Human Resource Management Practices in ASDA

This report discusses the strategic HRM concepts and models applied in ASDA, a leading supermarket in the UK. It covers the differences between personal and HR management, impact of corporate and national culture, and organizational levers accessible to manage human resources. It also analyzes job design tactics and suggests strategic recommendations for maintaining supermarket performance.

INDIVIDUAL PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
A- Drawing on strategic HRM concepts and models, discuss differences between personal and
human resource management and ways in which chosen company HR tactics align.................3
B- Analysing the impact of corporate and national culture on management of staff..................5
C- Critically evaluating organizational levers accessible to manage human resource................5
D- Analysing job design tactics of ASDA...................................................................................8
E- Using corporate example of transactional and local companies to illustrate good HR
practice.........................................................................................................................................8
F- What suggestions would make to employers regarding HRM practices to maintain
supermarket performance.............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is described as strategic and effective approach that has
been utilized and applied in varied organizations, either small or large, for purpose of improving
staff performance and enhancing their productivity level. With this approach, an organization
take initiative to retain and acquire skilled employees, who are able to achieve set objectives and
aims. The current assignment will be based on ASDA, which falls under the category of leading
supermarket in the UK. The study will explain HRM models, differences between personal
management and HRM & ways in which supermarket HR strategies align with demand of labour
market. It will define the impact of national & corporate culture on management of employees,
and organizational levers to manage human resources. Furthermore, the report will also justify
job design strategies, illustration of good HR practices and also specify strategic
recommendations regarding human resource management practices, to maintain ASDA
performance.
TASK
A- Drawing on strategic HRM concepts and models, discuss differences between personal and
human resource management and ways in which chosen company HR tactics align.
There are different types of human resource management models exist and applied in the
context of companies, for purpose of defining and understanding the differences between HRM
and personal management.
5P's HRM model is one of those concepts that is formed to define the key functions of
human resource department that play vital role in growth and success of a company (5 Human
Resources Models Every HR Practitioner Should Know, 2022). In case of ASDA, the current
model is applied that encompasses five constitutional aspects such as purpose, principles,
procedures, performance and people (Shahi and Neloy, 2020). According to this strategic
framework, alignment and balance of these five norms may lead to achieve organizational
success.
Another model related to HRM is Warwich, that has been developed by Chris Hendry &
Andrew M. Pettigrew, for purpose of representing an analytical approach to human resource
management (Idrus, 2022). This model concentrate on key five elements that HR manager in the
ASDA may take into their consideration and these are outer, inner, business strategy, HRM

context and content. Each term refer to process and actions that has been undertaken by the HR
management, in order to fulfil employees needs and enhance their satisfactory level.
Differences between personal management & HRM-
Both these terms are quite different from each other on the basis of certain points. For
example, on the basis of above HRM models, human resource management is set of actions and
practices that HR department is accountable to conduct for purpose of improving and increasing
performance of number of candidates (Tanova and Bayighomog, 2022). They are responsible to
manage employees performance and increase the same in appropriate manner, which is quite
beneficial for business success in a specific sector or market, where they may have established
their ventures. It is fact that HRM mostly focus on treating candidates as valuable assets of a
company, that are to be valued, utilized and preserved for the future success in the market.
While, personal management usually concentrate on ordinary activities such as hiring, harmony,
training and remunerating of employees. It is one the most important part of administration that
may deal with all these concepts, including managing employees relation with companies to
reach desire outcomes. In the context of personal management, traditional approach may take
under consideration, on the other hand, modern technique may utilized by HRM to retain people
and gain the attention of new, who may work harder than ever in the workplace (Sajjad and
et.al., 2022).
HR strategies align with demand of labour market-
It is quite essential for human resource management to develop one of those strategies
and adopt ways that align with demand of labour market that in turn provide desire outcomes to
them. In the ASDA, HR strategies related to recruitment and selection may align with demand of
job market, in way to fulfil their needs, as human resource manager may focus on labour needs
that they tend to hire. They may take approach to recruit people on the basis of their skills and
then plan to provide workplace facilities accordingly, which aid to retain talented candidates and
also contribute to gain the attention of new.
Another strategy of human resource manager that they may take approach to create is
related to employees growth in the workplace that may effectively align with demand of labour
market. As HRM consider the growth related demand among people who came from labour
market and then take initiative to fulfil that in effective manner.

