Analysis of Strategic Human Resource Management at ASDA Company

This report provides a comprehensive analysis of strategic human resource management (HRM) practices within ASDA, a major British supermarket chain. It begins with an introduction to the concept of strategic HRM, emphasizing its growing importance in modern business. The report then reviews the role, structure, and priorities of HRM, including organizational culture, planning, training, health and safety, and recruitment. A significant portion of the report is dedicated to examining ASDA's specific HRM strategies, focusing on planning and forecasting, recruitment and selection, monitoring, training and development, and reward and recognition. The report also explores the internal and external influences affecting ASDA's HRM, such as economic, political, technological, and demographic factors (PESTEL analysis). Finally, the report discusses potential changes ASDA could implement to improve its strategic HRM and maintain its competitive edge, including adapting to market changes and enhancing employee satisfaction. The conclusion summarizes the key findings and emphasizes the importance of strategic HRM for ASDA's success.

STRATEGIC HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Change in time as change in management, now a days companies is focusing on the
concept of strategic human resource and focusing on the training skill of employees. HRM is
increasingly day by day, earlier the company did not understand the value of human resource but
change in time they find out why the strategic human resource are compulsory in the business.
The main motive to present his report to know about the HRM,recruiting and selecting the
employees who are giving best to the firm (Brewster, Mayrhofer and Morley, 2016).
This report is present on the basis to know about the role and significance of the human
resource , in this regard the ASDA company taken into the account of human resource
management in the business. Company focus on the training and developing the employees.
1).Review of the role, structure and priorities of human resource management
human resource management focus on the development, planning, training, recruiting and
motivating in the company. It deals with the personnel, performance and efficiency should be
increase by employee in the business. ASDA store limited is the retailer supermarket of the
British it is the second largest Walmart and capture the market share, having the big company
they use the strategic human resource in the business so it go with smoothly. There are five
component of the HRM which every company use :-
11 organizational culture – company make the policies and procedure in the employees
workplace. HR manager makes the plans and plays an important role in the organisational
structure.11 planning change – as change in the environment effects the company and also have to do
change as per the environment where the HR makes stability in the business. This is the
important key role which plays in the organisation.11 Training and Developing – the other key role of HR is provide the training, every
employees require the training and helps in developing.11 Health and Safety – this is also the key role of HR to provide healthy and safety
environment in the organisation (Armstrong and Taylor, 2014).
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11 Recruitment – the main function of HR is recruiting and retention the employees. Finding
the qualified workers and filling the vacancies in the organisational and provide the
different types of rewards so get job satisfaction (Shabnam, 2016).
For achieving the business goal the role of HR is important, personnel administration referred to
the human resource department because they give the responsibilities to develop strategic and
handle the matter related to the employees. The structure of Strategic Human Resource are :-
Strategic Human Resource Management Process
The priorities of the human resource is to maintain the department and enhancing the innovation, quality and
productivity. It provide the effective recruitment and and help in developing the performance. The main priorities
is to measure appropriate and improve the communication and provide smooth running in the department. HR
gives the good support to the business and the staff members (Jackson, Schuler and Jiang, 2014).
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2).Strategic human resources in the ASDA
Associated diaries and the farm groups named as ASDA which is the retailing market deals in
selling the food, clothes, electronic, home furnishing and other merchandise. ASDA has 500
hundred stores and had already sold over 4000 product in the market.
Role and purpose of human resource management in ASDA.
 Planning and forecasting – the HR of the company ASDA forecast the number of the
employees because filling the place require by the company and it is require that HR
manager should plan the so the get able to gain the information. If HR have to develop
the individual strategies they have to role the assess in the demand and the supply.
 Recruitment and selection – it is the main role of the HR to recruiting the employees in
the company. In ASDA company, the recruitment and selection are done on the basis of
job analyses, job description, attract the people by doing advertising the job internally
and externally. Then make the interview and select if they are best and at last do
induction (Morgeson and et.all, 2013).
 Monitoring – HR check the performance of the employees and do monitoring on them,
and get some information, feedback, and reviews which help in future requirement. With
the help of all information the it make easy to take decision by the manager.
 Training and development – ASDA provide good training to the employees and make
help in development. They give training so they perform well and enhance their
competency. In addition, by giving regular basis training it increase in opportunity of
employee and for the company as well improve the overall performance of the employee
in the ASDA.
 Reward and recognition – some of the company neglect this role but in the case of ASDA
. They aim is to offer he reward and recognition to the employees in the organisation. By
offering the reward at monthly or quarterly basis employees feel motivated and give more
efforts in the work. Rewards are give on the basis of the performance of the employees
and recognition done on the basis of social, email or notice board so they get informed
and get satisfied (Purce, 2014).
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Human resource in ASDA include the different of job roles, like hiring, dealing, training to the
employees on the duration of the job. Jobs in ASDA human resource include HR administrator,
advisor, manager, director, officer. The function of HR in ASDA includes the variety of
activities which are :-
 The main function of the human resource is to make the policy making, they make the
big policy according to the firm which are important to the employees in ASDA.
 Other function of the HR is to take care welfare of the people, they have to take in
consideration the public needs.
 HR function is to support the new employees and give training, also concerned with the
role of negotiating and bargaining.
 Make the staff member educable about his work and try to develop, where as also
concerned in the wages, carrying and in safety of the employees.
Every company ave formal and informal structure using in the company if they want to achieve
the high level of goal and inspiration then they have to convert the informal structure into formal
structure. Some times the informal structures also give the benefit but only for the short goal,
formal structure include responsibilities ,management, objectives, method and strategies. The
structures of the ASDA is in the form of hierarchy, where the HR is giving special focus on the
structure and try to balance between authority and staff members (Mello, 2014).
