCE

Introduction
 Safeway is a super market chain operating in the market of the USA
since 1915 (Safeway.com 2019).
 The philosophy of this company is to offer the customers those
products which they want to but in fair price.
 The company is special as it has the history of serving its customers for
100 years and has earned the trust of the customers.

Creating a Culture of Well-Being
 The company has a hierarchical structure and most of the departments
have special teams working partially to active organisational goals.
 The organizational culture in Safeway Inc. is supportive and amiable
where the employees have good connection with their team leaders
and managers of the departments.
 The employees maintain a collaborative environment where the team
members always help one another.

Creating a Culture of Well-Being
 There is a flow of extracurricular activities for employee engagement
 The company can follow three measures to engage the employees and
bring a culture of wellbeing. These include
 Recognizing employees through rewards and appreciation for efforts
 Enhance diversity in the teams
 To create scope for personal development through trainings.

HR Planning, Recruitment and
Selection.
 The company as offers grocery
items, it needs to employ store
assistant in different stores in
different places.
 In three types of recruitment
strategies, such as direct,
indirect and third party
recruitment.
 The company must follow the
direct recruitment of the sales
assistants.

HR Planning, Recruitment and
Selection.
 This direct recruitment method will help the HR managers of the
company to understand the educational qualification of the candidates
more effectively without being manipulated by the third parties
(Piwonka, 2015).
 Through the interview process, the communication style and customer
service skills of the candidates will be understood.
 In addition to this, the negotiation skill, team work and cross cultural
competence will also be understood based on which the employees will
be hired.

Orienting and Training Employees for
High Performance
 The existing employees of the companies need proper guidance of the
organisation so that they can develop their skills in order to achieve the
organizational goals.
 Therefore, Safeway must follow the method strategic on boarding that
will reduce operating costs.
 This will also reduce regrettable attrition and improve personal
contribution.

Orienting and Training Employees for
High Performance
 The orientation program will include
 long term learning
 Job and department goals
 In house networking
 performance expectations
 Support and coaching
 These are important as these approaches will enhance the engagement
of the employees with the organisation and they will develop
professional skills to achieve organisational goals (Noe, et al. 2017).

Orienting and Training Employees for
High Performance
 In order to measure the effectiveness of the orientation program, a
metrics at the beginning of the program.
 This measurement method may include steps like:
 Before after new employee attrition rate
 Program completion rate
 Program participation rate
 Group productivity rate.
 The new employee will be given the trainings to match with the
Cross cultural scenario and using technology more effectively.

Managing Employee Performance
 There are different methods of employee performance evaluation.
 These are all same irrespective of countries or sectors. The methods
include:
 Self evaluation and review
 360 degree performance evaluation
 Checklist evaluation methods
 Critical incident reviews and graphic scale of performance.

Managing Employee Performance
 The company while measure the performance of the employees will
also look for the effectiveness of the performance reviews.
 In this regard, there are some sections which the HR follows to
understand whether the performance reviews are useful (Sitzmann &
Weinhardt, 2018).
 Conversation of the performance and employee personal development
 Implementing new changes and making the company familiar this in
the organisation
 Investment in the automating the process.

Rewarding and recognizing
employees
 In order to gain full support of the employees, the company needs to
implement voluntarily to the employees.
 In this regard the company can provide the employees the health care
benefits to both to them as well as their immediate families.
 The plan also may include providing benefit of life insurance.
 These are all effective method to increase employee loyalty and
engagement with the organisation.