Comprehensive Plan to Improve Human Resources Essay Example for Free

Comprehensive Plan to Improve Human picks stress squargon Foods market- a comp any(prenominal) that doesnt think of itself as a friendship, but as a community of people working to make a difference in the world. At hearty Foods, the missionary station matters as much as the bottom line. But who is unscathed Foods food market, and how does their Human imagination Management (HRM) fit a role in the development of their culture or work environment? This comprehensive externalise will describe altogether Foods food markets history and the challenges and/or opportunities of the play along. It will explore the military capability of the ecesiss current humane resource practices with regard to the employees and describe strategies to improve the quality of those practices. Additionally, the impact of implementing the strategic improvements and how the makeup would measure success upon implementation will be discussed. all Foods Market The Organization full-page Foods Market is the worlds leader in natural and organic solid foods.With more than 270 stores in North the States and the United Kingdom, the organization seeks out the best natural and organic foods obtainable while preserving better-quality standards in the industry. agree to Porter and Kramer (2009), the intention of the organization is to sell organic, natural, and healthy food intersection points to its consumers who are passionate about food and the environment. Whole Foods Market focuses on unrefined foods, health and nutrition. They are definitely non like any other grocery store.Their ultimate goal is to become an international brand identical with not ripe natural and organic goods, but in like manner with being the greatest food retailer in both community in which they are located. Therefore, Whole Foods Market must purposefully plan and assess the merchandising of its goods according to the demand of the customers (Whole Foods Market, n. d). For the last thirteen years, aggroup instalments at Whole Foods Market, named their company as star of Fortune magazines 100 Best Companies to work for. In 2010, they were ranked number eighteen.Whole Foods is acknowledged for its police squad-based operations and employee-oriented work culture, which are considered to be the foundations of its development and success at heart the industry (Whole Foods Market, n. d. ). Whole Foods Market takes pride in setting themselves apart from their competitors within the industry. No matter how much the company excels in size or makes changes to the organization, the organization supports change by establishing and maintaining seven core values.According to Whole Foods Market (n. ), the core values are selling the highest quality of natural and organic products available, satisfying and delighting customers, sustenance team member happiness and excellence, creating wealth through profit and growth, caring about the community and environment, creating an ongoing wi n-win partnership with suppliers, and promoting the health of chanceholders through healthy eating education. Included in these core values are open communication and transparency, education and fostering, and staff empowerment. No matter how large a company Whole Foods Market becomes, they preserve what makes them unique through these core values.Whole Foods Market Challenges and Opportunities As with many organizations, the g cardinal economic down turn has caused many organizations to face a lot of challenges and to make difficult production line decisions. Whole Foods Market created a permanent modification in how they operate many vital areas of the business. This year, 2010, the companys business model accommodates continued focus on vital areas of the company by nidus in on purchasing with regards to the business while creating more worth for the consumer regarding pricing (Whole Foods Market, n. d).In the garner to the stakeholders (2009), Mackey, CEO desires to stay focused on dropping operating cost without harming the customer experience. Additionally, he states that as an organization they are committed to being better custodians of capital and producing free cash flow on a yearly basis. In the future, Mackey foresees new smaller stores that are less expensive, and an increase return on invested capital. A late(a) 2009 SWOT Analysis of the organization from Datamonitor (2009) listed some additional opportunities such as the recent strategic acquisitions that helped in strengthening their market position.These acquisitions overly help the organization to expand its operations in the natural and organic foods markets as well as increase its client base and the number of product categories. One acquisition in particular is the merge with Wild Oats Market in 2007. Other opportunities save by Datamonitor (2009) include the growing demand for private label products. Recent economic conditions have warranted companies to oblation less expensive private label products as an alternative to the customers needs. Whole Foods Market Human Resource Management StrategiesWhat makes Whole Foods stand out from others in the industry is not a single commission process but a distinctive managing structure which includes Human Resource Management support. According to ruddiness and Kumar (2006) it is important that organizations utilize HRM practices that make best use of its employees, and that is just what Whole Foods Market has done. For example, at Whole Foods, the basic organizational unit isnt the store but small teams that manage departments such as fresh produce, prepared foods, and seafood.teams are consulted on all store- train decisions and they have been given a degree of freedom that is very unique in the industry (Whole Foods Market, n. d). According to Hamel (2006), from each one team makes decisions concerning stock, and new hires. Bonuses are paying(a) to the teams, not to individuals. Members have access to compr ehensive fiscal information, including the details of every coworkers wage. Whole Foods Market has been very successful with their ability to recruit and retain good employees. The recruiting process is exceptionally unique.According to Whole Foods Market (n. d), applicants are generally screened by store focusing or by a human resources person through a preliminary interview. Once the individual is screened for overall job skills and qualifications, the application is referred to the capture department managers for