MBA Module HRM Report: Wesfarmers Recruitment and Selection Analysis

This report provides an executive summary of the Human Resource Management (HRM) functions within Wesfarmers, a major Australian retail company. It examines the role of HR managers and the effectiveness of HRM practices, focusing on recruitment and selection as a key priority area. The report identifies issues and shortfalls in Wesfarmers' HRM, particularly in attracting and retaining skilled employees within a competitive market. It analyzes the impacts of ineffective recruitment on organizational performance, employee morale, and financial position. The report highlights the benefits of effective recruitment and selection, both for the organization and its employees, offering recommendations to overcome challenges and improve HRM practices. The report covers job design, employee recruitment and selection, training and development, manage relations, and employee engagement and communication. The report highlights the impact of ineffective recruitment procedures on Wesfarmers and the benefits of effective recruitment procedures.

Human resource
management
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Executive summary
The report has covered the concept of HRM function and role of HR manager and
effective approaches. There analysis of effective HRM function which contribute to the
efficiency and productivity of organisation. For this purpose, one of the largest retail sector of
Australia that is Wesfarmers, the company deals in to chemical and fertilizer for farming
purpose. The report covers the main priority area of HRM function that is recruitment and
selection by showing it impacts and the benefits to organisation employee and stakeholders. In
order to overcome with this issue, the report has presented effective recommendations and key
concerns that is must to take into consideration.
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Table of Contents
Executive summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................5
TASK...............................................................................................................................................5
Overview of organization............................................................................................................5
Identified priority area of HRM...................................................................................................7
Recommendations........................................................................................................................9
CONCLUSION..............................................................................................................................10
References......................................................................................................................................11
Books and journals:...................................................................................................................11
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INTRODUCTION
The purpose of the report is to demonstrate the concept of Human Resource Management and its
key organizational function by evaluating the issues and shortfalls facing by organization. HRM
is the major and integrated function of organization as it consists all the decisions regarding
employees who are the doer of company. It is a process through which the main practices of
organization get undertake in order to achieve the target and objective within an effective
framework. As the time grows, human resource practices are developing due to requirement of
skillful employees and wider competition into market. Every organization want workforce which
are talented, capable and cheap in order to maintain their profitability and productivity (Ellmer,
and Reichel, 2018). Retention and employee engagement are one of the major role of HR
manager so that organization could achieve their targets and be capable into competitive market.
The managers and CEO of company has a lot of ideas and innovative practices that only require
practical implementation which could only perform by the employees. For that instance, human
resource manager are entitled to make effective Strategies and policies regarding workforce
welfare that should motivate them towards achieving organizational objective. This report is
going to focus on all the HRM functions and the responsibilities of HR manager within The
Chosen organization that is Wesfarmers, the company was established in 1914 and deals in
Merchandise product related to farming activities by selling fertilizers, chemical and other safety
products. The report is going to identify issues in HRM practices of company in the priority area
of recruitment and selection. The strategic role of HRM is beneficial to maintain the operations
and reduce Complex areas of workforce diversity culture and maintaining coordination. HR
manager must be aware about different perspective of their employees as it differs due to having
in different background, culture language and knowledge (Jiang, and Yahiaoui, 2019).
Understanding employees will create a better working environment which leads to organizational
success. There are several approaches of Human Resource Management that is control human
relations and development are all related to employee welfare to provide them opportunities for
future career growth.
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MAIN BODY
TASK
Overview of organization
Wesfarmers limited is a well-known organization of retailing into Merchandise of
farming substances like fertilizers, chemical pesticides and other Pharmaceutical product. The
company e was first operated in Australia and help headquartered in Perth. It comes under the
top companies of Australia in terms of revenue, enlargement and number of employees which
are approx 107000. Wesfarmers scattered into different locations like India, Island and New
Zealand. These are their main locations in which they established there retail company. The
company undertakes number of subsidiaries through which they make collaborations and regular
trade with some percentage of their revenue into energy and fertilizers. The company aim to
develop a long lasting relationship with customers my assuring quality and quantity. The
employees of Wesfarmers are professional and diversified into talent. The company has its core
motive to select the best employee who could tries best outcome irrespective of culture,
discrimination and inequality as they are not the subject matter within the organization.
There are different functions of HRM which needs to be undertaking within an organization in
order to fulfill desired outcomes and maintain a curriculum environment (Millar, Chen, and
Waller, 2017). In context of Wesfarmers, the HR manager is the one who take all the decisions
and connect with the top management authority for creating any change and develop Strategies
for human resource welfare. The main functions of HRM are described below:
Job design: It is one of the vital functions of HRM. In relation to Wesfarmers, designing job and
assuring the ideal departments in which there is need of talented employees is the main task for
the company. The company mainly focuses on the required talent and skill must have into the
candidate. The manager present a job description which includes skills qualification and
experience must required into applied candidate for a job application. As they deal in fertilizers
and Chemicals, there is requirement of individuals who have expertise knowledge and work
experience into chemical industry which do not harm their quality and safety of workplace.
