HR Planning And Recruitment In Woolworths: Key Issues And Strategies

Task Description

This assessment requires you to identify and discuss HR planning and recruitment in a particular sector of the labour market. Select an industry (or specific organisation) as the case study for your report. Identify the key challenges for planning and recruiting the workforce for this industry and make reference to factors such as HR strategies of the sector, the HR planning challenges for the sector (such as labour supply and demand, demographic issues such as ageing workforces and diversity), and the recruitment strategies and challenges for the sector (such as internal and external labour markets, employer branding etc). 

Students are expected to engage in extensive research within the academic literature relating to the topic and to develop an argument with appropriate theoretical discussion and references.

Key issues for recruiting and planning workforce in Woolworths

The report helps in analyzing the different human resource recruitment as well as planning strategies in Woolworths, Melbourne. There are various challenges that are included in the recruitment as well as planning strategies of the workforce and proper strategies has to be analyzed as this will help in understanding the human resource planning that is required to identify and reduce such challenges as well in Woolworths.

The main aim of the report is to properly identify as well as properly understand the key challenges for planning as well as recruiting workforce in Woolworths. Proper implementation of the different Hr strategies has to be adopted as this will help in understanding the different challenges that are related to demographic factors, ageing population in the organization as well as the labor supply and demand in Woolworths. The main purpose of the report is to analyze such strategies of planning as well as HR recruitment in the particular organization.

The structure of the report includes different frameworks as well as models that will help in proper analysis of the different challenges in HR recruiting as well as models as it will help in proper identification of challenges in planning as recruiting of workforce in Woolworths.

There are different challenges that are faced by Woolworths regarding planning as well as recruiting workforce as there are different challenges such as:

• As there is huge turnover of the employees in the organization as there is a feeling among few employees who feels that there are different kind of job opportunities wherein they want to change their present job and work with other organizations as well. This is leading to high turnover rate of the employees in the organization and this is huge challenge for the respective company as well (Rees & Smith, 2017)
• As there is high rate of demand for different talents in different organizations in the entire competitive industry, there is pressure in the respective organization and this is creating huge pressure on them as well. Furthermore there are different other pressures such as ageing population that results in high retirement rates among the different employees in the organization (Stone & Deadrick, 2015). This is one of the major challenges in the organization and this is causing as there is huge amount of other extra services such as health care benefits or different kind of retirement plans that can cause huge pressure on the employees (Alfes et al., 2013).
• Woolworths is finding it difficult in order to properly recruit candidates who are highly qualified in nature and this is one of the major challenges faced by them. The different policies relating to the recruitment as well as development of employees in the organization as well (Kinicki et al., 2014). The rate of wages is another challenge that is faced by Woolworths as the higher amount of wages is driving the entire cost of recruitment of the employees in the organization and this is affecting the entire market as well (Armstrong & Taylor, 2014)

There are different types of challenges that are faced by the respective organization named Woolworths Company in Melbourne. There are various challenges that are affecting the different rules as well as regulations of the respective organization. This is affecting the entire satisfaction among the customers as well as the entire productivity of the organization as well (Jayasinghe, 2016). There are different kinds of challenges that are faced by the employees in order to affects the morale of the different employees (Kaya, Ergün & Kesen, 2014). The team of the Human resource department needs to properly evaluate the various strategies as this will help in reducing the different challenges that are faced by the organization. These kinds of strategies will help in improving the strategies as well (Zoogah, Peng & Woldu, 2015). Proper HR planning issues is essential as this is creating challenges in the entire industry as well in Woolworths. Proper strategies such as the talent strategies have to be adopted by the company in order to foster the entire culture of the respective company Woolworths and motivate the employees as well (Delery & Gupta, 2016). Proper strategic planning is essential in nature in Woolworths as this will help in reducing the turnover rate of the employees in the organization and this will help in building competitive environment as well.

The ageing population has to be properly ascertained as this will help in identifying the different talent as well as other strategies that will help in automation of the entire process and this will help in analyzing the quality of the candidates who will be working in the organization as well (Han & Lian, 2016). The different retirement benefits as well as other issues have to be properly sorted out as this will help in understanding the issues and sorting such issues with proper implementation of technologies. Proper evaluation of technologies is essential in nature as this will help in identifying the different quality of the candidates who will be helpful in understanding the different requirements of the diversity as well as other demographics.

