Human Resource Management Strategies and Practices

The provided assignment is a comprehensive analysis of human resource management (HRM) strategies and practices. It covers various topics such as HR structures, workplace flexibility, performance appraisal systems, employee value proposition, and the people-performance link. The assignment also discusses the relationship between leadership paradigms and employee engagement, highlighting the importance of effective leadership in driving organizational success. Additionally, it provides an overview of HRM software features, types, and pricing, making it a valuable resource for students and professionals seeking to understand the complexities of human resource management.

MANAGING HUMAN CAPITAL AND
LEADERSHIP

CONTENTS
CONTENTS............................................................................................................................................2
INTRODUCTION...................................................................................................................................4
TASK – 1.................................................................................................................................................4
Approaches to HRM with relevant models........................................................................................4
Guest models of Human Resource Management in ASDA.................................................................5
Hard and soft HRM..............................................................................................................................6
TASK – 2.................................................................................................................................................7
Discussing the HR functions in ASDA in relation to SHRM initiatives and recommendations for
improving the process..........................................................................................................................7
Relevant recommendation for improvement in the process...............................................................10
TASK – 3...............................................................................................................................................11
Evaluation of HRM software programs and analysing which one of these software programmes
would be mostly beneficial to ASDA................................................................................................11
TASK – 4...............................................................................................................................................13
Characteristics of effective leaders considering issues recognised in the previous tasks..................13
CONCLUSION......................................................................................................................................14
REFERENCES.......................................................................................................................................15

ABSTRACT
The human resource department of any firm is responsible for recruiting as well as
selecting appropriate candidate at right time and place. They are being referred as a
paramount element for the company’s success. Additionally, they are accountable to offer
effective training and development sessions to their newly recruited members and engage
towards motivating them as they are the crucial asset on whom the success of the
organization is dependent. Keeping this in intellect, the main aim of the current research is to
discuss the possible restructuring of the HRM practices in ASDA for making them for
successful and effective in the outside world. Further, approaches being adopted by ASDA to
manage their human resource and various HR functions in relation to its strategic human
resource initiatives have been evaluated significantly. Moreover, different HRM software
programs along with features of effective leaders as well as relevant models have been
discussed significantly.

INTRODUCTION
Human resource management is a systematic process of managing the employees at
the work area so as to attain the organizational objectives and goals. The human resource
department of any firm is responsible for recruiting as well as selecting appropriate candidate
at right time and place. Additionally, they are accountable to offer effective training and
development sessions to their newly recruited members and motivates them as they are the
crucial asset on whom the success of the organization is dependent. Further, the HR
department focusses on recruiting people with efficient motivating, time management and
employability skills (Armstrong and Taylor, 2014). With effective HRM within the firm, a
sustainable competitive advantage can be attained positively. Keeping this intellect, the main
aim of the current research is to discuss the possible restructuring of the HRM practices in an
organization for making them for successful and effective in the outside world.
ASDA is being taken as a case company for this assignment. The company operates
successful as one of the largest food retailers in UK and headquartered in England. They are
engaged into the business of wide range of merchandise such as music videos, food, apparels,
house wares and books (ASDA, 2018). They share around 16.4 percent in total UK grocery
market. The report will evaluate the approaches being adopted by ASDA to manage their
human resource and will also elaborate various HR functions in relation to its strategic human
resource initiatives. Recommendations will also be done regarding improving the process in
the company. Additionally, evaluation of different HRM software programs will be done
along with features of effective leaders as well as relevant models will be discussed
significantly.
TASK – 1
Approaches to HRM with relevant models
Owing to the increasing globalization as well as competition, the need for creating
strategies that supports the firm in building brand image as well as reputation uniquely is
quite necessary. The firms are in great requirement to have best possible outcome of their
inputs, which can be attained with effective management of organization’s human capital.
With the increase in of satisfaction level of the employees, the productivity as well as
profitability of the company will also enhance. Concerning this, it can be said that there is a
want to cultivate those human resource strategies and plans that supports in achieving a
competitive edge over the other companies in the market. Focusing towards ASDA, the
company is successfully carrying out their business functions in such an environment, which
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is quite complex and competitive (Boxall and Purcell, 2016). In such as a market, patrons
have more choices to select from and they have lower switching costs. In addition to this, the
HRM activities of ASDA is being designed for enhancing the usefulness of the employees of
the firm in fulfilling its objectives. The human resource management in the company includes
different activities like performance evaluation and compensation, equal employment
opportunity compliance (EEO), training and develop skills, employee recruitment,
motivation, orientation, selection, safety, health and wellness and development and
evaluation.
