Critical Analysis Of Woolworths

1370 Words3 Pages
bulb-icon

Recommended: Literature review for workplace diversity

Through the comparison of the correct HR practices and policies displayed in the literature review to those provided through the interviews, an analysis of Woolworths Limited Australia’s practices and polices is evident. The analysis helps to evaluate the effectiveness of Woolworths Limited incorporating good practices and policies, and identifying whether alterations need to be made in the future. The HR policies and practices highlighted through the analysis are Equal Employment Opportunity, ‘training beyond immediate requirements to match future HR requirements’, the systematic approach of training and development, and strategic HRD.

Equal Employment Opportunity Policy
Equal Employment Opportunity is a policy “giving people a fair chance to succeed by avoiding discrimination based on unrelated factors such as age, race, sex or nationality.” (Stone 2013, p.702) Woolworths Ltd Australia has implemented EEO policy through various programs to ensure that all employees are treated fairly & equal. Sandy, the customer service team manager demonstrated her understanding of the EEO policy implemented in the organisation. She stated that “we have a variety of policies in place to ensure that everybody is treated fairly and equal, and if any issues occur there is procedures prepared to correct and rectify them.”(Appendix C.2) Woolworths Limited has been highly effective in implementing EEO, and continues to use this policy as a guideline for their training and development activities.

Through the literature review, it is further highlighted in order to achieve EEO, organisations must cater to their diverse, multi-cultural employees. Stone states “the training environment should ensure that opportunities for practice, feedback, and so ...

... middle of paper ...

... through performance.

In conclusion, identifying these key challenges and providing good recommendations for Woolworths Ltd Australia can contribute to the longevity of the organisation and successfully flourish in the future. Through the recommendations being incorporated effectively, the organisation can also develop a competitive advantage over other retailers, such as Coles. However stating this, Woolworths has evidently highlighted throughout this paper that as an organisation it has been successful in the past and present. This is due to the organisations effectiveness of its compliance with most HR practices and policies. Woolworths Ltd Australia is one of world’s biggest retailer and evidently still faces challenges throughout their organisation, however the way they deal with the challenges and issues that arise is the reason for their success.

Show More
Related

  • Woolworths Stakeholder Analysis

    644 Words  | 2 Pages

    Shiller (2003) believes that stakeholder theory suggests that corporate stakeholders are divided into external stakeholders and internal stakeholders. External stakeholders include investors, creditors, customers and the government. Internal stakeholders include managers and employees and so on. Woolworths Company's stakeholders in the process of canned processed foods are as followed:

    Read More

  • The Spiritual Leadership Theory In The Workplace

    862 Words  | 2 Pages

    Employees require exposure to and training of the different multicultural aspects such as appropriate greetings, celebrated holidays, and traditional customs. “Companies with a diverse multicultural workforce tend to rely on workshops to develop knowledge management skills among people from different backgrounds” (Maham, 2013, p. 1094). Training and education should comprise of universal internal and external awareness and sensitivity; along with individualized cultural needs of the

    Read More

  • Pestel Analysis: PESTET Analysis Of A Company

    1252 Words  | 3 Pages

    As a company, Wesfarmers have its main strength in its huge size, capital, financial management, diversification, retail supermarket section, employee retention (7 CEO in 100 years) and top employee selection. The Weakness is immobility, high expectation of shareholders concerning growth, ROE, EPS and capital return, less growth opportunity in Australia, zero experience on overseas expansion, less personal label products, weak departmental stores, adverse economic and political situation. Opportunities for Wesfarmers are huge also – focusing on niche marketing, overseas expansion, good investment opportunities in future sustainable products and venture capital, investment in its other sections alongside home ware supply and retail supermarket. But for Wesfarmers threats are many too. First, new but strong competitors Aldi, rejuvenated Woolworths, board without previous retail experience, poor NPV projects choose by managers as they have a lot of money to waste, wrong acquisition, possible disasters in overseas

    Read More

  • Equal Pay

    1040 Words  | 3 Pages

    The Equal Pay Act (part of the Fair Labor Standards Act), forbids employers to compensate women differently for jobs that are “substantially equal”, that is, almost identical. Traditionally, women have worked in different occupations than men; these occupations tend to be substantially different, pay less and confer less authority.

