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Strategic Human Resource Management Assignment On Wesfarmers



  • Brief company information followed by explaining your choice of the company
  • Key areas/issues to be examined here in the essay
  • A brief overview on how you may address these areas

Five Coursework Requirements

  1. In reference to the taught content of sessions (1-6), critically evaluate HR strategies and policies in relation to organisational (global) strategies, efficiency and effective management of people. Within the chosen organisation, select pivotal areas for analysis with supporting evidence of current theories and practice examples. Your analysis need to include recommendations for improvement.
  2. In reference to the taught content of sessions (7-8), critically evaluate the concepts of organisational culture, power, politics and conflict, and employee engagement and motivation. Within the chosen organisation, select pivotal areas for analysis with supporting evidence of current theories and practice examples. Your analysis need to include recommendations for improvement.
  3. In reference to the taught content of session (9), within the chosen organisation, critically examine the grievance and disciplinary processes and practices. You should explore the wider global context (if appropriate); include reference to external agencies and alternative dispute resolution and recommendations for improvement.
  4. In reference to the taught content of sessions of (10-12), within the chosen organisation, critically evaluate a range of financial models the organisation might use to assess the financial viability of a major global HR initiative. You should include in your evaluation the potential impact of international financial factors such as foreign currency and interest rates.
  5. In reference to your learning experience on this module, identify an event or incident which had a significant impact on enhancing your knowledge and competences in terms of academic and professional development. Using a reflective model to capture your learning and development on the module and identify future actions.


Global human resource management can be often coined as an umbrella term as this caters to engulf every predominant aspect associated to strategic HRM useful for decision making process. Strategic HRM is beneficial for handling operations and complexities arising within organisational culture and work apprehension as discussed in this strategic human resource management assignment. International HRM is far wider term and handles broader range of activities as compared to domestic HRM. Recruitment, selection, employee engagement and productivity are certainly major activities that are handled by international and domestic HRM strategies, effectively contributing towards decision making process within an organisation. The study would shed light on HR strategies and policies in context of selected organisation, Wesfarmers, a diversified Australian corporation. Furthermore, management of people and highlighting pivotal working areas has also been taken into consideration. Along with this, grievance, disciplinary, alternative dispute resolutions and relevant recommendations are also stated. The findings of the strategic human resource management assignment are also supported by capturing reflective model and determination of future role and responsibilities of HRM in concerned organisation.

1. Critically evaluate HR strategies and policies in relation to organisational (global) strategies
Human resource management is a process through which pivotal operations of an organisation is conducted through adoption of overarching and specific strategies. HRM is likely to express a broad-brush statement of aims and objectives of an organisation. However, there are certain disadvantages and pessimistic effects of the chosen HR strategies on a global basis. Under laid are certain effective HR strategies and policies on global basis in association with concerned organisation:

  • Identify your leadership capital: It is a predominant responsibility of the HR leaders to ensure their leadership and management skills. This can help them to interact properly and understand the gap between the management and employees. Loophole in the afore-mentioned strategy might lead to communication barriers and resistance to motivation (Noe et al., 2017).
  • Assess your bench strength and skills gap: Benchmarking is also one of the most important practices for an organisation like Wesfarmers to follow. This can lead to understanding the metrics of best practice and best-fit approach as compared to other organisations. Development of skills is also important along with the practices followed. In failure of the above, might lead to negative work culture and apprehension.
  • Institute succession planning: There must be pre-defined planning for achievement of future organisational goals. This can help companies like Wesfarmers to organise a direction onto which the employees have to work in order to be successful (Brewster, 2017). This can also be useful in avoiding the motivational and internal stickiness. For instance, management of Wesfarmers ensures about their diversified business operations and through succession planning, it is also able to engage with its shareholders and local communities and is able to serve in different other countries as well.
  • Challenge and retain your talent: HR might ace issues in certain skills like lack of cooperation, communication or weak motivation skills, thus, it is necessary for them to ensure about overtaking their issues and personal challenges. This can be assistive for the employees and also help them to get guided in a proper way. This might also be useful for reducing the cultural differences among the employees.
  • Equal employment opportunity policies: Apart from the global HR strategies, there are certain policies that are required to be followed by organisations like Wesfarmers. This can also be useful for ensuring employee retention rate and their job satisfaction. The above-mentioned policy is useful for the employees that ensures that every individual must get equal employment opportunity irrespective of their caste, creed, culture or gender (Marler & Parry, 2016).
  • Payroll deduction and vacation policies: Employees must get opportunity for holidays and must get paid leaves for that. This can make them stick to the organisation and also fills a sense of job satisfaction within them. This can also lead to higher productivity of the company.

