Value:25%Due Date:02-Sep-2018Return Date:21-Sep-2018Length:2500 words +/- 10%*Submission method...

Question

Value:25%Due Date:02-Sep-2018Return Date:21-Sep-2018Length:2500 words +/- 10%*Submission method options:Alternative submission methodTask	back to topScenarioA Strategic Human Resource Management Plan (SHRMP) sets out what strategies are required to practise HRM in an organisation. The purpose of a SHRMP is to assist the organisation to achieve its mission and objectives through a systematic design and implementation of HRM strategies, policies and programs. The SHRMP is built upon an understanding of the organisation's vision, mission, values, strategies, policies, programs and challenges.Task	Choose any organisation and follow the steps below to develop a SHRMP.	Perform an organisational strategic analysis: Examine the strategic and business plan including the vision, mission, values and challenges facing the organisation and conduct a PEST and SWOT analysis.	Building on the results of Step 1, examine the role HRM will need to play to acheive the business issues facing the organisation.	Identify and explain five (5) HR functions being performed in the organisation (such as recruitment, selection, performance management etc.), critique how these are managed (i.e., jointly with other managers or in isolation etc.) and offer commentary on any ethical considerations.	Building on the results of Step 3, prioritise and examine at least four (4) HR techniques, procedures and / or systems challenges affecting the organisation.	Draw conclusions, recommendations and a supporting SHRMP: The SHRMP is to be formulated for the four (4) prioritised HR challenges outlined in Step 4. Each HRM challenge should include objectives, implementation strategies, responsibility and KPIs within the SHRMP.*The SWOT and PEST analysis, and SHRMP can be included in tables. Therefore these do not form part of the word count as they can be included as appendices to the report.	Online submission via Turnitin is required for this assignment. Details will be provided by your subject lecturer.Rationale	back to topThis assessment task will assess the following learning outcome/s:	be able to critically examine the role of HRM in contributing to the realisation of business goals and satisfying employee needs.	be able to explain the major functions, techniques, procedures and systems in HRM.	be able to articulate how the broad HRM function is a joint effort of all managers in the organisation.	be able to identify the ethical implications of HRM and critically discuss how these can be managed.	be able to identify and critically examine the challenges facing HRM.	be able to provide recommendations for enhancing HRM practices.This assessment task allows students to develop their professional writing and communication skills, focusing on writing and supporting arguments in a professional manner. This task provides an opportunity for students to evaluate sources of information, synthesise ideas gained from academic texts and incorporate reference material in an appropriate manner.Marking criteria and standards	back to topMarking criteria & standards of performance for assignment 3 - Report - HRM Plan						Criterion			HD			DI			CR			PS			Markers Comments/Remarks									Examines the role of HRM in contributing to the realisation of business goals and satisfying employee needs2.5 marks										Provides a sophiticated in-depth, clear and succinct examination of the role of HRM in contributing to the realisation of business goals and presents a clearly and succintly defined conclusion with examples and recommendations about HRMs relationship to satisfying employee needs in a creative manner.			Provides a clear and succinct examination of the role of HRM in contributing to the realisation of business goals and presents reasoned arguments with examples about HRMs relationship to satisfying employee needs in a creative manner.			The role of HRM in contributing to the realisation of business goals is analysed, and an examination of how employees needs are satisfied with examples is offered but some commentary lacks insight to the deeper connections.			Examines the role of HRM in a sound, but limited way, and makes a descriptive connection to how HRM contributes to the realisation of business goals and to satisfying employee needs.										