Strategic Human Management Organization †Myassignmenthelp.Com

Question: Discuss About The Strategic Human Management Organization? Answer: Introducation Woolworths is one of the chief Australian companies with a wide retail interest across Australia and New Zealand. It is the second largest brand in Australia after Wesfarmers. Woolworths is known for the extensive retail services. Their broad range of goods includes food, clothing home ware and digital goods. Woolworths is also providing with financial services in association with Absa bank. The first store was opened in Pitt Street Sydney in the year 1924. The group is made up of familiar retailing deals with millions of customers in Australia (Woolworths, 2017). Background The brand is targeting the high income earners group through differential marketing strategy. Woolworths is known for supplying quality products in stores. The overall purpose is to match up with the customers expectations. The retail sector in Australia is very competitive. There is a huge competition not only from the local brands but also from the international brands. For the reason there is a continuous fight among the brand to gain a market stature. In such a condition it is necessary for a brand like Woolworths to be conscious about different marketing strategies. These marketing strategies will help them to stand against the local and international retailers. The report analyse the strategic issues faced by them and provides with a solution in order to remain competitive (King Thobela,2014). In the recent time Woolworths has faced problem related to a high employee turnover. In order to reduce the employee turnover ratio, the report furnishes effective training and developme nt tools. Adult learners program is an effective tool used to reduce the strategic impacts of high employee turnover ratio. The report provides current issues that can be resolved through a strategic implementation of training mechanism at Woolworths (Marketing Strategy,2017). Need for training to address current problem Training of employees is important for the business organization in order to carry out business orientation. Training is an important procedure for developing the skills, ability and awareness of employees for managing job. In order to manage the organization Training process it is important to shape up the learning behavior of the employees. It is permanent and never ending in nature (Hendry, 2012). Training is one of the vital and effective processes used by organizational development and achievement. Training is specified on four basic grounds: Training and development in an organization are given to enhance the overall productivity training. The training and development help in attaining requisite results. In this way the organization and employees can seek a long term bond. The overall purpose is to meet the organizational assignment, visualization, rules and regulations and the working conditions (Khanka, 2007). The existing employees are being trained to revive and improve their acquaintance. It is one of the important aspects for a team to develop itself in a well-organized way. In this manner they can improv knowledge of work (Armstrong Taylor, 2014). For an organization it is important to develop learning tools in order to implement any update and to amend any change in technology. Training therefore allows in developing a better understanding in the employees, it gives ample of chances to the employees to cope up with the changes. For instance, employees should be given proper training to use new equipments and work methods. In order to gain efficiency at work training act as an important tool in order to promote career growth. Training is considered as one of the important tool in meeting with employees expectations (Sparrow, Brewster Chung, 2016). Issues at Woolworths The organization is facing an issue of a high employee turnover. The Woolworth employee turnover is very high. Many people leave job and join another organization due to lack of growth opportunities. People are uncomfortable with the working condition at Woolworth. This has been creating a wide gap in achievement of goals. Poor working condition is one of the primary reasons for employees to leave the organization. This is because a lot of company employees part- time students who are in need of temporary job (Low,2017). They leave the job after completion of the course. This is eventually the reasons behind a high employee turnover. Very few people want to work on a continuous basis at Woolworths. This has raised a serious concern at Woolworths creating a need of a proper training procedure. The overall role is to develop an effective training mechanism by understanding individual characteristics. By analyzing the trends one can understand the reason behind the high employee turnove r. To reduce the outflow of labor, there is a need to implement an effective alternative learning program to lower the number of employees leaving the business. In such a scenario it is important to manage the employees in the best possible way through specialized learning procedure (Keith, 2012). Characteristic of adult learners to be developed Adult leaning is a process through which effective learning behavior in adults is developed. By understanding the problem adults are being trained in a well and effective