Case Study: Westpac Bank's HR Planning and its Effects on Performance

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BUSN20016 RESEARCH IN BUSINESS
Title: The impact of Human resource planning on organizational performance- A
case study of Westpac Bank
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Table of Contents
Introduction......................................................................................................................................3
Problem Statement...........................................................................................................................4
Aims and Objective.........................................................................................................................5
Justification and potential output of the research............................................................................6
Literature Review............................................................................................................................7
Methodology..................................................................................................................................11
Research approach and sources of data......................................................................................11
Proposed data collection and analysis techniques......................................................................12
Organization of the study...........................................................................................................13
Budget, Project Activities and Gantt chart.................................................................................13
References......................................................................................................................................16
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Introduction
This report will be based on a case study of Westpac Bank in which it will describe the impact of
Human resource planning in the organizational performances. Human resource planning is
established by the demand and expectation of customers and employees. Human resource is
planned over benefit required for employees, which include incentive policy, fringe benefits and
recruitment plan. The human resource will prepare for the teamwork in the organization. Westpac
Bank is one of the leading financial industries, which helps to enhance the skills and performance
of employees. This report will focus on the problem which currently exists in the Westpac Bank,
which required fixing. The aims and objective help to measure achievement. The literature review
will expand further knowledge in the same field. It will help to determine the views of different
authors on the impact of Human resource planning. For this purpose, research will require some
source, and after that, a total budget and plan will create. Gantt chart helps to define the proper
method of study.
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Problem Statement
Westpac is one of the leading banks in Australia. Its employees are facing various issues which
are not handled by the human resource department. The major problems are teamwork and cross-
training. Teamwork is not able to accomplish the organizational goal, which was depressing for
an organization.HR must need to monitor and plan by which collaboration must be valid and
efficient. Another issue is cross training is again a significant issue in Westpac Bank. Employees
are not able to switch because they are not able to complete the task as per the need. Human
resource department plans to provide training to the entire employee, which help improve their
skills. Due to the continuous issues, human resource needs active participation from the
employees in every activity (Mitchell, Obeidat, & Bray., 2013).
The planning for proper training and development sessions it helps to support to employee to be
capable of doing work in another department also. The different plan required for appropriate
teamwork in the department. Department is work for a common goal.HR needs to allocate task
according to the skill set in the respective employees.”Human resource management is a vital
asset of an organization”. For this purpose, this research is generated to acquire knowledge
regarding planning and methods.
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Aims and Objective
This research aims to analyse the HR plans and its practices which need to implement in the
Westpac Bank. Another aim is to consider all the issues faced by the employees which are
encountered during the working hours. This research is to evaluate the planning methods and
factors which increases the effectiveness in performance of an organisation. The study will
consider the objective and measurement will be based on the evaluation of the research objective.
Research Objective
 To evaluate the planning methods of Human resource management
 To consider the positive and negative aspect from the HR planning
 To identify the planning will give positive impact on Westpac Bank
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Justification and potential output of the research
After analysing different article based on HR, planning is to help to motivate to drawn some
further study on the same topic. It helps to the Westpac Bank to develop the strategies for
evaluating the skills and performance of each employee. It helps the organization to gather or
collect the resource which enables to decide on HR planning. The HR management of Westpac
Bank requires deciding on two significant issues, i.e. teamwork and cross-training. For this
purpose, HR needs to generate a plan to how they provide sufficient training session to eth
employees and accomplish the goal of Westpac Bank. Due to the change in technology and job
skills of employees, these planning are a necessity for an organisation (Mitchell, Obeidat, &
Bray., 2013).
This research examines the benefits to the Westpac Bank, its employees and its management.
After getting proper knowledge and reviewing of related factors. For the bank, it is easy to deal
with the different job role with the employers. Planning of teamwork creates a healthy
environment in the workplace environment. Cross training enhances the productivity of the
organization. It helps to evaluate the relationship between management and employees. It is the
faster growing where each task is accomplished by the proper planning method. Due to these
factors, the organization will save time and cost from various areas. It is the complete
responsibility of an organization how to consider, or recognized HR planning (Fogarassy, Szabo,
& Poor, 2017).
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Literature Review
HR functionality
According to Sabir, ( 2015)The Human resource management concept includes the strategic
approach which helps to manage the organization asset. Employees are the most critical asset for
an organization, so it requires the development of each employee is the responsibility of HRM. As
per the recent trend that Information technology will control the organization resources. It is the
duty of HRM that monitors all the planning to optimize and utilize the support in an effective
manner.HR functionality is initiated from the administration to the strategic partner.HRM needs
to create the payroll of each employee, provide training methods, recruitment process according
to the qualification of the candidate.
In the opinion of Pournader, (2015).HR needs to work on organizational performance, which
enhances the capability of doing work in proper order.HR listen and consider the employee's
issues and will take action accordingly. The operations and activities of HR started from the
recruitment process where it evaluated that is company required human resource or employees.
What kinds of job roles are vacant? What type of qualification needed for the specific job role?
How much total budget required for this process? These planning are depending on the HR
management of the organization. Every administration planning is based on HR manager develop
these decisions which have to be implemented in the organization. The training session does not
only establish the, but its impact will directly contribute to the organization performance.
The performance measurement recognised by the overall development of the organisation,
benefits of employees, customer satisfaction, the motivation of employees, the cultural
environment of the workplace (Yan et. al., 2013).
