Human Resource Management at ASDA Stores Limited Assignment Sample

Strategies Used by Human Resource Management at ASDA Stores Assignment Sample

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Introduction to HRM in ASDA Stores Limited Organisation

This report will provide a brief overview of activities that are performed by the human resource management of the organization to maintain its performance in the target market (Mousa, and Othman, 2020). This report will be based on ASDA Stores Limited.

ASDA Stores Limited is a retail sector organization that was established in the year 1949 by Peter, Fred Asquith, and Sir Noel Stockdale. Headquarters of the organization is in Leeds, England, United Kingdom. The mission of the organization is to become the most trusted retailer. This is also the mission of the organization to help the customer to save money and live better. The purpose of the organization is connected to the mission statement of the ASDA. This is the main objective of the company to offer better services to the customers at an effective low price. The business objectives of ASDA Stores Limited is to provide goods and services which are cheap & affordable to the customer. Reducing packaging and Use all option to achieve, are the key objectives of ASDA Stores Limited in the business process.

An explanation of the purpose of the HR function and the key roles and responsibilities of the HR function

Purpose of Human Resource Management

Human resource management is considered a strategic approach for the effective management of people within the organization. The main purpose of human resource management to improve the workforce of the company to gain a competitive advantage in the market.

Key Role of Human Resource Management

There are different roles played by the human resource Department to manage the performance of the organization in the target market. The main roles of human resource management are-

• Staffing- This role of HR consists of the development of a staffing plan, the Development of policies to develop a multicultural environment at work, recruitment and selection. This role is important to fulfil the workforce-related needs of the company.
• Development of Workplace Policies- This role is important to maintain effective practices in the workplace of the company. These policies are designed by the HRD to avoid unethical practices in the workplace.
• Compensation- In this role, HRD is to provide all the compensation to the employees as per labour law and the working hours of Individuals (Human Resources Department Functions, 2021). This includes payment of all additional payments as per the working hours of the employee.
• Retention- Various practices and methods are used by the HRD of the company to manage talent in the workforce. Mainly this role consists of motivational activities that can help the company retain employees for the long term to meet the long-term goals of the organization in the target market.
• Training and Development- This is the main role of the Human Resource Department to improve the performance of the individual employee in the organization. This role of HRD is related to the development of the workforce of the company (Michael, 2019). In this process, different training and development programs are developed by the human resource management to improve the performance of the organization in the target market.

Responsibilities of Human Resource Management

For human resource management of the ASDA, this is most important to fulfil some responsibility to maintain the performance of the organization in the target market. The major responsibilities of Human Resource Management are-

• To perform job analysis effectively to analyse the workforce-related needs of the company.
• To perform various activities to meet the staffing needs of the company.
• To perform effective organization of workforce to fulfil needs of the company.
• Effectively utilize the workforce of the company to meet business objectives within time.
• Effectively measure the performance of employees to develop training and development processes for employees.

These major responsibilities are fulfilled by the HRD of the company to maintain the performance of employees in the target market.

The significance that HR plays in acquiring talent to meet business objectives

There are different activities performed by the human resource management of the company to manage the talent. Talent management practices are important for an organization to meet business goals effectively. Major activities that are performed by the HRD of the company are related to the Recruitment process. All these activities are performed by the human resource management of the company to improve the workforce of the ASDA. The internal and external recruitment process is used by the organization to acquire talent for the ASDA. In this process, different recruitment approaches like promotion, transfer, referral, poor recruitment, and campus recruitment are used by the HRM of ASDA to fulfil business goals effectively.

All the activities that are related to talent management are designed, planned, and managed by the human resource management of the company. In this process, job analysis, workforce requirements, and skill requirements are analysed by the HRD to perform the recruitment process(Delery and Roumpi, 2017). The process that is used for talent acquisition includes sourcing, lead generation, recruiting and attracting candidates, interviewing and assessing, checking referrals, and making the final selection. The process of recruitment ends with the hiring and onboarding of recruits. This is how the role of human resource management is most important in the talent-acquiring process. By developing an effective workforce in the company, all the business objectives can be met within time. If the workforce of the organization is effective and skilled then it can help the company to meet all the business goals according to business strategy.

