HRM Plan for ASDA Organization: Strategic Analysis and HRM Practices

This report develops an HRM plan for ASDA, a British superstore chain, focusing on aligning HRM practices with business goals and employee needs. It examines the role of HRM in achieving organizational objectives, major functions, procedures, and systems within HRM. The report includes a strategic analysis of ASDA, covering its mission, vision, values, PEST analysis, and SWOT analysis. It addresses challenges in recruitment, selection, training, and performance management, and discusses ethical implications within HRM. Recommendations are provided to enhance HRM practices, improve employee engagement, and support ASDA's overall strategic objectives. Desklib offers a wealth of resources, including solved assignments and past papers, to support students in their academic endeavors.

Running head: HRMP 1
HRM plan for ASDA organization
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Executive Summary
In this research project it will focus on the development of the HRM plan for the ASDA
organization which is a British superstore chain which retail cloths, retails, toys and general
commodities. The plan will examine on the role of the HRM in contributing to realize the
business goals and satisfy the needs of the workers, major functions, procedures and systems in
HRM. Moreover, it would articulate how HRM function is effort to the managers, implications,
challenges and recommendation to enhance the HRM practices.

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Introduction
ASDA organization is the British superstore chain which retails food, clothing, toys as well as
the general commodities. The organization became the subsidiary to the American retail giant
Wal-Mart which is the world largest retailer in 1999. Currently, it is the largest chain in UK after
Tesco as well as the Sainsbury’s. The organization has been encountering some challenges in the
HR and thus they need to develop HRM plan. In this research there is performance of the
organizational strategic analysis which would examine on the strategic as well as the business
plan. There will be examination of the challenges facing HRM and the recommendation to
enhance on the HRM practices.
Strategic and business plan
Strategy is the direction as well as the scope of a business over the long term (Brewster, Chung
& Sparrow, 2016). It attains advantage for the organization through its configuration of the
resources within the difficult environment, to be able to meet the needs of the markets also to
satisfy the expectations of the stakeholders (Brewster, Chung & Sparrow, 2016). The business
which will be the basis of the discussing in the HRM plan is ASDA. It is the 2nd biggest UK
retailer with more than 321 outlets in UK and it has more than one hundred and forty thousand
employees. The process of marketing of this organization is defined as identifying what the
clients want and then providing it for them. In this research it will look at the HRM plan for the
ASDA organization.
Mission, value and vision of ASDA
Values, visions and missions entail all the wishes and the expectations of the key shareholders. A
vision is generally an inspirational statement which ensures the direction of the shareholders to
go in the future. ASDA has made clear statements of their mission; purpose as well as the
purpose to assist stakeholders sees the direction in which the organization is taking. The mission
statement has the capacity to set out long term aims which is to be the Britain best value retailer
which surpasses the needs of the customers all the time.
Vision

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The vision of the business is sturdy and they have various level of the coherence that can be
achieved via the progression of the corporate culture as well as robust financial strength
(Kavanagh & Johnson, 2017). The vision of the organization entails that the management
aspirations for the business provides a panoramic view of where the organization is going and a
persuasive rationale that would make good business sense for the business .
Mission
The mission of ASDA Organization is to be the Britain’s best value retailer which exceeds the
requirements of the customers always (Brewster, Chung & Sparrow, 2016).
Values
The value of the organization is bases on series aspect which help to encapsulate the beliefs of
the organization after which determine on the decisions and the actions it takes in marketplace.
ASDA values are :
• Strive for the excellence
• Service to their customers
• Respect for the individuals
PEST analysis of ASDA company
The National , international in addition to the EU regulations and directives which impacts
employment , regulation, and customer privileges have influenced ASDA organization .
Economic
ASDA should think about the economic aspects for example pay level, expense of the credit,
competitive pressure and the supply and demand (Kavanagh & Johnson, 2017). These economic
components have influenced on the pricing strategies of the organization to a great deal.
Social
Social changes for example the ageing populations, celebrity following, along with the healthy
lifestyle are important to ASDA organization (Cascio, 2018). Understanding on these elements
could assist the business to introduce the new products or services in the market. Moreover, it
assists the organization to develop its segmentations techniques.
Technological
As the growth of usage of the technology is growing, superfast broadband along with the mobile
apps along with the click and pick up delivery services are essential to ASDA group. The whole

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leading stores are focusing on precisely how definitely they might use the technological know-
how to their benefit.
SWOT analysis of ASDA
Strength
The organization has a strong management: ASDA organization has been famous for their strong
management (Kavanagh & Johnson, 2017). Walmart which is the parent company for the ASDA
announced recently there were changes in the senior managements in their International Business
Leadership in the UK, Canada and China.
Weaknesses
The business lacks mini stores such as the Tesco convey or the Sainsbury’s local. You will
discover no loyalty cards yet to keep the customers. Rivals such as Tesco they have the Nectar
card.
• Some of the critics they have argued that ASDA organizations are not good as the ones from
the Waitrose along with other brands.
Opportunities
• There is online market: There are far more increasingly customers that are shopping online in
UK; therefore, there is certainly fantastic opportunity for the ASDA organization.
• Expansion: ASDA they have got huge opportunities regarding the growth both in the UK
together with the broad.
Threats
• ASDA experiences competition from the smaller retailers such as Lidi and Aldi.
• There continues to be constant price cut from the competitors for instance Tesco that is a threat
to the business.
Role of HRM in contributing to the realization of business goals and satisfying employee
needs.
Human Resource Management is all about maintaining balance between the workers and the
employer expectations. They are important in setting up the workers personal goals and at the

