ASDA Human Resource Management Practices

This assignment analyzes ASDA's Human Resource Management (HRM) practices, including recruitment, training, and employee welfare. It examines the impact of topical issues like e-recruitment and pension schemes on business functioning. The analysis also considers ASDA's adherence to ethical policies, equal opportunities, health and safety legislation, and the influence of various HRM models.

MANAGING HUMAN RESOURCE

LIST OF FIGURE

INTRODUCTION
ASDA is the multinational organization that is headquartered England and contains more
than 1lakh employees. It is the second largest organization that provides retail services in the
world which provide services through smart apps and through online platform. The current study
identifies Guest’s model of HRM in the organization and also compare difference between
Storey’s definitions of human resources management, IR practices and personnel management to
achieve the goals and objectives. The report evaluates model of flexibility applied in the
organization. It identifies the types of flexibility that is developed in the organization and
evaluate the benefits of flexible working practices for both staff managers and management as
well the impact that changes the in the labour market have flexible working activities. The study
explains the forms of discrimination faced the employee at the workplace and provide the
information about the benefits of developing and implementing the equal legislations for ADSA.
Moreover, report compares the process of maintaining equal opportunities and diversity in the
business and compares the performance management methods used in organization and asses the
approaches used to manage the employee welfare in the organization. At the end, report will
analyze the significance of other topical issues that have major impact on the Human Resources
practices and explain the implications of health and safety legislations.
Figure 1 ASDA
(Source: ASDA, 2016)
TASK 1
1.1 Guest model of HRM in ASDA Organization
HRM is generally used by every organization. It organization differentiate HRM from
personnel management. By using this model managers are able to find the skill and potential in
the employees (Sanders.et.al.2014). ASDA as a large supermarket retail store use this model of
HRM so that the employees can trust the organization and improves their productivity. Human
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resources are important to every organization like take the example of ASDA therefore managing
the same is also necessary need. The guest model of HRM:
Figure 2 Guest model of HRM
(Source: Guest model elements of HRM, 2016)
The model mainly analyse the result and if any problem is analysed then suitable course
of action is followed to solve the problem. The brief explanation on the above model that is
applied in ASDA:
 HRM strategy- In ASDA retail organisation the HRM strategy has three main
criteria i.e. differentiation, focus and cost. The HR manager of organization
analyze the factors and issues that affecting the process and develop the
strategy for offering the training and guideline for improvement in knowledge
and skills of staff. Differentiation means always provides something new and
innovative products and focus should be on consumer with the cost control
criteria.
 HRM practices- For the appointment of human resource in ASDA the
practices such as selection, training, appraisal, reward and involvement. In
order to maintain the standard process, the HR management of organization
follows the practices to have good human resource, offer them training and
directions and to keep them motivated provides the rewards in both forms
monetary and promotion. These kinds of practices are helping to meet the
HRM objectives.
 HRM outcomes- The main motive in ASDA is commitment of employees
towards their work. Knowledgeable and skilled sales person usually provide
better services to client as well to the organisation.
 Behavioural outcomes- The behaviour of the employee in the retail stores
plays the important part in the organisation. Ethics and cultural values should
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be clearly defined in the model. For retail organization it is more important to
maintain the relation with the customers that majorly depends on the
behaviour and cooperation of the staff. For that HR offers the knowledge
about the approach of communication and interaction with the clients.
 Performance outcomes- Performances should be measured with the expected
ASDA organisation performance (Guest 2011). In order to evaluate the
overall performance of organization, it is important for HR to analyze the
performance of individual that helps to evaluate the outcome against the
benchmarking standard.
 Financial outcomes- For any organisation whether retail or service sector the
final outcome is important i.e. profitability and return on investment. This is
important task for HR to maintain and control the financial activities and meet
the determined outcome.
For the success of the ASDA retail organisation, the model should be applies in the
efficiently manner and it would have benefits like less absenteeism and turnovers. The objective
of the model is proper utilization of HR with higher quality and commitment with reduction in
cost.
1.2 Comparison between the Storey’s definitions of HRM, Personnel and IR Practices in two
organisations
Storey has defined the human resource management as the management approach for
achieving the desired objectives through skilled workforce, using cultural and ethical techniques.