An assessment of the approach to:

Workforce planning-

Workforce planning can be explained as a process that is used by ASDA to develop an effective workforce in human resource management, it is considered a strategic process to meet the workforce-related demand of the company. Major stages that are followed in workforce planning are the prehiring phase, Training phase and post-hiring phase. All these phases are performed by the HRD to improve the workforce of the company. This approach is used by the HRD of the company to develop an effective and skilled workforce, to meet all business objectives of the organization. This is one of the most effective ways to perform workforce planning for the organization.

Recruitment and selection

Recruitment and selection are considered as a process that is used by the HR department of the company to fill vacant positions. In this process, Job description, person specification, and recruitment process are designed by the human resource department to fulfil an open position in the company. The recruitment and selection process used by ASDA is effective. The process which is used by ASDA Stores Limited is based on the online recruitment platform. In this process, candidates have to apply on the career page of the company (Ahammad, Glaister, and Gomes, 2020). After this process, the Human resource department shortlists suitable candidates for the interview and assessment process. This is how a specific recruitment and selection process is used by ASDA for workforce development.

Development and training

Training and development is the most important process that is performed and managed by the human resources of the company. Training and development processes that are used by the ASDA are based on performance analysis of current and recruited employees. As per the needs and requirements of the organization, proper training and development sessions are developed by the human resource management of the company. This process can help to improve the workforce of the company to meet the business objectives effectively. This is how training and development processes are organized in ASDA Stores Limited.

Performance management and reward systems

Performance management and reward systems are most important for employee motivation in an organization. Performance management is considered a process that is used by the human resource management of the ASDA to monitor, track, and improve the performance of an individual employee in the workplace of the company. As per the performance analysis process, the skills and capabilities of employees are analysed to evaluate the performance gap. The gap identified in the performance assessment process allows the company management and human resource management to work on employee skills to maintain performance standards in the company (Carnevale and Hatak, 2020). This is how the performance of the employee is managed in ASDA Stores Limited. In the reward management process, the performance and efforts of employees are considered to recognize them in the workplace. Employees are provided with different benefits and rewards to encourage them. This is important to improve their performance in the workplace of the company. This is how performance management and reward management system is important for the internal performance of the organization.

Inclusion of case study examples to examine the different methods used in HR practices

All the strategies and practices that are used by human resource management are designed to improve the performance of the organization in the target market. Major practices that are used by the human resource management of the organization are- 360-degree performance management feedback system, safe, healthy, and happy workplace, performance-linked bonuses, highlight performers, and reward ceremonies. These are major practices that are performed by the human resource management of the organization to improve the performance of employees within the workplace.

The 360-degree feedback system is used by the HR of the ASDA to analyse the ground conditions in the workplace of the company. Through personal interview process, the 360-degree feedback system is implemented to analyse workplace situations and challenges. This process is effective to identify operational-level challenges in an organization. This can be used by the ASDA to develop an effective environment within the workplace. Developing a safe, healthy, and happy workplace can help the HRM of the ASDA to improve the performance of the organization (Trullen, Bos?Nehles, and Valverde, 2020). In this process, various sessions are organized in the workplace to improve the motivational level of employees. Performance-linked bonuses and appraisals are provided to employees to improve their motivation level in the workplace and encourage the workforce of the company.

By highlighting performer, ASDA Stores Limited praise the employees. This is considered as one of the effective processes to improve the motivation level of employees and it is important to improve the performance of ASDA in the market. Reward ceremonies and knowledge sharing processes are also used in the workplace of ASDA Stores Limited to develop an effective and skilled workforce. This also objective of the Human resource management of the company to develop an effective relationship with employees to maintain the competitive performance of the company in the market place.

References

Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource management. Human Resource Management Review , 30(1), p.100700.

Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research . 116. pp.183-187.

Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles?. Human Resource Management Journal . 27(1). pp.1-21.

Michael, A., 2019. A handbook of human resource management practice.

Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of Cleaner Production . 243. p.118595.

Trullen, J., Bos?Nehles, A. and Valverde, M., 2020. From intended to actual and beyond: A cross?disciplinary view of (human resource management) implementation. International journal of management reviews . 22(2). pp.150-176.

Online

Human Resources Department Functions, 2021. [Online]. Available Through:< https://www.humanresourcesmba.net/lists/5-purposes-of-the-human-resources-department/>.