HR global strategies

Figure 1: HR global strategies and policies
(Source: Created by Author)

Efficiency and effective management of people
The core responsibility of the HR department is to ensure effective management of people so that they are able to cope up with the organisational operations. From the under laid model, it would be easier to understand the significance of managing people effectively.

The Four-Folder’s Model
There are different ways through which employees of the concerned organisation, Wesfarmers can be handled which is proposed in this strategic human resource management assignment. Below mentioned ways are involved in the respective model:

Tacit: This is person-specific, this includes the personal experiences, skills, talents and attitudes that is difficult to formalise and there can be communication barrier in the fluency of communication process. This can also create a barrier in effective communication process, leading to misconception of the information conveyed (Gooderham et al., 2015).

Explicit: Explicit is independent of a person, where it is found that the process of communication process is easier and there is less misinterpretation of the information conveyed. This also makes easier to communicate and share data, codified procedures, practices, regulations or universal principles. For instance, the management of Wesfarmers ensure that they maintain a strong and trustworthy relationship with people through their diversified range of operations.

Individual: This aspect is related to personal possession of skills, knowledge, talent and experience. This can help the individual to enhance his/her skills and in this HR must ensure for providing appropriate training sessions and also organise discussion sessions, in which the employees are able to open up with their issues and problems and get it solved by their leaders (Hassan, 2016).

Organisational: Organisational aspect is associated with the repository of collective knowledge and skills of the employees as this can be used to increase the yield of productivity and also retain the employees.

Four Folders Model in Strategic HRM assignment

Figure 2: The Four-Folder’s Model

Apart from the above mentioned model in this strategic human resource management assignment, there are other ways through which HR is able to handle the employee retention and employee engagement. This includes:

  • Reward management: Reward or appraisal system can also be effective for motivating and increasing morale of the employees. National and regional rewards systems are useful for handling organisational practices. Within Wesfarmers, there is variable pay system, decentralisation of collective bargaining and implementation of different practices and legislation.
  • Cultural dualities: Wesfarmers operates itself in different countries as well, this welcomes multiculturalism within the company and thus, it is necessary to ensure equal employment opportunities for them as well. Regulations and organisational policies must be equal for them as well. In respect to cultural dualities, it is necessary to ensure about certain aspects that includes equality versus inequality, certainty versus uncertainty and individualism versus collectivism (Renaud et al., 2015).
  • Pay scale, allowances and other benefits: Cash is a basic component that caters to serve as a benchmark for the compensation elements, this involves incentive benefits. Employees of Wesfarmers are provided with package of allowances in relation to their basic pay scale. Other benefits like vacation leaves, sick leaves and paternal leaves must also be provided.
  • Training and development: Training and development is a major component among other HR strategies, this can be useful for improvising work skills and behaviour of the employees towards the company. New candidates of Wesfarmers are also provided with training and development sessions for increasing their abilities for future development opportunities.

managing people in hrm assignment

Figure 3: Ways for managing people
(Source: Created by Author)

Within the chosen organisation, select pivotal areas for analysis with supporting evidence of current theories and practice examples
Wesfarmers is an Australian Farmers’ cooperative that is listed among the largest companies of Australia. The company handles a vast range of activities and operations that includes home improvement, outdoor living, apparel and general merchandise. The company has industrial divisions as well that is associated with chemical energy, fertilisers and industrial safety products. The company is totally inclined towards creating long-term value with its customers. With the help of underlaid models and frameworks, analysis of significant area of the company has been discussed.