Overcoming challenges in Woolworths

The Human Resource of the respective company is weak in nature n comparison to the other companies in the industry (Renz, 2016). There is no proper connection between the different skills as well as applicants that will be selected by the respective organization and this creates a huge pressure on the employees along with the entire organization as well (Schuler & E. Jackson, 2014). The entire human Resource department of Woolworths has to analyze the diversity in the workforce along with proper implementation of the different strategies related to recruitment to attract right talent from industry and this will help in adopting proper recruitment strategies as well. The staffing of the company has to be properly incorporated as well as adopted as this will help in finishing the different kind of tasks more effectively in nature. There are different tools that have to be properly adopted by the respective company as this will help the respective company in performing properly and gain competitive advantage as well.

Proper and effective communication is essential in nature that has to be properly adopted by the company in order to understand the different challenges that are faced by the employees of the organization along with the different employees of the organization as well. Proper as well as effective kind of communication is essential as this will help in ascertaining the demographic changes in the organization and this will help in achieving the different goals of the organization in an effective manner as well.

The human resource department of the respective organization has to be effective in nature as this will help them in training the employees in an effective manner and this will help them in developing different skills of the employees as well. Proper motivation is essential in nature in the respective organization as to overcome the different challenges that is occurring in the organization and this will help the organization in adding new technical skills in the employees as well (Kehoe & Wright, 2013). The different demographic changes has to be properly ascertained by Woolworths as this will add new technical as well as other skills in the employees in the organization.

• The strategy related to talent has to be adopted by Woolworths as human talent is the capital of the organization and this will help in forecasting different requirements related to staffing as well as other issues in the respective company
• The strategy related to high performance of the employees in the organization is essential as well as this will help in identifying the potentiality of the employees in the organization. Proper planning related to different activities is essential in nature as this will help in fostering the culture of the respective organization as well.
• Proper planning related to strategic management is essential in nature in Woolworths as this will help in attributing towards the success of the entire organization and this will help in satisfying the different requirements of the employees as well
• Proper leadership strategy has to be analyzed as this will help in understanding the success or failure of the entire organization. the HR manager of the organization plays a major role in the organization as they help in understanding the different requirements of the employees and solve the issues in such a manner that they will help in contributing towards the success of the entire organization

• It is essential to properly understand the benefits of the organization as well as the employees as this will help in making proper strategic development as well as improvement in organization
• Proper strengthening of the brand of the employer is essential with content marketing and this will help in analyzing the relationship between employee and employer along with proper implementation of strategies to attract potential employees in their organization (Albrecht et al., 2015)
• Proper training is required in Woolworths for the employees as this will help in achieving the different targets and leveraging different referrals of employees in the organization as well
• Proper planning related to HR is essential in nature as this will help in understanding different achievement of goals in the entire organization. the proper increase in demand will help in making functions of job more efficient and effective in nature
• Lastly, proper ascertainments has to be made by the respective organization as this will help in increasing diversity of the employees in the organization as well as increase the demand of the talents in the respective organization as well

Conclusion 

Therefore, it can be inferred that proper strategies related to Hr is essential in nature as this will help in analyzing the different challenges and solve such issues with proper implementation of the advancement of technology in the organization. The proper training as well as development is essential in nature to solve such challenges with proper implementation of different technologies and with proper automated tracking system as well. The entire approach related to HR has to be employee centric in nature as this will help in analyzing the desired candidates and this will help the entire company in succeeding in the competitive market as well.

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Delery, J., & Gupta, N. (2016). Human resource management practices and organizational effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and Performance, 3(2), 139-163.

Han, Y., & Lian, H. (2016). Dynamic assessment of human resource management on organizational effectiveness based on network platform. International Journal of Smart Home, 10(4), 279-288.

Jayasinghe, M. (2016). The operational and signaling benefits of voluntary labor code adoption: Reconceptualizing the scope of human resource management in emerging economies. Academy of Management Journal, 59(2), 658-677.

Kaya, N., Ergün, E., & Kesen, M. (2014). The Effects of Human Resource Management Practices and Organizational Culture Types on Organizational Cynicism: An empirical study in Turkey. British Journal of Arts and Social Sciences, 17(1), 43-61.

Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.

Kinicki, A., Williams, B. K., Scott-Ladd, B., & Perry, M. (2014). Management: A practical introduction. McGraw-Hill Education Australia.

Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.

Schuler, R., & E. Jackson, S. (2014). Human resource management and organizational effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), 35-55.

Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.

Zoogah, D. B., Peng, M. W., & Woldu, H. (2015). Institutions, resources, and organizational effectiveness in Africa. The Academy of Management Perspectives, 29(1), 7-31.

Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international perspective. Sage.