Impact of Topical Issues on HR Practices

This assignment explores how various topical issues, such as technology-driven training (e-learning) and online recruitment, influence HR practices within ASDA. It examines ASDA's adoption of these approaches and their effect on employee development, hiring processes, and overall organizational success. The analysis also considers the impact of labor relations and workplace policies on ASDA's HR framework.

MANAGING HUMAN RESOURCE

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LIST OF FIGURE

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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)
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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
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 of HRM. 2017. Online. Available through: <
http://www.academia.edu/23955869/David_Guests_1989_1997_model_of_HRM_has_6_dimens
ions_of_analysis>. [Accessed on 20th March, 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
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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 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
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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
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). For instance: ASDA encourages its personnel to share their ideas and suggestions with
management. This in turn enhances creativity within the firm and thereby aid in both
productivity as well as profitability of firm. By taking into account such aspect it can be said that
model of HRM which is applied by retail business unit is highly effectual. Along with this,
Storey’s framework also places high level of emphasis on employee growth and development. In
this regard, by organizing training session for personnel business unit can enhance the
competency or proficiency level of personnel.
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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.
Strategic approach of HRM is highly concerned with organizing program for employee growth,
develop as well as motivation. Hence, according to such approach line manager of ASDA has
accountability to conduct training and development session for personnel which in turn enhance
their skills as well as potential. Moreover, now employees also consider growth and development
opportunities while making decision about career aspect. Along with this, line manager also
needs to offer safe and positive working environment to the employees. Further, HR manager
also has responsibility to develop high level of satisfaction among the employees by resolving
their queries within the suitable time frame.
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.
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Functional flexibility: It 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.
For instance: By assigning the work of operational level to the middle level personnel
ASDA can enhance their competency level regarding such field more effectively and efficiently.
Moreover the main objectives of firm behind applying the model of flexibility are to enhance the
skills as well as potential of personnel. In this way, by using such model company can attain
success through the means of skilled and talented personnel.
Figure 3 Model of flexibility
(Source: Flexibility models. n.d. pdf. Available through: < Flexibility Models: A Critical
Analysis>. [Accessed on 20th March 2016].
)
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Sequential flexibility: 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.
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:
Figure 4 Types of flexibility
Source: Types of workplace flexibility. 2017. Online. Available through: <
http://workplaceflexibility.bc.edu/Types >. [Accessed on 20th March 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.
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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
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).
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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
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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
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:
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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
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.
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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.
In addition to this, business units also discriminate people on the basis of age while
recruiting and selecting personnel. For instance: Retail business unit places more emphasis on
recruiting younger people rather than the old one. Moreover, firm thinks that young people are
highly active and in position to deliver quality services to personnel. Such kind of discriminatory
activity highly affects employee motivation and brand image in the market place.
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.
Equality Act 2010
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.
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
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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.
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
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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
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
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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
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.
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Employees are the main assets of an organization whose satisfaction is highly required
for achieving success. In this regard, ASDA needs to provide personnel with all the safety
equipments which they require to perform business activities and functions. According to the
Health and Safety Act business unit is required to make focus on doing all the safety
arrangements which in turn reduces the number of level of accidents at workplace to a great
extent. For instance: By installing fire alarm within the office premises company can avoid
undesirable situation to a great extent. Along with this, to motivate personnel ASDA needs to
make focus on organizing motivating program or session. This in turn reduces or manages the
stress level of personnel to the large extent.
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-learning facility
offers high level of convenience to the personnel and enables them to develop their knowledge or
skills in relation to varied field. 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. Such technique is highly effectual which in turn helps in maintaining the database of
highly skilled personnel. In addition to this, by making use of highly advance software ASDA
would become able to invite suitable candidate for job who has skills or potentials in accordance
with the job description and specification. 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. All these topical issues have major \impact on HR
practices of framework because it requires competent plan. Thus, HR manager needs to keep in
mind all such aspects while making plan about near future.
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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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