Performance Management Model: Performance management model is a strategic sense that is concerned with handling different issues that arises within an organisation. The concerned model can be integrated in several ways as proposed in this strategic human resource management assignment:

Performance Management Model in HRM assignment

Figure 4: Ways to integrate Performance Management
(Source: Created by Author)

The PM can also be assisted through the performance management cycle that includes plan performance planning where role of leaders and managers are defined and setting of organisational objectives is also done. This also contributes towards performance improvement and personal development (Al Ariss & Sidani, 2016). After this, comes the act of performance activities stating about the carrying out the role of leaders and managers along with different developmental plans. For instance, any technological development requires proper and pre-defined planning for the execution and thus,it is the core responsibility of the HR department to monitor performance and also review joint analysis of the performance.

Talent Management Framework: Talent management is a useful concept for managing and developing the skills of employees. Every individual is talented in some or the other way, hence, in professional field, it is necessary for the HR department to ensure that the employees get proper direction to use their skills and talents. For instance, in Wesfarmers, new candidates are provided with training sessions so that they are able to cope up with the business proceedings. HR department is responsible for attracting, identifying, developing, deploying and engaging employees through training and development (Paauwe, & Boon, 2018).

Talent Management in HRM assignment

Figure 5: Talent Management Framework
(Source: Paauwe, & Boon, 2018)

Diversity Management: Managing diversity is about ensuring to let the employees have equal opportunity and also maximize their potential that can effectively contribute to their self-enhancement and development. This in turn can benefit the productivity of the organisation. As per the 2007 CIPD report, it has been observed that managing diversity properly can result in positive aspect within the employees. This can contribute towards achieving the organisational goals. From the below figure provided in this strategic human resource management assignment, different aspects can be understood that is associated with managing diversity within an organisation (Cascio & Boudreau, 2016)

Diversity Management in HRM assignment

Figure 6: Managing Diversity in organisation
(Source: Created by Author)

Recommendations for improvement
From the above study give this strategic human resource management assignment, it can be recommended that there must be appropriate implementation of organisational rules, regulations, policies and legislation act including equality act 2010. This can be useful accomplishing organisational objectives. Effective management of the employees is also one of the major concerns for the HR department. It is also necessary for the HR department to adopt certain global strategies that can contribute towards employee retention and engagement. Strategies for addressing inequality through rights, treating people the same, promoting multiculturalism, emphasis on organisational procedures and promoting diversity must be adopted for further benefit of the organisation.

2. Critically evaluate the concepts of organisational culture, power, politics and conflict, and employee engagement and motivation

  • Culture: Work culture is regarded as one of the most significant components of the organization. The views, values, ways of communicating and the presumption that add to the psychological along with the unique social environment of the company are known as organizational culture. In the case of Wesfarmers, this involves the organizational experiences, philosophy, expectation along with the values which act as a guide for the performance, behavior, self-image, communication both internal and external, inner workings, future expectation. Furthermore, culture is considered to be based upon partaken beliefs, customs, and attitudes that are said to be developed in Wesfarmers over the years. According to, in order to attract and hold back talented employees, an organization needs to create a good culture within to uphold the spirit of the workers.
  • Power and politics: Politics and Power within an organization are the rigid reality that no company is able to overlook. The introduction of the managerial class and the evolution of the contemporary corporation made a huge difference in the business world but with the adaptation of professionalism as exhibited by Wesfarmers, witnessed a remarkable decline in the power politics within an organization (Naznin & Hussain, 2016). This is needless to say that though there is a decline in power and politics within the organization, there are no power centers or employees with a settled interest. One reason that may be stated for the issue is that both the concept of power and politics are quite old like the recorded history and human nature and so, it is hard to push away the primal will to resist those who are in power and tries to impose the will of the one who are in power (Ahlvik & Björkman, 2015). Politics in the concerned workplace may be termed as the use of power and social networking in the organization to obtain the changes that may profit the individual along with the organization. Again, the manipulation by the individuals serves the personal interest of the concerned but stays numb when the organization is concerned.
  • Conflict: Conflict within a workplace or more commonly, organizational conflict is a case of misunderstanding or disagreement that is caused by the perceived or actual opposition of needs, interests, and values among the people who are working together. When two or more employees communicate or interact, conflict is expected to occur as opinions in regard to any task are held in contradiction. It can be stated precisely that the organizational conflict takes place between two members or between groups, as a result of defects in communication within the organization. There are three main types of organizational conflicts that are namely, relationship conflict, task conflict, and process conflict (Jamali, El Dirani & Harwood, 2015).
  • Employee engagement and motivation: Employee engagement is measured with the limit within which the employees appear enthusiastic about their jobs and stays engaged to the organization along with high noticeable efforts in the work, thereby increasing the motivation of the employees. The level of involvement along with emotional commitment both toward the work and the organization is regarded as employee engagement that results in motivating the same; this leads to high productivity rate and thereby strives toward the betterment of the organization (Meyer & Xin, 2018)