manner. Maturity brings exceptional individuality that have an effect on how adults are provoked to learn. By tempting to the exclusive character of adult learners, one can design more effective and motivating learning program(Storey, 2014). Below mentioned are the list of characteristics that need to be developed in all learners in order to motivate learning and development. Woolworths is facing an issue of a high employee turnover. In such a situation it is recommended to develop an effective learner program for the employees in order to gain growth (Cameron,2015). self-sufficiency Adults typically favor a sense of organizing in nature . Employees at Woolworhs feel extreme pressure from the manager. They dont get autonomy at work. By developing autnomy at work employees will gain a sense of accomplishment. Goal-oriented. Many adults are having have specific goals. They prefer to contribute in learning activities that help them get to their objective(Knowles, et al 2014). sensible Adults in the office favor practical information and understanding that create work easier or give significant skills. In other words, it is significant for an individual to develop learning activities. Learning by experience It is important for an individual to develop an effectie adults prefer to learn by doing rather than listening(Aswathappa, 2013). Wealth of Knowledge An individual should be open to learning. He should be ready to accumulate a unique store of knowledge and experiences. In this way he is able to manage in different learning situation. Purposeful The training at work should meet all the grounds. For the pupose it is important to impart training and development . Workplace training is an important part of learning behavior. Adults desire to be acquainted with the reason of guidance and the incentive underlying an organizations training proposal. Emotional Barriers Adults have fear of subject, have nervousness about a subject or experience annoyance about compulsory changes in job tasks or rule. In order to gain competency it is essential to promote long term learning process in an individual. Learning can only be enhanced if an individual is eager to grab knowledge. Outside responsibilities Job security is one of the important factor that is increasing the employees Turnover. Most adult learners have frequent household tasks and commitments to family, friends etc. In case if they are unable to balance life and work, the productivity is been suffered. Big Picture Poor working condition is one of the primary reasons for employees to leave the organization. In such a condition it is relevant for the business organization to set a big picture view of what theyre learning. Responsible for Self It is an impotant exercise that need to be promoted at work. Employess should be responsible for self. beginner frequently take liability for their success or failure at learning. Strategies to implement proposed training program In order to gain long term sustainability at Woolworths it is essential to develop a proper training program. Training should be provided to workers to furnish them with multi skills. In this manner they will be able to match up with their expectations. This will eventually reduce the switch from one job to another. Employees will feel more motivated which will lead to employees becoming more provoked than before. This will benifit Woolworths in managing their targets. Employees at Woolworths would be eventually able to do more than one job. In order to match up with the expectations it is important to develop an effective plan. training program is a systematic process used to adopt sucess step-by step(Arli, et al 2013). In todays competetive scenario it is important to develop a coherent training procedure in order to meet both employee and employer expectations(Nickson, 2013). 1) Assess Training Needs: At an initial level it is important for an organization to develop a training program by identifying needs. Employee training need to be in a well established manner. It should be well-synchronized with the organizations strategic, human resources plans. Training assessment is an important part of overall success if one is developing a fresh plan. 2) Set Organizational Training Objectives: In order to gain success it is important to assimilate the training needs. This will recognize gaps in current training initiatives and employee skill sets. One should conduct a 360 degree evaluation inorder to understand the training procedure. 3) Create Training Action Plan: The next step is to generate a complete action plan. The plan includes learning theories, design, content, materials for training. The Resources are developed in order to create a better understanding. While developing the program, it is important to understand participants learning styles. For the purpose it is suggested to run a pilot project. Success of the training program in this case can be gathered by feedback to make alteration before initiation of program company-wide(Baum, 2016). 4) Implement Training Initiatives: the next step is to implement the training process.The organization need to make a decision one will get training in-house or outwardly coordinated. This includes the preparation of training program to be officially opened, promoted and conducted. 