Explains the major functions, techniques, procedures and systems in HRM5 marks										Five (5) major functions have been clearly and succinttly explained in-depth. Accurately engages with the range and breath of the concepts, theories and practical applications of HRM functions.						Five (5) major HR functions have been clearly and succinttly explained with integration of theory and practical application offered. Evidence of precise engagement with the concepts and theories pertinent to the concepts, theories and practical applications of HRM functions.						Five (5) major HR functions have been explained with fuller defintions and examples offered to demonstrate application. Makes connections between the concepts, predominant ideas and practical applications relevant to HRM functions.						Five (5) major HR functions are explained, but the level of narrative is descriptive. Is abreast of the main relevant HRM functions and practical applications.													Articulates how the broad HRM function is managed in the organisation2.5 marks										Articulates via critical examination how the five broad HRM functions are managed in the organisation. Provides a critical and creative reflective statement that provides sophisticated synthesis of how HRM is managed.			Articulates via explanation how the five broad HRM functions are managed in the organisation. Provides an in-depth reflective statement that provides sophisticated synthesis of how HRM is managed.			Articulates via description how the five broad HRM functions are managed in the organisation. Provides a reflective statement that shows conceptualisation of how the broad HRM is managed.			Articulates via outlining how the five broad HRM functions are managed in the organisation. Provides a reflective statement that is appropriate, though limited in some elements of how the broad HRM is managed.										Identifies the ethical implications of HRM and critically discusses how these can be managed2.5 marks										The ethical implications of the five (5) HRM functions and how these can be managed have been analysed and critically examined clearly and succintly.			The ethical implications of five (5) HRM functions and how these can be managed have been examined clearly and succintly.						Desribes the ethical implications of five (5) HRM functions and discusses how these can be managed in a manner that demonstrates critical reflection but at times lacks deeper connections.			Identifies ethical implications of five (5) HRM functions and discusses how these can be managed in a sound way but at times offers limited application.										Identifies and critically examines the challenges facing HRM5 marks										Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and accurately engages with the range and breadth of the concepts, ideas and practical application relevant to HRM functions.			Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and provides evidence of precise engagement with the concepts, ideas and practical application relevant to HRM functions.			Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and makes clear connections between concepts, ideas and practical application relevant to HRM functions.						Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and is abreast of the main connections and practical applications relevant to HRM functions. But narrative can be descriptive.													Provides recommendations for enhancing HRM practices5 marks										Recommendations for enhancing the four (4) identified challenges have been critically examined, including: detailed objectives, implementation strategies, responsibility and KPIs.			Recommendations for enhancing the four (4) identified challenges have been analysed, including: detailed objectives, implementation strategies, responsibility and KPIs.			Recommendations for enhancing the four (4) identified challenges have been examined, including: detailed objectives, implementation strategies, responsibility and KPIs.			Recommendations for enhancing the four (4) identified challenges have been outlined, including: detailed objectives, implementation strategies, responsibility and KPIs.										