Select pivotal areas for analysis with supporting evidence of current theories and practice examples
In an organisation, there are several matter concern that requires attention of HR department and the HR leaders are highly responsible for handling the business operations. There are certain adverse situations that are handled by the HR department of the concerned organisations. Under laid are certain ways through which pivotal areas of organisational proceedings can be handled.

Performance Appraisal Model: Performance appraisal or review is considered to be an essential part of performance management through performance appraisal in true sense is not performance management. It is recognized as one of the range tools that can appraise performances and is the central pillar of the performance management systems. Often the output and behavioral based competency are been appraised (Kesti & Syväjärvi, 2015).

Upward Appraisal: It includes the rating of the managers by the employees via, in majority of the cases, an anonymous questionnaire. Managers have been reported of not being fond of the upward appraisal system, though it is a 360 degree appraisal. It can further be used for describing all the direction of the feedback derived from a composite rating from peers, encompassing the subordinates, supervisors and periodical customers (Bondarouk & Brewster, 2016). Anonymous surveys are the most preferable mode of conduct for this procedure. In some cases, the organizations also use computerized data obtaining systems.

A Process Model of International Recruitment and Selection
The concept of process model has been applied to different aspects of a business organization. A process model can be defined by the description of the process at a level. In the context of recruitment and selection at an international level, the model can be also implemented. A process model of recruitment and selection comprises of four steps (Bailey et al., 2018). The first step is the determination of the competencies of the HR personnel regarding the recruitment and selection in an international context. In the second step international recruitment is done which is followed by the international selection in the third step. The final step is the evaluation of the overall method of recruitment and selection and analysis of its success.

process model of recruitment and selection

Figure 7: A process model of International Recruitment and Selection
(Source: Created by Author)

The process of international recruitment and selection starts with the planning of human resources. For continuing with the recruitment process the HR professional has to gather information regarding the requirements of the job. The Knowledge, Skills, Attitude and Other characteristics (KSAOs) and tasks that are essential for the job must be analyzed in this step. The process includes recruitment planning, analysis of the business needs.

  • With the help of the attributes, abilities, skills, and roles that are needed for a job opening in this process the professionals are responsible to select candidates among different applicants (Noe et al., 2017). However, they can also relocate the existing members to some other posts or areas.
  • In this stage among the potential applicants, few candidates are selected based on their skills, knowledge, talent, and experiences.
  • After the selection of employees, it is the responsibility of the HR professionals to identify the existing conflict between work and family of the employees, Person-organization fit and socialization. On the basis of these factors, the success of the recruitment and selection procedure can be evaluated by the HR personnel.

