Globalization's Impact: Asda's Business Growth and HR Strategies

This business report examines the impact of globalization on Asda, a major UK supermarket retailer. It begins with an introduction to globalization and its effects on businesses, followed by an overview of Asda's operations and history. The report then reviews relevant literature on recruitment and selection strategies, the responsibilities of employers and employees in talent management, and human resource procedures. The discussion and analysis section evaluates the effectiveness of Asda's recruitment strategies, the application of employment law, and how the company manages employee development through personal development plans (PDPs). The report highlights the importance of social media in recruitment and the legal framework governing employment. Finally, it provides recommendations for improvement within the business, incorporating relevant theories and examples to support its findings. The report emphasizes how globalization influences Asda's HR practices and overall business success.

BUSINESS REPORT

Table of Contents
INTRODUCTION...........................................................................................................................3
Company overview......................................................................................................................3
Literature review..........................................................................................................................4
Discussion and Analysis..............................................................................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Globalization is considered as procedure by which organizations or businesses develop
global influence or begin operating on an international level (Dau and et.al., 2017). It leads to
increased competition in marketplace, that directly impact on business environment and its
operations. Competition might be related to services or products cost, technological adaptation
and fast production by firms. It is leading construct which become main factor in business
environment during last few years. This phenomenon influence company work structure,
functions and activities in different ways. These modifications are related to maximizing
competition as well as rapid changes of information transfer and technology. In order to
overcome the impact, companies are using different types of strategies suitable and appropriate
for business environment. One of the striking elements of globalization is use of new and latest
technologies by internationally market oriented companies to exploit the best opportunities.
The present report is based on Asda company, operating their chain of supermarket
across UK effectively. They open its largest store in UK, situated in Milton Keynes with skilled
applicants, company is successful managing their operations under globalization.
The purpose of this report is to identify the impact of globalization in context of business
growth and success (Rajput and Hasan, 2019). This study defines overview of organization,
processes of selection and recruitment strategies, accountabilities of employer & workers in
context of employee development, theory to compare different talent management methods and
justifies HR system and procedures. It defines some examples of case law and employment law.
Furthermore, it also clarified effectiveness of recruitment & selection strategies in place
within Asda. It explains how firm manages development of their staff and analyse other Human
resource processes and systems used in company. It also justifies some recommendation
suggestions for further improvement within business. Moreover, this report justifies relevant
theory according to view point of authors.
Company overview
Asda is British supermarket retailer in UK, founded by Noel Stockdale in 1949 with
associated dairies firm of Yorkshine (Kneafsey, Venn and Bos, 2017). Outlet of this company is
full of surprising and amazing facts & it begins in above state, with Stockdale and Asquith
families almost 100 decades. When they took over GEM store in Nottingham it was averaging
6000 a week in sales, they want to increase this up to 60,000 in six months. 1986 was a big year

for firm as they launch their own brand products for target consumers in order to build their
market image and reputation opposite to competitors. As well their core supermarket, Asda also
provide range of other services to their consumers in effective manner, considering mobile phone
provider and financial facilities that uses in current EE network, its marketing advertising is
based non price. As totally owned Division of Walmart, firm do not need to publish half-yearly,
quarterly or fully yearly incomes. The purpose of company is to produce products in affordable
prices that purchased by everyone, they also have series of values that are: respect for people,
strive for excellence and provide better services to clients. In 12 weeks, sales of this company
decreased by 1.5% compared to same time a year earlier.
Literature review
The process of recruitment and selection strategies-
According to the view of Holm and Haahr (2018) recruitment is a process of finding and
attracting potential resources for falling the vacant position within the organization. To increase
the efficiency of hiring HR team need to follow five practices which help to maintain more
effectiveness for gaining effectiveness of work. The process of recruitment is considering with
five stages are planning, development, searching, screening and controlling the process.
Recruitment planning is the first stage where vacant position is analysed and describe. This may
impact of globalization on business environment because through that employer able to plan for
international selection by assessing qualities, skills and ability of employees are effective as per
role or not. On the other side, Brown and et.al. (2019) stated the impact of globalization in the
recruitment process. Globalization has the significant in the human resources process at the
business and organization of any type. It is very important in recruitment process the human
resource management understand about the laws and regulations which are differs from country
to country. This can impact to business environment because laws of recruitment process affect
to process of work.
As per the view of Farndale, Nikandrou and Panayotopoulou (2018) selection strategies
are composed of research, testing and evaluation of methods. The main task of selection strategy
is to match an organization predetermined requirements with correct and effective skills sets. The
main strategy of selection is to hire the best candidates for business as per knowledge, skill and
abilities. But at the global, education and culture is different at every level which can affect to
business environment for hiring international candidates for vacant post. In the context of