a final interview. The final interview process may be conducted by a team or panel depending on the position. Team members partaking in group interviews is one way the company puts its culture of empowerment into action.Hamel and Breen (2007), state that this recruiting process is used for all new employees including those hoping to articulation teams at Whole Foods center of operations, such as the national IT or finance groups. Additional HRM practices include the o rganizations focus on hire and incentive based rewards. According to Erickson and Gratton (2007), this is one of the main components of their rewards system within the organization. Each teams compensation is directly linked to how well that team functions.Team carrying into action is considered in terms of overall productivity profit-sharing based on those numbers are added directly to each team members compensation. Teams are responsible for a different product category or aspect of store operations such as customer service, prepared foods, or grocery, among others. Whole Foods believes in a company-wide awareness of sharing the fate of the business by combining the wellbeing of team members as directly as possible with the interests of the shareholders. The organization uses a gain sharing chopine to reinforce concept.This program rewards things that members of the team can control such as work efficiency which gives members a direct stake in the victories of the company (Whol e Foods Market, n. d). Whole Foods also encourages stock ownership options in plans such as the Team Member Stock Option Plan. Within this plan, all members are entitled to receive a sacrifice of stock options each year. According to the United States Securities and Exchange Commission (2007), the grant has two components the Annual lead Grants identify and motivate team member performance and the Service Hour Grants identify team member service within the Company.Another plan is the Team Member Stock Purchase Plan. Through payroll department deductions, all non-seasonal team members with at least 400 service hours may choose to buy straight-out shares of stock at 95% of market worth on the purchase date. Whole Foods Human Resource practices are effective because the culture allows for an atmosphere of transparency, with open books and open people. These processes include the organizations team process which allows for self-direction and a high level of responsibility of line s taff. Through such a practice, members use their decision-making role to take part in driving the business forward.Additionally, the team process promotes healthy competition, trust betwixt members. Whole Foods Market Recommended Strategies for Improvement Although Whole Foods HRM practices seem successful, there is room for improvement. The following strategies are recommended in the area of team implementation and practices * If the organization maintains the team concept it is important that management ensures that members do not to obstruct the team authority over the individual.Members should merely feel responsible to each other, but even so free to be themselves. Members should also be recognized as individuals. Individuals have a need to be recognized for hard work and individual achievement. Providing a reward system for individual milestones and achievements might also allow for successful company performance. * The organization should provide opportunities for personal growth and promotion through training and education.* The organization should ensure that there are no cliques within the teams. Cliques could make it difficult to maintain ropiness and cooperation within the team. Management should also ensure or encourage subtle unsanctioned norms that steer the actions of team members, saying whats suitable and whats not suitable behavior especially within the enlisting process in which members choose their team members.* The organization should periodically evaluate the alignment of team compensation and incentives for the work that is likely to be performed. * HR should monitor changes in team compensation systems to ensure the organizations compensation is clearly understood by staff and that any changes, including team incentive pay, is also communicated. HR should ensure that employees within the team are able to see and generalize the goals of the team, and gain an arrest of his or her importance as a member. These improvement strategie s can only make Whole Foods Market more successful than they are already. These improvements will drive the business success, by assisting in promoting productivity, by increase job satisfaction and retention, and by increasing profits within the organization. Whole Foods Market Plan rating and MeasurementsBefore implementation of new strategies, employees will be informed of the proposed implementation and changes. Managers will ensure that staffs understand what is being employ and the impact to employees if any. The success of this plan will be evaluated by reviewing the success of the utilize strategies periodically to ensure continuous improvement. The evaluation of the strategies will include internal assessments and/or employee surveys/questionnaires. The internal assessments and/or employee surveys/questionnaires will be aimed to ascertain the employees satisfaction of those methods and strategies.Results of the evaluation and measurements will be compiled and reviewed by the organizations HR team. The team will seek to (1) determine if enforced strategies are predictive of organizations mission and business plan, (2) understand how implemented strategies improved or did not improve current HR practices and finally, (3) determine if there is a family relationship between the implemented strategies and overall retention and job satisfaction. If the results are satisfactory, strategies will continue to be implemented monitored and reviewed.Results that are unsatisfactory will be discussed with employees to determine why the implemented strategy was not a success and to determine necessary changes if applicable. Whole Foods Market Conclusion In conclusion both management and HR play an important role in the strategy and betterment of Whole Foods Market. This organization has already established a culture that reduces fear and increases trust. The company prides itself in the transparency between management level staff and line staff. Implementation o f these strategies will only assist to increase employee satisfaction and retention.