Diversity Practices in Promoting Trust - Free Samples to Students

Question: Discuss about the Diversity Practices in Promoting Trust. Answer: Introduction The report helps in analysing the human resource strategies of Woolworths that is based in Australia. The growth, structure along with mission and vision has to be analysed in an effectual manner that will help in evaluating the different kind of HR strategies. The different kind of HR functions has to be analysed effectually that will help in understanding policies along with different other relevant information. The main aim and purpose of the report is to identify the different kind of overview of the current state of the employee engagement has to be analysed effectively. The structured plan will be included as this will help in increasing the engagement of the employees over time. The structure of the report includes the overview of the organization along with analysis of the strategies of HR that exists within organization. The evaluation of the different HR practices along with analysis of the employee engagement will be discussed as well. Proper plan of the strategic initiatives has to be analysed in an effectual manner. Overview of Woolworths Organization Woolworths Supermarket is one the largest supermarket chains in the entire Australia and it was founded in the year 1924 in the month of December (Woolworths.com.au. 2018). The headquarters of Woolworths Supermarket is based in New South Wales wherein there are more than 111,000 employees who are working under different stores of Woolworths in Australia along with in New Zealand. The Woolworths Supermarket specializes in selling different kind of groceries along with different kind of beauty and health products in an effectual manner. The main mission of the company is to satisfy the different customers and partners with the shopping experience that is unique in nature by offering the different kind of quality along with prices and services that is based on commitment along with attention of the employees. The vision of the respective organization is to be independent, innovative along with sustainable cooperative wherein the different customers that will help them in able to choose products at the reasonable prices. The core values of the Woolworths Supermarket are to listen to the different customers along with employees and suppliers wherein they will provide welfare along with sustainability through honesty along with commitment. Identification of HR strategy of Woolworths The HR strategy of Woolworths is to provide training along with development to the employees and support the different kind of HR needs of the company that will help the company in increasing morale of the employees of the organization. The human resource department helps the company in insuring the operational success as this will help the company in continuous improvement along with empowerment of the different employees as well. The HR department of Woolworths mainly focuses on employees as this will help the company in reducing the different kind of expenses of the company in an effectual manner (Albdour and Altarawneh 2014). Proper training and development of the employees has been done in Woolworths wherein the recruitment of the employees is done as this will help the company in benefitting the organization in recruiting suitable candidates for different departments effectually. The job analysis and job description are done by the HR department of Woolworths wherein it involves planning along with forecasting for hiring the new employees (Albrecht et al. 2015). Evaluation of HR practices in Woolworths There are different kind of HR practices that are present in Woolworths are as follows: Sundown Rule 10-Foot Rule Teamwork Open Door Grass Roots Process Servant Leadership Conflict Resolution These are the different kind of HR practices that has been adopted by Woolworths as this will help the company in resolving the different conflicts among the individuals in the company. However, there are different kind of issues as there are different kind of negative HR practices that include the following: Black Friday Protests Discrimination against the women Non-Unionization Illogical kind of dress code for the employees These are the different negative HR practices that has been included in the Woolworths that has to be analysed in an effectual manner. The respective company needs to implement different training and development programs wherein this will reduce such issues and this will increase the diversity among the workforce as well. Proper ascertainment is required to be done in an effectual manner in a global manner (Shuck and Reio Jr 2014). Analysis of the current state of employee engagement Employee engagement is the property of relationship between employees and the organization. The engaged kind of employees in the organization is the one who focuses on their work with an enthusiastic manner that will take positive action towards the entire success of the organization as well. In Woolworths, the company has provided the employees with flex timing along with introducing employee engagement activities as well (Karanges et al. 2015). Woolworths tries to focus more on the good practices between the teams and this will help the company in understanding the learning styles and preferences in an effective manner. Proper effective learning strategies has been implemented by Woolworths wherein this has helped the company in making the employees engaged with different activities