    Read More

  • Identify Marks and Spencers market position and determine why they nearly collapsed

    3095 Words  | 7 Pages

    Marks & Spencer is one of the UK's foremost retailers of clothing, foods, homeware and financial services, boasting a weekly customer base of 10 million in over 300 UK stores. Marks & Spencer operate in 30 countries worldwide, and has a group turnover in excess of £8 billion. It has specific values, missions and visions. It’s main vision is ‘to be the standard against which all others are measured’, it’s main mission is ‘to make aspirational quality accessible to all’, and it’s main values are quality, service, innovation and trust. (www.marksandspencer.co.uk).

    Read More

  • Marks and Spencer Analysis

    1837 Words  | 4 Pages

    This report will investigate the British retailer Marks and Spencer. It will analyse why decision making, planning and goal setting are important to the organisation. Decision making is a process of identifying problems and opportunities then resolving them. Mission planning is the way that organisations aim to achieve their goals. All organisations have goals, these are the reasons that the company exists. Boddy (2005:178) states “A goal is a desired future state for an organisational unit. Goals provide a set of detailed objectives for an organisation’s desired outcomes”. Within this report there is a brief outline and history of Marks and Spencer. It will then look at the missions and goals of the organisation and will go on to critically evaluate planning and decision making processes that the organisation could be using. To conclude it will summarise the findings.

    Read More

  • Risk Analysis Report for Woolworths Supermarket

    1626 Words  | 4 Pages

    This report contains dividing the key processes of Woolworths Supermarkets division and identifying and measuring and prioritizing the key risks to each process of the business. As a retailer Woolworths key process were identified as purchase and selling and distribution. Each risked faced by the organization at each phase of operations has been defined and suitable measures to mitigate those risks has been suggested under the heading “Response”. Risks with high Impact has been given priority in the listing and the compliance or the standards that is to follow in response is specified under the Benchmark Column against the risks.

    Read More

  • Human Resource Strategies Proposal

    1121 Words  | 3 Pages

    This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:

    Read More

  • Explain giving examples how Woolworths should go about HR Planning?

    955 Words  | 2 Pages

    * Forecasting the demand for employees * Implementation and review The first stage of HR planning that Woolworths will need to consider is the use of the Labour stock take. The purpose of the labour stock take is to find out exactly how many staff that the company has available to them after taking into consideration the number of staff that are leaving the company and the quality of the staff available to the company. When using a labour stock take, Woolworths should use a combination of job analysis and performance review, the use of a skills audit will be of little benefit to the business as this method assesses the skills and qualifications of the employee and little qualification is needed to work in the retail area that the business operates in, a combination of the performance review, this involves looking at the performance of all the employees within the organisation in order to identify staff potential and to identify where staff have more training needs. This will enable the business to.

    Read More

  • Supply Chain Management Of Woolworths

    954 Words  | 2 Pages

    ...pts which Woolworths align into are: Listening, acting and learning. Employees interacting with customers gives immense knowledge on what they need, what they think about the stores, maintenance and customer service. Considering the feedback of the customers and start enact to those feedbacks (i.e) acting to their needs. Learning things from customers, help Woolworths in drastic changes in terms of functionalities and progress. For instance, customers always bought the coloured stationary, by changing this concept Woolworths had vastly improved the layout of the category of customers.

    Read More

  • Equal Employment Opportunity

    1515 Words  | 4 Pages

    Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these laws have helped the United States citizens become treated more equally in the work force.

    Read More

  • The Importance Of HRM

    1484 Words  | 3 Pages

    Source: CIPD. (2003) HR Survey: Where We Are, Where We’re Heading. Survey Report. Issued: October 2003, Reference: 2872, London: Chartered Institute of Personnel and Development

    Read More

  • Woolworth Performance Management

    761 Words  | 2 Pages

    Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    In this assignment I will be looking at the role played by the Personnel Management to Human Resource Management (HRM) for Sainsbury's and there historic developments. I will also be looking at how the existing HR function for Sainsbury's could be developed to work more effectively with the rest of the organisation.

    Read More

  • Prejudice In The Workplace Case Study

    1064 Words  | 3 Pages

    Second, create a diversity group ranging from upper management to employee and include someone from each different ethnicity (Haskins, Saunders, & Vazquez, 2015). This group would help manage diversity training and inclusion within Ethio Express. The third step, would be to keep up with training and make sure that every employee 's needs are met through an equal opportunity policy (Engineering Management, 2004). Through education and equal opportunity policies, cultural competence can be addressed. Within the diversity group, employees can speak openly and freely about their different cultural experiences and grow to an understanding of

    Read More

More about Critical Analysis Of Woolworths

Open Document