The comprehensive human resource strategies of ASDA involve colleagues as well as
supports the culture of the firm such as ‘Best Welcome’ induction programme of the
company, ‘Star Programme’ for determining excellent customer service. Furthermore, they
also have academy framework in regards with training and development and ‘Colleague
Steps’ for progression in career (Armstrong, 2016). The company also provides its employees
with variety of opportunities for developing their career by supporting as well as investing in
their workers in gaining qualifications. This in turn will help them in becoming next gen
leader with the company. Moreover, the environment of the company is also familiar and
pays attention on engagement of employees and thus, they have high retention and loyalty
rates.
Guest models of Human Resource Management in ASDA
Each and every firm makes use of human resource management. Further, they
considers personnel management and HRM different. By utilizing Guest model, managers of
the company can search the skills and potentials in their workforce. ASDA is a giant super
market chain and adopts this model for making their employees to trust on them and improve
their productivity level. Human capital is a vital asset for almost every business concern and
thus, management of the same is also very essential. The Guest model of HRM evaluates the
results and identification of discrepancies are resolved with the help of appropriate actions..
The model which is applied in ASDA is being explained below in brief: HRM strategy – The human resource management strategy of ASDA involves 3 main
principles such as focus, cost and differentiation. The focus is on the consumer,
differentiation involves offering something new and innovative keeping the cost in
control (Hirdm, Sparrow and Marsh, 2010). HRM practices – Various practices like training and development, appraisal,
recruitment and selection, reward etc. are being adopted.
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 HRM outcomes – The main aim of the company is commitment of the workers in
regards with their work. Skilled and efficient workforce offer enhanced services to
their customers and firm. Behavioural outcomes – In retail stores, behaviour matters a lot. Ethics as well as
cultural values should be defined clearly in the model. Performance outcomes – Performance of each and every employee should be checked
as per the expectation of the firm.
 Financial outcomes – The final result for every firm engaged in retain or service
business is high return on investment and profitability.
Figure 1: The Guest Model of HRM
(Jagwan, 2018).
Thus, it can be concluded that this model offers a description of input and outcome but
still it is not sufficient to comprehend the dynamics of people management, as they are so
complicated.
Hard and soft HRM
Focusing towards the approaches to human resource, there exists standard variation.
All these variations are considerably debated by Storey as hard and soft versions of human
resource management. The hard version of HRM focusses on employees and their related
concerns. In such type of style, whether the performance is effective or not is being judged by
the performance of the business. Whereas, the soft version emphasize on performance of the
business with showing parallel concern for the outcome of the employees as well. It is also
many times debated that there is a need of new capabilities and skills in the firm for
sustaining in this type of dynamic market. Pertaining to this, the new theory is being
established on chaos and complexity theory (Storey, 2007). The companies are taken as a
whole system, self-regulating, open and emergent. In addition to this, it also this model also
contrasts the representation of the organization as machines to that as living systems.
Articulating in relation with ASDA, they have strategically assimilated their human
capital into their whole plans. The managers of the company are instructed to utilize facets of
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HR in their process related to decision making. Moreover, this approach has reflected high
commitment to human resource and is being accepted by all the employees. Training and
development events for basic learning has been extended to the workforce. The picture of
strategic direction is also conferred with the staff members which makes the employees self-
efficient in comprehending their roles and importance within the organization. Thus, it can be
well-attributed that ASDA pays high value on its human resource.
TASK – 2
Discussing the HR functions in ASDA in relation to SHRM initiatives and recommendations
for improving the process
According to Meisinger, the human resource department is required to enact a
proactive role in the corporate strategy by integrating the human resource structure in the
overall operational functioning instead of remaining reactive to the performance of the firm.
Other than this, integration of corporate strategy and strategic human resource planning can
be taken into consideration as a key input on the principles of employee resourcing decision
making process (Guest, 2011). As per Sundaray, the human resource functions encompasses
all the required efforts of the management to meet out the needs of the workers in long term.
Talking in relation with the human resource management function in ASDA, it mainly
emphasize on recruitment, offering direction and managing employees within the firm.
Further, it is centres on the practices, policies as well as systems that impacts the behaviour of
workers, performance and attitude.