He has divided the model in two parts i.e. hard form and soft form. Hard form evaluates the
objectives of the employees to achieve the competitive advantage. And soft form means treating
employees as a valuable and precious asset of the organization.
In personnel management, it includes management of the employees to follow the
guidelines according to the requirement of the organization. It gives more emphasis on the
number of employees rather than on other issues. IR practices maintain efficiency of the
management decisions according to the needs of organization. It emphasis on the need of the
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employees and provide flexibility in working (Story.et.al.2014). The comparison in HRM,
personnel and IR practices between the two leading supermarket stores i.e. ASDA and Tesco.
In ASDA, Storey’s HRM model is applied; it recognizes the needs of the employees and
treats them as precious asset of the organization. It follows the guidance provided by the Storey
by which the performances of the employees are improved and follows leadership where
management role is important whereas if we take other leading organization such as Tesco it
follows Storey’s personnel and IR practices where employees follow the guidelines given by the
management and maintain efficiency of the decision made by the management and follows
transformational leadership where employees participate in decision making (Antonacopoulou,
2016).
Since, ASDA and TESCO are the premier retail organisations, the human resource
practises initiated by these have to meet employee expectations along with business objectives.
ASDA practises soft HRM while TESCO focuses on hard HRM. For instance, employees of
ASDA are facing a problem of severe work load but no hike in salaries. If effective HRM
practises are applied according to Storey's principles, then proper needs are recognised and staff
satisfaction levels won't be compromised. This improves industrial relations which strengthens
employment relations.
1.3 Implications of Line Manager and employees for developing the strategic approach in ASDA
Line managers are responsible for the all the activities of the staff. The implications of line
manager are important to execute the plan. ASDA use the benefits of line manager in their retail
business by their expertise in the variety of the products and manages the coordination between
the top and lower management. ASDA line managers also deals with the customer directly and
providing a quality services to satisfying their customer and this only possible because they have
quality to control cost, allocate the work to the employees and also check their performances
(Pearlson.et.al.2016). The role of employees in ASDA is also important. The employees are
given roles and responsibilities for their work and they are encouraged and trained to provide the
services in the dynamic environment. This type of initiatives would bring the ASDA with the
competitive edge to deals in any situation by providing effective services to their customers.
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Business organisations have to make strategies in such a manner that negative effects are not
experienced by any stakeholder or person that is a part of this strategy. For instance, ASDA
wants to recruit more individuals in one of its branches. This recruitment must be conducted in
accordance with current skills and leadership traits of line managers. If they are incapable of
managing wider teams then new recruits won't be able to get trained. According to Storey, the
line manager can be flexible or strict depending on the need of situation. But this aspect doesn't
allow ASDA to develop strategies without his active participation.
Company's strategic HRM practises are developed with a purpose of serving individuals. If
employees are not happy with the outcomes of proposed actions then, limited cooperation is
provided from side of employees. Hence, it is important for organisation to develop its plans and
strategies by considering implications that will be experienced by line managers and employees.
TASK 2
2.1 Model of Flexibility in ASDA
Flexibility at workplace is important to helps to encourage the performance of staff
members by manage the functional activities of the ASDA. The term flexibility is providing the
luxury to top management to assign different role and responsibilities to the employees through
proper training and monitoring. Two types of flexibility model are functional and sequential
flexibility. Functional flexibility is key aspect to organization that helps in changing in roles and
responsibility according to change in environment to learn the new task. By using this model
organization could be able to maintain the functional skills of staff members and to assign them
responsibility. The main focus is on the individual trainings and development programme so that
the efficiency can be improved and expected outcomes can be generated.
Figure 3 Model of flexibility
(Source: Flexibility in HRM, 2016)
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In ASDA, workplace flexibility helps in objectives and goals in appropriate manner but
execution and acceptance of change affects the whole working. The model involves the proper
implementation of the plan, overtime schedule and involvement of staff members to achieve the
standards (Hill.et.al.2014). The different models of flexibility applied in workplace are flexible
time, work from home, job sharing, mobile working etc. For ASDA functional flexibility is
appropriate.
