BSBHRM507: Assessment 1 Report on Woolworths Policies and Procedures

This report is a comprehensive analysis of Woolworths Group Limited's human resource policies and procedures, specifically focusing on employee separation and termination. The assignment, completed as part of the BSBHRM507 course, begins with an introduction to Woolworths, its objectives, and strategic management approaches. Task 1 delves into the company's organizational structure, operational strategies, and quality accreditations, alongside an examination of their employee termination policies, including notice periods. Task 2 provides findings, recommendations for improvement, and an implementation plan, including communication strategies and procedures for policy updates. The report highlights the importance of effective communication and structured processes in managing employee separation events. The assignment concludes with a bibliography of the resources used.

Running head: ASSESSMENT 1
ASSESSMENT 1
Name of the Student
Name of the University
Author Note

1ASSESSMENT 1
Table of Contents
Task 1.........................................................................................................................................2
Task 2.........................................................................................................................................6
Bibliography...............................................................................................................................8
Appendix 1.................................................................................................................................9

2ASSESSMENT 1
Task 1
Introduction
Woolworths Group Limited is the Australian company. It is a retail sector which
provides its services in Australia and New Zealand. It is the second largest company in
Australia considering the revenue. The net income of Woolworths Group is $ 1.593 billion
and 205,000 number of employees working in Woolworths Company. There are several
divisions in Woolworth such as supermarket, Woolworths Online, Countdown liquor,
finance, hotels and Gambling. The Woolworths Group is a renowned company for its large
integrated supply of retail and leisure in Australia and various other countries of the world.
Objective of Woolworths
The objective of Woolworths Group is to aim for improving the stock operations and
optimize the efficiency of network. Woolworth has invested a large amount in the supply
chain and distribution network.
Strategy of Woolworths
The strategic management of Woolworths is an integral part of business and
emphasizes on innovation to succeed in the competitive market environment. The business
organisation focuses on specific strategic plans that aims for effective implementation basing
on real life situations. The Woolworths Company serves the customer and is able to generate
a large amount of revenue. The strategic management of Woolworths Group objectifies for
achieving the goals for the company. In the supermarket segment the company faces strong
competition from Australian incumbent, Coles. Its competitors are Aldi, Costco and Coles.
The strategic management of Woolworths Company is to achieve better performance. The
company sets for objectives to build leading growth in the international market. It analyses

3ASSESSMENT 1
the external and internal environment for reviewing the effective management by strategic
approaches. The company has planned for different strategies for long term business goals. It
has expanded its business internationally and is extending its leadership in food and liquor
sector. The company efforts to maximize the value of shareholder and builds competitive
market position in the global market. It develops strategic plans for profitability aspects with
the help of effective supply chain and focuses on overall growth of the company. The
company is initiating changes in staff policies to gain the advantage of local and international
talent in the organisation. The strategic plan for Woolworths mainly focuses on improving the
perception of customers, efforts to delight the existing customers and attracts new customers
into the business. Woolworths builds competitive advantage by improving operational
efficiencies in sustainable manner. The main objective of Woolworth is to establish a leading
value proposition by effective hiring process for skilled and proficient human resource which
results in positive business efforts.
The operational strategy of Woolworth mainly supervises, designs and then redesign
the business operation for improvement in products and services. The company also stratifies
for initiating innovative technologies for advancing in machinery and hiring practices for
proficient employees at right place for right job. The operational strategy mainly focus that
Woolworth reduces the wastage of material and enhance the technological implementation
for competitive advantage. Some technologies are used by Woolworth to track the resources
inward and outward of the firm.it checks for availability of fresh products and monitors the
supply chain and distribution network. The company have developed effective operational
plan to save money without comprising with quality of the product. The availability of
quality products in the market can reduce the competition level in the market for Woolworth.

4ASSESSMENT 1

5ASSESSMENT 1
The organisational structure of Woolworths are as follows-
NON-EXECUTIVE
DIRECTOR
ADRIENNE CLARKE
NON- EXECUTIVE
DIRECTOR RODERICK
DEANE
CHAIRMAN JAMES
STRONG
NON EXECUTIVE
DIRECTOR DIANE
GRADY
NON EXECUTIVE
DIRECTOR LEON
L’HUILLER
NON EXECUTIVE
DIRECTOR JOHN
ASTBURY
GROUP
MANAGING
DIRECTORAND CE
ROGER CORBETT
CHIEF GM PROJECT
REFRESH STAGE3
BERNIE BROOKES
DIRECTOR
SUPERMARKETS
MICHAEL LUSCOMBE
CHIEF LOGISTICS AND
INFORMATION
OFFICER STEPHEN
BRADLEY
GM HUMAN
RESOURCES JULIE
COATES
CHIEF GM
FREESTANDING
LIQUOR AND PETROL
NAUM ONIKUL
DIRECTOR GENERAL
MERCHANDISE AND
GM BIG W MARTY
HAMNETT
CHIEF FINANCIAL
OFFICER TOM POCKETT
GM BUSINESS
DEVELOPEMNTGA
RY REID
GM
SUPERMARKET
OPERATIONS
PETER SMITH
GM MERCURY
PROGRAM
PENNY WINN
GM
CORPORATE
SERVICES
ROHAN JEFFS
GM
WOOLWORTHS
ACDEMY JUDY
HOWARD
GM DICK SMITH
ELECTRONICS
ALVIN NG
GM BIG W GREG
FORAN
GM PROPERTY
PETER THOMAS