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same time developing their skills which is a positive step when it comes to showing the
organization values each of their workers (Snell, Morris & Bohlander, 2015).
The organization goals could be attained only when the organization is engaged, happy and there
are top performing workforces (Snell, Morris & Bohlander, 2015). HR should have strategies
and tools which are aimed at encouraging the workers to attain business goals while at the same
time taking care of their needs, such as goal setting, training and the development.
Explain the major functions in HRM
Since each enterprise is made up of individuals , HRM is about acquiring services of
individuals , developing their skills , motivating them to the mainly level and at the same time
ensuring they could continue to maintain their commitment in the direction of the company
(Tyson, 2014). The functions of the HRM of ASDA organization undertake the following
functions they are;
Recruitment and Selection
Recruitment regards to the method of captivating, screening, and at the same time selecting the
possible and competent candidates depending on the objectives of a given particular job. The
purpose of this goal is to attract the qualified candidates and at the same time to promote the
candidates that unqualified to opt by themselves out (Tyson, 2014). Before the organization
embark on this process, they execute good staffing strategies and at the same time grade the
number of the employees they are going to need. Recruitment and selection method are essential
to each organization given it reduces on their costs of mistakes for instance participating
incompetent , unmotivated , as well as under qualified workers ( Sheehan, 2014 ) .
Orientation
This is an integral stage for ASDA Company to offer to the new employee to be able to assist
them to regulate themselves with the employer and with their modern appointment (Sheehan,
2014). Employee orientation program in many of the time should incorporate the objectives in
addition to objectives of organization and precisely how the workers could help to achieve the
long-term and short term objectives of the company (Sheehan, 2014). Providing incentives to the
employees is amongst the leading capabilities of HRM. The program assist the workers to
understand the responsibilities they are granted and their exact job description.
Maintaining Good working conditions

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It is the accountability of HRM to offer good functioning condition to the workers to enable them
like the workplace and work environment. It is the fundamental duty of the HR department to
encourage the employees (Marchington, Wilkinson, Donnelly & Kynighou, 2016). They need to
create the system to provide financial and the non-functional advantages to the workers from
numerous divisions. Worker welfare is also another thought which is handled by the HR
personnel (Marchington, Wilkinson, Donnelly & Kynighou, 2016). This component is lacking in
this business.
Training and Development
These are the indispensable roles of the HRM. It is the attempt to improve on the current as well
as the future performances of the workers through increasingly on their ability of a worker
through educating and at the same time increasing on their skills or the knowledge in a given
subject. There is no training and development that is taking place in ASDA which is aimed to
improve on their skills.
Performance Management
This entails the process wherein the HR managers and the employees collaborate to plan,
monitor and evaluate their work goals and the overall involvement to the business (Paillé, Chen,
Boiral & Jin, 2014). It is a continuous process of setting objectives, assessing the progress and
offering on-going coaching and feedback to be able to make sure that the employees could
satisfy their objectives and their career goals (Paillé, Chen, Boiral & Jin, 2014). The fundamental
goal of the performance management is to promote and at the same time improve the
effectiveness of the workers (Kinicki,Williams, Scott-Ladd & Perry, 2014). It is a good practice
to communicate on the form of the performance management system the organization will utilize
to their workers during the process of induction.
How the broad HRM function is a joint effort of all managers in the organisation
The HRM functions are established close to the theoretic core of the business, with use of all the
parts of the organization (Paillé, Chen, Boiral & Jin, 2014). The HRM department or even the
managers are charged with handling the productivity and the development of the workers at each
level. The HR personnel need to have a use of and the support of the key decision makers within

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the business (Paillé, Chen, Boiral & Jin, 2014). Moreover, HRM is situated in a manner which is
able to communicate effectively with all the areas of the organization (Stone, Deadrick,
Lukaszewski & Johnson, 2015). Their function is joint effort of the entire manager in the
organization to enhance that duties are done effectively. All the managers’ work together to
make sure the organization meet their set goals and objectives and this entails coordination from
each of the other department. The HRM is engaged not only safe guarding and developing the
talents of the personal employees , but also in the execution of the applications which improves
the communication and the cooperation between individual workers to nurture the development
of the business (Cooke , Saini & Wang , 2014).
Ethical implications of HRM and how these can be managed
Compensation and skills
Human resource managers could endorse reimbursement. Whilst these recommendations might
be based on the income range of every position, ethical dilemmas usually take place with regards
to compensating staff in a different way for the same skills (Bolman & Deal, 2017). A good
example a sought-after executive could bargain increased salary than somebody who had been
with the organization for quite some time (Shields, Brown, Kaine , Dolle-Samuel , North-
Samardzic , McLean & Plimmer , 2015) . This can turn out to be an ethical issue when the lower-
paid employees learn of these kinds of discrepancy and the questions on whether this is
depending on features such as gender and race arises.
Harming some while benefitting others
HR administrators do great the verification in the course of the process of employing. By its
nature the screening process can leave many people out and permit others to progress (Bolman &
Deal, 2017). The ones that are excluded could be harmed by not getting the job regardless of
how much they might require. Human resource managers have the ability to prevent the
emotionalism of those specific situations via adhering stringently to the set skills and other
requirement of the position.
HR techniques, procedures and / or systems challenges affecting the organisation
There are numerous challenges which are facing the ASDA organization

