Training And Development Needs Analysis For Desired Role At Woolworths

Team/department

At 1924, Woolworth’s group opened their business of a retailer company in Sydney’s Imperial Arcade. It is a supermarket or chains of groceries in Australia possessed by Woolworths Limited (Kulas 2016). A wide range of household products is available in Woolworths starting from fruits and vegetables, meat, seafood and Deli, then bakery, then they have pantry which includes breakfast and spreads, tea and coffee, snacks, herbs and spices, baking stuffs, condiments like chutney, salad dressings, mustard, pickles, different types of sauces, they includes frozen meals as well like seafood, pizzas, vegetables. Meats to ice creams and sausages are all available in their frozen list; they offer drinks and liquors, tobacco. They have products for the pets as well from cats to dogs to birds and fishes. It also includes baby products, health and beauty care products to household daily necessities and lunch boxes (Wu et al. 2015).

The prior strategic goal of Woolworths is that they want to be the customers’ number one brand in over all the other brands in the market. To achieve this very goal they have little precedence like creating a customer as well as a store-led team and culture, initiating sustainable momentum in sales for food, progressing with the drinks business to supply more value and benefit to the customers, authorizing the portfolio trade to follow the strategies to deliver the values of the shareholders. Lastly, it aims to become a lean retailer by end-to-end activities and improving their excellence of the system.  However their strategies are simple which aims at developing a team, refresh their stores, by reducing costs they want to improve processes, modernize the products presented and to enlarge cohesive brand.  Woolworth’s organizational values are the things that they believe in and for them their values are the foundation and basis for their business. Their values make them distinct in the market. The main value of Woolworths is that to offer a simple and honest deal and placing a quality within the customers reach. Their value gives them the guidance and shows them the direction of the behaviors and choices of the organization.  Being true to their values, they know what their customers, employees, partners and suppliers want from them and so they can successfully satisfy those.

                                             

                                            Figure 1: The diagram showing the top management of Woolworth in an Organizational Chart

Woolworths top executive comprise of the Group marketing director and CEO under them there are the non-executive directors, chairman, chief general managers, director of the supermarkets, chief logistics and information officer, general manager of human and resources. The chief general manager of liquor and petrol, director general merchandise and big W, chief financial officers general manager corporate services general business development and general manager of property are also under him. Now under the Director supermarkets, there are general supermarket operations and general manager mercury program and under general manager human resources, there is general manager of Woolworth academy. Finally, under the director general merchandise and general manager big W there is general manager Dick smith electronics and general manager big W. Organizational structure holds an importance for a company as it helps in the internal functions which is necessary for decision making. Structures can be both flat and tall structures. Small company uses the flat structure and large company’s uses the tall structure as the Woolworth is using the tall structure. Organizational structure is also necessary for the communication as it fairly distributes the authority. This organizational structure in a company actually assesses the performance of the employee. It actually helps in the race of achieving the goals as it permits a series of commands. However, organizational structures actually help the company to handle better the changes in the marketplace involving the needs of the customers, regulations imposed by the government and the updated technologies (Tran and Tian 2013).

Organizational Structure at Woolworths

There is a huge chance of professional growth in Woolworth as it provides ample quality of training to their already existing staffs so that they can improve and can built their capabilities. Woolworth priority is that their employees can work in a safe environment. They give equal opportunities to all employees irrespective of their genders. Woolworth has currently 205,000 employees and over 584 job vacancies in Australia and has 3,000 different places for them to work and so they give a perfect job opportunity to their staff members. Apart from the salaries, they receive extra monetary help if he/she is injured in the work premises. The staff members get employee discounts and vacation and paid offs. Most beneficial part is that Woolworths group provides scholarships for those who have applied great ideas in their business as well as other scholarships. Employees are also benefited with share in purchase plans, employees’ credit union, parental leave, private health insurances, employee assistance program and few more (Weng and McElroy 2012).

It is better to work in the human resources (HR) team of Woolworth. The recruitment and selection of the organization is done by HR team which is the crucial task of the of the HR department (Armstrong and Taylor 2014). This team is very dependent for placing the right candidate for the exact work or position. This team while recruiting a candidate keeps in mind that they fit with the organizations current need considering both the external and internal factors. However, this department has a great impact on the company and affects the functioning of the company largely.  The main purpose of the HR department is to contribute to the business with a capable and pleased workplace. It mainly guides the employees, interviews them and constructs the recommendations for the employees. It further completes the paperwork as soon as a new candidate joints and assures the employees that both the organization and the employees are met with the legal affairs. An added responsibility of this department is that it handles the payroll or conveying payroll data if the payroll is from outsource. However, it looks after the benefits of the employees; it helps the employees with all their queries and organizational programs. It further manages the employees’ complaints and attempts to resolve it as fast as possible (Bratton and Gold 2012).