Recommendations for improvement
It is recommended in this strategic human resource management assignment that as there is a growing conflict among the employees of Wesfarmers, The organization has to choose different models for mitigating the conflicts. It has been experienced that when more than one people interact there is an increased chance of conflict. The organization may recruit more skilled people who have experience of working with people from different cultural backgrounds and have the understandings of the impact of politics on the functioning. For the recruitment, it is recommended in this strategic human resource management assignment the HR professional may implement the process model described above. The HR managers can keep the employees motivated at work by fulfilling their basic needs and demands.

3. Critically examine the grievance and disciplinary processes and practices (explore the wider global context)
Grievance processes: A grievance can be defined by any type of injustice or dissatisfaction that is faced by the employees at the workplace regarding the compensation, leaves, benefits and other perspectives of the employment (Smith et al., 2017). However, the grievance can affect the business organizations adversely by impacting on its productivity as well as the profitability. The sense of grievance rises in that point when an employee of the organization realizes that something unjust or unfair is going to occur or occurring in the organization. There are many causes of the arrival of grievance and some of them are discussed below:

  • Unpleasant or unsafe working environment.
  • Lack of essential machines, tools, and raw material.
  • Promotion and incentive.
  • Compensation and its payment.
  • penalties, punishments, and fines
  • Rules and regulations of the organization.

Disciplinary processes: Disciplinary procedures of Wesfarmers ensure that the standards of the organization regarding performance and conduct at the workplace are imitated. Wesfarmers also assign a humane and fair process to deal with employees who fail to meet the standards of the organization. Members of Wesfarmers communicate with the employees regarding the disciplinary process and associated standards of the organization. They also apply all the disciplines and standards equally to all the employees and also on the management. However, the grievance may be factual or imaginary or disguised. If the grievance of the employees in an organization remains unsolved, the productivity of the organization is greatly reduced while the wastage of material, rate of absenteeism, indisciplines and internal conflict is enhanced (Harper, 2015). Thus, it is necessary for all business organizations to handle the grievance and disciplinary processes in an effective manner. Wesfarmers also follow a procedure to handle the grievance and discipline within the company; the company is committed to making a positive contribution to the society, economy and the environment with the help of its principles, fairness, integrity, and honesty. Wesfarmers follow numerous principles, among them; the identification of the internal conflicts is a major principle. For handling the grievances the company follows a few steps that are described below:

  • The identification of the issue: The divisional officers or corporate officers are responsible to identify the issue disclosed by the employees. The officers are aware of the fact that grievances may not be factual and maybe imaginary sometimes. Thus they put greater effort into the identification of the fact.
  • An accurate definition of the issue: The management then defines the issue in a proper way that is accurate.
  • Gathering the related facts: Respective officers of Wesfarmers collect relevant data and facts from all the departments, teams or individuals that are related to the grievance. When all the information is gathered the officers classify the data for avoiding the chances of distortion.
  • Analysis and solution: Officers of Wesfarmers analyze the collected facts, opinions and feelings so that the actual reason behind the grievance can be interpreted. After the identification of the real cause, the management derives alternative solutions for the issue for the settlement of the grievance.
  • Decision making and implementation: In this stage, the management chooses the best solution method among the suggested solutions suggested by the officers and communicates the decision to the employees.

Recommendation for improvement: For making improvements in the practice of grievance and disciplinary processes Wesfarmers can follow the following steps.

  • Firstly written procedures and policies for the procedure of managing grievance and discipline can be developed (Kaufman & McDonnell, 2016).
  • The policies of Wesfarmers must outline the rules and regulations and the penalties that are specific to the company that is applicable to various kinds of the employees as well as the managers or supervisors.
  • Wesfarmers must consider the establishment of a broad array of steps regarding the management of disciplinary practices, and the steps directly depend on the seriousness of the conduct.
  • Wesfarmers have to prohibit security forces from disciplining the workers and provide adequate training to the employees regarding the disciplinary procedures, especially to the managers or supervisors.
  • Workers have to be given adequate information about the disciplinary procedures so that they are aware of the probable result of their misconduct in the future (McAndrew, 2016).

