Creating Value through HR Strategies: A Case Study of Waitrose

This report examines how HR strategies are used to create value in Waitrose, a British supermarket brand operating in Asian and African countries. It explores the impacts of regional and national culture on HRM practices, the use of appropriate employment models and levers, and the differences in employment laws when international HRM changes local business systems. The report provides recommendations for HRM practices to ensure high organizational performance.

Individual project

Table of Contents
INTRODUCTION...........................................................................................................................1
A. Examine how value can be created to the firm by using HR strategies. Use of concepts of
strategic HRM .............................................................................................................................1
B. Impacts of regional and national culture on practice of HRM ...............................................2
C. Uses of appropriate organisation's model of employment and levers uses by firms to create
value.............................................................................................................................................3
D. Using Storey's 27 point of difference between HRM and personnel management as a
benchmark, state what is being practised by the firm in Asian / African country.......................4
E. When it comes to hiring and firing do consider the importance and significance of local
culture and HRM Practice............................................................................................................5
F. Examine the difference in the terms of employment laws when international HRM changes
local business systems .................................................................................................................6
G. Use of appropriate corporate examples and literature ...........................................................7
H. Recommendation and suggestions to make employers regarding HRM practices to ensure
that organisational performance is high?.....................................................................................7
CONCLUSION................................................................................................................................8
REFERENCE ..................................................................................................................................9

INTRODUCTION
Human resources management is the process of managing and organising the people who
have huge contribution in organisational activities and performance. This is important for
management to understand the needs of their staff and provide them right suggestions so they
can accept the challenge and work effectively. The management should analysis the performance
and activities which can help to operate a business regularly and increase the profitability
(Bennett, 2017). This report is mainly based on Waitrose company that is a brand of British
supermarkets, selling groceries and other items which attracts number of customers and increase
the organisational profitability. Its head offices are located in Bracknell and Victoria, England.
This is also operating in Asian and African countries in order to sale its products and services.
The aim of organisation is to increase sales and gain competitive advantages. This report covers
how HR strategies are uses to create the value of firms, impacts of regional and national culture
on practice of HRM, uses of appropriate organisation's model of employment and levers that
uses by firm to create value, Storey's 27 point of difference between HRM and Personnel
management as a benchmark and importance of local culture and HRM practices that needs to be
undertaken. A part from this, terms of employment laws when international HRM changes
adopted and suggestions that make to employers regarding HRM practices that ensure
organisational performance is high.
A. Examine how value can be created to the firm by using HR strategies. Use of concepts of
strategic HRM .
Strategic HRM is defined as general approach which is uses by a management of
organisation in order to manage the function, people, activities and operation effectively. This is
important for all to have HRM at workplace as it thinks about people and their needs then plans
are formulated to achieve them. In other words, a process of identifying and executing the
company's mission by matching its capabilities with the demand of business environment. In
context to Waitrose, HRM strategies are uses by management in order to operate and organising
the activities in changing environment and complete the goals. In this, management evaluate the
needs of employees, formulate regulations, motivating staff and arranging the all activities that
can help to operate a business and increase the profitability (Trigeorgis and Reuer, 2017).
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HRM strategies are created a value for Waitrose company as HR of such organisation
applying the strategies in relation to recruitment, selection, performance management,
compensation and benefits which can help to operate and regulate the activities properly. In this,
management analysis the performance and provide them right suggestion that supports to
increase the organisational performance. The management are using different HR strategies such
as:
Talent management: The HR of Waitrose intends to win the war of talent and assign the
work between employees so they can work effectively and manage the good performance.
Continuous improvement: This is another important HRM strategy that uses by
Waitrose company to bring the continuous improvement (Song and et. al., 2018).
Employee relation: This strategy is used by HRM of chosen organisation who maintain
good relation with employees by filling their needs and complete the goals
Therefore, such strategies are used by Waitrose company that helps to create the good
value and improve the brand image.
B. Impacts of regional and national culture on practice of HRM
The HRM practices are defined as set of actions that needs to be taken in organisation
for the purpose of managing and controlling the organisational functions. The need sand wants of
organisation is different so it is important to analyse the situation and apply the appropriate
practices which suits their performance and organisation. The practices of HRM is defined as
system that attracts, develops, motivates and retain the employees to the effective
implementation and survive in the competition environment. A cultural region or cultural sphere
which is related to ethnolinguistic group and the territory in the regional level. National culture
means set of rules, values, and believes that are uses to operate and manage the business
effectively (Kerzner, 2017).
The impacts of regional culture on HRM practices as positive and relevant as Waitrose is
operating business in UK by adopting the regional culture where it know what people wants and
how they can be satisfied that helps to provide the products and services accordingly. This
become easy for such organisation to operate and manage the business in regional country as
employees of that country maintain good relations and perform their functions effectively that
increases business performance and profitability (Aguinis, Edwards and Bradley, 2017).