There are numerous people who are of the belief that human resource management is
people practices. It is a practice that has an important contribution in the ability of the firm to
realize full benefits of its talent such as evaluating the jobs and work, attracting potential
workers, selecting them, offering them training and development, manage their performance,
provide compensation and finally, create a positive working environment through employee
relations. In simple words, it can be attributed that human resource management in ASDA
has the responsibility for offering safe as well as protective working environment. It is also
liable to make sure that comply with all legal requirements. Organization will perform best
when all of these HR practices are managed effectively and systematically (Bach, 2005).
The role of HRM in reference with ASDA is to carry out planning, developing,
administering and designing policies to make effective utilization of firm’s human resources.
Thus, it can be said that it is that element of the management that is related with people at
work and their relations with the firm. Consequently, the major functional areas of HRM are
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human resource planning, staffing, employee development and employee maintenance. All
these 4 fields and their connected functions shares common objectives of suitable amount of
efficient workers with knowledge, experience, abilities and skills being required for
achieving the goals of the organization. Even though, each and every HR function can be
allocated to one of the four areas of personnel responsibility, there are some functions that
serves numerous purposes. For illustration, performance appraisal measures helps in
stimulating and guiding workers development along with support in salary management
purposes as well (Purcell and et.al, 2003). A brief description of HR functions of ASDA is
being elaborated underneath:
Recruitment and selection
It is also being known as human resource planning function. In this type of function,
amount as well as type of workers required to attain the objectives of the firm are identified
and procured. For this function, research is being considered as a significant part, as planning
will need accumulation and evaluation of data for forecasting the supplies of HR as well as to
make predictions about the future needs. Further, the success of ASDA and almost every
organization is dependent on having a right number of staff with appropriate skills and
competences. Recruitment encompasses making use of practices of organization to impact the
number as well as type of people who are willing to apply for the vacant job positions (Jepsen
and Grob, 2015).
ASDA has always made an attempt to keep their recruitment and selection process as
simple as possible. However, the firm is so big and aspires that there application is viewed by
right person. The recruitment process has certain steps which needs to be followed by the
applicants. Firstly, the applicants are required to submit their applications on the ASDA’s
particular job advertisement on the website. Afterwards, the online application process will
typically include some kind of verbal, personality, numerical and aptitude tests. Thirdly, the
managers or HR officers of ASDA will ask the applicant to come and attend an interview.
Thus, it can be said that the main objectives of recruitment and selection is to attract, retain
and develop pool of talents and skills as well as to determine the most efficient applicant for
the right post at the right time.
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Human Resource development
Focusing in relation with the training and development function, it provides workers
the knowledge and skills being required to carry out their jobs. In addition to this, for the
purpose of offering training for new and unexperienced workers, many companies makes
arrangements for training and development events. In other words, training is a planned
process that helps in modifying the skills, knowledge, behaviour and attitude of an individual
by the way of learning experience so as to accomplish effective performance level (Gilley,
Eggland and Gilley, 2002). ASDA’s training and development programmes also attempts to
develop individuals and meet out the current as well as future needs of the firm. Since,
ASDA is multinational retailers of food and if their staff members lacks training than the
business will be prone to chemical, fire and other health hazards.
ASDA has an induction program from new employees known as “Best Welcome”,
has won award for the best induction programme. It is considered as the most apt way to get
up to speed with the business of the company as well as to search to feet as quickly as
possible. After completion of the induction program, the newly appointed employee is
required to attend a store application day for the purpose of comprehending the ways in
which their stores operates. Other than this, ASDA also have ‘Star Programme’ for
determining excellent customer service. Furthermore, they also have academy framework in
regards with training and development and ‘Colleague Steps’ for progression in career
wherein first step is related with service day and other step shown them the selling skills. The
company also provide its employees variety of opportunities for developing their career by
supporting as well as investing in their workers in gaining qualifications.
Compensation and reward
Compensation as well as offering reward to the employees is costly affair to the
company, however it is quite essential for further achievement. It is a process that helps in
promoting employees for high level of performance. ASDA offer many benefit to their staff
members such as holiday payment, pension, voucher, colleague discount and many more. All
these schemes helps the firm in influencing people to give their hundred percent effort for
achieving the goals of the firm (Kirkpatrick, 2006). The colleague discount card is being
offered to the employees after completion of 12 weeks in ASDA. In addition to this, there is
also scheme related to bonus in the company that recognizes and rewards colleagues for their
valuable contribution.
