HR Planning and Recruitment Process of Woolworths-Free-Samples

Question: Identify and discuss HR planning and recruitment in a particular sector of the labour market. Answer: Introduction Selection and the recruitment process is one of the major areas of the human resource department. In order to carry out a successful recruitment, the HR department needs to consider both external and the internal environmental factors (Marchington et al., 2016). This study deals with the recruitment and HR planning in the context of Woolworths. Woolworths is one of the largest retailers in Australia. However, this organization conducts their selection process based available for the position. On the other hand, the HR planning follows the Anti-Discrimination Act during the selection. Aim or purpose of the Study This study aims to reveal the HR planning, recruitment and the key challenges of the Human resource management department in the context of Woolworths. Structure of the Study This study includes the brief overview of the HR planning and the recruitment process of Woolworths. Therefore, an analysis of the key challenges of the recruitment process will be developed in this study. Therefore, the possible recommendations will be identified to mitigate the HR challenges in this section. Methodology The methodology is a crucial part of any study. In this current study, a secondary research methodology has been undertaken. However, 10 peer-review journal articles are selected to gather data over the HR planning and recruitment in the context of Woolworths. An extensive analysis of the current problems regarding the recruitment has been carried out in this study through the authentic data collection process. HR planning and recruitment strategies of Woolworths HR planning strategies HR planning refers to the governance of the staffs within an organization. However, the HR planning implements the behavior of the employees within an organization (Keeling McGoldrick Sadhu, 2013). In every organization, there are some gaps in the HR planning due to the managerial issue and massive loss of the business in the competitive market. One of the major areas of HR planning is the development of workforce planning in an organization. However, workforce planning defines the HR practice in an organization. In the context of Woolworths, they plan their HR practices to gain competitive advantages in the global market. HR planning of this organization helps to manage the entire operation process of this organization. In order to develop workforce planning proper training and development program are established in Woolworths by the HRM department (Wowcareers.com.au, 2017). Woolworths offers clothing and merchant training program in their organization to enhance the skills of the employees. In the Western Australia Woolworths provides this training to enhance their fashion marketing. The duration of this training is 18 to 24 months. Development of the HR philosophies is another HR planning of Woolworths. However, the HR management teams need to adopt a proper philosophy to manage the workforce in an organization (Cullen et al., 2013). In the recent years, employee disengagement is a big barrier of the Woolworths that resists this organization to enhance the efficiency of the employees. Woolworths focuses on the innovation and creation in the workplace as an HR philosophy, which is a major part of their HR planning in this organization. On the other hand, the establishment of the flexible HR design is a crucial part of the HR planning. Woolworths focuses on the employment management team in order to enhance the skill and knowledge of the individuals. On the other hand, development of the management skill and capabilities are major areas of the HR planning. In the context of Woolworths, the HR department focuses on the improvement of line management capabilities in their organization. Recruitment strategies Every organization needs a strong recruitment in their organization to identify the desirable candidate for their organization (Kalugina Shvydun, 2014). Woolworths carries out their recruitment process based on the availability of the job positions. However, their selection process is very transparent and the candidates are recruited based on their merit. This organization is abide by Equal Employment Opportunity and Anti-Discrimination Act. On the other hand, this organization maintains the privacy of the employees while dealing with the personal information. However, the HR department of this organization is responsible to maintain the regularity of the staff position. Despite having such strong recruitment process Woolworths has been facing several challenges regarding their HR planning and recruitment. One of the major drawbacks of the HR planning is the employee disengagement that affects the HRM activities in this organization. Sourcing of recruitment Woolworths recruits from both internal and external labor market. However, the internal recruitment process refers to the transfer and promotion of the existing employees in an organization (Woolworthsgroup.com.au, 2017). In the context of Woolworths, they promote the employees in a new position who are on the payroll of this organization. The promotion occurs when the vacancies arise in the organization. On the other hand, often Woolworths transfer the employees from one place to another in a similar job position. On the other hand, often this organization uses the reference from the employees during the recruitment, which is known as internal sources. External sources refer to the external agencies that often provide candidates to Woolworths for their desired position. External labor market includes advertisement, educational institutes, employment exchange, labor contractor and casual callers (Cullen et al., 2013). In the context of Woolworths, an advertisement is done via newspapers, website and