• The design of a job description for the position of marketing manager

Write your answer here

• A person specification for the position of marketing manager

Person Specification

• A job offer letter for the selected candidate

Write your answer here

An evaluation of the process and the rationale for conducting appropriate HR practices

This is most important for the human resource management of the organization to perform various practices to meet the performance-related goals. In this process, it is required for the human resource management to focus on the employee relation and employment legislation to develop and implement different practices which are important and beneficial for the ASDA Stores Limited. All the practices that are performed by the human resource management are most important for the business organization to improve productivity of employees. All human resource practices are based on performance, motivation level, and satisfaction level of employees. An aspect related to employee relation can be considered by human resource management to maintain the performance of the organization in the target market (Barik, and Kochar, 2017). The other aspect that can be considered by the ASDA is related to employment legislation. All the practices that are implemented by the human resource of the organization should be according to employment legislation to avoid legal trouble to the company. By considering employee relation and employment legislation in HR practices, business goals can be effectively met.

An evaluation summary of employee relations and employment legislation that relate to HR practices

• The approach to and effectiveness of employee relations and employee engagement, with mention of the flexible organisation and flexible working practices and ‘employer of choice’

Employee Relation

Employee relations can be explained as positive efforts that are made by the ASDA to develop an effective relationship with employees. This effective and positive relationship with employees can help the organization to keep them loyal and effectively engaged in their work. This is important to meet a performance standard in operations. Some of the approaches that can be used by an organization to develop effective relationships with employees are-

Improve Communication

Communication can play a crucial role in improving the relationship with employees. Regular communication can help the ASDA to develop an effective relationship with them. For example, employees can be involved in regular company meetings, and company goal-setting activities to make them feel part of the organization. Transparency also can help the organization to develop an effective relationship with employees.

Offer Career Development

Personal growth and development are one of the main objectives of employees in a business organization. If employees are provided with equal opportunity to grow and develop in the organization then it can help the management of ASDA to develop a loyal and long-term relationship with them (Lemon, and Palenchar, 2018). This is how effective relationships with employees can be developed.

Developing loyal and long-term relationships with employees can help the company to become the employer of choice. This can be helpful for ASDA Stores Limited to manage talent in the workforce. Effective relationship with employees is important for goal achievement and performance in the target market.

Employee Engagement

Employee engagement can be explained as a limit to which employees are passionate about their job, committed to the company, and put extra efforts to improve the performance of the organization. Employee engagement is a different concept from employee satisfaction. Different approaches can help the organization to engage employees with organizational activities. The major approach of Employee Engagement is-

Promote Continuous Feedback and Communication

There are different challenges and issues are faced by the employees within the workplace. In this approach of employee engagement, the management of the organization can focus on regular communication with employees to offer a better solution to them for challenges that are faced by them (Shoaib and Kohli, 2017). This approach can help the management to provide higher satisfaction within the workplace. Higher satisfaction can be helpful to encourage employees to perform effectively. This approach is effective to improve employee engagement within the workplace.

Employee Recognition

Employee recognition is considered as the most effective approach to meet the level of effective employee engagement. In this approach, employees can be rewarded or appreciated for better performance in the workplace. Actions, behaviour, and attitude of employees can be recognized to keep them motivated within the workplace. Incentives and rewards also can be offered to the employees for recognising their efforts for the company. This approach can encourage the employees to perform effectively in the workplace. Higher motivation and positive encouragement can help the organization to meet business objectives effectively.

Employer of Choice

The employer-of-choice approach can be explained as actions that are performed by the employer to differentiate themselves from another employer in the industry. This can be done by developing effective working conditions for employees and improving their relationship with them. In this approach, both employee relations and employee engagement are considered by the company to become their first choice. In this approach, another aspect is also considered by the organization to become an employer of choice which are “Flexible organization”.

Flexible Organization

A flexible organization can be explained as a company that can adapt to changes or respond to changes very quickly (Jena, Bhattacharyya, and Pradhan, 2017). This type of company can quickly respond to change to take advantage of the market situation. In the case of a flexible organization, the role of organizational structure is highly crucial. If the organization structure is flexible then it can provide the capability to the ASDA to adapt to changes effectively within a short time.

Flexible Working Practices

Flexible working practices are used by the organization to offer effective working conditions to the employees. For example, flexible work hours, reduce working hours, compressed workweek, the flexibility of work location, and gradual retirement are major flexible working practices that can be used by the organization to provide better working conditions to the employees.