of the company effectually. Proper ascertainment has been done by Woolworths wherein it has been seen that proper communication channels has been provided to the employees as this has helped them in motivating the employees (Downey et al. 2015). The Maslows Hierarchy theory has been applied by Woolworths wherein they have given importance to the requirements of the individuals who are working in the company and tried to include the different other schemes as well that will improve the employment engagement practices as well (Mone and London 2018). Structured plan of initiatives in increasing employee engagement Firstly, put the employees in the right kind of role at work as this will help the employees in achieving the company goals with implementation of their knowledge and strategies. Proper creation of in-house mentorship is required to be done by employees wherein the employee engagement strategy will be effective in nature with the help of well-defined internal kind of growth paths. The Maslows hierarchy theory can be applied by the company as this will focus on the needs of the employees and this can improve and boost the morale of the employees as well (Carasco-Saul, Kim and Kim 2015). This kind of theory of motivation will create huge impact on the employees as this will create positive differences in the tasks performed by the individuals in the organization. The motivational theories can be applied in Woolworths that will provide huge amount of enthusiasm and positivity in the tasks performed by them. The employees have to be surveyed on a regular basis as this will create good working relationships with the manager and this will create growth opportunities for the professional growth of the employees as well. Proper 360-degree performance appraisal can be applied by the company as this will include analysis of performance of individuals and guide them in order to increase the productivity as well (Slack, Corlett and Morris 2015). Proper criticisms will help the employees in understanding their weaknesses and this will help them in understanding their weaknesses and turn them into their strengths in the future as well. The respective method of performance appraisal will help the employees in performing well as the appraisal methods will provide them different motivations such as salary hike or providing them flexible timings to work in the office (Anitha 2014). Lastly, the employees can be allowed to work from their home as this will help the employees along with the organization in performing the tasks effectively and in a flexible manner. The work from home concept can help the company in reducing the costs related to overhead and this will provide the employee a perk that can help them in feeling motivated. Herzbergs theory of motivation can be applied by the company that will make them understand the different facilities provided to them and this will increase the overall productivity of the entire organization as well. Conclusion Therefore, it can be concluded that proper employee engagement is essential in nature as this has helped the company in understanding the requirements of the employees. The motivational approaches have been applied by the company in order to motivate the employees and this has increased their morale as this created huge opportunities for them to work in the organization with motivation. The feedback of the employees has been valued and this created opportunities for the employees along with the organization to reduce the overhead costs and increase the flexibility of the employees as well. Proper and accurate motivational and performance appraisal methods have been applied by the company that has been applied by company to increase their competitive advantage in the entire market. Lastly, it has been seen that the employees have been able to work in the flexible kind of environment that has helped the company and the employees in solving the different issues and increase productivity effectively. The employee engagement has been provided with accurate importance as this has helped in increasing morale of the employees in an effectual manner. References Albdour, A.A. and Altarawneh, I.I., 2014. Employee engagement and organizational commitment: Evidence from Jordan.International Journal of Business,19(2), p.192. Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), p.308. Carasco-Saul, M., Kim, W. and Kim, T., 2015. Leadership and employee engagement: Proposing research agendas through a review of literature.Human Resource Development Review,14(1), pp.38-63. Downey, S.N., Werff, L., Thomas, K.M. and Plaut, V.C., 2015. The role of diversity practices and inclusion in promoting trust and employee engagement.Journal of Applied Social Psychology,45(1), pp.35-44. Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal communication on employee engagement: A pilot study.Public Relations Review,41(1), pp.129-131. Mone, E.M. and London, M., 2018.Employee engagement through effective performance management: A practical guide for managers. Routledge. Shuck, B. and Reio Jr, T.G., 2014. Employee engagement and well-being: A moderation model and implications for practice.Journal of Leadership Organizational Studies,21(1), pp.43-58. Slack, R.E., Corlett, S. and Morris, R., 2015. Exploring employee engagement with (corporate) social responsibility: A social exchange perspective on organisational participation.Journal of Business Ethics,127(3), pp.537-548. Woolworths.com.au. (2018). Retrieved 6 April 2018, from https://www.woolworths.com.au