A company for its success always plays a major role in its human resource practices. Similarly, Woolworth one of the foremost brands in trade sector in Australia with thousands of their workers performs human resource management practices, to improve overall performances of the organisation as well as managing the staff performance and their engagement. Not only this, other related benefits are also provided to them in order to retain them for the future. Similarly, Woolworth responsibilities towards its employees is to satisfy their training needs, skills analysis and essential competencies needs to be improved though training programmes which initiates them more towards success (Woolworths group, 2018a).
Q1.The Company engages their employees by enhancing the employee participation and increase job satisfaction. By proper training and development programmes, Woolworth tries to enhance the better performance of their employees. High performance at Woolworth is encouraged by rewarding extraordinary performances of employees, which provides additional contribution to the business. On spot awards are given by managers to winners, which means that the champions feels appreciated by their colleagues. Such token of appreciation inspires the rest of the workforces to work hard and attain the same outcome in the near future.
The annual chief executive reward highlights the desire of working of an employee as individual as well as in-group. High performers are awarded, advancement through providing career development chances for working teams. The employees are benefited by various benefits such as concessions, retirement funding, healthcare plans and benefits, training, scholarships, and paternal leave, which help company for employee retention. Other than this, employees’ health and their wellbeing initiative are always proved effective tool to drive motivation of the employees and helps in improving the relationship between the organisational behaviour and its employees.
The present scenario of the relationship of employees and the organisation is healthy enough and to make it even more successful certain policies for an effective initiative are made to handle grievances and conflicts. With the assistances of employees relation policies Woolworth successfully enhances the productivity of every employee. Therefore, human resource management provides great help to Woolworth by maintaining healthy relationship and enhancing overall performances and productivity of the organisation.
However, Woolworth uses training programmes and various motivation techniques are applied in order to perform well in the organisation. This not only improvises the individuals’ performances but also the overall performances of an organisation. By giving health benefits, discounts, retirement funding, healthcare plans and benefits which also assist Woolworth in maintaining more employee retaining than usual.
Q2. Woolworth organisation culture states that they have very down to earth culture and they love to celebrate family- friendly values. Every aspect of their business is to satisfy their customers by making their lives simpler, easier and better. Woolworth take care of their clienteles, team members, manufactures, producers or anyone and everyone who walks through doors. A culture build on trust, transparency, openness and honesty, which are among the members and the partners who are governed with some simple ideas, which are collaborated and fairness among the working style of the organisation (Mitchell, 2017).
Woolworth also focuses on freedom to speak; they keep a check over the workings of the employees within the organisation and allow them for the same if there any issues regarding any problem, they are free to discuss and openly can keep their point to any problem. In this the Woolworth culture demonstrates that in 2012, it was the first Australian company who introduces the third party compliant line, which helps them to handle graviences and complaint and also deals in issues raised by vendors (Low, 2016).
Over past years, Mr.Bandducci has stated that Woolworth having arrogant and inward- looking culture, and due to this company having a massive loss at the store. However, by building a “listening” culture, this was launched as a new tool (Heitzman, 2017). In every meeting they majorly focuses on customers and talk about the direct correlation between the customers feedback. In addition, over a time Woolworth due to its fine culture, consumers rate them on high metrics such as values, stock availability, product quality and their loyalty. Even banks declared Woolworth has improved its execution over a period and leads to the potential to continue to improve and gaining market share (Woolworth group, 2018b). Overall, this culture transformation is fundamental, ensures that the strategies and programs are implemented, and leads to the success of an organisation (Staff, 2018).
Q3. Woolworth has renewed emphasis on customers’ engagement by providing new training programmes for employees and certain aligned incentives for executives, which has helped Woolworth to improve sales. Woolworth focuses on group’s commitment with its clienteles, societies, and supply chain and for its team associates who not only benefits organisation in earning but also give emphasis on employee engagement. They also focus on the best practices compliance system, according to the international social compliance program, Woolworth collaborated with its top organisations to improve their employees living standards. In 2016 around 1875 new indigenous team was formed by joining Woolworth through employment parity program. In addition, in 2018 Woolworth maintained safe environment for their team members, suppliers and for their customers (Gleeson, 2017).