4. Critically evaluate a range of financial models the organisation might use to assess the financial viability of a major global HR initiative
There are several financial models that are utilized by business organizations for the effective assessment of the financial viability of the company (Zambon, 2017). Some of the theoretical concepts as well as models that can be used by Wesfarmers are described below:

Discounted Cash Flow analysis: It is one of the most appreciated and utilized methods of assessing financial viability. This model provides an organization with the net present value and also forecasts the condition of free cash flow in the future. The model operates on the basic principle that the company’s value is the sum of the free cash flow of the future that are subjected to be discounted at a rate that is suitable (Bratton & Gold, 2017). The steps of this model are explained below:

  • Forecast of the cash flow that is expected by the organization dep[ending on several assumptions regarding the tax rates, cost structure, revenue growth, and fixed investment.
  • Determination of the WACC by assignment of the weights to the cost of equity and debt based on their content in the capital structure (Bailey et al., 2018).
  • Utilization of the growth rate of the future for arrival to a terminal value and henceforth discounting the cash flow of the future and terminal value with WACC for reaching the enterprise value.
  • Calculation of the equity value that can be achieved through the subtraction of the net debt from the enterprise value (Fawzi, Kamaluddin & Sanusi, 2015).
  • After that, the equity value is divided by the number of shares that are diluted and thus the intrinsic value can be received.

This model can be implemented by Wesfarmers for analysis if the share is undervalued or overvalued. As the organization has expanded to many countries and established with predictable and steady growth rate it can implement this model. As the organization has taken the global HR initiative and have accumulated a greater amount of cash in the investment and avoid tax in the Australian market, such a model would be helpful for the company. The global HR strategy must also include the assessment of the strength of its bench and gaps in the skills.

Leveraged Buyout Model
This model is utilized by mainly when an organization wants to expand its business and acquires another organization by combining equity and debt. If Wesfarmers wants to expand its business to another country apart from the countries it has expanded, it has to assess the financial viability. In this case, it can implement this model as the fraction of debt financing is relatively higher. The model proposed in this strategic human resource management assignment aims to point out the valuation of the organization and the return that is developed by its exit (Reddy, Xie, & Huang, 2016). The steps of this model are explained below:

  • Calculation of the purchase price
  • Determination of the equity and debt funds to interpret the acquisition amount
  • Development of the income statement
  • Calculation of the cumulative free cash flow
  • Calculation of the returns and exit value

The organization may also implement some financial techniques for the assessment of the financial viability that are explained below:

Ratio Analysis: The objective of this technique is to interpret the financial statement and some other financial information. There are several advantages and limitations of the method in the context of Wesfarmers. Ratio analysis is helpful for the company as it can assist in validating the operating decisions, investment, and financing. It also helps to simplify the statement of complex accounting and financial information into ratios of solvency, financial efficiency, operating efficiency and long term positions that are simple (Noe et al., 2017). However, the major limitation that the company may face from the implementation of this technique is that the technique ignores the changes in the price level as a result of inflation. Inflation is a major international financial factor and impact on the price level periodically. Another limitation of this technique is that it only takes account of the quantitative aspects of money and does not involve the qualitative aspects.

Balanced scorecard It is an approach that provides a comprehensive and balanced framework to judge the performance of an organization from the financial, customer, production and business perspectives. The aim is to help the management of the organization in a unique and modern way. In the context of Wesfarmers, the technique has both positive and negative sides. The technique smoothen the understanding and the communication of the goals and objectives of the business in different hierarchical levels of the company (Brewster, Chung, & Sparrow, 2016). The technique also focuses on the mission and vision of the organization to ensure that the organization does not deviate from its vision. It thereby combines the financial as well as non-financial goals and measures the performance into a particular system. The balanced scorecard only accounts for a few perspectives and thus is incomplete and imbalanced. It only considers the performance of the organization and does not suggest anything regarding the things to be done in order to make improvements in the performance.

