HRM Planning Report: National Supermarket Singapore HRM Strategies

This report examines the human resource management (HRM) planning strategies for National Supermarket's expansion into Singapore. It focuses on recruitment, selection, performance management, and remuneration policies for retail assistants, checkout operators, and security personnel. The report suggests external recruitment methods, considering the company's expansion and CSR policies targeting diverse demographics. The selection process is outlined, with adaptations for different roles, emphasizing cost-effectiveness. Performance management is discussed, aligning with the company's cost leadership approach, and incorporating goal setting, performance appraisal, and employee motivation. The report also covers remuneration and reward strategies, including fixed pay, cash bonuses, and intrinsic rewards, tailored to the company's cost-conscious approach and employee demographics. The analysis reflects the theoretical background of each planning aspect, supporting the proposed HRM strategies for the Singapore market.

Running head: HRM PLANNING
HRM Planning
Name of the Student
Name of the University
Author’s Note

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Executive Summary
The report aims to identify the appropriate human resource management planning for filling up
their required job profile in retail assistant, checkout operators, and security. Moreover, the CSR
policy of the company seeks to hire the young students, single parents, disabled, and aged
population. The findings of the report identifies that the external recruitment process is required
in expanding their business in Singapore. Later the report describes the selection process
required for the organization, which is somewhat relaxed. Performance management and reward
policy identified in the report is made according to the cost leadership approach of the company.
It reflects the potential in motivating the employees with low budget expenditure.

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Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
Recruitment......................................................................................................................................3
Internal Recruitment....................................................................................................................4
External Recruitment...................................................................................................................4
Selection..........................................................................................................................................5
Performance management...............................................................................................................7
Remuneration and Reward..............................................................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

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Introduction
The National supermarket is currently planning to expand their business to the rest of the
Asian countries. Their current focus is the Singapore. They have adopted a unique business
strategy that differentiates them from the other organizations in the market. They operate in
small stores with single brand for each product. It helps them build strong relationship with their
supplier and in securing reliability if the source of sales in for the future. This have further helps
in reducing the cost of the products that enables them to offer products for much cheaper price
than their competitors. They seek to follow similar strategy in their business in Singapore.
Hence, it is necessary for the Human resource management team to consider these factors in the
planning process. The following report will propose the planning for the recruitment and
selection of staffs for the posts of retail assistant, checkout operators and security. Furthermore,
the report discusses planning for performance management and remuneration and reward policy
in their Singapore stores. Each of the planning will address the three of the job profiles
mentioned above. The report will also reflect a clear understanding of the theoretical background
of the planning, which is support the planning process.
Recruitment
As stated by Bratton and Gold (2012), the complete process of attracting the capable and
appropriate candidates for a specific job profile within the organization is referred as recruitment.
It initiates from the moment an organization places advertisement for reaching out the potential
candidates and ends with the selection process. There are basically two types of recruitment the
organizations can select from that are internal and external recruitment.

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Internal Recruitment
Internal recruitment is the process, where the organization considers recruiting employees
from within the organizations. There are a number of advantages of internal recruitment that are
mentioned below:
 Organization can save considerable time and money invested for the recruitment,
selection and training process.
 It also helps in motivating the employees to work harder for receiving promotion.
 The employees already working in the organization possesses lesser threat for the
company than recruiting new employees (DeVaro and Morita 2013).
However, there exist a number of disadvantages of internal recruitment that involves the filling
up the post of the employee that has been promoted, and promoting one can upset another with
similar potential.
External Recruitment
External recruitment requires the organization to place advertisement for attracting
potential candidates from external market. They can select various mode of advertisement
ranging from newspaper to hiring consultancies to search for potential candidates from the
market. The company then requires preparing a proper job description to attract the right
candidate for the post offered. This process is much more expensive than the internal one, as it
requires investment from advertising, selecting to training. The best possible benefit the
company can receive form the external recruitment is the chances of exploration of a range of
fresh talent that might provide new experience and ideas in to the business (Ofori, and Aryeetey
2011).