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Other than this, they also have flexible working hours wherein they have given
opportunity to the employees to do everything from swapping a shift to changing time.
Furthermore, ASDA also offers pension plan to their employees which is a great addition for
retirement. Workers who work on night shift are given extra allowance per year according to
their roles as well as accountabilities. Finally, they have voluntary benefits as well which
encompasses recognition, long service, awards and many more. The compensation and
reward function of the company will help them in achieving higher performance level and at
the same time will help their employees to think and plan better about the success and growth
of ASDA.
Performance management
Throwing light in relation with performance management, it is being defined as a
process that helps in sharing a comprehension in relation with the needs to be attained and
then develop as well as manage people in such a manner that enables the shared objectives to
be accomplished. It is quite significant for the managers as well as supervisors to reap out
best efforts from their valuable employees in lieu with the quantity and level of production.
According to Armstrong and Baron, performance management is a process that contributed to
the effective management of people in such a way that pre-determined goals of the firm are
achieved considerably (Bannister and David Balkin, 1990). The five key elements of
performance appraisal of ASDA are measurement, feedback, positive reinforcement and
exchange of views and contact. In the company, performance development reviews are doe
throughout the year and at regular time interval, formal appraisal interview are being
conducted. Moreover, balanced score card is being adopted by ASDA for measuring the
performance of their employees on the basis of five perspectives i.e. financial, internal
business process, customer, learning and innovation perspectives. The balanced score card in
ASDA has the several objectives i.e.it links the reward as well as recognition to the
performance of scorecard, transfers ownership of the target and measures to individuals and
flowing balanced scorecard throughout the business.
Relevant recommendation for improvement in the process
It has been observed that ASDA invest too much money on their recruitment and
selection process and if wrong applicant is selected for the job position than all investment
will go in vein. And thus, it is quite vital that the process related to recruitment and selection
should be improved considerably. Numerous things needs to be taken care by the HR
manager of Asda at the time of starting the process of recruitment. The human resource
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manager is accountable to look and check that everything is flowing as planned. This is
possible with the effective human resource planning procedures in place (Derven, 1990).
There are many situations where ASDA lacks consistency and are not through with the
process of selection of the applicants. Thus, it is highly recommended to the company to
make improvements in their job description that is the firm should offer adequate data about
the requirements of job and skills. Further, it is also vital for the company to reconsider the
mission statement of the HR functions. ASDA is required to rebuild and update their unique
database of human resource practices that provides the overview of the firm. It is
recommended to the company to reduce employee turnover and provide confidence to the
employees for long term employment (Barrick and Zimmerman, 2005).
TASK – 3
Evaluation of HRM software programs and analysing which one of these software
programmes would be mostly beneficial to ASDA
The human resource management software programs has become an important asset
in every organization and corporate business environment. Even small and medium enterprise
are ignoring the impression that every human resource systems are costly and are fancy
additions which are not required by the firms. However, the long term gain of leveraging
human resource technology saves more beyond expectations of what they spend to get a
product. There is no definition of HRM software that can cover up all the advanced facets of
this technology, however it gathers all workforce management and recruitment systems that
are being adopted for improving the efficiency of the business (La Rocca, Ford and Snehota,
2013). There are number of HRM software programs and these are being described in the
subsequent paragraph: BambooHR – This is being defined as one of the most popular as well as
comprehensive HR suites that provides unique applicant tracking system which
manages all the facets of life cycle of employees and offers requires personnel
visibility. Zoho People – It is a software programme being developed to centralize the
operations of the human resource and offer a collective environment for workers to
share their suggestions as well as idea. It is appropriate for small and medium
businesses. Workday – This is used for managing human capital, which is packed with advanced
payroll management functions. Workday is ready for task accommodation and is best
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alternative of Zoho People for time management and tracking (What is HR
Management Software: Analysis of Features, Types and Pricing? 2018). ADP Workforce Now – It is being defined as web-based application for medium
businesses having core abilities like talent management. The administrative kit of this
software is compliant with annual reporting requirement forms 1095 as well as 1094. UltiPro – It is a quality human resource provider that pays attention on payroll
management, talent management, tax compliance and also appropriate for recruiting,
on boarding and scheduling the workers. Omnicontext Personal Analytics – This is another important HRM software
programme that supports the users in collecting and evaluating meaningful data and
allows them to fully comprehend the ways they carry out their activities and
communicates. It also evaluates their habits as well as lifestyle so that they can
discourse problematic areas of their life and work on them and selected the path of
self-improvement.
