BCO213 HRM Assignment: ASDA's Recruitment, Selection & Training Report

This report examines the human resource management (HRM) practices of ASDA, a major UK supermarket chain. It details ASDA's recruitment process, which emphasizes online applications and social media, and its selection process, which involves shortlisting candidates based on qualifications...Read More

Running Head: ASDA
HUMAN RESOURCE MANAGEMENT

ASDA
Table of Contents
Introduction of the company......................................................................................................1
Recruitment, selection and training processes...........................................................................1
Evaluation of how recruitment, selection and training process relate with company’s
organizational culture.................................................................................................................2
Annex with group meeting minutes which reflect the contributions of different group
members.....................................................................................................................................3
References..................................................................................................................................4

ASDA
Introduction of the company
Asda is known as one of the largest supermarkets in UK. It was established in 1949 and
emphasizes on selling products such as clothing toys and home furnishings. The company
also offers additional services such as “Asda Money” financial services. It has been examined
that in 1999, the company became the subsidiary of Walmart which is also the largest
supermarket chain on the global platform. In UK, Asda has more than 175,000 employees
who are managing the routine functions across different formats. The different formats of the
company are superstores, supermarkets, Asda Living and also home office. Therefore, it can
be stated that company has attained large market share in the highly competitive business
world.
Recruitment, selection and training processes Recruitment process
It has been observed that Asda emphasizes on promoting the opportunities related to career
and it is done through its website. At the time of recruiting the candidates, the company has
the motive to attract and retain the talented candidates who is best suited for the job opening.
To recruit skilled candidates, the company focuses on online recruitment process which assist
the applicants to apply for the job (Oude Mulders, Henkens and Schippers, 2016). In the last
year, the company advertised 27,000 jobs. To recruit the suitable candidates, the company
also considers social media channels such as Linkedln and also has collaboration with
recruitment companies such as Remploy which assist in accessing the skilled workers. Selection process
To select the best candidate, the company utilises online recruitment system through which
the applications are registered. It is examined that after the registration of the applications, the
HR team shortlist the best candidates for the interview round. At the time of shortlisting two
factors are considered such as job description and personal qualifications. The HR team
provide the dates to the candidates who are shortlisted and then they are called at the
assessment centre which is also called as “Asda reality” or “Asda Magic”. At the time of
recruiting the candidates internally, the appraisal is considered which assist in informing
about the process of selection. It can be said that appraisal is concerned with the area in

ASDA
which the candidates discusses about performance, skills and growth opportunity with higher
authority. Training
After recruitment, selection the next process is related with training. In Asda, there are
different training programs that are provided to the candidates and it helps them in their
career. In-house training is provided to the candidates and also, they are trained in such a
away that employees are not afraid to take up a role which can be done by them. The
company also provides employees chance to showcase their skills in the workplace.
Therefore, it can be stated that in-house training approach is considered by the company
which boost the confidence level of the employees towards the assigned job role. It is one of
the best training strategies that assist the employees to know about the overall functions and
activities of the company (Armstrong and Landers, 2018).
Evaluation of how recruitment, selection and training process relate with company’s
organizational culture
It is evident that recruitment, selection and training process are considered as the key
functions of the business which is also linked directly with workforce planning. Asda attained
success just because of its organizational culture which has built over the time. Asda is one of
the companies that emphasizes on doing the right thing for its clients, colleagues and
communities. The CEO of the company Andy Clarke said that it is important to build trust
with each other as it is necessary step to win the trust of the customers and of their
employees.
It has been analysed that recruitment process has a direct link with the culture of the
organization. The culture of the company is also influenced because of the leaders and it is
noticed that the leaders are committed towards maintaining the philosophy of life and also,
they recognize minor noticeable things in the workplace. For instance: The leaders of Asda
are polite and approachable which attracts the skilled candidates towards the overall activities
of the company.
Skilled candidates only apply for the job when they observe positive culture in the workplace.
By having the awareness of these behaviours, it positively impacts the overall process of
recruitment. If positive behaviour of the leader is showcased on websites or on social media

ASDA
sites, then it would be easy to recruit best candidate for the job opening (Russell and Brannan,
2016).
It is evaluated that selection process also relates with the culture of the organization. In the
selection process, the main focus is on HR team and also on leaders (Dedaj, 2017). If the
culture of the organization is positive then it would be easy for the HR to showcase the
benefits of working with the task (Chowhan, Pries and Mann, 2017). Asda consider appraisal
process at the time of selection, which assist the candidates to showcase their strengths which
directly align with the overall culture and way of working. So, it can be said that if employees
are provided with the chance of showcasing the strength, then it will help in creating positive
culture in the workplace (Torraco,2016).
The process of training is also related with the organizational culture. At the time of giving
training, it is necessary to engage the workers as it helps in creating positive culture and also
boost the confidence level of the employees (Bell et al., 2017). In relation to Asda Company
it is examined that effective HR strategies are considered that engage employees and also
support the culture of the organization. The company provides family environment and also
emphasizes on the engagement level of the employees which directly generate the interest of
employees towards the assigned work.
When employees are involved in the operations then they give their best towards the
organizational goals and objectives (Dodson, Kitburi and Berge, 2015). At the time of
training process, the company recognises the employees with long services from 25-45 years.
The big Asda anniversary event not only enhanced the engagement level towards the
activities but also boosted the motivation towards learning new activities.
Annex with group meeting minutes which reflect the contributions of different group
members
In a group meeting we discussed about
a.)
b.)

ASDA
References
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development, 22(2), pp.162-169.
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of
training and development research: What we know and where we should go. Journal of
Applied Psychology, 102(3), p.305.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human
resource management practices, work organization, and strategy. Journal of Management &
Organization, 23(3), pp.456-471.
Dedaj, Z., 2017. The Effect Of Transformational Leadership Approach In
Organizations. Economy & Business Journal, 11(1), pp.191-199.
Dodson, M.N., Kitburi, K. and Berge, Z.L., 2015. Possibilities for MOOCs in corporate
training and development. Performance Improvement, 54(10), pp.14-21.
Oude Mulders, J., Henkens, K. and Schippers, J., 2016. European top managers’ age-related
workplace norms and their organizations’ recruitment and retention practices regarding older
workers. The Gerontologist, 57(5), pp.857-866.
Russell, S. and Brannan, M.J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal, 34(2), pp.114-124.
Torraco, R.J., 2016. Early history of the fields of practice of training and development and
organization development. Advances in Developing Human Resources, 18(4), pp.439-453.