Fulfils the technical aspects of the task.2.5 marks										Writing shows control and skillful construction of expression to convey specific understandings. Seamlessly integrates citations and referencing into the writing to convey meaning clearly, coherently and persuasively. Uses the APA (6th ed.) reference system without error.			Written expression and referencing show clear organisation. Uses a variety of techniques to incorporate source material and citations effectively to support arguments. Uses the APA (6th ed.) reference system without error.			There are no errors relating to writing and references. Uses formal written expression consistently without errors. There are no imprecise or unsupported statements or generalisations. Uses the APA (6th ed.) reference system without error.			There are few errors. Uses formal written expression with fewer than 6 instances of slang, contractions, spelling, punctuation or grammatical errors. Uses full sentences consistently. Identifies and explores one idea per paragraph. Links paragraphs using effective methods. Content is accurate and supported; there are fewer than 3 instances of unsupported assertions and/or inaccuracies. At least 6 required readings and 2 self-located readings are cited and referenced. Judgment is shown in the choice of reliable, relevant, academic sources of information. Uses the APA (6th ed.) referencing system. All task requirements have been met and submitted. Within specified word count.						Presentation	back to topPlease follow these presentation requirements:·    Use report format (requirements are outlined below)·    Keep to the word count·    Include a title page that shows the subject detailsandassessment task details·    Use 1.5 line spacing·    Do not use end notes or footnotes (reference requirements are outlined below)	This assignment must be submitted through Turnitin.	All textual elements within an assessment must be submitted in a format that is readable by Turnitin. Specific exceptions, where an assessment requires the insertion of image based evidence of workings will be outlined in the context of the assessment. Students that deliberately attempt to insert content of assessments in a format that is not readable by Turnitin may be subject to Academic misconduct investigations.	It is recommended thatyour name,student IDandpage numberare included in theheader or footerof every page of the assignment.Further details about submission in Turnitin are provided in On-line submission.Requirements	back to topReport requirements• This assignment is to be completed in a report format. Resources and information relating to writing reports can be found at:• http://student.csu.edu.au/__data/assets/pdf_file/0019/830350/Report-Writing-Checklist.pdf• Develop an overall position and ensure each paragraph contains a specific point that is demonstrated and supported in the paragraph.• Write in the third person; avoid the use of “I”, “we”, “our” etc.Reference requirements• Use at least eight (8) reference sources in total, including;•A minimum of six (6) required or recommended readings from the HRM210 modules.• Two (2) additional sources that you have located yourself.• ALL texts must be of academic standard, such as a journal article, text book, text book chapter or conference paper proceeding. Assess the quality of content in web sources very carefully. In general, website references are unlikely to provide reliable, researched information suitable for this task.• Do not reference Creative Spirits, Wikipedia or Skwirk/Red Apple Australians Together as these are unreliable sources.• Do not cite or reference the module. You may cite and reference the readings linked to in the module. The written information contained in the modules are not academic sources and are not to be used in your report.• Use in-text citations to identify other people’s ideas and words. These in-text citations must follow the APA (6th ed.) referencing style.• Quotes must be in quotation marks and the in-text citation for quotes must include the page number.	Formal and respectful language requirements• This assessment task must be in professional and formal language. This means there should be no abbreviations or slang.• Care must be taken to avoid spelling, grammar and punctuation errors.• Respectful and appropriate terminology must be used.