multinational companies established that the equivalent criteria of recruitment and selection due
to differences between the educational and cultural specificity of each country. For example:
Germanium, average age of graduation superior economic studies is 25, compared with Japan
have age 22 year. As per that, impact of globalization on business environment is like through
recruitment and selection strategies.
Responsibilities of employee and the employer comparing with different talent
management approaches-
The roles and responsibilities of employer and employees at the time of employee’s
development having in very different manner. This creates more effectiveness for business to
maintain their growth at market place. According to the view of Noe and Kodwani, (2018) taking
initiative and maintaining attitude are important responsibilities of employees during
development process. Initiative of employees to speak up to management about their ambitions
and desire to progress in their career, this must be earned the effective attention of management
with positive growth. On the other side, role of employer at the time of training is to understand
their needs with project work. Also, have responsibility to give proper direction for work and
undergoes various training program to enhance employee skill and acquiring new knowledge and
learnings. This help to provide a better training at global level but globalization can affect the
business because culture of countries is different which is not understood by training.
As per view of Björkman and et.al., (2017) employee development is essential procedure
within company where employee with support and contribution of their workers undergoes
different training systems to enhance skills & knowledge of applicants. Personal development
plans is one of the best approach considered by employer in context of employee or workforce
development. It refers to the improvement methods that centring on workers professional career,
with the help of this tool, employer within firm works with staff member to set personal as well
as professed career goals. They both develop list of aims and plan in order to achieve them, for
example raising high stage within business and meeting.
On the other hand Dhir, (2019) highlighted that talent management approaches are much
better than the other ones. In which employer play vital role as they are able to provide
development opportunities for existing workers and make assure to give ongoing chances for
people to enhance practices and develop in profession effectively. It is one of the simplest ways
as two-day training sessions on something new topic that will aid in daily basis work.

Management training programs also undertaken into this approach, which permits all stage
professionals to gain valuable experience, knowledge and opportunities. MTP help companies’
employer to build most valuable abilities, leverage new benefits and creating expectational value
in their businesses. Talent management is commitment of company to hire, develop, recruit and
retain talented & skill workers available in job market. It is useful term when it defined a
company statement to manage skilled people for longer period.
Human resource procedures and system-
According to Day and Penney, (2017) HR systems and processes are used to manage
existing workers and to retain them for longer period of time. Managing equal opportunity is one
of human resource procedure, undertaken by employer to enhance the motivation level of staff
and new candidates. Without making any differences based on age, gender, disability and other
personal characteristics, HR management will successfully engage people in practice of
achievement of business objectives.
In view point of Nankervis and et.al., (2016) employee health and safety are the key
element of organization success, when employer show their concern towards this topic, they can
retain skilled employees and gain trust of staff in systematic manner. Human resource
management assuming security, safety and healthy accountabilities within company. It
concerned with protecting welfare of workers engaged in employment or work.
Discussed by Oke, (2016) training and development is better than other human resource
systems, it considered as integrated framework in development and system of HR. quality, skills,
managerial, safety, professional and team training are the types of methods used in development
of workers. T&D procedure is organizational activity undertaken into globalization or while
operating business at global level aimed at enhancing performance of staff and improving ability
of team of people in organizational settings. Through training, individual is taught particular
skills while development workers personality as well as managerial skills are enhanced more
than past few months.
Discussion and Analysis
Effectiveness of selection and recruitment strategies within company-
Recruitment strategies are used in order to recruit or hire talented people in company for
enhancing the productivity and performance level of business much better than before, the main
purpose of recruitment strategies is to identify quality applicants for motive of filling open