 Vantage Circle – It is being referred as a cloud hosted employee benefits and
engagement solution which is developed to support the businesses in engaging and
empowering their workers by incentivizing standard performance by engagement
programs and best privileges, rewards (Reilly, 2012).
Thu, it can be said that the main purpose of all these software is to syndicate
administration and human resource processes in a centralized location from which the
managers of the firm can allot tasks, analyse progress, monitor performance and reward the
best performer in a group. These HR software will help the firm in taking them one step
ahead in improving the decision making on a light competitive price, as it offers numerous
benefits to the firm being stated above.
For companies like ASDA, which is a big multi-national retailers and having more
than 175000 employees working all over the world, there is a needs of human resource
management software programs for effective management of their people and processes.
These software will help ASDA in streamlining workforce management processes and will
make them able to take out most out of their employees. With these software programmes in
place, the firm will be able to perform various things such as efficient recruitment, 360
degree overview of the employees, enhanced level of collaboration, end to end management
of the workers, payroll management and accurate evaluation and appreciation. Out of the
above defined HRM software programmes, Omnicontext Personal Analytics, UltiPro and
BambooHR are being regarded as the most suited software for ASDA. This is the because of
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the fact that UltiPro and BambooHR will fuses the three basic pillars of employee
management in the company such as payroll management, personnel tracking and benefits
administration (Arms, 2012).
TASK – 4
Characteristics of effective leaders considering issues recognised in the previous tasks
Enunciating about the growth as well as success of ASDA, the major hand is of job,
knowledge, skills and contentment of the employees. Leadership is all about developing a
track for the people so that they can give their supportive hand in something extra-ordinary
within the firm (Zhang and et.al, 2014). In ASDA, transformational leadership theory is
applicable. Since, the firm is quite popular and renowned as a successful super market chain
in United Kingdom, there leadership is also quite different and unique. The leaders and
managers of the company desires to make their company customer focused and want to
improve their employees as well. As per their point of view, there are importantly four things
required to be offered by a leader in a firm to his employees such as respect, helps, support
and interesting job. Furthermore, in ASDA trait theory is also applicable. As per John Adair,
all leaders in a firm needs to possess certain characteristics, qualities and competence so that
they can perform their duties effectively and efficiently (Brown, 2010). This theory is
concerned with the personality as well as physical features and is quite simple as well. There
are some characteristics that a leader of ASDA should hold in order to be effective and to
resolve the issues companies faces related to managing human capital are being defined
below: Command – further, the leaders of the company should have command over quick and
timely decisions as and when it is needed. Coolness – They should be composed under trying and testing situations. Judgment – Judgment is also the most important features a leader of ASDA should
hold. They should have an ability and quality to make judgment of the things and
situation properly (Kaas and Manger, 2012). Group Influence – it is quite vital for the leaders of ASDA to develop willingness so
as to have timely completion of tasks and objectives.
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Leadership Model – Bases of Power
According to French and Raven, there are mainly two categories of power bases such
as position and personal. The former one will encompass coercive, power and legitimate
whereas the latter one include referent, position and expert bases. Reward power – It means developing positive people within the firm Coercive power – It states developing fear in the intellects of workers Legitimate power – It is related with the power from the position Referent power – It is defined as the power being created by offering respect, liking,
feeling of the subordinates through rewards and advancement (Ruebusch, 2002).
 Expert power – It refers to the ownership of skills as well as knowledge
The Chief Executive Officer of ASDA is Andy Clarke and has joined the company in
the year 1992. He has shown variety of leadership roles and has groomed himself with the
dynamics of Asda. He possesses good leadership skills and has successful leaded the people
effectively in the store. He has achieved three powers that is legitimate power, when he
joined the group as CEO, expert power by his skills, competence and wide knowledge and
soon gained respect and attraction from the sub-ordinates within the firm too (Galinsky, Sakai
and Wigton, 2011).
CONCLUSION
Thus, it is well-attributed from the research report that managing human capital is
quite important and difficult task being carried out by HR department of ASDA. The main
accountability of human resource department is to make their employees efficient enough so
that they can lead the firm to the path of glory. Their function and role does not end merely
by selecting individual on board. It is an endless process that initiates with the recruitment of
individuals till he leaves the firm.
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