Before implementing any flexibility model, the company has to understand specific needs
and requirements of employees regarding flexibility at workplace. For ASDA, flexibility model
that is to be applied involves production of capabilities with efficiency. Employees will be able
to put their skills and capabilities in an efficient manner only when there is a well managed and
organised structure of governance. Work trainings with measurement of results shall help staff
members to fill up the spaces in their skills and qualities with required knowledge and
information. Atkinson's model of flexibility keeps highly skilled and talented individuals
working in ASDA at the core while outer periphery includes low skilled labourers. The only
drawback that was experienced by application of this model to ASDA was complexity in
functioning structure.
Charles Handy's Shamrock organisation is also a flexibility model that worked on the
combination of three types of groups that is core workers, peripherals and contract workers. As
their name suggests, skills and education is considered as the basis of classification for this
model. ASDA can utilise or implement this model for getting a balanced view of all types of
workers that are employed in the company. Company shall experience better management of
resources and application of flexible approaches with accuracy and precision.
2.2 Types of Flexibility in ASDA
Flexible working at workplace increased productivity as employees are more attentive
and committed to their jobs. In the current organization ASDA uses two main types of flexibility
for managing the operations and development of new phase in the organization process. ASDA
using this flexibility would have positive impacts on the entire functioning department like
accounts department, sales and marketing department etc. Types of Flexibility:
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Figure 4 Types of flexibility
(Source: Types of Flexibility in HRM, 2016)
Functional flexibility-
For organization, this type of flexibility is important to have proper utilization of
resources and maintain the effectiveness in working. The manager of ASDA can use the
different types of flexibility due to non availability of human resource at the urgency in that
situation moving of staff from other department will be better option available at the time.
According to analysis this flexibility improves the efficiency of the staff as the managers have
trained staff for performing the similar task (McCracken and Morley, 2014). Training the staff
could be done by frequent transfer of the staff from one department to another. In ASDA, this
type of flexibility is helpful to deal with different types of customers.
Numerical flexibility-
This type of flexibility is considered important in the business where short term contracts
are done depends on the number of worker input and flexible working hours. Through analysis it
is been also be understood that process of organization get changes according to time and trends
of target market which cannot be maintain as per the benchmarking standard. Although ASDA is
using functional flexibility, but by using this flexibility, management can make use of the number
of employees according to the requirements of the organization. By using numerical flexibility
the organization can hire talented and skilled employee for the short term when there is peak
season in the market to overcome the economic fluctuation. The demand and supply activity
would also be maintained in the market by using this flexibility (Bock.et.al.2012). ASDA is also
working on the development and the training of staff to fulfill the staff demand to meet the
required output.
2.3 Use of flexible working for employer and employees
For any organization, it is important for employer and employees to have flexible
workplace. Team work is important element in ASDA to achieve the desired objectives and
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profits. And proper utilization of available resources also plays a critical role in the contribution
made by employer and employees. Both employer and employees have different flexibility
perspective that would be dependent upon the work profile and need of the organization. Use of
workplace flexibility for the organization and for the employees:
For employee flexibility means to add dynamics in own set of skills by undertaking new
operations and functions that will provide them opportunities to gain higher position within
organization. The ASDA staff can use the flexibility to improve the knowledge to work under
different operation at different levels generally known as staff turnover to train them for the
flexible environment and to get comfortable in the environment of the organization that
encourages timely delivery and availability of human resource in urgency (Purvis.et.al.2014).
With that the staff would have personal satisfaction as well as improve the willingness of the
employees to learn the new things.
Flexible working for employees:
For employers, flexibility is useful for developing the ability and skills of the employee
that influences the quality of services as well as reduces the conditions of lack of human
resources and it also help to make the quick decisions. The employers in long run are beneficial
by cost saving and less turnover of the staff. For ASDA flexibility benefits would be increase in
productivity, decreases accidents and work would be completed on time due to flexible timing,
mobile working or work from home etc (Bull.et.al.2015). In short if employees are happy and
hardworking to accept the dynamic changes then the employers are automatically benefited with
the flexible working which would increase their productivity and generate profits.
2.4 Impact of changes in the labour market due to flexible working
Labour market is place where demand and supply of the human resource consider and
employee and employer interact with each other. According to evaluation, employers should
have capability to hire the skilled staff to achieve the benchmarking set for the jobs.