positions. Use of social media is one of the most effective strategy will use by HRM, social
recruitment is becoming more popular as firms begin targeting millennials. It simply uses social
media to find out candidates, advertise vacancies and communicate with potential people. Many
brands successful with this method and assure to create presence on social media network that
will consist with organizational values & employer brand.
Along with this, selection strategies at also effective and essential for company as it helps
to select the qualified and talented workers, this composed of testing, investigation and
evaluation approaches. Online screening and short-listing under selection strategies is the best
ways to choose the most knowledgeable person among group of people. Instead of offline
screening, online method saves time and efforts of management. With this strategy, employer
will see increase in number of candidates for specific job role. Internet is worldwide data source,
while organization announcements and newspaper tend to reach only local markets, online
screening are accessible to business world, including promising applicants who will seeking to
relocate to their area for right job.
Employment law is set of rules and regulations that regulate connections between
workers and employer. While recruiting and selecting people, human resource management had
to consider employment laws which is quite beneficial for business. During creating strategies of
selection and recruitment, employer focuses on discrimination point, they do not make any
differences based on personal traits of applicant. Equality Act 2010 cover under employment
law, that guide recruiter or selector how to choose candidates with effective and ethical manner
(Butler, 2016). This act legally protects workers form discrimination in work area and provide
rights to leave, share and gain opportunities for career development equally.
Case law is collection of previous legal decisions developed by courts in context of
deciding cases, in which law is analysed using these cases to solve ambiguities for deciding
recent lawsuit. Example of case law, in UK pregnancy discrimination is defined as unacceptable
behaviour and treatment of employer, it means that there is no need for comparison with other
person not having child. ECJ summarized that it was not essential for female workers to
determine non maternity comparator in equal circumstances to demonstrate that they have
discriminated against.
Business manages development of their workers-

Organization effectively manage the improvement and development of their staff through
PDP, it is much better than the other approaches of employee or talent management as it helps to
keep people on track with organization and inspire them to perform harder rather than before.
With the help of this method, manager or leader established clear aim and set of objectives for
employees. What they want to achieve and where to go, in long, short or medium term in career.
It usually includes the statement of one's strengthen, aspirations, competencies, training and steps
to indicate how plan is to be conducted, it helps to identify needs for knowledge and skills.
Personal development plan is also considered as process of developing an action plan based on
values, planning, awareness, reflection and goal setting for PD within regard of career and for
employee development.
Responsibilities of employer in employee development is to make an effective personal
development plan (Lejeune, Beausaert and Raemdonck, 2018). In additional with this, workers
are equally accountable for development of other people and themselves. They work hard and
stay focus while getting training session because it is beneficial for staff professional career
growth. Due to globalization competitive environment is getting hire in which firms required
skilled labour, with the help of PDP, human resource management build team of talented people
who are able to beat competitors in ethical manner.
There are different types of talent management approaches available for employer which
they can take in order to manage current workforce, methods are developing job descriptions,
performance assessments, hiring process and effective compensation. Instead, all of this
providing development chances that enhance productivity and effectively manage existing talent,
is a better way. Two-day training class on something different that can be added in everyday
activities will be beneficial for workers as well as company. Management training programs is
kind of business investment in order to build well-trained team who are able to contribute in
achievement of common objectives under globalization.
By using above methods and approaches of talent management & employee development
organization manage their workforce in systematic manner and also enhance motivational stage
of all the workers working with them since for so long.
Employer and workers are responsible for making their objective achievable, employer
identify the needs of people, examine its importance in practices at workplace and then prepare

