Strategy Plan for the Human Resources Practices- Free-Samples

Question: You are required to Conduct a Strategy Plan for the Human Resources Practices of your Workplace. Answer: Introduction Human resource management is the process of managing the employees of the organizations in the most tactful manner so that all their needs are taken care. There are three major area of human resource management; they are staffing, compensation of employees and benefits and job designing (Hendry 2012). Company History Woolworths Limited is one of the major companies that have its operations in Australia and New Zealand. The company was founded in the year of 1924 and the headquarter of the company is in Bella Vista, New South Wales, Australia. In terms of revenue earned, Woolworths Limited is the second largest company in Australia. The major business segments of the company are supermarket, petrol, liquor, general merchandise, home improvements, hotels and others (woolworths.com.au 2017). Organizational Chart Figure 1: Organizational Chart of Woolworths Limited (Source: Veeraraghavan et al. 2016) The above figure shows the organizational chart of Woolworths Limited. From the above figure, it can be seen that the directors are on the top in the organizational chart. The above figure shows that all the orders come from the directors of the company. All the major managers of the company take decision from the directors. Human Resource Management System At the time of developing the human resource management for Woolworths Limited, the human resource managers need to follow five specific steps. The first step is to conduct a strategic analysis in the organization. The main objective of this step is to identify the human resource related issues in the organization (Daley 2012). The second step is to identify specific human resource related issues in the organization. In this step, the human resource managers of Woolworths Limited will identify the specific human resource related issues in the company. The third step is to identify the ongoing human resource issues in Woolworths Limited. The fourth step is to prioritize the human resource related issues in the organization. In order to take specific actions against the human resource issues, it is needed to privatize them (Storey 2014). The last step is to develop the specific actions against the human resource related issues. This is the human resource management planning for Woolwor ths Limited. Communication In order to establish proper communication process with the senior personnel or managers of Woolworths Limited, it is needed to implement both Upward and Downward communication channel in the organization. The process of downward communication channel, information and messages smoothly comes from the senior managers to the lower level employees. On the other hand, the implementation of upward communication channel maintains smooth flow of information and messages from the lower level employees to higher-level employees. This process will ensure effective communication with the senior personnel (Rajhans 2012). Training Support Specific techniques are there for the identification and arrangements of training needs in Woolworths Limited. The first step is to analyze the current level of skills of the employees. This needs to be done to identify the skill gap of them. The second step is to identify the skill and knowledge gap of the current employees. This process needs to be done in order to decide whether there is any need for training. The third step is to make it sure, that the training and development program will be helpful for the company. The last step involves the development of training and development programs to bridge the knowledge and skill gaps (Karthik 2012). Human Resource Return on Investment Figure 1: Human Resource Return on Investment (Source: Phillips 2012) From the above figure, it can be said that there are four stages in the method of calculating human resource return on investment; they are evaluation planning, data collection, data analysis and reporting. The evaluation framework involves reaction and planned action, learning and confidence, application and implementation, business impact and return on investment. Legal and Compliance Requirements Some major legal and compliance requirements are there for managing the human resources. They are statutory obligation and statutory benefits. Statutory obligation is a requirement that the employers need to provide to the employees; they are minimum wage, hours of working, holidays, overtime, leaves, maternity leave, paternity leave, emergency leave, sick leave, grievance procedures and termination condition. Apart from this, there are two major components of statutory benefits; they are insurance for the employees and pension plan for the employees (Bratton and Gold 2012). Code of Conduct Woolworths Limited is strictly driven by the values and ethics. There are some major aspects of the code of conduct of Woolworths Limited. The major aspects of the code of conduct of the company are value and ethics, prevention of fraud and shrinkage, quality and style, services, innovation, integrity, energy and sustainability. Human Resource Strategies As per the business operations of Woolworths Limited, the main human resource strategy of the company is to take care all the needs of their employees so that they can contribute to the cause of the organization. For this reason, Woolworths has implemented various strategies like reward for the employees, flexible working hours, fare amount of salaries, different kinds of non-financial benefits and many others. All these strategies have direct relationship with the business operations of the company as they positively influence the business operations of the company. Performance Management and Contract Management Various measures are there based on those the performance of the employees are measured. Some of those major measures are punctuality of the employees, quality of work, on the job performance, personal presentation and others. Woolworths Limited has adopted the strategy of balance scorecard to measure the performance of the employees. The human resource managers of the company manage the human resource contracts (De Waal 2013). Feedback Feedback has an important role to play in the management of human resources. With the help of proper feedback, the human resource managers can identify the loopholes in the human resource operations. Feedback can be taken from different parties like the customers, managers, supervisors, peer employees and others. Conclusion From the above analysis, it can be seen that there are many steps involved in the analysis of human resource management like effective communication, feedback system, performance management, legal and compliance requirements and others References Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Daley, D.M., 2012. Strategic human resource management.Public Personnel Management, pp.120-125. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Hendry, C., 2012.Human resource management. Routledge. Karthik, R., 2012. Training and Development in ITI LimitedBangalore.Advances In Management. Phillips, J.J., 2012.Return on investment in training and performance improvement programs. Routledge. Rajhans, K., 2012. Effective organizational communication: A key to employee motivation and performance.Interscience Management Review,2(2), pp.81-85. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Veeraraghavan, V., Schmitlin, B. and Fong, B., Microsoft Technology Licensing, Llc, 2016.Managing entity organizational chart. U.S. Patent 9,530,105. Woolworths Online. (2017).Woolworths Supermarket - Buy Groceries Online. [online] Available at: https://www.woolworths.com.au/Shop/Discover/about-us [Accessed 21 Jun. 2017].