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Employee recruitment and selection: Recruitment and selection are most prominent function
of Human Resource Management. Selecting best employees who are suitable for the position and
have many skills and knowledge to achieve the aims and objective of company are most
required. Into Wesfarmers, recruiting the best employees is one of the major challenge as in
today's competitive world every employer wants high salary. Wesfarmers is looking for the
cheap talented and effective employees so that no further investment has to be made. This
function is not appropriately conduct and to the company.
Training and development: An employee does not come with all the knowledge and work
criteria, effective training leads them enhancing their core strength and makes them capable in
walking within an organization (Petrovic, Saridakis, and Johnstone, 2018). It is also an integrated
part of HRM function to provide training and development program for each employee so that it
will beneficial for both. This function undertakes effectively into Wesfarmers as the company
require highly trained employees to eliminate mistakes in chemical field , HR manager put
emphasis on training programs at regular intervals.
Manage relations: An organization is a group of individuals who work together for achieving a
single goal. For manager relations are must for efficiency and developing a healthy environment
within an organization. These relations are maintained between employees into every department
as they are all interconnected. For example, in Wesfarmers there are departments such as
technical, production, marketing, financing and human resource which are accountable for Each
Other actions . decision of technical department will lead to affect the productivity of operation
department. The maintain integrity open accountability and entrepreneurial spirit to achieve the
required target.
Employee engagement and communication: It is the most crucial element for an organization.
The more employees get engage in organizational activities by taking initiative for participation
decision making and resolving problems, it will lead to open up the gates for great productivity
and reduce employee turnover ratio. Communication is the best element to make an employee
engaged and dedicated into their work. HR manager of Wesfarmers are understand about the
significance of employee engagement as the retailing sector highly required coordination,
Innovation and motivation. The manager ensure about regulating such activities which promote
engagement and teamwork.
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Identified priority area of HRM
In the Wesfarmers, the company has much requirement of talented and skillful employees so that
they could think for expansion of great profitability, efficiency and brand name into market. But
it is not easy to find the suitable candidate for organization in to this competitive market where
employees have several options to join companies who provide great benefits employee welfare
appraisals and good salaries in terms of Wesfarmers (Rahman, and Hasan, 2017). The main
priority concern regarding human resource management of the company is the recruitment
selection and on boarding of desired employees. This require improvement into the Wesfarmers
as it becomes a challenge due to Global pandemic , decrease in economics rate, high demands of
employees and make a balance into demand and supply. organization could not able to fulfill all
these demands so that it require effective recruitment procedure through which the issues get
overcome and identify prominent employees for company within number of candidates.
In the Australian Retail Industry, the country is also facing the short fall of talented employees.
So that, the Wesfarmers interacting with the challenge of recruiting right individuals that could
fulfill their objectives and maintain the diversity at workplace. There is need to improve the
function of HRM as without employees retention and talent the company would not survive into
long time as the employees are only physical evidence which shows their potential in front of
stakeholders and investors (Wiblen, and Marler, 2019). It is necessary to reduce employees
turnover ratio , creating effective environment, selection of right candidate are much needed into
Wesfarmers. The major shortfall driving into the organization is that due to having incompatible
labor supply and demand into Australia, the company could not identify key people due to
having Complex situations and individuals are not ready to work. The company mainly and titles
with the use of IT technologies and its tools for a certain in their operational process and
undertake Modern era of doing business.
So that, IT experts and professionals are expecting high remuneration compensation and many
benefits which are not accepting by Wesfarmers. As, the company wants their workforce to be
cheap, hard working, flexible and effective (Yadav, Yadav, and Malik, 2019). The HR manager
of the company surrounded with the confusion of finding the individual who have priority traits
attitude and experience in order to fulfill their main motive of customer service. They have stick
with the decision of involving the younger generation but it would not lead to perfection and
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experience work which old and existing employee does. The focusing on the youth which are
students who get recently graduated and seeks for internship but it consists high training and
development cost to the manager of Wesfarmers (Rathnaweera, R.R.N.T., 2018). If the company
recruit professionals individual that consists less cost and promotes high turnover. These
shortfalls and ineffective recruitment procedure of Wesfarmers having impact on their
performance and effectiveness on HRM functions which are mentioned below:
Impact on HRM function:
 Having ineffective procedure of recruitment will impact on the performance of
organization as they could not fulfill their target of expansion.
 It will lead to lower down the moral of existing employees and the company does not
want to undertake internal recruitment method by promoting and transferring existing
employees to higher positions.
 Involving younger generation will lead to encourage Innovation and creativity by their
fresh mind set but it would not lead to perfection which is the motive of Wesfarmers.
 This will impact on their profitability and financial position as the company needs to
invest more on training and development for the younger generation (Sokolov, and
Zavyalova, 2018).
 It creates ineffective workplace diversity which lowers down the motivation of existing
employees and put the result in their separation which is not good for company's
reputation.
 By mainly focusing on the Welfare of new employees, it would not follow the act of
equality through which organization may lose the talented employees.
