Strategic Human Resources Practice Samples †MyAssignmenthelp.com

Question: Discuss about the Strategic Human Resources Practice. Answer: Introduction In this assessment, self reflection about the human resource management is explained. The details about the strategic human resources practice is also illustrated in this essay. The management practices are explained in context of Australia. This essay also highlights some of the personal experiences regarding some incidences and practices that demonstrate the effective human resource management practices. The major aspects that is followed in this essay is description of the learning experiences, analysis of the experiences and its significance along with evaluation of some successful learning experiences that leads to the scenario of self- knowledge. I am explaining this self reflection as my position as a HR manager in the concerned organization. Discussion: Human resource management in Australia I have learned that human resource practices are adapted in order to influence the employees behavior, performance and attitude. Some organizations are there who values the employees and working personnel as important asset of the organization and thus refer human resource practice as people management. However, I also come to learn that all the practices and decision should be aligned properly with the aims and business objectives of the organization. Woolworths is one of the leading retail organizations and the major functions that HR managers are- stock taking, forecasting the supply of labor, forecasting the demand for employees and implementing the chosen strategies along with monitoring the same process. I think that this process is necessary as evaluating the number of employees currently has and number of employees leaving the organization and availability of the quality employees is important. This allows the HR to estimate the total productivity of the organization. Alfes et al. (2013) stated that the framework for the human resources environment comprises of technology that is implemented in the workplace, organizational culture, values and attitudinal trends, managerial trends, demographic trends and HR utilization trends. I have witnessed the importance of technology in the workplace of technology in the working environment of Woolworths. Initially all the work in the retail organization is carried out manually that hampers the overall productivity of the organization. However, when the technology is incorporated in the Woolworths, number of handling customer increases and the accuracy in the work is also attained. In addition to that, the supply chain process is also enhanced and customer now gets their desired products within lesser amount of time. The incorporation of technology allows them to assist 3 million customers each dayon average (Reiche et al.2016). Budhwar and Debrah (2013) moreover stated that the role and competencies that hum an resources of an organization should possess are- fact based decision making, effective leadership ideas and visions, administration control and interpersonal teamwork. In my case other factors like stakeholder interests, HRM policy choices and HR outcomes should also be valued in formulating effective human resource management. I always follow ethical stakeholder experience in Woolworths in which the organization includes local farmers to grow and supply fresh fruits and vegetables. This human management system is not only beneficial for the organization as they can get fresh items at lesser cost but the local farmer also getting financial benefits that on the other hand enhances the CSR activity and economic development in Australia. This can be termed as fact based decision making. Moreover, HR professionals should also provide operational support in Woolworths. All the employees with personal and professional problems and concern come to the HR and get necessary solutions. Human resource department identify the skills and competencies of the employees and offer them training session if they required it for personal development (Marchington et al . 2016). In Woolworths, as a human resources managers I am liable to monitor and implement early career program, which is also categorized into different training activities- on job training, regular e-learning training activities and classroom training for comparatively weak employees, master-class training for the productive employees. I have also noticed that Woolworths have jot down all the years performances and assess whether an employee need further assistance. An effective HR leader also celebrates the achievements and failures of every employee and provides productive feedback so that everyone can improve in their future. The greatest challenge that I have face is the change management, when I have taken the decision to implement a new technology system in the organization. The technology is the virtual store concept that requires extensive IT supports and effective monitoring team that can evaluate the performance and profitability of the organization. In addition to that, in that situation I have to make the employee also aware of the concept and train them about the basic knowledge for handling the monitoring process. In think this