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Key challenges

Discuss about the Role Of Human Resource Management.

The report analyses and evaluates the significance and impact of the sustainable human resource management. Woolworths Company has been selected to analyze and measure the key issues of the human resource department. The report talks about the various key challenges that are faced by the company since its development and it also explains that how to overcome these challenges. It contains information about the company requirements, strategies, and its results. Woolworths is an Australian supermarkets company which deals in retail and supermarket products. It was founded on 5 December 1924 and its headquarters is located in Bella Vista, New South Wales, Australia. Mostly, the company is selling the groceries products such as vegetables, meat, fruits and packaged food etc.  Apart from these products, the firm also sells the various magazines, stationery items, and DVDs. Currently, the firm manages 1000 stores around the Australia. There are approx 111,000 employees are employed in the organization. The company is growing its business day by day.

The key challenges faced by Woolworths Company have shown the immense impact on the growth and success of the company. The key challenges of the company are very complex and tough. It is necessary for the firm to maintain a good working environment for the employees so that they can work efficiently and effectively. The Company is facing various issues and challenges due to the poor strategies and approaches. It is necessary for the company to make and implement the strategies according to the needs and requirements of the customers. Woolworth’s has not received its fortune due to the lack of labor supply in the market. The organization is not using the norms and policies of the company in a correct manner. The Company is struggling to figure out the solutions to overcome these challenges. The key challenges of the company include such as labor supply/demand, aging workforce, generations, time management etc. These challenges are faced by the company in order to achieve the mission and vision of the company (Gellatly, Hunter, Currie & Irving, 2009).

Slowing consumer cycle:

To achieve the long-term goals and objectives, it is necessary for the company to provide the various products to the consumers on a daily basis. This is a major key challenge and threats for the company, therefore; it has to focus on the consumer cycle. It is one the biggest brands in the Australia (McDonnell, Collings, Mellahi & Schuler, 2017).

Slowing consumer cycle


Product quality becoming an issue:

Woolworths is a supermarket company thus, the company is accountable to supply the good quality of products and services to the customers. But the firm is not providing the regular products and services to the consumers. Maintaining a good product quality is a big key challenge for the organization. The company needs to make good strategies to resolve this problem (Saridakis, Lai & Cooper, 2017).

Weak staff morale:

The weak staff is a major concern in this company and it leads to conflict and disputes in the organization. Weak staff leads to various disadvantages and limitations. It wastes a lot of time and it also affects the decision-making process. It decreases the productivity and efficiency of the employees. The company cannot achieve the goals and objectives without efficient and potential employees (Kramar, 2014).

Organizational image

The organizational image is a very important factor for every organization. It is a most important challenge for the company to maintain its organization's image. If the company wants to gain the long-term success then it should focus on the goodwill and position of the firm. Now a day’s the firm is not maintaining the good position in the market due to its negative image. Thus, it influences the business success and growth rate of the firm.

Market Scrutiny:

The market security is also a big issue in this company. Thus, it is necessary for the firm to be aware of the marketing needs. Woolworth’s growth and success is not stable in the market. The company needs to examine the daily requirements of the market (Kramar, 2014).

Labor supply and demand

Labor supply and demand are a very important concern for the company. It is also affecting the business actions and operations of the firm. The firm does not provide the detail description of the employment to the new candidates. Thus, various difficulties are faced by the organization. The firm needs to maintain the proper record of the new candidates (Wright & Grant, A. 2010).

The demographic issues affect the entire business of the organization. Demographic factors include the culture, values, customs, sex, religion, and diversity. Other demographic issues include the aging workforce and generations. The firm does not maintain the records of the new applicants. The company does not focus on the health of the applicants. Diversity is also another problem for the company because the firm is not diversifying the business activities and functions across the world. It does not provide the cross-cultural training to the workers. Thus, it affects the productivity and performance of the workers. Apart from these key challenges, the company does not provide the fair remuneration and compensation to the competent and capable applicants. Thus, they get frustrated and disappointed within the organization. In this way, they are not able to perform effectively and efficiently. It has become the cause of high employee turnover in the organization. Therefore, the company could not gain the long-term mission and objectives. All these challenges are being faced by the firm thus the Woolworths should control and managed these challenges (Deery & Jago, 2015).

Product quality becoming an issue

After various researchers, it has been evaluated that the firm should prevent these challenges to gain the success and growth in the market. It should look after the various excellent and effective strategies and approaches to control these key issues near future. It should implement some plans and approaches in the management and operation of the company. The firm should develop the sustainable human resource management in the organization. Woolworths cannot control these key challenges without effective human resource management. The effective strategies and approaches have been discussed below (Christensen Hughes & Rog, 2008).