The planning of human resource is a systematic approach which concluded all relevant aspects
which ensures that employees and other support of organization re optimum used or not. The plan
is based on the use of resource available in the organisation, funds and the approaches which are
needed to be implemented (Uen et.al., 2012).
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Involvement in strategic Decision
According to Baskar,(2016). HRM will entirely be focused on Strategic planning focused on
organizational development. For considering the activities and its practices help in establishing a
relationship with partners. It required robust decision-making skills for which ensures that related
strategy will improve the organizational performance.HR moves are depending on the contextual
factor of the associated company which establish the relationship with the employees. The
decision is based on collaboration, joint venture and globalization. It is partially depend on
Human resource management that its company will accomplish the task as per the respective
policies. It needs to be decided by the HRM that the company is financially stable, having
complete human resource, is it brand awareness is appropriately handled the broad business
themes. It operationally supports the organization, and it also concerned about its specific duties.
The HRM contributes the strategic decisions in the organization. If the organization will face any
issues regarding the same subject, HRM needs to be concern about it’s and implement the
resolving action against the concept. It integrates the function of human resource and its result
indicated by the performance of the organization (Smith et.al., 2013).
In the opinion of Sabir, (2015).HRM decisions need to understand the skills of employees and
allocate the job role according to that. Nowadays, joint venture and globalisation will become a
critical situation for Human resource management. The primary task is to divide or segregate the
work according to the skills of the respective employees. A strategic decision increases the
efficiency of human capital, according to the company. Management needs to focus on the
company matrices. It evaluates the recruitment process. The planning of Human resource
management will focus on strategic, which is commonly based on the development of the
company (Kataria., 2014). It’s impact on organisation growth and development. If the strategic
decision is implemented successfully, it helps the team leads to visualising the proper direction.
Due to the appropriate planning; it helps to build a plan which supports the mission of the
organisation. The accomplishment of the goal is supported by HR planning (Butler, &
Callahan.,2014).
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Innovative HR practices
According to McDermott, (2013).As there is continuous and fast-growing growth in technologies,
due to this organisation faced numerous problems like most of the employees are not able to
understand the working of softwares and techniques in the organisation. It is the responsibility of
the Human resource manager that they should work towards the training and development process
in which employees will acquire the objective of the team or organisation. The dynamic and
flexible personality is preferred in the organisation because Therese kind of employees can
accomplish a different job at the same time (Lin Xiu et.al., 2017). For this purpose, Human
resource needs to implement training and development session to the existing and new employee
to let them know how the technology will reduce the workload from them, but the correct
implementation will require necessarily. It is the most approachable teams which need to be
concerned by the organisations.
These planning methods concluded from the globalisation and joint venture. Evaluation of these
technologies is acquired when foreign customers and the international branches have applied the
technology in the same manner as the company faced dynamic environment, which need to adopt
innovative ideas by which employees can stable for a long time in the same organisation. It is not
possible for the Human resources management that complete the demand of the organisation. But
as per the feedback of employees, the company will analyse what the expected requirement which
helps to achieve the organisational goal (Jang-Ho, & Khan-Pyo,2013).
Innovative HR practices provide some additional benefits to the employees by which they can
quickly motivate their work. For the inspiration, the company will promote them as per the
complete performance, international and globalisations are also helps the employees to increases
their existing from the vast area (Wei.,2015).
Now the most trend innovative strategy of HRM are following social media or LinkedIn profile to
get extract personal information of candidate or employees. Interviews are now online via video
conferencing or using aptitude test. It saves the time and travel cost of the candidates and HR
manager. Other innovative ideas are planning for health insurance, providing vacation plan for the
employees etc. These means help to improve the performance of employees (Kim, 2013).
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Due to such an aspect, the overall organization also considerable.HR practices and planning are
innovative due to changing in time and expectation of employees (Grünhagen., 2014).
Hypothesis Development
It is the process which creates the variable for the research. The purpose of the variable is to
identify the possible outcome or result from the respective study. It is generated from the study
and the level of prediction basis. Knowledge and information gained from the relevant articles,
which help to design the hypothesis. It will be positive or negative, which is accomplished by the
research. As per the literature review of this research, the table shows the proposed hypotheses.
Hypothesis 1. H0:The performance of Westpac will not affect by the Human resource
planning
H1: Human resource planning will positively effect on Westpac Bank growth
Hypothesis 2. H0: There will be no change in the performance of Westpac Bank
H1: HR planning will surely bring numerous opportunity for the Westpac Bank
Hypothesis 3. H0: There will be no significant change after the implementation of HR
planning in the Westpac Bank
H1: There will be various changes in Westpac Bank like employees satisfaction
and implementation of customer demand
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Methodology
Research approach and sources of data
For this research, there is qualitative research has been performed, which uses a survey analysis in
which the employees of Westpac gives their opinion and suggestion regarding HRT planning.
What kind of expectation and need from HR management? These approaches are implemented
after review of the currents strategy of the organisation. Westpac Bank annual report studied for
this research. The reports tell about that Human resource management are still working with
traditional strategies which are implemented from the last long time. The sources need to be
reliable for applying further approaches. These research analyses the expectation of employees,
according to the organisation, need to work on training and team collaboration. It is the most
crucial subject for the Management team to improve the cooperation between workforces and
enhances the overall performance of the organisation. The strong workforce will not only help in
the growth of the organisation, but it also helps in individual growth. The sources are required for
this study are peer-reviewed articles, published a newspaper article regarding the Westpac Bank
working environment. The social media post that it loses their opportunity due to the lack of
planning in the management team.
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