is required as customers, who are visiting the physical store and ask the low-end customer regarding the concept and usage of the virtual stores, any employee can assist them with accurate information. Employee and customers engagement is also my department where I have to suggest some effective strategies so that we can develop a good business relationship with the customers as well as employees. Another problem that I face is the leadership development. Urtasun-Alonso et al. (2014) also depict that a leader as to be flexible to handle all the major and minor issues related with the workplace. The reason is that not all the employee has the same competencies to accomplish task under pressure. In such cases, the leader has to motivate them according to the employees performances. Some motivated through financial benefits and some motivated by non-financial benefits and as a HR manager I have to assess the preferences of the employees and implement policies in the organization. In Woolworths I have introduced the concept of incentives after employees have achieved their target and a level system in which all the employees are rated a level based on their skills. In later case, new employees may get assistance from the existing employees that on the other hand improve the leadership skills of the mentors and we can find the next leader in our organization. I have witnessed that in this way, the person who are motivated through financial benefits, int ends to work beyond their capabilities and the person, who are motivated through the non-finial benefits and self- development, show their leadership skills. In addition to that Woolworths follow many policies for providing equal employment opportunity, anti-bullying, anti-harassment, ethical code of conduct and occupational health and safety. The couture in Woolworths illustrated that everyone should be treated with dignity, courtesy and respect. Bullying, harassment or unlawful discrimination is not allowed within the organization. As a HRM manager I emphasized more whether or not offensive or demeaning statements, abusive or offensive language is used in the office premises. Taken for instance, once a night duty manager sexually harassed by the store manager as a result the victim took antidepressant and even committed to suicide (Whitbourn 2017). As a manager I had taken the steps for assessing the meeting with the store manager and listen to his statements and also provide compensation to the victim. I have also monitor the rules and procedures that are formulated for bag checks, glass breakages, food sampling, return policy for good s, security and good fresh food practices. Strategic human resource management The difference between the human resource management and strategic human resource management is that the former aspect influences the employees intention and performances; whereas, the latter aspects highlighted the activities that are implemented to achieve the business goals (Cho and Poister 2013). I have also learned that a company has to emphasize on the legal and ethical issues of the organization, occupational health and safety measures, industrial relations, effective job designs, human resources panning and information system. Moreover, the hiring process, diversity management within the workplace, performance and career management, rewarding employees, retention management and evaluation of the effectiveness of HRM practices are also a part of the strategic HRM activities. Assessing the aspects of the human resources management, I have gathered much information and desire to be the future leader and one of the decision making management members in the organization Woolworths. The concerned organization has adopted a process where the human resources are liable for aligning the organizational strategies and organizational cultures. On the other hand, the financial resources are assessed by the HR through monitoring the competitive financial environment and current organizational situation. I have also learned that in SHRM the primary goal is to improve the employees productivity by not focusing on the problems. Brewster et al. (2016) also depicts that the HR also identify the key areas to implement the strategy. At Woolworths, all the employees are treated with proper respect irrespective of their gender and cultural or traditional beliefs. In Australia, Work Health and Safety Act 2011(ACT), Fair Work Regulations 2009, Sex Discrimination Act and Equal O pportunity for Women in the Workplace Act 1999 (Cth) and these legislations are followed in Woolworths. As a HR manager I have formulated a policy, where some reservation are there for elderly people, physically challenged people and women can also recruited as managerial position based on their skills and competencies. In this way, the policy of workplace equality can be achieved. In addition to that, people get hired from other cultural background so that a diverse workplace can be formulated and a sense of ethical business can be obtained. This allows the customers to get attracted towards our organization. I have focused on recruiting people with a disability, age diversity and LGBTI inclusion. I have developed collaboration with Australian Network on Disability (AND) that help us to provide skilled disabled candidates. I have also encouraged the concept of age diversity in the working environment, where not only people with older ages can include but the younger employees are a lso counted. This inclusion of age diversity has shows a great result in the employees variations and this can be witnessed through over 79,000 employees of fewer than 25 ages, more than 20,000 old employees and more than 1,000 employees, who belongs to the group of Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI). I am hoping that this strategic human resource idea will make us eligible for being a Gold Tier employer in the Australian Workplace Equality Index (AWEI). As an effective leader in the human resource department, I have implemented the rule of Destination Zero. According to this policy, the aim for zero affected people will be obtained. I have decided that every job roles and responsibility should be accomplished safely and employees are allowed to stop a work immediately if they think the concerned work is unsafe to proceed. In this case, I have also initiated training classes for the employees regarding the uses of safety measures so that they can utilize the knowledge in the emergency situation. Li et al. (2015) also depict that an effective human resource manager is also liable for developing safety rules and strategic direction to accomplish all kind of work. Kramar (2014) have mentioned that an effective HR practice should also consider the aspect of conflict of interest. I have thus, highlighted some points to avoid the conflict among the employees within the workplace. According to this policy, all the employee can share their perspective and disclose information whether they are doing business with any competitor of Woolworths, doing business with which the Woolworths Limited have major interests, taken gifts from any supplier, holding a public office that impacts the company or have an immediate family member employed by a direct competitor in a senior role. All the employees perspective are valued properly and respected. Strategic decisions are taken so that future adversity can be overcome. Conclusion Thus it can be stated from the entire discussion that an effective human resources manager have to monitor everything and evaluate the performance of the organization by implementing those strategies. Some of the effective HRM strategies discussed in the essay are- inclusion of new technology within the organization provide training to the employees, training regarding safety measures, formulation of policy that defines the work and safety practices, recruiting diversified teams within the organization. Regular monitoring of the benefits by implementing these policies should also evaluated by HR manager. References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351. Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers. Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge. Business.gov.au., 2017. Work Health and Safety (OHS) acts, regulations and codes of practice. [online] Available at: https://www.business.gov.au/info/run/workplace-health-and-safety/whs-oh-and-s-acts-regulations-and-codes-of-practice [Accessed 29 Aug. 2017]. Cho, Y.J. and Poister, T.H., 2013. Human resource management practices and trust in public organizations. Public Management Review, 15(6), pp.816-838. Fair Work Ombudsman., 2017. Welcome to the Fair Work Ombudsman website. [online] Available at: https://www.fairwork.gov.au/about-us/legislation [Accessed 29 Aug. 2017]. FWC Main Site., 2017. Legislation regulations. [online] Available at: https://www.fwc.gov.au/about-us/legislation-regulations-0 [Accessed 29 Aug. 2017]. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089. Li, Y., Zhang, G., Yang, X. and Li, J., 2015. The influence of collectivist human resource management practices on team-level identification. The International Journal of Human Resource Management, 26(14), pp.1791-1806. Mail Online., 2017. Employees reveal problems faced by Coles, Woolworths and Aldi staff. [online] Available at: https://www.dailymail.co.uk/news/article-3313134/Employees-reveal-problems-faced-Coles-Woolworths-Aldi-staff.html [Accessed 29 Aug. 2017]. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international human resource management. Taylor Francis. Urtasun-Alonso, A., Larraza-Kintana, M., Garca-Olaverri, C. and Huerta-Arribas, E., 2014. Manufacturing flexibility and advanced human resource management practices. Production Planning Control, 25(4), pp.303-317. Whitbourn, M., 2017. Former manager sues Woolworths for $1.3m over alleged sexual harassment by boss. [online] The Sydney Morning Herald. Available at: https://www.smh.com.au/nsw/former-manager-sues-woolworths-for-13m-over-alleged-sexual-harassment-by-boss-20140129-31n3y.html [Accessed 29 Aug. 2017]. Woolworthsgroup.com.au., 2017. A Safe Place to Shop and Work - Woolworths Group. [online] Available at: https://www.woolworthsgroup.com.au/page/community-and-responsibility/community/a-safe-place-to-shop-and-work [Accessed 29 Aug. 2017]. Wowpeople.woolworths.com.au., 2017. Woolworths. [online] Available at: https://wowpeople.woolworths.com.au/content/dam/loginPage/documents/Code_of_Conduct.pdf [Accessed 29 Aug. 2017].