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The internal recruitment process seems to be beneficial for the company according to
their business strategy. However, considering the fact of business expansion in new country
makes it impossible for the company to avail the internal recruitment. Hence, the company will
bound to follow the external recruitment. However, they should consider the costing of the
recruitment process. It that case, the company should avail the both newspaper and online social
media for advertising where they need to post a short outline of the job description along with a
link directing to the company’s website that will provide further details of the requirement. All
the three posts that are retail assistant, checkout operators, security and loss prevention can
be filled with following this recruitment process. However, some of the post from the security
control needs to be filled by internal recruitment process to ensure the security in their facilities
as the risk in internal recruitment is low.
Selection
The process of selection initiates after at the end of recruitment process. In the words of
Hendry (2012), the recruitment process ends with the receiving of the application from the
potential candidate. Selection on the other hand identifies the candidates best fitted for the job
profile eliminating the rest of the applications. It differentiates between the candidates for
identifying and hiring who reflect better possibilities for succession in the job. Berman et al.
(2012) proposed several steps or processes for the selection, out of which organizations selects
the necessary steps required for meeting their need. It is important for the company to wisely
plan their selection process as it involves various costs that are cost of instruments used, future
cost of training and cost of the labour turnover if they do not retain with the organization. The
standard selection process involves the following steps.

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Preliminary Interview – This is used for eliminating the misfit applicant for the job. It is often
conducted via phone call or online video calling.
Selection test – Different organizations prepares tests model depending on the job profile. It is to
identify the skills of the processed candidates and check how well they can perform the given
task (Costen 2012).
Employment Interview – This is to identify the applicant’s acceptability through a formal and
in-depth conversation. There are various models of interview that the company needs to choose
between.
Reference and Background Checks – Background of the candidates passed through the
previous stages are then verified. It is to verify validity of the information provided by the
candidates and the previous track record (Chaneta 2014).
Selection decision – The decisions are made by the managers and HRs of the company. The
decisions are made on performance of the candidate in the previous stages.
Physical Examination – This is to identify the health of the candidates. This is often
incorporated in the organizations where physical fitness is mandatory for the job profile
(Doornenbal, Stitselaar and Jansen 2012).
Job Offer – The final stage is to negotiate the package with the employee and finalize the
contract.
Selection process for the Retail Assistants and Checkout operators does not require
following all the steps mentioned above. They can complete the process only with the primary
interview, employment interview, reference and background check, and selection decision,

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which will help them to reduce the costing. However, the company needs to conduct a physical
examination for the post of Security and Loss Prevention where the candidates need to be
physically compatible to prevent any security threat in the stores and warehouses.
Performance management
The purpose of the performance management is to track the performance of the
employees and relate them with the goal of the company. A standard is set for understanding the
level of performance of any given employee (Van Dooren, Bouckaert and Halligan 2015). Bach
(2012) finds it beneficial to identify the performance of individual employee as it will help the
managers to motivate their employee accordingly with the outcome. Furthermore, it will also
help in realigning the focus of the employees with the goals and objectives of the organization if
required. According to Armstrong and Taylor (2014), this is an ongoing process that is valid
throughout the year. It incorporates various sub-processes that need planning. They are:
Goal setting Process – It is to make the goals of the organization transparent to the employees
and the HR managers need to communicate the goals to the employees. It will facilitate in
aligning the employee performance with the goals.
Performance Appraisal – This is to ensure the high motivation level of the employees that will
in turn ensure high performance level of the employees. The basic concept of this method to
provide appraisal to the employees based on their performance. It can be either monitory
appraisal or position appraisal. It will keep the employees motivated which will help them to
extract maximum performance of individual employees.
Rolstadas (2012) quotes Sink and Tuttle’s definition of performance management and
proposes a process that contains the following:

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 Setting a transparent goal that needs to be achieved in the future
 Planning involves the formulation of strategies to move towards the goal
 Implementing effective improvement intervention that helps the organization to move
towards the goal and increase the organizational performance by increasing employee
performance level.
 Motivating the employees by various appraisal process will encourage the employees to
provide better performance.
It is important for the organization to monitor the performance of the employees by
implementing a performance management plan. The processes as proposed by Rolstada are
applicable in all the three job profiles. It will help the organization to increase the performance in
organizational level and minimize the risk factors. It will also help in retaining the employees for
a longer period that will help the organization to minimize the costing.
Remuneration and Reward
According to Shields et al.(2015) rewards are the tangible or intangible thing that the
organization provides to the employees in exchange for their contribution. It is to motivate the
employees by satisfying the needs of the employees as it has direct impact on the employee
performance. Brocklehurst et al. (2012) states that there are various impacts of remuneration
and reward that helps the HRM in attracting, engaging, motivating and retaining the employees
for a longer period. The HRM should consider the external factors like market expenses and
requirements of the employees during setting the salary slab for their employees. Reward on the
other hand is the non-salary benefits that the employees receive from the organization. Shields et
al.(2015) further divided the reward in extrinsic and intrinsic. Intrinsic rewards are the job
challenges, responsibilities, autonomy and task variety the employee face in the organization. It