  1. Woolworths should use attractive and effective employer brand strategy to reduce the various key issues of the human resource management. The brand indicates the goodwill and financial position of the company. It gives various competitive advantages in the market. Through employer branding strategy, the company can attract the potential and competent candidates in the market (Boselie, Brewster & Paauwe, J. (2009).
  2. Talking about the key strategies of the firm, it can be said that the company is using the effective strategies to attract the more candidates in the market. It should make plans and approaches to address these key challenges.
  3. The demographic issues are the big concern in the company. The company should focus on the demographic issues of the company. It should make effective policies to identify and evaluate these challenges. The firm is unable to manage the diversity in the organization. Thus, the firm should provide the diversity and cross-cultural training to the employees to reduce these challenges.
  4. The company should provide a healthy and hygienic working environment to the employees to motivate the employees for doing the task and duties. The firm should make effective policies for recruitment and selection of the employees (Runar Edvardsson, 2008).
  5. The company should appoint a committee to resolve the various employees’ disputes and conflicts. The committee will also help to guide the employees and it will provide satisfaction to the applicants.
  6. The company should maintain stability in the market. It should check the availability of the products being supplied in the market is enough and reach each and every consumer in the market. In this way, the company can evaluate and check the taste, requirements, and preferences of the employees (Patrick Neumann & Dul, 2010).
  7. To control the weak labor force the company should motivate the employees to improve the performance and efficiency of the employees. The company can also increase the amount of labor workforce by increasing and expanding its business activities and operations across the world. In this way, the organization can find out the potential and competent applicants for the employment (Runar Edvardsson, 2008).
  8. The firm should implement some reward and performance management techniques to improve the performance and productivity of the employees. Apart from this, it should develop fair compensation and remuneration system for providing satisfaction to the workers (Armstrong & Taylor, 2014).
  9. The firm must make effective plan and strategy to improve the quality of products and services. The Company should focus on the brand name and goodwill. It will increase and improve the productivity and demand of the firm.
  10. To meet the daily requirement of the consumer, it should check the consumer cycle by maintaining a proper record of it. This will make them the company to overcome this challenge and guide them towards the betterment of availability of products and services (Gomes, Angwin, Peter & Mellahi, 2012).
  11. To attract the more candidates in the market, the firm should use effective advertising strategy. It will also help to gain the various long-term competitive advantages. The company uses advertising strategy to promote the products and services of the company. It will help to reduce the key challenges of recruitment and selection (Mody, Miller, McGloin, Freeman, Marcantonio, Magaziner & Studenski, 2008).
  12. The company should maintain proper two-way communication system in the organization to maintain good managerial relations between superior and employee. The top management should maintain the proper collaboration and cooperation. The managers and superior should maintain the unity, trust, and belief among the various employees (Cooke, 2009). It should provide cross-cultural training to expatriates to understand the culture of the host country. The company should provide the online cross-cultural training to the workers thus. It will save the time and money. It will help to reduce the key challenges of human resource management. The Employer branding and advertising strategy play significant strategies in the organization. The firm should focus on the favorable labor supply and demand in the market. The company should focus on the sustainability and corporate social responsibility in order to meet the goals and objectives. The top management and superiors should maintain the positive behavior and attitude to improve the quality of the workers. It will also help to provide better retail products and services to the firm. The company should use entire strategies to address and reduce the various key challenges of recruitment and selection (Paauwe, 2009).

Conclusion

After various researchers, it has been noted that human resource management plays a vital and significant role in Woolworths. Although, the company is fulfilling the requirements and needs of the new applicants but still various recruitment and selection key challenges have been faced by the company. Thus, the company uses the various strategies and approaches in order to correct the management actions and to improve the product quality and performance of the workers.

References

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

Boselie, P., Brewster, C., & Paauwe, J. (2009). In search of balance–managing the dualities of HRM: an overview of the issues. Personnel Review, 38(5), 461-471.

Christensen Hughes, J., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.

Cooke, F. L. (2009). A decade of transformation of HRM in China: A review of literature and suggestions for future studies. Asia Pacific Journal of Human Resources, 47(1), 6-40.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Gellatly, I. R., Hunter, K. H., Currie, L. G., & Irving, P. G. (2009). HRM practices and organizational commitment profiles. The International Journal of Human Resource Management,, 20(4), 869-884.

Gomes, E., Angwin, D., Peter, E., & Mellahi, K. (2012). HRM issues and outcomes in African mergers and acquisitions: a study of the Nigerian banking sector. The International Journal of Human Resource Management, 23(14), 2874-2900.

Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.

McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), 86-128.

Mody, L., Miller, D. K., McGloin, J. M., Freeman, M., Marcantonio, E. R., Magaziner, J., & Studenski, S. (2008). Recruitment and retention of older adults in aging research. Journal of the American Geriatrics Society, 56(12), 2340-2348.

Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142.

Patrick Neumann, W., & Dul, J. (2010). Human factors: spanning the gap between OM and HRM. International journal of operations & production management, 30(9), 923-950.

Runar Edvardsson, I. (2008). HRM and knowledge management. Employee Relations, 30(5), 553-561.

Saridakis, G., Lai, Y., & Cooper, C. L. (2017). Exploring the relationship between HRM and firm performance: A meta-analysis of longitudinal studies. Human Resource Management Review, 27(1), 87-96.

Wright, B. E., & Grant, A. M. (2010). Unanswered questions about public service motivation: Designing research to address key issues of emergence and effects. Public administration review, 70(5), 691-700.

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