The success of Woolworth is to build their people and keep focus on attracting, retaining and developing their talented team in their present and in their near future. By the theory of work-role model of engagement, the company focuses on maintaining a secure environment for their team members and they fell like working in a meaningful working environment. In today’s scenario, gender biasness is the major issue for that, Woolworth group is building such kind of culture where they allow their team members to enjoy same prizes, wealth and chances or opportunities, regardless of gender. 50 precent of females working in Woolworth states that company has strong representation of women across an entire business. Moreover, to improve this various initiative is underway to develop the working environment in order to keep high-performing staff (Morrison, 2016).
On the psycho-, social theory of engagement states that to improve the employee engagement Woolworth focuses on establishing a culture where psychological security as well as physical protection is must. They have also executed several innovating programs to assist their team and their families. Woolworth introduces a family violence policy, which has delivered an additional paid leave for their team members who are impacted by their families. They ensure free counselling, a practical support or transfers to accommodate changes. Such assistance marked benefits for the employees and made them towards employees’ engagement (Thomas, 2015).
Conclusion
From the above paragraphs we can conclude that Woolworth work over the solid foundation, right from the beginning, many initiative are made by them for improving the employee performances, employee engagement and organisational culture. A relationship of trust, a freedom to speak, honesty and maintaining healthy environment, which helps organisation enhance the overall performances and productivity. Not only this, for improving culture and employees engagement many initiatives were made like more of training programmes, by providing physiological and physical security to employees free counselling programmes and involving women’s to work equally without any gender discrimination leads that Woolworth has come a long way on its success field.
References
Archambeau, S. (2017) 3 strategies for CEOs to improve corporate culture [Online] Available from: https://www.entrepreneur.com/article/295171 [Accessed 25/11/2018]
Gleeson, B. (2017) 5powerful step to improve employee engagement [online] Available from: https://www.forbes.com/sites/brentgleeson/2017/10/15/5-powerful-steps-to-improve-employee-engagement/#2bb3b385341d [Accessed 25/11/18]
Heitzman, A. (2017) 5 easy actions that will improve company culture [Online] Available from: https://www.inc.com/adam-heitzman/5-easy-actions-that-will-improve-company-culture.html [Accessed 25/11/2018]
Low, C. (2016) New Woolworths boss promises fresh culture [Online] Available from: https://www.smh.com.au/business/new-woolworths-boss-promises-fresh-culture-20160226-gn4k4q.html [Accessed 25/11/18]
Mitchell, S. (2017) Woolworth culture change drives turnaround [Online] Available from: https://www.afr.com/business/retail/woolworths-culture-change-drives-turnaround-20171128-gzucdz [Accessed 25/11/2018]
Morrison, M. (2016) Employee engagement and satisfaction models [Online] Available from: https://rapidbi.com/employeeengagementsatisfactionmodels/ [Accessed 25/11/2018]
Staff, R. (2018) 7eye-opening strategies to improve employee performance [Online] Available from: https://risepeople.com/blog/7-steps-improving-employee-performance-2/ [Accessed 25/11/2018]
Thomas. (2015) Employee engagement- all you need to know about employee engagement [Online] Available from: https://www.thomasinternational.net/getmedia/0abf97a1-35d4-4199-8b92-398e8d45906a/Employee-Engagement-Whitepaper.pdf [Accessed 25/11/2018]
Woolworth group. (2018a) How we do business [Online] Available from: https://www.woolworthsgroup.com.au/page/about-us/our-approach/how-we-do-business [Accessed 25/11/2018]
Woolworth group. (2018b) Culture and people (human resources) [Online] Available from: https://au.gradconnection.com/employers/woolworths-group/human-resources/ [Accessed 25/11/2018]
Woolworth group. (2018d) Tomorrow- together [Online] Available from: https://www.woolworthsgroup.com.au/icms_docs/195398_2018-sustainability-report.pdf [Accessed 25/11/2018]
Woolworths group. (2018c) Together- 2018 annual report [Online] Available from: https://www.woolworthsgroup.com.au/icms_docs/195396_annual-report-2018.pdf [Accessed 25/11/2018]
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