• Key aspects of employment legislation within which the organisation must work

Employment legislation can be considered as the legal body that regulates the relationship between employer and employees. The range of Laws is designed to protect employees within the workplace or organization. This is important for ASDA Stores Limited to consider all the legal aspects to run the business without any interruption. For example, the Equality Act 2010, Health, and safety at work 1974, the Minimum wage act 1998, the sex discrimination act, and Data Protection Act 1998. These are major aspects that must be considered by the organization to avoid interruptions in business operations and protect the rights of employees.

Equality Act 2010

Equality act is the law that protects the employees from being discriminated against in the workplace. According to this law, unfair treatment or discrimination on basis of personal, social, and religious characteristics must be avoided in the workplace. Equality act Applies to age, race, sex, gender reassignment, disability, religion, sexual orientation, marriage or civil partnership and pregnancy based discrimination. This act must be followed by ASDA to prevent all type of discrimination in the workplace.

Health, and Safety at Work 1974

Health and safety at work 19784 act is explaining wide duties of employer. According to this act, the employer must protect the health, safety, and wellbeing of employees within the workplace. Health and Safety at work 1974 also can be explained as the legal framework that is designed to promote a high standard for health and safety of employees within the premises of the organization (O’Connor, 2017). This is major legislation that must be considered by ASDA Stores Limited in business operations.

Minimum Wage Act 1998

Minimum Wage Act 1998 is designed to set out the minimum amount of pay a worker is entitled to each hour. There are some aspects are considered in this act to set out pay for employees in the organization. In this process, age is considered as a major element to define the pay scale of each employee in the organization. This is important for the ASDA to follow the Minimum Wage Act 1998 to provide salary to their employees.

Data Protection Act 1998

Data Protection Act 1998 it was a parliamentary act which was designed to protect personal data of individual that is stored in soft copy in computers and as hard copy in organized files. Various considerations provided in the Data Protection Act 1998 must be followed by ASDA Stores Limited to avoid prevent any kind of legal action against the organization.

Legislations that are explained must be considered by the organization to keep their operations continuous and avoid legal actions against the organization.

Evaluation of how employee relations and employment legislation inform decision-making and meet business objectives

The role of employee relations and employment legislation is crucial for the decision-making process. This is important for the management of ASDA Stores Limited to consider employee legislation and employee relations in the decision-making process.

Healthy employee relations can help the ASDA to improve its profitability in the internal operations of the company. In the decision-making process this is most important for the management of the organization to consider employee relations and employee satisfaction. If employees of the ASDA are satisfied with the decisions taken by management, it will improve their productivity and motivation levels in the workplace (MADAN, 2017). This high motivation and satisfaction level can help the organization to achieve business goals within the time limit. In another case, if employees are not satisfied with the decisions that are taken by the management of the company then it can affect their motivation level and performance. It also can affect the conversion rate of a company. This is how employee relations can play an important role in the decision-making process and meet business objectives.

Employment legislation is directly related to the decision-making process of the company. For a business organization, it is most important to follow all employment-related legislation to avoid legal action. This is important for the management to consider employment legislation in the decision-making process to meet all the legal requirements that are designed by the lawsuit. Avoidance of employment legislation can lead to legal action against the organization. Indirectly employment legislation helps the organization to offer satisfaction to employees in the workplace. By following all employment legislation, an organization can develop an effective environment in the workplace. This can provide the opportunity for the organization to meet all business objectives effectively.

References

Barik, S. and Kochar, A., 2017. Antecedents and consequences of employee engagement: A literature review. International Journal of Latest Technology in Engineering, Management & Applied Science . 6(4). pp.33-38.

Jena, L.K., Bhattacharyya, P. and Pradhan, S., 2017. Employee engagement and affective organizational commitment: Mediating role of employee voice among Indian service sector employees. Vision . 21(4). pp.356-366.

Lemon, L.L. and Palenchar, M.J., 2018. Public relations and zones of engagement: Employees’ lived experiences and the fundamental nature of employee engagement . Public Relations Review. 44(1). pp.142-155.

MADAN, S., 2017. MOVING FROM EMPLOYEE SATISFACTION TO EMPLOYEE ENGAGEMENT. CLEAR International Journal of Research in Commerce & Management . 8(6).

O’Connor, N., 2017. ‘Interpreting employment legislation through a fundamental rights lens: What’s the purpose?. European Labour Law Journal . 8(3). pp.193-216.

Shoaib, F. and Kohli, N., 2017. Employee engagement and goal setting theory. Indian journal of health & wellbeing . 8(8).