5) Evaluate Revise Training: the last step of the process is to evaluate the overall training and learning process. As mentioned, the training program is necessary to be monitored continually. At the end, the complete program should be assess to decide victory. Feedback should be attained from the stakeholders to decide program and coach efficiency and also information or skill attainment. Examining the feedback will permit the organization to recognize weaknesses in the program. At this point, it is importnat for the employees at Woolworths to be given with an effective training and development program. Timely revision of the learning program is important to meet the expectations. Evaluation method to be used to assess the effectiveness of the training program Visual confirmation In order to evalaute the overall learnng process it is important to assess the overall training nd development progra. Technology allows as an important tool to take role-plays a step further. The sense of accomplishment of the training program can be gained through an effective learners program. Visual confirmation is an effective method to seek confirmation from the employees. Visual confirmation doesnt only change learning but also impact the way training is been imparted in an organizaation. By taking a closer look at those initiatives one can measure the overall consequences. Social Ownership The other part is to understand the role of trainer in the form of highest mastery of a subject. Social Ownership creates an effective position by showing how the training process is been applied in their real world. This training process at Woolworths will foster peer-teaching by having peer-peer workshops. in the end a new way to get employees concerned and occupied can be gained. In this way one can establish effective relationship in the organization. Skill Assessments The next process is to Create a visual appraisal of an employees ability set and presentation Theis will enhance overall ability to clear picture of act and skill improvement. One can examine the training process by testing a sales persons present sales skills previous to training, then retesting the entity after the training in order to seek the changes . There are so many development going on in this area. By comparing it from the previous avialable data one can directly gain results on a long run. Strategic recommendations Conclusion In order to gain competency it is important for the Strategic HR professionals to implement an effective learning behavior in the employees. The SHRM is the modern agae tool that is been used by the employer to match up with the performance. By examining the operating models of other competitor companies, HR professionals can develop an effective training and development model. This will allow them to identify the gap in performance Then, they can design, develop and put into practice training programs to get employees on track. In the current situation, Woolwoths need to implement an effective adult learners plan to brings exceptional individuality that have an effect on how adults are provoked to learn. By tempting to the exclusive character of adult learners, one can design more effective and motivating learning program. in addition, there is a necessity to match up with the strategic decisions that are required to obtain an official recognition to ensure a smmoth road to the comp any's strategic goals.The only way to reduce the employee turnover is by developing an effective learning and development program. Refrences Arli, V., Dylke, S., Burgess, R., Campus, R. A Soldo, E., (2013). Woolworths Australia and Walmart US: Best practices in supply chain collaboration.Journal of Economics, Business Accountancy Ventura,16(1). Armstrong, M., 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. Baum, T. (Ed.). (2016). Human resource issues in international tourism. Elsevier. Cameron, N.(2015). Woolworths details 3-year strategy to become customer centric. Online.Retrieved from: https://www.cmo.com.au/article/574302/woolworths-details-3-year-strategy-become-customer-centric/ Accessed on: 10 August 2017 Hendry, C. (2012). Human resource management. Routledge. Keith, S., (2012). Coles, Woolworths and the local.Locale: The Australasian-Pacific Journal of Regional Food Studies,2, pp.47-81. Khanka, S. S. (2007). Human resource management. S. Chand Publishing. King, L. Thobela, S., (2014). Woolworths farming for the future.International Food and Agribusiness Management Review,17(B). Knowles, M. S., Holton III, E. F., Swanson, R. A. (2014). The adult learner: The definitive classic in adult education and human resource development. Routledge. Low,C.(2017). Suppliers back Woolworths' brand strategy as Coles feels pressure. (Online).Retrieved from: https://www.smh.com.au/business/retail/suppliers-back-woolies-brand-strategy-20170301-gunukx.html Accessed on: 10 August 2017 Marketing Strategy,(2017).(Online). Retrieved from: https://orreconomics.weebly.com/marketing-strategy.html Accessed on: 10 August 2017 Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge. Riley, M. (2014). Human resource management in the hospitality and tourism industry. Routledge. Sparrow, P., Brewster, C. Chung, C.,( 2016). Globalizing human resource management. Routledge. Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Woolworths,(2017). (Online).Retrieved from: https://www.woolworthsgroup.com.au/ Accessed on: 10 August 2017