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Trading: The organization has been forced to cut down the prices further as a result of the stiff
competition which is seen from the other retailers (Sheehan, 2014).
Morale: The organization is facing the issue of poor morale of the workers. The organization has
been experiencing the brutal approach to cutting down the costs with the tiers of the
administration removed from the outlets and a large number of the tasks going at their head
offices (Albrecht, Bakker, Gruman, Macey & Saks, 2015). Furthermore, the group is dumping
their final salary pension scheme and at the same time changing on the way they calculate the
bonuses of the staff.
There has been lack of training programs for the workers which would have helped improve on
their skills and at the same time helped the business to lift the sales through having informed
staff (Cooke, Saini & Wang, 2014).
Leadership development: This is a challenge which has been facing the organization for some
time now (Kramar, 2014). The organization HR managers are expected to provide the essential
structure, tools, and processes. At times they may not be available or efficient to make the best
selection and develop the future leaders of the company.
Prioritized HR challenges
Challenges would include objectives, implementation strategies, responsibility and KPIs.
 The first challenge is that of lack of morale to the ASDA organization employees.
Objective: The objective on this challenge is based on the Productivity and performance of the
workers. When the employees are not motivated they tend not to be productive and their
performance would deteriorate (Brewster, Houldsworth, Sparrow & Vernon, 2016). Thus the
objective is aimed at improving on the morale to help them be more productive more.
Implementation strategy: The strategy ASDA organization could offer the workers better
benefits which would motivate them and consequently they would perform better.
Responsibility: if ASDA organization wants to win back the shoppers, then it is the responsibility
of the staff to play a key role and serve the customers well (Brewster, Houldsworth, Sparrow &

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Vernon, 2016). Moreover, Human resource managers should lift the morale of the worker
following the job cuts and re-motivate them.
KPI: The KPI in this case is the recruitment costs. The organization is cutting the costs with the
tiers of management were removed from stores and many are losing jobs (Kramar, 2014).
 Lack of training programs for the employees
Objectives: The objective of HR is to develop skills of the worker at every level.
Implementation strategy: Development of the training programs that reward the workers for
improving their skills and helping the business to lift sales.
Responsibility: It is the responsibility of HR manager to offer training to the workers.
KPI: The KPI is innovative employee behavior. This is aligned in the learning and growth of the
organization.
 Leadership development
Objective: The Human resource of ASDA aims at developing critical strategic initiative on the
leadership development.
Implementation strategy: provision of the essential structures, processes and tools to implement
the strategic initiative to ensure that the right workers are retained in the organization
(Armstrong, 2014).
Responsibility: it is the duty of the human resource department to provide the managers with the
abilities to take the leadership functions of the future to ensure that the business is feasible in the
long term.
KPI: the KPI which relate to this challenge is on the process. The organization aims to increase
the efficiency of the recruitment and at the same time decrease the number of the administrative
errors through offering critical strategic initiative skills to the managers.
Trading: Cutting down the cost of the prices.

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Objective: The aim of the ASDA organization is to enhance the client satisfaction through the
reduction of the prices.
Implementation strategy: The strategy the organization could increase analytical competencies of
the workers through enabling them to undertake their tasks on what they like doing such as
marketing the products to the organization and also undertake promotions and this enhances
skills.
Responsibility: It is the duty of the workers and the Human resource to work together to know
how they could help provide good services to the clients.
KPI: The KPI is that of client satisfaction. The organization reduced the prices of the products
and services to increase on the market share of the client and also increase on their sales.
Conclusion
In this research report it has formulated a HRM plan which will assist the organization to achieve
on their goals. ASDA organization has been discussed in details, particularly on the challenges
encountering the organization and a proposed strategy they could utilize to address on the issues.
The research has analyzed PEST and SWOT analysis which builds on the HRM plan which the
organization would utilize.
Recommendation
On the challenge of lack of the morale to the ASDA organization workers, it has been
recommended that the organization should provide the worker much better benefits that can
motivate them and this would help improve on their performance. Another strategy they could
utilize to improve on the training programs for the workers which the organization lack is
through development of the training program and at the same time rewarding them to enhance on
their skills and help increase sales in business.
The organization could improve the competencies of the workers through allowing them do what
they like while doing their work such as marketing products for the organization and this help
improve their skills.

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