Benefit of effective recruitment and selection:
Benefit to organization: An effective recruitment and selection procedure will lead to provide
many benefits to the organization in terms of smooth workflow, great customer service handed
over by talented and skillful employees, customer satisfaction, growth and expansion and
existence for long-term to handle the competitive market. All these benefits are entitled for the
wesfarmers. Organisation will perform that of their practices by taking franchising, subsidies and
scatter into other parts of the world with the support of of talented employees selected through
best recruitment procedure.
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Benefit to employees: An employee whether it is existing or the new , they will entitled to get
money back benefits having effective strategies of recruitment and selection so that it would not
create any disputes and conflicts regarding personality differences, work in together and every
employee feels their value which leads to motivate them for hard work and enthusiasm (Sokolov,
and Zavyalova, 2018). Employees will get equal treatment and great job security when HR
manager of Wesfarmers does not invest all the funding on recruitment and selection.
Benefit to stakeholders: Stakeholders are set to be an active or inactive part of organization.
This includes organization employee’s shareholders investors, supplier and other members. An
effective recruitment and selection procedure will benefit to make them stable which
Wesfarmers. When the company will not waste their earnings in recruitment and selection, the
investors and shareholders will tend to get high return so that they would invest more into future
for their own benefit.
It has evaluated that recruitment and selection is the primary and most crucial function of
HRM. The function covers major part of organization on which the profitability and success
depends upon. Therefore, right individual at right place must be the motive of HR manager and
maintain the cost efficiency as well (Valeau, and Paillé, 2019).
. The farmer could overcome with the challenges through making effective practices of
recruitment and prepare company standards for attracting and inviting talented candidate toward
the organization.
Recommendations
From the above discussion coma it is recommended for the manager of Wesfarmers Limited to
be aware about the significance of recruitment and selection for filling up d ideal position intu
organization. They need to undertake several points while hiring and collecting candidates which
are mentioned below:
 The HR manager must take application of qualified experience and talented employees
by creating a well job description so that it would not lead to any chaos and confusion
within the selection procedure.
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 The company must focus on internal recruitment methods such as promotions transfer of
existing employees so that they would retain engage and motivated in to their work which
is only essence of long term success.
 The Wesfarmers must create standard and boundary for employee’s rights and
responsibilities to maintain equality and culture within new or existing employees.
 The HR manager must have capability to identify the best potential and personality that
could be suitable for their workplace environment so that it would not affect
organizational efficiency.
 Interviews and aptitude test must be well-written and relevant to the position of employee
so that it would give better results about the knowledge and skills presented into
candidates for quick and better selection.
 The Wesfarmers provide opportunities for the employees belong to oversees overseas and
other countries so that it would eliminate the scarcity of talented employees in Australia.
CONCLUSION
The report has concluded that human resource management is an integrated and the core function
of all the business practices. It consist many responsibilities, strategic evaluation, policies and
functions which gives sound growth to the organisation. Report has identified various functions
of HR manager job designing, employee training and development, managerial relations and
many more. The company facing challenges and issue regarding recruitment and selection
process, Due to having scarcity of talented human resource in terms of flexibility, remuneration
and hardworking. For that instance, the report has provide and relevant recommendations and
benefits which must undertake effectively.
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References
Books and journals:
Ellmer, M. and Reichel, A., 2018. Crowdwork from an HRM perspective–integrating
organizational performance and employee welfare. University of Salzburg: Working
Paper, 1.
Jiang, C. and Yahiaoui, D., 2019. French multinational companies' HRM in China: strategic
orientation and integration approaches. Asia Pacific Business Review, 25(1), pp.3-18.
Millar, C.C., Chen, S. and Waller, L., 2017. Leadership, knowledge and people in knowledge-
intensive organisations: implications for HRM theory and practice.
Petrovic, J., Saridakis, G. and Johnstone, S., 2018. An integrative approach to HRM–firm
performance relationship: a missing link to corporate governance. Corporate
Governance: The International Journal of Business in Society.
Rahman, A. and Hasan, N., 2017. Modeling effects of KM and HRM processes to the
organizational performance and employee’s job satisfaction. International Journal of
Business and Management, 12(7), pp.35-45.
Rathnaweera, R.R.N.T., 2018. Do HRM Practices Impact Employee: Satisfaction, Commitment
Or Retention?. LAP LAMBERT Academic Publishing.
Sokolov, D. and Zavyalova, E., 2018. Knowledge management strategies, HRM practices and
intellectual capital in knowledge-intensive firms.
Valeau, P.J. and Paillé, P., 2019. The management of professional employees: linking
progressive HRM practices, cognitive orientations and organizational citizenship
behavior. The international journal of human resource management, 30(19), pp.2705-
2731.
Wiblen, S. and Marler, J.H., 2019. The human–Technology interface in talent management and
the implications for HRM. In HRM 4.0 For Human-Centered Organizations. Emerald
Publishing Limited.
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Yadav, D.K., Yadav, J. and Malik, R., 2019. E-HRM: A paradigm shift in HR practices and its
effects on perception of employees towards accepting this new
technology. Prabandhan: Indian Journal of Management, 12(2), pp.23-39.
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