B- Analysing the impact of corporate and national culture on management of staff.
There are several factors exist in the business world that may put direct impact on HRM
practices such as management of employees, who working and performing to achieve
organizational aims and objectives (Gip and et.al., 2022). National culture is the best example of
external factor that may put positive impact on managerial decisions, practices and actions of
human resource management. As it may drive the attention of HR manager toward conducting
practice to develop a salary structure according to nation's governmental policies and terms as
individual person expect to earn money up to their effectiveness and efficiency they may put to
reach desire outcomes and provide the same in workplace. It may also affect negatively in case
of varied concepts that HRM may consider such as uncertainty avoidance, power distance,
collectivist vs individualistic, etc.
Corporate culture also influence management of staff members in the ASDA in positive
manner. As high authority and management may focus on employees need and always take
initiative to provide growth opportunities that each candidate may expect from administration,
while performing within supermarket (Handayani, Wahyudi and Kurniawan, 2022). Corporate
culture is defined as behaviour and beliefs that determine how an organization's employees &
management interact and deal outside venture transaction. Within positive organizational culture,
HR manager may appropriately manage employees and their performance as well. On the other
hand, an organization culture may affect negatively upon same concept in term of restricting
candidates to communicate and coordinate with others, in the work area where they all working
together to complete their task on time (How Does Company Culture Impact Employees, 2022).
Any form of restriction in the supermarket relation to effective communication, collaboration,
etc. may affect adversely upon management of employees as they may start switching to another
firms or places where they may work freely.
C- Critically evaluating organizational levers accessible to manage human resource.
It is important for ASDA and its administration to manage human resource and their
performance in effective and appropriate manner, which play important role in the context of
maintaining and increasing sustainable competitive position of brand in the retail industry (Ullah
and et.al., 2022). By conducting the same practice, they may successfully achieve set goals and
gain competitive advantages, for which each candidate may work harder than ever. In the
corporate world, there are several forms of approaches, methods, techniques and concepts

accessible that chosen supermarket may utilize to manage employees, who are valuable and
useful assets for company, that it may use in effective manner.
Technology advancement is the best lever that is accessible for ASDA to use for
purpose of managing HR and retaining them for ever, in order to build wide and strong
workforce, among which each candidate is able to gain sustainable competitive benefit (Vrontis
and et.al., 2022). As it is necessary for them to do so because of increasing organizational
performance and profitability level. With the help of advanced technologies chosen supermarket
may provide employees training, which benefit they may take in term of developing those skills
that they use to achieve aim and fulfil their responsibilities, for employers may had selected
them. It can be said that management may apply this level in form of developing training session
plan and make arrangement accordingly (Ikhide, Timur and Ogunmokun, 2022). It may help to
manage and increase candidates performance, better than last few days or weeks that is
beneficial for supermarket. As it may build group of candidates who may make achievable
commitment in term of gaining competitive benefit for company that aid to manage its
sustainable business performance.
Training and development practices provide several benefits to firm, but also bring some
challenges as well that may put negative impact on human resource performance and
productivity management. For example, it may create challenges for HRM to identify
appropriate need among people related to skills that they tend to develop or improve.
Furthermore, lack of technology knowledge that they used to train people may also lead to
decrease the effectiveness of organizational operations. So in that case it is important for
management to gain better knowledge about overall process and tools used in the context of
training, which allow them to obtain desire result.
Another lever that ASDA may utilize to achieve same objective that it may tend to reach
by using above approach is recruitment and performance management. In the recent time,
employers seek to hire those people who may have more additional skills than existing
candidates, which is important and beneficial for them to do so, because of achieving set aim and
that is to manage human resource (Manneh and Adesopo, 2022). It is fact that when individual
candidate may work with creative and innovative people, they may learn something new and
useful from them. They may apply their learning in practical manner, in term of introducing
innovate products and services, that firm may utilize to gain competitive advantages. As it enable

supermarket to enhance customer satisfaction and also gain the attention of new buyers. While,
this lever may affect adversely as well, because of several reasons. For example, when
management hire more skilled people in the supermarket, they may directly or indirectly burn the
fire in the workplace among individual employee. As they may increase the level of competition
and become a reason of workplace conflict, which is not suitable for sustainable growth of
ASDA.
Performance management is another example which falls under the list of levers that
are accessible for company and it may utilize according to need or situational demand or
requirement (Gassner, Gofen and Raaphorst, 2022). It is one of the best tools that HR manager
use in the supermarket, for purpose of managing employees and using them to reach desire result
as valuable resources. It is considered as ongoing procedure of effective communication between
employees and employers or leaders that may occur via year, in support to accomplishing key
objectives and fulfilling management expectations. The best technique to utilize this level is peer
reviews or 360 degree feedback, which make employees effective and productive as always.
According to this approach, they can collect valuable feedback or reviews from superiors who
are able to provide them better direction and guidance. They may consider each suggestion
which in turn lead to increase management of human resource. It may allow employees to
determine their weaknesses in term of obtaining feedback from seniors, who are expert to
conduct this practice. After determining weakness, candidate may began to work on that, which
help to manage their work and also contribute to enhance performance, that is quite challenging
for anyone to do so.
Management by objectives, key performance indicators and performance appraisal are
those concepts that also cover under the performance management term. The implication of each
concept in the workplace by the manager, especially in human resource department enable
organization to beat its rivals in competitive manner. As may have build strong workforce that
always stay ahead in regard to achieve key objectives and aims.
Along with benefits, performance management level may affect employee management
practice of HRM, in negative manner. As it consume a lot of time and efforts as well, which is
not possible for human resource department to put, especially during workload, when they may
have to accomplish different types activities and tasks. It may require expert suggestion and their
contribution as well, and always when performance management concept attempt to implement