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Figure 5 Change in labour market
(Source: impact of change in labour market in flexible working, 2016)
Impact of flexible working:
It has been observed in ASDA that organizational approach about the flexible working
have both positive and negative impacts. However organization is offering flexibility in working
but lack of monitoring and quality candidates organization is facing issues in self owned services
or business. In the current situation due to change in labour market it has significant impact on
human resource planning and development. The retention of the labour is also becoming difficult
due to other similar organisation are offering higher wages to attract them to their organisation.
This impact affects the prosperity and growth of the business due to shortage of the human
resource. More turnovers to one department to another would too have negative impact because
employees don’t prefer to move from their comfort zone and to work in complex department
(Dancaster, 2014). They would happy doing the same daily constant work rather than to adopt
the new challenges.
However organisation could overcome the impact of labour by knowing their needs and
requirement and anticipating the market demand and supply. And its normal when the demand
would be higher for the labour supply would not be available for labour both have inverse
relation that can be seen in above figure 5. The only solution to the impact is that to prepare the
existing staff with training and educating them to work in flexible working. The other impact
technology changes in the HRM have both positive and negative impact in the flexibility
workplace. The ASDA is facing this problem and spending the huge money to resolve this issue
due to which the financial activities are affecting the business.
Use of activities to overcome impact:
By bringing in life cycle expectancy there would be rise in supply of group of matured
working people for a longer period of time after retirement. The other impacts are changes in
salary, promotion policies and use of excess online tools and techniques. Women more
participant would have positive and negative impacts like negative impact would be that
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organisation has to adjust and change its HR theories, policies and flexibility facilities and
positive impact would be that inequalities would be eliminated and women or female staff are
generally more loyal to their jobs (Shaw.et.al.2016). With flexibility staff could improve their
balance between the demand of their work and demand of their home life and would be more
satisfied at work and be more productive.
TASK 3
3.1 Forms of discrimination at the work place
Discrimination is the term under which employees are not able to work properly. It is a
type of injustice with the subordinates from senior employees thus they are not able to perform
better in the organization. Discrimination at the workplace is the biggest drawback for the
organization and also de-motivates the employees. Following are the forms of discrimination at
the workplace:
Figure 6: forms of discrimination
(Source: Forms of discrimination at workplace, 2016)
Discrimination of gender: Under this form of discrimination seniors in the organization do
injustice with the female employees and did not give the opportunity to perform the task. It is the
biggest drawback of the organization thus they are not able to perform well in the organization.
According to the law business should give equal chance to all kind of genders but due to some
irrelevant perceptions of manager they do such kind injustice with the female employees
(Dipboye, 2016). For instance superior in ASDA have the mentality that female employees are
not able to give more than 8 hours so they are not productive for the organization. This mentality
indicates the gender discrimination in the organization.
Discrimination on the basis of education: Top management recruits the candidates on the basis
of qualification of the candidate but due to lack of qualities in the candidate management reject
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the candidate. For example different groups are formed in ASDA to increase the sales but many
time new entrants in the groups are discriminated by the subordinates.
Discrimination on the basis of disability: Applicants are discriminated on the basis of disability
thus they are not able to show their talent. Employees are discriminated because of their diseases
like cancer, aids etc (Krieger, 2012). For example ASDA reject the candidates on the basis of
their infection diseases thus it becomes drawback of the organization.
3.2 Practical implication of equal opportunity act in ASDA
The main aim of equality act is to provide equal opportunities to the employees in
organization but in some cases superiors or recruiters did not follow this kind of protocol thus it
becomes cause of discrimination. Managers have the liability to follow the act in the organization
and also make the other superiors to follow the act. Government of UK binds all the government
to follow the guidelines given by the law. The act protects the right of all the employees thus they
did not feel discriminated in the organization. The act gives guidelines to the organization to the
entire employer that does not discriminate with the employees. The act outlaws discrimination on
seven levels in addition to those of gender and marital status.
The act also defines guidelines that employer should not commit any form discrimination
with any gender (Morden, 2016). Thus it can be said that the main implication of equality act is
to protect the rights of all the employees and guide the employer to give equal opportunities to
the employees. While legislation prohibition discrimination in the organization management
must identify that all the levels in the organization must get the equal opportunity. The act assists
the employment contracts that deemed to contain equality contracts to the employees thus they
are able to give equal chances to the employees.