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is important for the organization to hire candidates according to the interest as the intrinsic
rewards will help them in providing high level of performance. Misfit employees will not
consider the mentioned rewards as motivating factors and even consider these as hurdles which
can potentially reduce the performance level. Extrinsic rewards on the other hand are the
financial rewards, developmental rewards and social rewards (ALDamoe 2012).
As national Supermarket follows cost leadership it will likely require a reward policy that
can save money. The company should also consider the demographical target employee group
during their remunerate planning and reward planning. The company can follow the fixed or
base pay for the position of checkout operator and security position. Moreover, the company
can offer the employees cash bonus to keep them motivated in the workplace. The intrinsic
reward that the company can offer for the posts is the responsibility. The company will require a
separate remunerate and reward policy for the retail assistant employees. They must follow the
fixed pay and cash benefits under the financial rewards. They can further provide non-cash
benefits to the retail assistants based on their performance. This will direct them to provide better
performance in their workplace. Intrinsic rewards for the employees under this job profile are
responsibilities and task variety. It is because they are the one who communicates with different
customers and delivers product details to them. Hence, they will get to communicate with a wide
range of customers with a range of personalities. This will create variation in their task and also
challenges to deal with these varieties.
Conclusion
It can be concluded from the above discussion that the National Supermarkets a
supermarket chain operating in South East Asia has unique business strategy and follows cost
leadership. It will hence require a separate human resource management planning for expanding

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in the market of Singapore that will bring them success in the market. The study reveals that the
company requires an extern recruitment process in expanding in the market if they seek to follow
their cost leadership. It means the company seeks to operate with low cost investment. Internal
recruitment will cost them a considerable amount of money, as they have to export their
employees from other countries. This justifies the selection of external recruitment planning.
Furthermore, they can place advertisements on newspapers and social media websites for
attracting potential candidates as collaborating with consultancies will cost them higher.
Selection process as stated in the discussion is a standard process in the supermarket industry and
does not require following the other steps mentioned in the theories of selection. Moreover, the
target employees are the young students, single parents, aged population, and physically disabled
persons for which the process is justified. The report further identifies performance management
plan that will help them in motivating their employees and track their performance. This in turn
will help the company to identify employee that deserves appraisals. Finally, the reward policy
as prescribed will prove to be useful, as it will help the company to keep the employees
motivated maintaining the low expenditure.

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References
ALDamoe, Fathi Mohamed Abduljlil, Mohamd Yazam, and Kamal Bin Ahmid. "The mediating
effect of HRM outcomes (employee retention) on the relationship between HRM practices and
organizational performance." International Journal of Human Resource Studies 2, no. 1 (2012):
75.
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
management practice. Kogan Page Publishers, 2014.
Bach, Stephen. "Performance management." Managing Human Resources: Human Resource
Management in Transition (2012): 219-242.
Berman, Evan M., James S. Bowman, Jonathan P. West, and Montgomery R. Van Wart. Human
resource management in public service: Paradoxes, processes, and problems. Sage, 2012.
Bratton, John, and Jeff Gold. Human resource management: theory and practice. Palgrave
Macmillan, 2012.
Brocklehurst, Paul, Martin Tickle, Stephen Birch, Anne-Marie Glenny, Elizabeth Mertz, and
Jostein Grytten. "The effect of different methods of remuneration on the behaviour of primary
care dentists." Cochrane Database Syst Rev 5 (2012).
Chaneta, I. "Recruitment and Selection." International Journal of Management, IT and
Engineering 4, no. 2 (2014): 289.
Costen, Wanda M. "Recruitment and Selection." The Encyclopedia of Human Resource
Management: Short Entries(2012): 379-387.