in practical manner. It may also affect the way manager and leader take initiative to conduct the
similar practice, which in turn provide desire outcome according to their expectations.
D- Analysing job design tactics of ASDA.
Job designing is one of those procedures that has been utilized by the human resource
management and implement the same in effective manner, in order to establish key roles &
accountabilities as well as processes that they may utilize or follow (Nawwaf Al-Sahli, 2022).
The aim of job design is to coordinate and optimize work procedures that aid to create value &
increase performance. In the ASDA, human resource management may effort to develop the best
strategies, in the context of job design, that help to improve and increase organizational
performance in competitive business environment. Job rotation is the best strategy that
management may utilize in the supermarket in term of moving skilled and knowledgable
candidates between varied jobs in the workplace (Approaches to Job Design, 2022). It may aid to
increase skill variety and also help employees orientate in potential new positions and learn via
varied experience. It can be said that with this tactic, management may take pleasure of
increasing candidates' motivation that drive their attention toward conducting more strategic and
effective practices that contribute to achieve set aim. Another job design strategy that HR
manager may utilize and implement in the ASDA workplace is job enrichment that aim is to
add motivational dimensions (Tumi, Hasan and Khalid, 2022). The current tactic may
concentrate on adding varied factors or elements to existing roles that play vital role to motivate
employees. The best element that management with Job enrichment tactic consider is
opportunity to obtain feedback that contribute to improve candidates performance and increase
the same thing, productively. As it may put positive impact on supermarket growth and success
in the retail industry, where competition level between existing brand is high. By providing this
form of opportunity to workers, management may gain their trust and retain them forever.
E- Using corporate example of transactional and local companies to illustrate good HR practice.
ASDA is the best example of local company that exist in the UK and run its venture
within retail industry. In order to gain competitive advantages, Human resource department in
the organization may conduct varied practices, that might be referred to HR literature which
encompasses 4 different types of concepts that explain adoption of HR activities and policies.
According to the, Meyer, González and Lopez-Lomelí, (2022) compensation scheme

development is the best HR practice that human resource manager conduct in the organization
for purpose of boosting employees morale and confidence level.
TESCO falls under the category of multinational or transactional companies, in which
HR manager may conduct varied activities and take decision to grow business as well as
employees. Employee motivation is effective and useful approach that human resource
management take into their consideration. Megawaty, Hamdat and Aida, (2022) stated that
reward and appraisal are one of those concepts that may just satisfy employees for short term
period. While motivation term encompass different techniques and ways, companies used to
obtain and provide multiple benefit to each stakeholder. The current HR practice enable
employees to work with firms for longer, instead of taking decision to switch.
F- What suggestions would make to employers regarding HRM practices to maintain
supermarket performance.
 On the basis of above discussion, it can be recommended to employers that they can
conduct effective actions and develop strategies to manage or maintain ASDA
performance (Soga and et.al., 2022). For example, they can plan to provide flexible
working hours once in a week to candidates, which enable them to feel relax and keep
themselves away from hectic work schedule. In the recent time, people prefer to work
within those companies where they can perform without taking too much stress as it put
direct impact on their performance, mental as well as physical health. Flexible working
scheme can contribute to gain the attention of these individuals, in effective manner and
directly support to maintain business performance.
 Another recommendation that human resource manager can take into their consideration
along with above one is related to pay. As they can take initiative to increase the pay
level of employees, especially who can always effort to handle complex projects or tasks.
When people can get satisfactory amount of salary, then they can always effort to work in
challenging situation in the company, when management need their skilled people's. It is
one of the biggest factors that put effect in the context of employee performance,
productivity and organizational profitability.
 Training is another approach that HRM can take into their recognition for purpose of
maintaining organizational performance and increasing productivity level, that influence
ASDA success and growth (Maguire and et.al., 2022). With the help of training session,

human resource management can obtain desire outcome as they can develop skills among
existing and new employees, which enable them to increase & improve supermarket
performance and manage the same in competitive manner. This approach drives the
attention of individual candidate in the workplace toward grabbing opportunity to
develop strategic and professional skills.
CONCLUSION
On the basis of above discussion, it has been concluded that by developing appropriate
and effective HRM strategies, human resource manager within supermarket had retained talented
candidates. They had contributed to enhance their satisfactory level and also increased
performance, which is quite essential for them to do so because of making organization more
effective and productive than ever. By developing the best strategies and conducting effective
practices, they had fulfilled the needs of employees and labour market. Furthermore, by
summing up above discussion, it has been summarized that human resource management had
managed organizational performance and increased its growth in the retail sector by overcoming
the adverse impact on corporate culture and creating the best organizational environment in the
workplace, where number of candidates are performing. They had recruited talented, and
knowledgable employees who had taken initiatives to make achievable commitment and support
to achieve set objectives and aims.

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Online
5 Human Resources Models Every HR Practitioner Should Know. 2022. [Online]. Available
Through: <https://inside.6q.io/5-human-resources-models/>
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<https://www.managementstudyhq.com/approaches-to-job-design.html>
How Does Company Culture Impact Employees. 2022. [Online]. Available Through:
<https://www.greatplacetowork.ca/en/articles/how-does-company-culture-impact-
employees>

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