Discuss about the Human Resource Management and Development for Wesfarmers.
Wesfarmers is an Australian conglomerate company which headquartered lies in the Perth. The company is dealing in the retail, chemicals, coal mining, industrial products, and fertilizers. The company has a large base of its customers as the company is considered to be the safest providers of goods and services in the market. The company has huge human resources in the company to which the training and development are given from time to time so that they can develop and update them according to the changes done in the organization. The company is managing around 220000 employees and consider itself to be the largest private employer. The company has taken various measures to make its employees competitive in the environment. To remain competitive in the market, the company has introduced the various training and development sessions to grow and develop their employees. This will make the employees more knowledgeable. Giving the training and development session to the employees makes them more useful for the organization. Human resources considered being the most important asset of an organization. Two organizations can have two same financial resources but no two organizations can have the same human resources (Sustainability, 2018).
Every organization needs training in their organization to make their employees more capable of performing the work. This training given to them gives organization more chances and opportunities to grow and sustain in the market. The company has various methods to give the training but company has to choose alternatives from them. The company has the option to give the online training or to give the training in the organization itself. A company like Wesfarmers who has a large base of employees will recommend having the online learning package as it enables to have the learning session in mass for the employees. The performance of the employees can be easily measured by the company (Anne, Newton and Wick, 2014).
Using the online session has its own advantages which include the less involvement of cost and time too. Using this method company can take more output then involving the input. Enablement of training not only develops the individual but also helpful to the development of the overall organization also. The primary objective of the organization can be achieved through the use of the online learning sessions. The company can earn more returns when an organization develops itself in the market. If the organization is growing the shareholders will also get the more returns in the organization (Csikosova, Antošová. and ?ulková, 2014).
The process of training program development is found necessary in the organisation. Training is something that should be planned and developed in advance by the company. In Wesfarmers also the training session can be implemented by the top level management of the company to have the development of the staff and they can perform better in the organization (Harvey, Hawkins and Thomas, 2012). The training program development framework is as follows:
In this step of the training program, the need is analyzed to have the training session in the organization. organizing the training session in the organization is necessary for a company like Wesfarmers is that new implementation of safety products and services are there in the business so to explain these in the market and to its shareholders, the need for training arises. In this type of framework development, the company has to decide what type of training session is required in the organization.
Wesfarmers can opt for the online training package. As the Wesfarmers employees are spread in the large area of the countries. The online package gives them the convenience to learn the new things anywhere. As training given in the organization can make them rigid and fix the training and session period as well (Wesfarmers, 2018).
The consideration of learning styles includes that company can make ensure that to teach the variety of the learning styles in the development learning programs. Wesfarmers is also providing the variety of training to its employees and train them about the new products and services.
This step includes the way in which the message can be transmitted to the employees. In this way, Wesfarmers can opt for the online training through the use of the portals in which there are different sessions is given which has to be completed by the individuals. Most training programs include the variety of the delivery methods in which outsourcing can also be opted for by the organization (Baldwin, 2016).
This will be considered to be the important step in providing the training to the employees. The amount invested in giving the training to the employees should be equal; to the return received by the training. If the return is not equal to the amount invested then the training session will be avoided as it makes the losses for the company. Wesfarmers also develop the training session which includes the minimum cost in it (Marquardt, 2011).
The delivery style is the style from which the delivery of training will be self-paced or instructor-led. In Wesfarmers, the training provided to the employees can be explained with the help of videos. The videos can be made by the expert to train the employees on the new innovations in the product introduced.
The audience includes that that will be the part of that training. In this step, company checks whether the video made by the experts is relevant to the employees to know the essential shown by the online program. The responsibilities and direction to make awareness about the product are clear to the viewers or not. The learning in the videos should be made according to the requirements of the audience that is the employees and video made should be such which grabs the interest of the viewers (Robinson, 2011.)
The content includes the relevant matter which will be understood by the viewers at the time of watching the program. The information provided in the program should be relevant for the employees. The development of content is made according to the need and requirement of the employees. The need of the marketing personnel in Wesfarmers is to convince the customers whereas the production department the need for learning is how to make the products and services in the organization (Mission Australia, 2017).
In this step, the specified time is given to the employees to complete the online program which will make easy for the organization. This online package can be useful for the marketing and sales profile employees of the company as they are the representative of the company who built the image of the company by offering the new products and services made by the company (Boxall and Purcell, 2011).
The communication step includes the training available to employees in the organization. Wesfarmers can provide the online sessions to their employee’s development from time to time which will able to enhance the knowledge of the employees.
The effectiveness of the training given can be checked through by taking the feedback from the employees. The employee is the person for whom the online program was made and they can only judge whether the program is of any use to them or not. The effectiveness of the session can be measured by comparing the performance of employees before and after giving the online training. The employees can able to develop and learn from these online sessions (Armstrong, and Taylor,2014).
Conclusion
From the above discussion, it can be concluded that giving the training to the employees in the organization is very important for the growth of the individuals. The training not only improves the employee’s knowledge but also develops the organization performance as employees are the one who performs the activity for the organization. In company Wesfarmers, the training can be given to the employees using the online learning package. These learning proceeds are finding to be simple and easy in nature. The company found the advantages’ of using this method of training in the organization, as the involvement of cost is found to be less with the maximum returns. The training can be given in the short videos which have to cover up by the employees in a specified period of time. This method can be suitable for Wesfarmers as the company has a large base of the employees.
References
Anne Loewenberger, P., Newton, M. and Wick, K. (2014) Developing creative leadership in a public sector organisation. International Journal of Public Sector Management, 27(3), pp.190-200.
Armstrong, M., and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13 edn. U.K: Kogan Page Publishers.
Baldwin, M. (2016) Social work, critical reflection and the learning organization. 4th edn. U.S: Routledge.
Boxall, P. and Purcell, J. (2011) Strategy and human resource management. 3rd edn. U.K: Palgrave Macmillan.
Csikosova, A., Antošová, M. and ?ulková, K., (2014) Strategy in direct and interactive marketing and integrated marketing communications. Procedia-Social and Behavioral Sciences, 116, pp.1615-1619.
Harvey, D.C., Hawkins, H. and Thomas, N.J. (2012) Thinking creative clusters beyond the city: People, places and networks. Geoforum, 43(3), pp.529-539.
Libraries. (2018) Designing a training program [Online] Available from: https://open.lib.umn.edu/humanresourcemanagement/chapter/8-4-designing-a-training-program/ [Accessed on: 17th June 2018]
Marquardt, M.J. (2011). Building the learning organization: Mastering the five elements for corporate learning. 3rd edn. U.K: HachettE.
Mission Australia (2017) Wesfarmers [online]. Available from https://www.missionaustralia.com.au/take-action/corporate-partnerships/wesfarmers [accessed 17 June 2018]
Robinson, K. (2011) Out of our minds: Learning to be creative. 3rd edn. U.S: John Wiley & Sons.
Sustainability. (2018) About Wesfarmers [online]. Available from https://sustainability.wesfarmers.com.au/our-report/about-wesfarmers/ [accessed 17 June 2018]
Wesfarmers Limited. (2018) Who We Are [online]. Available from https://www.wesfarmers.com.au/who-we-are/who-we-are [accessed 17 June 2018]
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