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.