3). Internal and External influences
Apart from all activities and role of the Human Resource, environment forces influence the
activities of ASDA which may it is internal or may be external. By analysing the environment
HR can find out the problem whether which factor are doing effect to the organisation. The two
factors are :-
Internal environment
ASDA company has found that internal environment also effects the company. By recruiting and
selecting in the job HR have to monitor the internal environment so it will not effect in the
internal part of the company and also stable the the strategy according to them.
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 When HR is do recruiting, selecting training to the employees for that they have to do
consultation to the trade union leaders. Without consultation HR can not do anything.
 Some times company set an corporate objectives where it influenced the internal decision
of the company. ASDA company sets an objective with specify time for achievement.
 New product in the market introduce have to change in the business structure and other
strategies like operational, marketing, and financial where it influences in the reduce
the cost in the business. Conflict in the organisational culture effect in the business where it conflict between the
company and employees culture. Different people has different culture which they value
it. HR have to practice to solve all these issue related to the culture.
External environment
external environment includes the outside factors of the business like economical,
political, technological etc. which effect the ASDA company internally environment also. All
external factors PESTEL are explaining below :-
 Economic – economic environment directly effect the wages and salary level of the
business. Economic involves the growth rate, production, incomes, competency, capital
shares etc. if all these are change in the market it effect the business environment. Labour
and the globalisation changes also effect where as increasing reservation and
unemployment also influence the firm.
 Political – this factor effect the planning and training given by the human resource
because in political include the legislature, executive and judiciary (Truss, Mankin and
Kelliher, 2012). In legislature the laws can be imposed by the country or government
which effect the organisation, the laws like employment laws, tax laws, contract laws,
bankruptcy laws etc. Second is the executive where the courts implement or execute the
laws. Third judiciary which is look the legislature and executive which overall look the
work. These effect the HR activities in doing maintaining, planning and training (Rasel,
2015).
 Technological – change in technical are change in the business environment which
effects the business internally. Technology upgrade frequently it makes intellectual,
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challenging where it reduce the work of labour where new technology take place. It make
more competition between the organisation.
 Demographic – it is related to the structure of the people where it include age, sex, size,
occupation, income etc. are number of demographic which effect the business
environment and influence the buying behaviour of the people. So the organisation make
segmentation same type of people nature in same group so the company increase the sale
(Marler and Fisher, 2013).
4). How ASDA company can change ?
ASDA company makes structure and designed to fulfil the need of the people. If ASDA
company wants to achieve the goal and determine the various activities they have to change
some of the activities in the company. ASDA Walmart has ruled overload profit so this company
not buy the sale growth so it referred to the tactics. As there are so many competitors like
Sainsbury's, Tesco are the biggest supermarket which effect the ASDA and decrease in the sale
of the products. So make change in the product like offer buy one get one free, make promotion
of the product and give some small gifts to the product so it will help in increase in the sale over
few years and people get satisfaction from the product over the next years till the other product
not satisfied to the consumers. If more competition are there in the market then ASDA should
low the value of the product so customer may buy the product (Kramar, 2014).
ASDA as known to be a cheap market as compared to the Sainsbury's and Tesco, so change the
market go into the middle class people where they can purchased and make improvement in the
shops by expending millions of pound, by doing regular improving the shops people
automatically attracted towards the shop. Other change is regular provide fresh item and good
quality and make availability of all the products and ready to start rivals once again in the shop.
ASDA is providing the better quality of food where they have to increasing the sale at present
and future also, right now they are providing cheap but also they have to provide in future also
and make discounters in monthly basis.
Changes in the ASDA company effects the change in the structures of human resource function.
Diversify the company influence how the manager contact with the HR and how the HR contact
with the employees all three are related to each others. It also effect the function of HR how they
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will arrange the new records and how manage the training and the responsibilities (Knies, and
et.all, 2015).
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CONCLUSION
By doing the assignment of the ASDA supermarket, it ensures that strategic human
resources ensure the correct person recruit for the job. By providing proper training to the
employees and developing them HR help the company to increase the productivity of the
company. ASDA already maintaining the reputation in the market. This supermarket always take
the risk so it increase in the strategies of human resources and get best employees. Even if they
make some changes in the organisation the HR is maintaining the best structures in the business.
It provide the proper information to the members so they take advantages of every level and
convert it into opportunity. If changes take place then the practising of the HR how it implement
in the work positively by using the several approaches of the human resources and by giving the
training to the employees to bring out the project into existence.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New Challenges for European Resource
Management. Springer.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Knies, E., and et.all, 2015. Special issue of International Journal of Human Resource
Management: Strategic human resource management and public sector performance. The
International Journal of Human Resource Management, 26(3), pp.421-424.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), pp.18-36.
Mello, J.A., 2014. Strategic human resource management. Nelson Education.
Morgeson, F.P., and et.all, 2013. Extending corporate social responsibility research to the human
resource management and organizational behavior domains: A look to the
future.Personnel Psychology, 66(4), pp.805-824.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford
University Press.
Online
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Rasel, 2015. 13 Models of Strategic Human Resource Management. [Online]. Available
through:<http://bankofinfo.com/13-models-of-strategic-human-resource-management/>.
[Accessed on: 16th December, 2016].
Shabnam, B., n.d., 2016. Models of Human resource management. [PDF]. Available through:<
http://www.ocl.ac/docs/PGD/EDSML/docs/10/UNIT%2010-%20SESSION-
%203%20Models%20of%20HRM.pdf>. [Accessed on: 16th December, 2016].
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