The main objectives of the HR department are to maintain the employees’ confidence and morale. It becomes more important when the company is not having a good time and going through an economical led back. At this time, the employees need to feel protected and beneficial for the company that is done by the HR department. The next objective is that to introduce the employees with the various incentive programs, to develop star performers, effective recruitment, training and staffing in the company, to enhance the productivity, to apply new strategies and policies for business costs and practices and lastly, solving the issues among the employees so as to maintain a healthy workplace environment (Daley 2012). The key performance indicator (KPI) calculates the performance of a specific activity and processes. However, the necessary KPIs for the role of HR are the safekeeping of talent that specifies the stability for the job in a company. The next is the duration of the employee for the position in which they are recruited, absenteeism that includes the delays, leaves or unexcused non-attendance. It also involves the time in between a candidate leaving the job, the new candidate replacing him. KPI helps creating loyalty and satisfaction in the employees, it calculates they efficiency of the candidates by looking how long they are taking to achieve the goals set for their designation and the most important is calculating the number of accidents occurring in the workplace (Parmenter 2015).

The compulsory qualification needed to become a HR is with formal educations and proper academic documentations. Two to four years of a degree in HR management is highly appreciated. To acquire the post of senior managers MBA and law degrees are asked by many organizations. Qualification also includes previous experiences; certifications as well as previous promotional experiences, which are not always compulsory but definite, add value to the resume (Aswathappa 2013).

The skills that is required for effectively dealing with HR jobs is recruiting which means to bringing fresh talents, screening the candidates, maintaining employee relationships, scheduling the task, maintaining social media, and performance management. The basic knowledge for becoming an HR comprises of the principles and procedures of recruitment, selection, training, compensations and benefits along with staff relations, negotiations, administrative and management, they must have knowledge regarding English, basic computers, communication and economics and accounting. The behavioral features required to take HR roles are good communication skills, great presenter to attract the employee’s attention, should be innovative with their solutions, must be easily approachable, should have the sense of time management and disciplined. They must be smart at assigning tasks to the team members, considerate when making decisions, motivator, and trusted advisor to the employees and a capable leader (Kinicki and Kreitner 2012).

Mandatory qualifications, skills, knowledge	Level of current competency (self-rated)	Level of competency (peer rated)	Priority of importance
Educational qualifications-
Completed basic education ( passed class 12)	8/10		Degree in HR management
Has a degree of HR management	9/10		Certificate of professional human resources (PHR)
Certified in professional human resources (PHR)	8.5/10		Basic education
Has no previous job experience	0/10		No previous job experience
Skills and knowledge-
Powerful communicator and has knowledge of English ( speaking and writing)	9/10		Good communication skill and is fluent with English
Organizer of difficult business policies	7/10		Can handle social media well
Managing the conflicts and solving the problems among the employees in the organization	8/10		Can take on spot fast decisions and so can maintain the relationship with the employees well
Recruiting fresh talents and positioning them according to their qualifications and skills.	7.5/10		Has knowledge about negotiations, administrations and training
Maintaining a healthy relationship with the employees by taking faster decisions	8.5/10		Can handle conflicts and resolve it effectively
Assigning tasks to the team members as HR cannot do every task alone	8/10		Can assign task equally without being bias
Measuring the productivity and managing the performance	7/10		has knowledge about accounting and so can handle payroll
Maintaining the social media	9/10		Can be abided by the rules and regulations and the polices of the organization
Look after the payroll of the employees	8/10		Recruitment and positioning  of the new employees
Abided by the rules an d regulations as well as the various policies in of the organization	8/10		Dealing with the business policies
Incorporate knowledge about negotiations, administration and training.	8.5/10		Can measure the productivity as well as the performance

References

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.

Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.

Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.

Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best practices. McGraw-Hill Irwin.

Kulas, S., 2016. Company profile.

Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning KPIs. John Wiley & Sons.

Tran, Q. and Tian, Y., 2013. Organizational structure: Influencing factors and impact on a firm. American Journal of Industrial and Business Management, 3(2), p.229.

Weng, Q. and McElroy, J.C., 2012. Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), pp.256-265.

Wu, J.H., Neal, B., Trevena, H., Crino, M., Stuart-Smith, W., Faulkner-Hogg, K., Louie, J.C.Y. and Dunford, E., 2015. Are gluten-free foods healthier than non-gluten-free foods? An evaluation of supermarket products in Australia. British Journal of Nutrition, 114(3), pp.448-454.