Sarabjeet · Accepted Answer

Woolworth and HRM
Running head: Woolworth and HRM
Woolworth and HRM
	Woolworth and HRM
	August 30
2018
	
Student Name:
University Name:
Table of Contents
Introduction	4
Part 1	4
Vision and Mission	4
Values	4
Challenges	4
Part 2	5
Role of HRM to achieve the business issues faced	5
Part 3	6
HR functions	6
Recruitment	6
Selection	7
Retention and Development	7
Training and Development	7
Remuneration	8
HR functions are managed	8
Ethical Considerations	8
Part 4	9
HR techniques and systems challenges affecting the organisation	9
Employees for Lease:	9
Moonlighting by Employees:	10
COLLECTIVE BARGAINING:	10
COLLABORATIVE MANAGEMENT:	10
Recommendation	11
Conclusion	12
References	13
Appendices	15
PEST ANALYSIS OF WOOLWORTHS	15
SWOT ANALYSIS OF WOOLWORTHS	16
SHRMP	17
Introduction
Woolworths is the Australia's largest supermarket chain. The Woolworths operates 995 stores in the Australia and depend on 115,000 team members in support offices, distribution centres and stores to provide its consumers with the quality service, convenience, value and range.
Part 1
Vision and Mission
Vision:Become one of the most responsible retailers in the world. Reflecting organisation’s passionate commitment to doing business for its customers, employees and the planet
Mission:Helping Woolworths family members achieve financial security and well-being by providing a range of related, price-competitive savings, loans and other financial services.
Values
· Consistent, responsive and accurate
· Excellent service 
· Moral Integrity
· Trust
· Ethical, considerate and friendly
Challenges
The major threat to the Woolworths as well as its current rising rival, Coles, is development of price-cutting supermarkets,for example, Aldi and potential entry of various other large global competitors,for example, German retailer Lidl. The cause these competitors are mostly dangerous is not only their capability to occupy a noteworthy market share –the Aldi has over 10% - but these low-cost, home-brand-centric retailers create tremendous pressure. As the UBS emphasizes, Woolworths' food and liquor margins are still more than 5 percent, over two-and-a-half times that of British supermarkets, almost twice the European average (Alkadi& Zhu, 2011).
Part 2
Role of HRM to achieve the business issues faced
Human resource management practices are referred to as the governance of organizational employees responsible for creating and implementing employee behaviour. The goal of the HRM team is to balance assets in a structured way. Due to some management-oriented issues, organizations face huge losses in the highly competitive business market; this HRM gap will also be analysed in this article. In order to alleviate these gaps from the overall analysis, a conceptual model has been developed.
This section highlights the best human resource management practices that are considered appropriate by different organizations. The best HRM practices maintained in the organization, WOOLWORTHS LIMITED, are discussed (Arli, Dylke, Burgess, Campus &Soldo, 2013). The norms and regulations of human resource management practices are different in each organization. These will showcase different human resource management business models and theories. Human resource planning is another important method defined in the field of human resources practice. If advanced methods are not developed, it will put the organization into a competitive loss. The result of the debate from different methods is that there are major deficiencies closely related to the human resources functions.
Develop workforce planning capabilities: Workforce planning is another important method defined in the field of human resources practice. If advanced methods are not developed, it will put the organization into a competitive loss. The result of the debate from different methods is that there are major deficiencies closely related to the human resources function. At the same time, the human resources function plays the most important role in the management of the entire organization. Appropriate training and development programs have been incorporated into known organizations because they help organize planning capabilities (Cannings& Hills, 2012).
Develop an appropriate human resource concept: The strategy developed for an organization's human resources management team must have an appropriate philosophy for organizing the workforce. In order to develop an organization, large-scale and dynamic changes need to be incorporated through human resource practices. An organization has few best HR practices;however, the number of employee detachments is rapidly increasing recently. 
Part 3
HR functions
In the case of Woolworth Limited, this retail organization runs their HR functions at the strategic and functional levels. The five main levels of line manager and practitioners operating separately or together, such as functional, operational, and strategic (Harrison, 2012).
Recruitment
The organization's human resource management system is a very simple fact, and the quality of employees actually depends on the effective strategy of recruiting employees. However, this special strategy for recruiting employees cannot always be smooth. Employers of global organizations may face practical problems, such as advertising costs for vacancies and intangible barriers, such as improved interaction between hiring managers and recruiters. It has already pointed out that over time, technological developments, social pressures and strategic issues have driven the rapid development of the recruitment field (Monks et al., 2012).
Selection
Employee selection can be defined as the screening or screening procedure. It includes collecting information about position of each applicant and then utilizing that info to select the most suitable applicant. Tests, interviews, medical examinations, and referees are all part of this process. When choosing an employee, our idea is to choose the “appropriate” candidate that best suits the position, not the applicant with the “most” qualification.
Retention and Development
Woolworth Limited is one of the most well-known and well-known retail organizations in Australia and around the world. There are several reasons why people plan to stay at Woolworth. These reasons are referred to as reserved levers. Woolworth focuses on the key practices that companies can implement through technical support to retain their top talent. Reasons or retention of leverage or retention practices are as follows:

Value: 25% Due Date: 02-Sep-2018 Return Date: 21-Sep-2018 Length: 2500 words +/- 10%* Submission method options: Alternative submission method Task back to top Scenario A Strategic Human Resource...

Task

Rationale

Marking criteria and standards

Presentation

Requirements

Answer To: Value: 25% Due Date: 02-Sep-2018 Return Date: 21-Sep-2018 Length: 2500 words +/- 10%* Submission...