The implications of Equal opportunities act in ASDA can be understood by following
example. The ratio of female staff workers to male is increasing day by day in the company. One
female candidate is eligible to become the floor manager of a branch in London. The
organisation's senior managers are a bit biased and discriminate employees on the basis of
gender. This results in demotion of legitimate individual and promotion of a less skilled worker.
The Equal Opportunities Act helps this female worker to take necessary actions against company
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head and get justice. Moreover, ASDA's senior manager do not hold the authority to take
decisions on the basis of this discrimination.
3.3 Approaches to managing equal opportunities legislation in ASDA
The terms equal opportunities and diversity are having the significant impact on the
changing liability of organization and individual at workplace. The own policies and regulations
are affecting the human rights of staff members and organizational procedure. On contrary
diversity is influenced with the internal and external factors in the ASDA. The work place culture
is influenced by the behaviour of the employee in the organization. External forces include
customers, government forces, retailers etc (Moore.et.al.2013).
Another difference attached with the goals of the organization that operates the function
of ASDA. The main aim of equal opportunity act is to operate the balance in the business by
allotting the equal opportunities to confirm their efficiency to the get the job. The act reveals the
mistakes that are committed by the employees at the work place in the last quarter. The main role
of act is to check the errors in the organization to give justice to the employees. The act affects
the employees in order to raise the efficiency and correct the mistakes by allotting the effective
solution. The HR manager of ASDA is monitoring the approaches of supervisors and head of the
departments to meet the objectives of staff and offer them equal chances to contribute in
business. This kind of process is helping to meet the satisfaction level of employees and
encouraging them to maintain the positive approach in performing the operation and tasks.
Diversity:
Equal opportunity act binds the business to follow the regulation of the law for the
development of the subordinates. For instance, ASDA create the groups under which rights of the
employees can be protected. The committee monitors the actions of the employees and gives
instruction of the employees. If any employee found any kind of discrimination in organization
they can complain to the committee. On the contrary diversity approach creates the pleasant
environment at the work place that promotes the employees to stay with the organization for the
good growth (Wilson, 2013). Equal opportunity act indulgence the entire employees united
whereas diversity approach resolves the troubles of all the employees.
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TASK 4
4.1 Identify the performance management methods used in ASDA
Performance of the employees depends on the task allotted to the employees and also
based on the experience of the candidate. If employee has the burden of the work then is not able
to work in the organization it is the duty of the employer to reduce the burden of employee at the
work place. Management has to monitor the performance of the candidate thus they can easily
evaluate the overall performance of the candidate. Management se various techniques to measure
the performance of the candidates like 360 degree feedback, graphic rating scale, management
by objective etc. ASDA instruct the superiors in the organization to take the review of the
employees in the organization (Inman.et.al.2014). The following kind of methods used by the
management to measure the performance of employees:
360 degree feedback: Under this method superior or leader of the team collect the feedback of
the employees in the organization. The leader collects the feedback of the feedback of the
employee from the clients handle by the employee and subordinates of the employees. HR
manager have the liability to collect the feedback of the employee to judge the overall
performance of the candidate. This technique of feedback collection helps the management to get
the review of overall performance of the candidate. If review gives the negative response of
clients are not satisfied with the performance of the employee than management inform to the
candidate for the improvement in performance.
Graphic rating scale: ASDA have adopts this technique according to the situation to evaluate
the performance of the candidate. Rating scale give the rating to the candidate in the
organization. Thus they are able to judge the performance of the candidates in the organization.
In this process, HR manager is evaluating the performance according to benchmarking standard
of individual tasks and using the rating scale that helping to evaluate the initiatives and
contribution of staff in overall activities of ASDA.
Management by objective: As per this technique organization set the objective for the
individual candidate in the organization that needs to be achieved in the given time. For example,
if employee reached that objective in the given time than management appraises his performance
otherwise in case non-achievement of the objective management asks the candidate to improve
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the efficiency (Leat and Revoredo, 2013). This method is been used for analyzing the senior staff
member performance and considering the efforts in management approaches.
4.2 Approaches used to managing employee welfare in ASDA
ASDA adopts different programs in the organization for the growth of employees in the
organization. The welfare of the employees is the most important task for the superiors in the
organization. The first program launched by the ASDA is employee welfare program under this
program ASDA gives different kind of rewards to the employees thus they fell motivates in the
organization and able to motivate other employees in the organization. This program helps the
management and other team leader in the organization to decrease the burden of other employees
in the organization (Baker, 2013). It solves the personal issue of the employees in the
organization and reduces the stress level of the employees.