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On the other side national culture is related to expansion of business activities and
performance by focusing on ever changing needs of people. For instance, Waitrose that is
multinational company operating business in other country by adopting the national culture
which it implemented lots of HR practices in order to increase organisational and employee's
productivity. The chosen organisation is busy to promote the corporate culture, integrating and
coordinating their subsidiaries all over the world for the purpose of increasing sales and
profitability. The employees are different region and countries who face the problems in
communicating and coordinating the information where training and development, performance
appraisal, reward management and conflict management practices are uses that can help to make
feel good and satisfied from their jobs that increase business performance and productivity.
Therefore, it has defined the regional and national culture impacted on HRM practices in
different ways where it accept those practices which are important to use and organise the
activities effectively (Stolzer, 2017).
C. Uses of appropriate organisation's model of employment and levers uses by firms to create
value
In the business environment, employment model are used by organisation in order to
operate and manage a business effectively which supports to increase the organisational
productivity. The model of employment is defined as flexible and continuous process which is
mainly designed to meet the individual's and employer's needs. This model mainly used to
support job retention for employees who are working at workplace and requires of help so they
can perform well and increase the performance. The Waitrose, is a larger size company that
offers variety of products and services to customers at different location and countries. The
management of organisation is using model of employment that is part of social enterprise,
provides employment opportunities and job training to the targeted people or clients with high
barrier to employment such as at risk youth, homeless and ex-offenders that can help operate and
mange the business. This model mainly states that social programmes is the business that
mission is to create employment for people who are living in a society (Veth, and et. al., 2019).
For creating value of chosen organisation, management focuses on soft skills training,
mental health counselling, physical therapy, training and other activities that are provided to
employees who are working and getting the work done in certain time that helps to increase the
performance and profitability. On the other side, model of levers in creating value of
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organisation is uses by chosen organisation in which it focuses on management, necessary
resources to get the job done, creating sustainable working environment and attaining the goals
by increasing sales. Therefore, Waitrose is operating and managing their business performance
by analysing demand and completing them which motivates employees and supports to run the
business (Hauff, Guerci, Dul and van Rhee, 2019).
D. Using Storey's 27 point of difference between HRM and personnel management as a
benchmark, state what is being practised by the firm in Asian / African country
Personnel management is defined as traditional approach which is used to managing the
people and employees in organisation so they works productively and give their contribution in
attaining the goals and objectives. In Waitrose, number of employees are working that helps to
operate business in Asian countries by assigning roles and responsibilities properly. In this,
management uses Storey's 27 point of difference between HRM and personnel management that
are as defined:
Store's pint of
different
Personnel management HRM
Management role In Waitrose, management is
playing a role of transactional
which specific task is completed
by managers that motivates
employees to work properly.
In this, management's roles as
transformational leadership that
mainly uses to accept the changes,
direct the employees and complete
the task effectively.
Key relation The relation in personnel
management is described as
labour management where
employees have good relations
with employees and each task be
completed by providing guidance
and assistance (Obeidat,
Tawalbeh and Akour, 2019).
The relation in HRM is defined as
customer management where
management try to introduce
products and services as per
customer's demand and fill their
requirements that helps to increase
the business performance.
Communication There is indirect communication
between employees and employer
In Waitrose, management uses
HRM practices that can help to
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in context to Waitrose that creates
many conflicts and problems to
manage a business.
maintain the direct relation
between employer and employees
that supports to operate and
manage a business in good
manner.
PAY The pay scale of personnel at a
workplace is given in the form of
fixed grades and after job
evaluation that can help to
increase performance.
The HR manger of chosen
organisation evaluate the
employee's performance and then
decide the pay scale which can
help to motivate them to work
hard.
Conflicts handling There many difficulties in
handling the conflicts and
problems in relation to manage
activities.
HRM of organisation manages
climate and culture of business
organisation that can help to
maintain the good performance.
Job design In chosen organisation employees
are following the principle of
division of labour that helps to
assign the work between workers
as per their ability.
This is main practices which uses
by Waitrose, in where employees
are leader works collectively by
creating good relation that helps to
increase profitability.
Therefore, by using Sorey's 27 points of difference between HRM and Personnel
management it defined as HRM practices are uses by Waitrose company that helps to maintain
good relations and manage the each activities in order to increase organisational profitability.
E. When it comes to hiring and firing do consider the importance and significance of local
culture and HRM Practice
Hiring and firing is the continuous process that are using by organisation in order to keep
continue all activities as well as functions. Hiring refers as recruitment process in which
candidates are shortlisted and select for getting job opportunities. This can help to fill the
vacancy and manage all functions effectively. Oppositely, firing is the process of termination
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where management have power to terminate the employees if not suitable to their roles in
organisation. Such activities and functions are perform by management of organisation by
analysing vacancy and roles of employees which can help to run a business effectively. In
context to Waitrose, HRM manager is performing this role as it identify the vacancy at different
profile and recruit the employees by taking interview rounds, analysing their skills and working
experience that can support to increase the organisational productivity. Whereas, firing process is
uses to terminate the incapable person who is not managing their roles and responsibilities
(Obeidat, Tawalbeh and Akour, 2019).