6ASSESSMENT 1
The operations of Woolworths Company super market retail segment, is the leading in
Sydney as it is in the Sydney CBD. The company have developed the level of standards of
quality product and services for serving the best product for the customers. The operational
goals of Woolworths helps to solve the problem of personal performance of the branch staff
which results in declination in the quality of product and service that leads to declination in
the business. The organisation determines several factors that determines the quality of
service and identifies the factors that can lead the people of poor personal performance of
staff members. Yes, the Woolworth Company have ISO 9000 quality accreditation quality
control of their procedures.
2. Notice of termination of full-time and part-time team members by Woolworths
Woolworths provides the following period of written notice before terminating the
employment of a fulltime or part-time team member, unless terminating their employment for
serious misconduct:
Period of continuous service Period of Notice
Less than 1 year 1 week
1 year or more, but less than 2 years 2 weeks (3 weeks if team member is over 45
years old)
2 years or more, but less than 5 years 3 weeks (4 weeks if team member is over 45
years old)
5 years and over 4 weeks (5 weeks if team member is over 45
years old)

7ASSESSMENT 1
3. The research of Woolworths leads to understand the organisation’s following
aspects-
Planning and achievement of employee separation and termination events. From the
above documents it is determined that the separation are of two types- Voluntary and
Involuntary. The retirement policy for voluntary retirement and resignation states that
Woolworth provides assistance for retired employees who leaves the organisation so as to
advise and help them for preparing for retirement.
The implementation process to develop and improve the quality of separation and
termination events can be by increasing their pension scheme. This can help the employees to
structure their retirement plan.
4. The analysis of Woolworth’s separation and termination policy and procedures
The company have effective separation policies which provides employee the rights of
employement which they have served in that organisation.
Task 2
Findings
The termination has lead the company to lose human resource but have improved its
work performance. The proficient employees are then recruited after the termination of
unproductive employees. The policies of Woolworths have certain benefits for their
employees that would help the employee to search for new jobs within that duration of
termination.
Recommendations
 The policy must be beneficial for both employee and organisation as separation leads
to loss of human resource.

8ASSESSMENT 1
 The organisation must improve employee separation and termination events by
structuring the vacancy.
 There must be an expert to diagnose the situation before terminating and after the
termination what all factors impact the growth of the business.
Implementation plan
a. Communication strategy The people working in the organisation
must be aware of the policy that
organisation implements and must strictly
follow the rules and responsibilities.
b. Process for new procedures Online circulation of policies so that
documentation that supports the
recommended changes can be formulated
easily and data can be stored in bulks.
c. Methods to gain feedback Through surveys, communicate directly
with the stakeholders to identify the critical
situations in termination of employee.

9ASSESSMENT 1
Bibliography
Bright Hub PM, "Evolution Of Human Resource Management: The Personnel Management
Phase", Bright Hub PM (Webpage, 2019) <https://www.brighthubpm.com/resource-
management/77199-walking-down-the-timeline-of-hr-management-how-has-it-evolved/>
woolworths policies and procedures for performance improvement, "Wwpdb Policies And
Processing Procedures Document -- Section B: Wwpdb Processing Procedures" [2019] RCSB
Protein Data Bank
Ideas.repec.org, Bruce, "The Theoretical Foundation Of Industrial Relations And Its
Implications For Labor Economics And Human Resource Management",
Ideas.Repec.Org(Webpage, 2019) <https://ideas.repec.org/a/sae/ilrrev/v64y2010i1p74-
108.html>

10ASSESSMENT 1
Appendix 1
Ending employment- Separation or termination policy
Period of continuous service Period of Notice
Less than 1 year 1 week
1 year or more, but less than 2 years 2 weeks (3 weeks if team member is over 45
years old)
2 years or more, but less than 5 years 3 weeks (4 weeks if team member is over 45
years old)
5 years and over 4 weeks (5 weeks if team member is over 45
years old)