These kind approaches help the management to keep the employees motivated in the
organization. Different kind of approaches is adopted by the employees in the organization by
which they are able to maintain the efficiency of employees. Another approaches is adopted by
the management is job welfare approach under this approach if any employee is working more
than 10 years will get the promotion in every year. Management also offers the attractive policy
to the employees that will get the pension after the retirement. This kind initiative helps the
organization to retain the employees in organization (RAJA, 2015). The main aim of ASDA is to
keep the employees motivated in the organization by launching different kind policies.
4.3 Implication of health and safety legislation on human resources practices in ASDA
ASDA adopts the health and safety programs at the workplace thus employees did not
feel unsafe in the organization. Management has the liability to maintain the health and safety
legislation program in the organization. Government of England binds the organization to
maintain the health and safety implication in the organization. Under this implications
organization has to follow the safety standards in the organization. Safety standards help the
management to eradicate the accident in the business and help the management to protect the
employees at the workplace. The main role of European community Directives is to guide
different organization to follow the safety measures in the organization. ASDA follows the
implication of European community Directives thus it help the management to protect the
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employees from any danger thus they feel safe at the work place and give their best to achieve
the organizational goals (Akbar and Ahsan, 2014). It is the most important aspect for the
employees in the organization that management gives priority for the safety of employees in
organization. The main role of this kind of community is to give the safety instruction to the
employees.
Health and safety of individuals at workplace is a responsibility of the HR department.
The purpose behind their functioning must be served with effectiveness so that work efficiencies
are not disturbed. The implications of health and safety legislations over HRM practises can be
understood with an example. Current working conditions of ASDA are good and healthy but
employees are subjected to stress and work pressure frequently. They are unable to devote
sufficient time in social activities and personal life. This has decreased their interest levels
towards work and also degraded their health. HRM practises which can help individuals manage
their time and stress efficiently should be in accordance with health and safety legislations.
4.4 Impact of another topical issue on human resource practices
Various topical issues faced by the management while operating the function of
organization like recruitment, e-learning etc. This kind of issues helps the management to give
the growth business in different aspects. Nowadays organization is taking the help of technology
to give training to the employees thus they are able to achieve the management goals.
Technology is the best way to give training to the employees in organization. E-recruitment is
another technique that helps the management to hire the candidates in the organization with the
help of online website of the ASDA hr department place the hiring post on the website and
interested candidates give their concern on the post. Thus technology helps the organization to
hire the suitable candidate from organization and hire them according to the need (Stone, 2013).
Another term is pension scheme under which organization provides pension to the employees
thus they are able to do the job in the effective manner.
Topical issues like recruitment and other human resource management practises have a
deep routed impact over business functioning and strategies of the company. ASDA can develop
better strategies when legislations and policies defined by the government are aligned with
business functioning. This impact can be two face depending on the acceptance of employees
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and the deliverance of organisation. In case of ASDA this impact is quite positive because all the
ethical and topical issues that have evolved within past few years have been resolved effectively
without any disruptions to business functioning.
CONCLUSION
As ASDA is the leading supermarket retail stores it very well follow the Human
Resources Management practices, strategies, approaches, leadership styles and flexible
workplace environment and also keeps in mind the welfare of the employees. Equal
opportunities, health and safety legislation has been followed. The guest model of HRM actively
participates in the ASDA by HRM practices, HRM strategy, HRM outcomes, behavioural and
financial outcomes. Storeys model of HRM, Personnel and IR practices is also considered but
ASDA is applying Storey’s HRM model more. Functional flexibility is involved where
utilisation of effectiveness and efficiency of the employees is involved. The organisation is
having both positive and negative impact of labour that has been discussed above. Employer’s
discrimination was there due to disability and gender conflicts but can be overcome by the
positive factors. Workplace policies and practices in ASDA are there to improve the well being
and health of the employees. And employers are committed to their health and well being
through self assessment standards in ASDA.
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TITIANA GABRIELA POP
ID: 14318
Online
About Us. 2017. [online]. Available Through:<https://www.asdasupplier.com/about-us/about-
asda>. [Accessed on 20th February, 2017].
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