professional journals. This process is suitable to obtain skilled workers for the vacant position. On the other hand, employment exchange is another tool to recruit people from the external sources in Woolworths. This employment exchange makes a contact between the job provider and the job seekers. However, Woolworths often conducts direct recruitment from the educational institutes for the desired job position. This is a good way to get knowledgeable and skilled candidates for a job position. On the other hand, casual callers are that personnel who come to an organization to get an employment. Woolworths follows this method as it is con sidered as the economical method of the selection. However, Australia is an advanced country and Woolworths is a popular organization hence, this type of recruitment is very common in this sector. Therefore, the labor contractor often provides semi-skilled candidates to this organization via making a contract with the organization. However, this external source of recruitment saves the time of an organization during searching candidates for the job position. HR planning challenges in the context of Woolworths Labor supply and demand Labor supply and demand is one of the major issues faced by Woolworths. However in the present day scenario, this is becoming a major problem due to various reasons like globalization, economy, lesser compensation, workplace strikes, payment issues and many other such problems (Lai et al .,2016). The company is often unable to make proper assumptions regarding the future labor supply. Often there are problems like unfilled vacancies or drain of employees as well. Demographic issues like ageing workforce As the pensionable ages have been raised by many EU governments, employees are being retained in their work fields for a longer period of time. However this can create many problems because it hinders the recruitment of the new younger employees. This often leads to many strikes or deadlocks that hamper the production of the company. On the other hand, as the employees grow older and can lose their skills. Apart from this, they may also suffer from boredom, lack of interest or from some frequent health issues which will also affect the overall production of Woolworths (Woolworthsgroup.com.au, 2017). Diversity Workforce diversity is of utmost importance. The overall production of Woolworths can also get hampered if there is a lack of respect and mutual understanding among the workforce. Frequent conflicts or misunderstandings can hamper the team spirit and this will ultimately affect the production. Challenges regarding the recruitment in Woolworths Sourcing from internal and external labor market Internal sourcing like sudden transferring of employees may cause discomfort and demonization. Some employees may inculcate a feeling of jealousy among others. If the criteria for promotion are age and seniority, it might make the younger employees demotivated and jealous. Internal recruitment might not always provide apt employees for the vacant posts. External recruitment of employees can create workplace conflicts and maladjustments. New employees might find it tough to adjust themselves with the new ambience or with the older co workers. Employer branding Woolworths has a good employer reputation as it offers promotions to its employees along with several other benefits. However there are often workplace conflicts because of the external recruitments which might affect the goodwill and brand reputation (Foster, 2013). Conclusion Thus, it can be concluded that HR recruitment and planning is one of the most important factor for the smooth functioning of the company. In order to comply with the rapidly growing and changing demands of the customers Woolworths has to develop its goods and services both in terms of quantity and quality (Parry Tyson., 2013). It is for this reason that they also need to recruit efficient and skilled labors. However due to various treasons like ageing, diversity recruitment and Hr planning is getting affected. Hence, Woolworths has to take proper steps in order to deal with the different HR planning and recruitment challenges. Recommendations Older employees can be retained but at the same time the young employees must also be given their chance through fair recruitment. Promotions (internal sourcing) must be made not only based on age but on experience as well. Recruitment of employees must be done without any bias and in a just manner. The deserving ones must be given priority. Workplace diversity has to be implemented. References Cullen, J., Tsamenyi, M., Bernon, M., Gorst, J. (2013). Reverse logistics in the UK retail sector: A case study of the role of management accounting in driving organisational change.Management Accounting Research,24(3), 212-227. Foster, S. (2013).HR Ready: Creating Competitive Advantage Through Human Resource Management. Lulu. com. Humayun, S. H. (2016). Merchandising operation of Woolworths Global Sourcing. Kalugina, E., Shvydun, S. (2014). An effective personnel selection model.Procedia Computer Science,31, 1102-1106. Keeling, K. A., McGoldrick, P. J., Sadhu, H. (2013). Staff Word-of-Mouth (SWOM) and retail employee recruitment.Journal of Retailing,89(1), 88-104. Lai, Y., Saridakis, G., Blackburn, R., Johnstone, S. (2016). Are the HR responses of small firms different from large firms in times of recession?.Journal of Business Venturing,31(1), 113-131. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Parry, E., Tyson, S. (2013).Managing People in a Contemporary Context. Routledge. Woolworthsgroup.com.au. (2017). Our recruitment process. Retrieved 14 December 2017, from https://www.woolworthsgroup.com.au/page/about-us/our-approach/strategy-and-objectives Wowcareers.com.au. (2017).Woolworths Group. Retrieved 14 December 2017, from https://www.wowcareers.com.au/page/Careers/Come_and_work_for_us/Our_recruitment_process/