Answer To This Question Is Available To Download

Related Questions & Answers

Submit New Assignment

Criterion	HD	DI	CR	PS
Examines the role of HRM in contributing to the realisation of business goals and satisfying employee needs 2.5 marks	Provides a sophiticated in-depth, clear and succinct examination of the role of HRM in contributing to the realisation of business goals and presents a clearly and succintly defined conclusion with examples and recommendations about HRMs relationship to satisfying employee needs in a creative manner.	Provides a clear and succinct examination of the role of HRM in contributing to the realisation of business goals and presents reasoned arguments with examples about HRMs relationship to satisfying employee needs in a creative manner.	The role of HRM in contributing to the realisation of business goals is analysed, and an examination of how employees needs are satisfied with examples is offered but some commentary lacks insight to the deeper connections.	Examines the role of HRM in a sound, but limited way, and makes a descriptive connection to how HRM contributes to the realisation of business goals and to satisfying employee needs.
Explains the major functions, techniques, procedures and systems in HRM 5 marks	Five (5) major functions have been clearly and succinttly explained in-depth. Accurately engages with the range and breath of the concepts, theories and practical applications of HRM functions.	Five (5) major HR functions have been clearly and succinttly explained with integration of theory and practical application offered. Evidence of precise engagement with the concepts and theories pertinent to the concepts, theories and practical applications of HRM functions.	Five (5) major HR functions have been explained with fuller defintions and examples offered to demonstrate application. Makes connections between the concepts, predominant ideas and practical applications relevant to HRM functions.	Five (5) major HR functions are explained, but the level of narrative is descriptive. Is abreast of the main relevant HRM functions and practical applications.
Articulates how the broad HRM function is managed in the organisation 2.5 marks	Articulates via critical examination how the five broad HRM functions are managed in the organisation. Provides a critical and creative reflective statement that provides sophisticated synthesis of how HRM is managed.	Articulates via explanation how the five broad HRM functions are managed in the organisation. Provides an in-depth reflective statement that provides sophisticated synthesis of how HRM is managed.	Articulates via description how the five broad HRM functions are managed in the organisation. Provides a reflective statement that shows conceptualisation of how the broad HRM is managed.	Articulates via outlining how the five broad HRM functions are managed in the organisation. Provides a reflective statement that is appropriate, though limited in some elements of how the broad HRM is managed.
Identifies the ethical implications of HRM and critically discusses how these can be managed 2.5 marks	The ethical implications of the five (5) HRM functions and how these can be managed have been analysed and critically examined clearly and succintly.	The ethical implications of five (5) HRM functions and how these can be managed have been examined clearly and succintly.	Desribes the ethical implications of five (5) HRM functions and discusses how these can be managed in a manner that demonstrates critical reflection but at times lacks deeper connections.	Identifies ethical implications of five (5) HRM functions and discusses how these can be managed in a sound way but at times offers limited application.
Identifies and critically examines the challenges facing HRM 5 marks	Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and accurately engages with the range and breadth of the concepts, ideas and practical application relevant to HRM functions.	Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and provides evidence of precise engagement with the concepts, ideas and practical application relevant to HRM functions.	Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and makes clear connections between concepts, ideas and practical application relevant to HRM functions.	Identifies and examines four (4) challenges facing HRM in regards to techniques, procedures and / or systems facing an organisation and is abreast of the main connections and practical applications relevant to HRM functions. But narrative can be descriptive.
Provides recommendations for enhancing HRM practices 5 marks	Recommendations for enhancing the four (4) identified challenges have been critically examined, including: detailed objectives, implementation strategies, responsibility and KPIs.	Recommendations for enhancing the four (4) identified challenges have been analysed, including: detailed objectives, implementation strategies, responsibility and KPIs.	Recommendations for enhancing the four (4) identified challenges have been examined, including: detailed objectives, implementation strategies, responsibility and KPIs.	Recommendations for enhancing the four (4) identified challenges have been outlined, including: detailed objectives, implementation strategies, responsibility and KPIs.
Fulfils the technical aspects of the task. 2.5 marks	Writing shows control and skillful construction of expression to convey specific understandings. Seamlessly integrates citations and referencing into the writing to convey meaning clearly, coherently and persuasively. Uses the APA (6th ed.) reference system without error.	Written expression and referencing show clear organisation. Uses a variety of techniques to incorporate source material and citations effectively to support arguments. Uses the APA (6th ed.) reference system without error.	There are no errors relating to writing and references. Uses formal written expression consistently without errors. There are no imprecise or unsupported statements or generalisations. Uses the APA (6th ed.) reference system without error.	There are few errors. Uses formal written expression with fewer than 6 instances of slang, contractions, spelling, punctuation or grammatical errors. Uses full sentences consistently. Identifies and explores one idea per paragraph. Links paragraphs using effective methods. Content is accurate and supported; there are fewer than 3 instances of unsupported assertions and/or inaccuracies. At least 6 required readings and 2 self-located readings are cited and referenced. Judgment is shown in the choice of reliable, relevant, academic sources of information. Uses the APA (6th ed.) referencing system. All task requirements have been met and submitted. Within specified word count.