5. Identify an event or incident which had a significant impact on enhancing your knowledge and competences in terms of academic and professional development.
As Wesfarmers operates in the international platform the impact of cultural dissimilarities is high as compared to the other private organization. I believe that in human resource management, the organizational culture plays a pivotal role by guiding the employees toward meeting the goals and objectives of the organization. With the globalization geographical boundaries has been overcome and the organization has successfully expanded to different countries. However, I have experienced that in the new locations of the company, it came across major difficulties because of the ineffective cross-cultural management. The REFLECT Model would help to reflect the incident by identifying its causes, perspectives and also to plan for new ideas that would mitigate the problem (Banfield, Kay, & Royles, 2018).

The REFLECT Model:
Remember: I can remember that while studying the concept of culture, conflicts, politics, and power in Wesfarmers on the motivation and engagement of the employees I have discovered that the organization has not put much effort into the management of the organizational culture in its overseas outlets. As a result, there was a growing internal conflict in the organization due to inefficient cross-cultural management.

Experience: I have experienced that organizational culture is an indispensable factor that drives the employees to meet the goals of the organization. I have also experienced that practices of human resource are very important for the company as the HR department is responsible for responding to the cultural dimensions inside the organization. It is clear to me that due to less effort of the management in understanding the culture and tradition of the local community, the organization has failed to manage the cultural dissimilarities.

Focus: I believe that it is the responsibility of the HR department to manage the people so that they can perform well for achieving the effectiveness of the organization. The human resource managers are responsible for to regard the differences in the culture as a positive learning experience for all the employees.

Learn: During the completion of this module, I have learned about the cultural dimension with the help of Hofstede’s cultural dimension theory in which Hofstede discussed 5 dimensions that are Power Distance, Individualism vs. Collectivism, Uncertainty Avoidance, Masculinity Vs. Femininity and long term Association. Apart from that, I learned about the different models that the organization may implement to assess its current financial viability.

Evaluate: I believe that there is a lack of perception in the management of Wesfarmers regarding the concept of culture and the impact of unresolved conflict that had grown up in the organization due to the compliances of the employees. The result is the development of the internal conflict, enhancing the absenteeism and turnover of the employees. I feel that the company may utilize its stronger human resource department for the mitigation of the growing conflict.

Consider: According to my own view, the organization may recruit more talented people experienced in managing people from different backgrounds, countries, ethnicity, and languages. It has to implement some employee engagement program or loyalty program so that the employees. The compliance of the employees has to be efficiently managed by disciplinary and grievance procedures.

Trial: For managing the compliance I think the organization should make a written format that would list the disciplinary and grievance procedure. I feel that action must be taken to motivate the employees toward the work to reduce the employee turnover rate.

From the above portfolio provided in this strategic human resource management assignment, knowledge is gathered regarding organizational theories and HRM theories and practices. The study explores different global perspectives of human resources that are highly complex in nature. It can be concluded in this strategic human resource management assignment that the interrelationship between the workers in an international organization is crucial to be managed in an effective manner. Following the issues identified through the course of the study provided in this strategic human resource management assignment, the portfolio also gives some clear recommendations for each of the issues. Strategic human resource management assignments are being prepared by our HRM assignment help experts from top universities which let us to provide you a reliable best assignment help service.

Ahlvik, C., & Björkman, I. (2015). Towards explaining subsidiary implementation, integration, and internalization of MNC headquarters HRM practices. International Business Review, 24(3), 497-505.

Al Ariss, A., & Sidani, Y. (2016). Comparative international human resource management: Future research directions. Human Resource Management Review, 26(4), 352-358.

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.

Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford University Press.

Bondarouk, T., & Brewster, C. (2016). Conceptualising the future of HRM and technology research. The International Journal of Human Resource Management, 27(21), 2652-2671

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Smith, J. L., Lypson, M., Silverberg, M., Weizberg, M., Murano, T., Lukela, M., & Santen, S. A. (2017). Defining uniform processes for remediation, probation and termination in residency training. Western Journal of Emergency Medicine, 18(1), 110.

Zambon, S. (2017). Intangibles and intellectual capital: an overview of the reporting issues and some measurement models. In The economic importance of intangible assets (pp. 165-196). Routledge.


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