Factors Impacting HR Strategies at ASDA

This document discusses the factors that influence the development of HR strategies at ASDA, such as legal and technological factors. It also explores how HRM can support ASDA in attaining its organizational goals, including creating positive relationships and trust among employees and employers. The document provides insights into HR planning processes and the Michigan/Matching Model.

ASDA

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. Factors that impact the development of strategies...................................................................1
2. How can HRM support ASDA to attain organisational goals.................................................2
3. How can HR managers creates positive relationships and trust among employees and
employer......................................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Strategy refers to a long term plan that the management frame for organisation to reach the
expected, future state the firm envision. A plan of action considers organisation’s aims and
objectives, the kind of goods and services that which the administration plan to design, the firms
who want to sell to and the markets that serve to make profitability. The organisation which is
considered to complete the assessment is ASDA (Nagy and et. al., 2018). It is a British
supermarket retailer which was incorporated in 1949 and is headquartered in West Yorkshire,
England. The document will consider information about the factors that influence the
development of HR strategies and their support to accomplish organisation aims. Further, it will
consider information about positive relations and trust between employees and employer.
MAIN BODY
1. Factors that impact the development of strategies
Business strategy refers to that plan of action which are developed and framed by the
human resource division of the corporation in term of making development within the business
of company. HR strategy is a business’s overall plan for administrating its human capital to align
it with its business actions. In ASDA, the management of the firm can develop this kind of
strategy firm the maximisation of sales of company. There are some factors which create impact
on the development of HR strategies. They are as:
Legal factor- It is the main and key aspect which create an impact on the development of
HR strategies. In ASDA, if the organisation developed human resource plan in term of
development of sales of company then this strategy can be affected by legal aspect. Because
there are several kind of changes make in the laws, legislation and policies like trade policies,
foreign exchange laws etc. by the national authorities so if the company develop plan without
considering then it affect the strategies in unfavourable manner.
Technological factor- It is another effective aspect which highly affect the development of
HR strategy. In current era, the organisations make high use of technology in their business to
operate it’s in effective manner local and international level (Ukko and et. al., 2019). In ASDA,
the management also consider technology in online purchasing, promotion, delivery of products
and many more. There are different kind of technology innovate and take place which affect the
development of new plan of organisation. For example, In ASDA, if the firm develop strategy to
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use social media promotion technology in its business in term of increasing sales but due to rapid
innovation other promotional technology like mobile application promotion and web
advertisement etc. then it affect the development of HR strategy.
2. How can HRM support ASDA to attain organisational goals
The HRM function of a company can support by hiring people, training and motivating
the, to accomplish the business goals. In ASDA, in the situation of lack of employee motivation,
the organisation can motivate workers so that they can attain the business goals in effective
manner. In context of this, the respective firm can consider Maslow need Hierarchy concept.
This theory as a strategy will assist in increasing efficiency and improving employee motivation.
The description of it is below in reference to ASDA:
This concept is developed by Psychologist Abraham Maslow and suggested that human
beings have a hierarchy of needs. Maslow proposed that motivation is the result of an
individual’s attempt at satisfying five basic needs:
Physiological needs- It refers to the basic needs of people which required for human
survival like food, water, shelter, clothing and air etc. In ASDA, the management can account for
physiological needs of their employees by offering them comfortable working conditions
reasonable working hours and effective pay so that they can fulfil their basic need (Moktadir and
et. al., 2020). This will encourage them and they will perform their work and task effectively in
context of attaining business aims. When they perform well then it maximise productivity and
efficiency.
Safety needs- It is another crucial need and considers those requirements that provide a
person with a sense of security and well being. Personal safety & security, fiscal security, good
health and protection form accidents, harm and adverse effects are all considered in safety needs
(Korzynski, Mazurek and Haenlein, 2020). In ASDA, the management can fulfil this need of
employees by offering safe working environment, secure compensation or pay, job security,
health and medical benefits like life insurance etc. This will assist in providing satisfaction to this
need of employees and motivate them to achieve business goals of respective firm and when they
are encourage they perform their duties with all effectiveness which enhance the efficiency.