plan for development. Along with this, employees give their support and contribution to make
employee performance improvement plan successful.
Critical analysis of other human resource procedures and systems-
Strategic human resource management is HR procedure, refer to connection between firm
workers and their goals, strategies and objectives. the purpose of using this process is to advance
flexibility, competitive advantages and innovation, it helps to develop skills of people and
improve business as well as staff performance much better than before. In context of this
procedure, human resource plays important role as strategic member when firm policies are
implemented and created. Greatest benefit of Strategic HRM is also their purpose to improve
workers performance by aligning and integrating with business strategy. Organization will be
successful when all its group are working together towards similar objectives. It carries out
analysis of staff and identifies actions needed to increase their value to firm. Strategic human
resource management also uses outcomes of examination to create HR methods to address
employee weaknesses. It provides a lot of benefits to company such as increased job satisfaction,
improved rates of consumers, efficient resource management, proactive method to managing
staff, better work culture and boost productivity. It is known as key for development and
retention of quality team. Its likely that people will feel precious and want to stay with firm that
places premium on worker engagement and retention.
On the other hand, compensation and benefits is much effective rather than the other
methods used for employee retention and development. It collects information on hours
performed and use it to count wages, state taxes and amount of federal such as retirement
contributions and health insurance. Systems generates deposits pays and pay checks directly into
staff band accounts which they can operate through online application. It also considered earned
vacation as well as sick leave with pay time. It refers to the salary and other non-monetary and
monetary benefits passes on by company to their workers, it very essential aspects of human
resource management as compensation & benefits helps business to keep talented workforce
motivated. Medical facilities also cover under this system, that work magically as it supports
administration to develop and build strong relationship with their staff. All these above facilities
given by firm as part of recognizing services of workers. Compensation and benefits work
effectively while organization operating their business at international level under globalization

where it helps to motivate team and enhance their performance that will drive towards
achievement of competitive advantages.
CONCLUSION
From above, it has been summarized that globalization affect current strategies and
performance of business, it directly impacts on staff productivity as well which is not good for
company. With the help of using range of methods and approaches for recruiting skilled
applicants, HRM improve practices and increase profitability of business. Range of selection &
recruitment strategies has been used by firm in order to hire people. Social media is the best
platform use for recruitment purpose, which is quite beneficial for business, it helps to reduce the
cost of hiring. Employers and workers doing their job in context of employee development
effectively, they both are working towards common goal.
Furthermore, in order to improve business performance and enhanced productivity, Asda
is recommended adopting internal recruitment strategy that helps to save time and extra efforts of
human resource management on external recruitment. Competitive environment due to
globalization impact on business atmosphere negatively which is essential for HRM to reduce
within effective and timely manner. Company is suggested to solve this problem, they can give
tough competition to its competitors through rewards and recognition system that enhance
performance of firm and productivity as well. Along with training and development, recognition
& rewards play essential role in management of workers, employer should make their people feel
appreciated, recognized and important.

REFERENCES
Books and Journals
Björkman, I and et.al., 2017. Talent management in multinational corporations. The Oxford
handbook of talent management. p.461.
Brown, C. and et.al., 2019. Using recruitment and selection to build a primary care workforce for
the future. Education for Primary Care. 30(3). pp.128-132.
Butler, M., 2016. Equality and anti-discrimination law: the Equality Act 2010 and other anti-
discrimination protections. Spiramus Press Ltd.
Chen, H., Genchev, S.E., Willis, G. and Griffis, B., 2019. Returns management employee
development: antecedents and outcomes. The International Journal of Logistics
Management.
Dau, L.A and et.al., 2017. How globalization sparked entrepreneurship in the developing world:
The impact of formal economic and political linkages. In Entrepreneurship: Concepts,
Methodologies, Tools, and Applications (pp. 1881-1900). IGI Global.
Day, A. and Penney, S.A., 2017. Essential elements of organizational initiatives to improve
workplace wellbeing. Routledge Companion to Workplace Well-being, pp.314-331.
Dhir, S., 2019. The changing nature of work, leadership, and organizational culture in future
ready organizations. Corporate culture, Management, Leadership, Job redesign,
Organizational Behavior, Innovation, Change Management, Human Resources, VUCA.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward
Elgar Publishing.
Holm, A. B. and Haahr, L., 2018. e-Recruitment and selection. In e-HRM (pp. 172-195).
Routledge.
Kneafsey, M., Venn, L. and Bos, E., 2017. Consuming rural connections: Tracing leeks back to
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Lejeune, C., Beausaert, S. and Raemdonck, I., 2018. The impact on employees’ job performance
of exercising self-directed learning within personal development plan practice. The
International Journal of Human Resource Management. pp.1-27.
Nankervis, A.R and et.al., 2016. Human resource management: strategy and practice. Cengage
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Noe, R. A. and Kodwani, A. D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
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Online
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