As a manager of Waitrose, I have many roles and responsibilities that need to perform by
me for the purpose of increasing organisational productivity and profitability. As a responsible
manager I need to focus on hiring and firing process as per requirement in organisation by
considering the local culture and HRM practices. The local culture and HRM practices such as
performance management, reward management and training in context to chosen organisation
focused to evaluate the needs and wants of people who are residing in UK and near by location
and provide the products and services accordingly. It understand what people wants and how
they can be satisfied which bring improvements and maintain good performance.
F. Examine the difference in the terms of employment laws when international HRM changes
local business systems
In competitive business environment, important thing is to focus on national and
international business system that can help to increase the performance and maintain competitive
advantages. It is true that when a business is operated at local and regional level then it need to
analyse the needs, culture and values of workplace which can help to provide the products and
services effectively and manage a good performance. Herein, Waitrose is applying employment
laws such as health and safety act, data protection, minimum wages and equal opportunity act is
following in UK that make happy and job satisfied people (Lee, Kim, Lee and Moon, 2019).
Moreover, international culture is also followed by management of Waitrose company as
this business is operating in Asian/ African country by offering variety of products and services.
In operating the business in internation country or African country required to follow
employment laws according to their country such as occupational safety act, workplace safety,
equal opportunity formulated by government which can help to increase the international
country.
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G. Use of appropriate corporate examples and literature
According to Otoo (2019), HRM practices and laws uses by organisation in order to
analyse the business situation and satisfying the employees that can help to increase the
performance and profitability. Management is responsible for all functions and activities that are
important to perform and helps to manage the good performance by managing each task and
activity.
Waitrose is largest organisation that is selling variety of products and services in many
county and location. In this, number of employees are working collectively by understanding
their roles and responsibilities that can supports to work properly and increase the performance.
This is standing at higher position in competitive environment as it analysis the environment and
wants of their customers that can help to provide the kind of products and services. The
management of chosen organisation bring the uses of different HRM practices such as training
and development, performance management, conflicts management, recruitment and selection
which are performing to manage and organise the business activities and function that helps to
attain the competitive advantages. The training and development practice is uses to make
confident and accepting the changes in their distribution process which supports to maintain and
increase the organisational performance. The management of organisation analysis and monitor
the employee's activities by assigning them roles and give them appraisals that motivates them to
work more and attain the business goals and objectives (Malik, Pereira and Tarba, 2019).
H. Recommendation and suggestions to make employers regarding HRM practices to ensure
that organisational performance is high?
From the above discussion I would recommend to management of Waitrose company to
focus on regional, national and international culture that impacts positively on operation and
sales of business organisation. If company is not able to provide products and services as per
different culture then it will be difficult to operate and run the firm continuously. This make
dissatisfied to employees as well as customers in changing business environment. Employees are
the assets of organisation where management should follow all laws in relation to employment
that are made by government of that country which can help to motivate and ready to work
continuously. For making a successful business the management should understand the conflicts
which arises at workplace and problems in relation to roles and accepting challenges should be
resolved by management that can help to increase the organisational productivity and
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profitability. To increasing performance and profitability, management should analyse how
employees are working and what problems they are facing that will be solved by applying the
suitable HRM practices which maintain good brand image (Ahmad, Allen and Raziq, 2019).
Moreover, This is suggested to employer of Waitrose to focus in hiring process and use
the effective process to recruit the capable person in organisation who can perform their
activities and role effectively. This can also help to increase organisational productivity and
profitability by managing each task and contribute in the activities. Not direct decision of
terming should be taken as training and development programme can help employer to getting
work done properly and increase the higher performance (Yang and Yang, 2020). In case of after
provide training to employees not performing well then should give prior notice of at least 15
days then take action that give time of person to search another job. Such practices and
legislation should be followed by management which can help to increase the business
profitability.
CONCLUSION
From the above report it can be concluded that HRM is the main activity that needs to
perform in organisation in order to increase the productivity and profitability. The practices in
relation to HRM are uses to influence employees and getting the work done on time which
increases organisational productivity. Storey's 27 point of difference between HRM and
personnel management are uses to manage the functions and activities in organised form and
attain the competitive advantages.
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REFERENCE
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(Bennett, 2017) (Trigeorgis and Reuer, 2017) (Song and et. al., 2018) (Kerzner, 2017)
(Aguinis, Edwards and Bradley, 2017) (Stolzer, 2017) (Otoo, 2019) (Malik, Pereira and Tarba,
2019) (Ahmad, Allen and Raziq, 2019) (Yang and Yang, 2020) (Lee, Kim, Lee and Moon, 2019)
(Obeidat, Tawalbeh and Akour, 2019) (Hauff, Guerci, Dul and van Rhee, 2019) (Veth, and et.
al., 2019)
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