Social needs- It considers needs o affection, love, belongingness etc. Social needs are
crucial to people so that do not feel alone, isolated and depressed. In ASDA, the management
can account for the social needs of its workers by making sure that each of their employees know
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each other, encouraging corporate group work, being an accessible and promoting a good work
life balance. When this level of need is fulfilled, employees make improvement in the level of
their satisfaction and feel motivated. Due to empowerment, they perform their duties in effective
manner and accomplish business goals appropriately and develop the productivity.
Esteem needs- It signifies to the need for self esteem and respect, with self respect being
slightly more crucial than gaining respect and admiration from others. In ASDA, the
administration can account for esteem needs of its workforce by praise and recognition for their
good work, offering promotions and additional responsibility because when a person promoted
for his good perform, respected by all people of company. This will improve employees’
motivation and they execute their work effectively in context of achieving organisational
objective.
Self actualisation- It defines an individual’s need to reach his/her full potential. This level
of need consider self, development, improvement in skills & knowledge and growth etc. In
ASDA, the administration can fulfil this of people of company by offering challenging work;
involve employees in decision making and offering training & development sessions etc (Maron
and et. al., 2020). This will assist in satisfying their needs and importing their level of motivation
so that they work effectively in term of attaining business aims as well as enhancing productivity
and efficiency.
3. How can HR managers creates positive relationships and trust among employees and
employer
A healthy work relation with employees assist in creates a positive workplace, development
of organisation, respect and dignity etc. In ASDA, the management can consider such factor to
build effective relation and trust among employees and employer. In context of it, they can
consider such ways which are as:
Priorities confidentiality- It the HR professional shares inside information with employees,
and then they may enjoy the scoop, but will likely steer clear when they have their own personal
issue. In respective firm, the management should keep private things private and honour worker
confidentiality which considers refraining from sharing private information with organisation
leadership without worker consent (Santana, Valle Cabrera and Galán González, 2019). Unless
there are legal concerns, the employees should never realise like they are going to betray their
trust. Along with this it also assist in making effective relation between employees and employer.
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Avoid favouritism- It is most essential way which assist in making good employee relation.
by considering it the managers can treating all workforce in equal manner in term of pay, growth
options and others, As it will assist in removing any kind of discrimination from the workplace
and build an effective culture and build effective employer and employees relations (Ways HR
Can Build a Culture of Employee Trust . 2020). If employees are treat in effective manner
they will respect their seniors and show dignity regarding them.
HR planning process
Analysing organisational objectives- The objective to be accomplished in upcoming time
in diverse manner like as production, marketing, finance, expansion and sales gives the thought
about the work to be completed in the establishment.
Inventory of resent human resources-From the updated human resource information
storage system, the existing number of workers, their capacity, and execution and possible can be
determined. To fill the diverse job needs the initial source and exterior source can be estimated.
Forecasting demand and supply of Human resource- The human resource needed at
diverse positions as per to their job profile are to be assessed. The accessible internal and
external sources to satisfy those needs are also evaluated. There should be effective matching of
job explanation and job specification of one specific work and the profile of the individual
should be suitable to it.
Estimating manpower gaps- Comparison of human resource demand and human
resource supply will offer with the surplus or deficit of human resource. Deficit represents the
figure of individual to be employed while surplus represents termination. High utilisation of
effective training and improvement programme can be completed to upgrade the abilities of
workforce.
Formulating the human resource action plan- The human resource plan based on
whether there is deficit or surplus in the firm. Accordant to it, the plan may be finalised either for
new recruitment, training, interdepartmental transfer in case of deficit of termination, voluntary
retirement schemes and redeployment in term of surplus.
Monitoring, control and feedback- It majorly considers execution of the human resource
action plan. Human resource are assigned as per to the needs and inventories are updated over a
period. The plan is determined strictly to find out the deficiencies and remove it. Comparison
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among the human resource plan and its actual execution is completed to assure the effective
action and the accessibility of the needed number of workers for several jobs.
The Michigan/Matching Model
It is a best fit approach to HRM and it requires that human resource strategies have a tight
fit to the entire plan of actions of the business. This model identifies and categories essential
environmental impacts on HRM. It maps the connection among the external and environmental
factors and explores how HRM accepts to changes in the context (Yuan and et. al., 2020). This
model considers several factors like economic, political and cultural that externally affects the
business in change situation. When any kind of change executes by the firm duet to external
force then it influence business and hr strategy as well as organisational structure. For example,
in situation of sales maximisation, the firm make change in promotional tools, the firm will make
business and HR strategy according to that so that the sales of firm can maximise and follow an
effective organisational structure. Along with this change in government policy they also frame
business plan by considering them. This model can be considered by the management of the
establishment in context of managing and retaining skilled employees by offering effective
training and motivational sessions so that the issue of lack of motivation can be overcame. Along
with this, it will also help in managing human resource of the company and impact of external
environment.
CONCLUSION
This has been concluded form the defined information that business and HR strategy are
crucial for the development and effective running of venture. Along with these strategies also
assist in dealing with the impact of factors which affect the development of business.
Motivational theory is crucial as it improves employees’ motivation so that they can perform
well and enhance efficiency. By treating all workers in similar manner and prioritise
confidentiality, the administration can build effective relation with employees.
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REFERENCES
Books & Journals
Nagy, J. and et. al., 2018. The role and impact of Industry 4.0 and the internet of things on the
business strategy of the value chain—the case of Hungary. Sustainability, 10(10), p.3491.
Ukko, J. and et. al., 2019. Sustainability strategy as a moderator in the relationship between
digital business strategy and financial performance. Journal of Cleaner Production, 236,
p.117626.
Yuan, Y. and et. al., 2020. Business strategy and corporate social responsibility. Journal of
Business Ethics, 162(2), pp.359-377.
Moktadir, M.A. and et. al., 2020. Critical success factors for a circular economy: Implications for
business strategy and the environment. Business strategy and the environment.
Korzynski, P., Mazurek, G. and Haenlein, M., 2020. Leveraging employees as spokespeople in
your HR strategy: How company-related employee posts on social media can help firms to
attract new talent. European Management Journal, 38(1), pp.204-212.
Maron, D.J. and et. al., 2020. Initial invasive or conservative strategy for stable coronary
disease. New England Journal of Medicine, 382(15), pp.1395-1407.
Santana, M., Valle Cabrera, R. and Galán González, J.L., 2019. Sources of decline, turnaround
strategy and HR strategies and practices: The case of Iberia Airlines. Economic and Industrial
Democracy, 40(3), pp.583-610.
Online
Top 6 Factors Affecting Human Resource Management. 2020. [Online]. Available Through: <
https://www.businessmanagementideas.com/human-resource-management-2/top-6-factors-
affecting-human-resource-management/19298>.
The Needs Theory: Motivating Employees with Maslow's Hierarchy of Needs. 2020. [Online].
Available Through: < https://study.com/academy/lesson/the-needs-theory-motivating-
employees-with-maslows-hierarchy-of-needs.html#:~:text=Maslow%20proposed%20that
%20motivation%20is,can%20influence%20a%20person's%20behavior.>.
Ways HR Can Build a Culture of Employee Trust . 2020. [Online]. Available
Through: < https://blog.namely.com/blog/5-ways-hr-can-build-a-culture-of-
employee-trust>.
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Steps in Human Resource Planning. 2020. [Online]. Available Through: <
https://www.yourarticlelibrary.com/human-resources/steps-in-human-resource-planning-
explained-with-diagram/32358>.
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