A Comprehensive Report on Talent Management at ASDA (LSBM205 Module)

This report provides a comprehensive analysis of ASDA's talent management practices. It begins by identifying ASDA's talent management strategy, emphasizing recruitment and selection processes, performance management, reward systems, and training and development. The report then examines relevant regulatory factors impacting the organization, including the Equality Act 2010, Disability Discrimination Act 1995, and Equal Pay Act 1970, as well as the impact of Brexit on the labor market. Furthermore, the report identifies and analyzes environmental factors affecting HRM practices, such as social responsibility and industry-specific conditions. Finally, the report identifies and analyzes core positions within the organization, offering insights into talent management practices for those roles. The report utilizes academic sources to support its analysis and provide a well-rounded perspective on ASDA's talent management approach.

TALENT MANAGEMNT
STUDENT NAME:
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Table of Contents
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In the opinion of Vaiman and Collings (2013, p.1738), talent management strategy
determines an effective performance of an organisation. The human resource department of
an organisation needs to focus on the talent management of the organisation in order to
enhance the productivity of the entire business. Talent management refers to managing
talents within the organisation to acquire business objectives and goals. ASDA also develops
the firm strategy to management the talent within their organisation by retaining the talented
people in their organisation. Based on the modern competitive market in the retail sector it
has become important to develop the management practice within an organisation properly.
Through Talent management, the concerned company tries to acquire the high performance
from the employees and sustainability of the company in the competitive market.
Recruitment and selection process:
As opined of Morris et al. (2014, p.725), in order to develop effective talent management, an
organisation needs to hire proper talent available in the market who can actually enhance the
productivity of the organisation. The human resource department of an organisation has to
attract the true talent in the organisation through the integrated process of recruitment. While
selecting ant candidate for particular post the concerned make their choice by acquiring the
information regarding the capability of the concerned candidate. ASDA also recruits the
employees by judging their talent properly to analyses whether they are eligible to enhance
the productivity of the same. Company can select people from inside and outside. There are
different type of recruiting and selection process. Every enterprise is adopting different kind
of selection process. In context to asda candidate has to apply through online sources. There
is online application form which candidate need to fill. After this asda is having software
which store all database according to this enterprise shortlist the candidates those who are
well suitable for particular profile. On the basis of job description firm can match and find
potential applicants. After this candidate need to give test in which they show their analytical
knowledge. And selected candidates invited for personal interview. By this process firm can
select right person for right job.
Performance management:
In performance management the management of an organisation works together to strategies
the plan enhance the performance of the organisation, monition the proper implementations
of the strategies and reviews the whether the plan is able to achieve the objective of the
organisation as well as the individual objective of the employees. The management of ASDA
also manages the performance of the organisation by developing different programmes on
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performance management where they review the employee’s objective and the business
organisation.
Reward system:
The reward is given to the employees to motivate them and provide proper recognition to
efficient and talented employees. ASDA also provides rewards to the employees who are true
talent and contribute to the performance enhancement of the concerned company. Through
reward system, the concerned company tries to manage and motivate the talent within the
organisation.
Training and development process:
As opined by Oladapo (2014, p.19), after recruiting employee, the organisations provide
training to them in order to develop an idea of the job role which they need play with the
workplace. ASDA also develops this type of the training and development process where the
concerned company provide brief knowledge of the job to the employees through which the
management of the concerned company tries to generate talent within the organisation and
sharpens the existing talent within the same to acquire business objectives.
Equality and diversity management:
Talent can be managed within the organisation by motivating the employees. By ensuring
equality within the organisation and managing diversity, the employees can be motivated.
ASDA also maintains the equality management and diversity management through several
programmes. In these types of programmes, the concerned company ensures that they will
treat each employee equally and will be unbiased in every factor. This helps to motivate the
employees and successfully manage talent with the concerned company.
360 degree performance appraisal methods used by asda: Asda is adopting 360 degree
appraisal method to evaluate employees performance. This appraisal is conducted on basis of
individual bonus and peer recognition. Individual bonus is very transparent and flexible way
to evaluate employees performance. It method has main concept to improve employees
actions. Peer recognition is modern form of doing appraisal. In this firm gives award and
acknowledge and individual for their good performance. This help company to motivate their
employees so that they work in more dedication manner.
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2. Identifying relevant regulatory factors that impact the organisation
In order to develop proper HRP practices, the organisation need to follow certain regulation.
ASDA also maintain the regulations mentioned in the governmental laws, which are Equality
Act 2010, Equal pay act 1970, disability discrimination act 1995.
 Equality act 2010: This concerned act determines that the management of an
organisation provide equal attention and recognition to the employees without being
biased regarding the gender of the employees, economic status or any kind of
disability (Equality Act 2010, 2017). ASDA being one of the renowned retail
companies in the UK follows this legislation while developing the Human Resource
of their organisation in order to acquire the business objectives through proper talent
management.
 Disability discrimination act 1995: This act determines that an employee cannot be
discriminated for their disability (Disability Discrimination Act 1995, 2017). It
impacts the potentiality of the employee through which influences the productivity of
the entire organisation. ASDA while designing the HRM practices in order to manage
talent within their organisation follows this regulation and provide recognition to the
talent without being bias to any employee for any sort of disability.
 Equal pay act 1970: This act determines that the organisation has to pay equal wages
to the employees who are working in the same post and have the same knowledge.
The government should entertain no discrimination regarding the pay scale of the
employees. ASDA to manage the talent within their company provides equal salary
based on the performance, which motivates the employees and enhances the
performance of the same.
 Employment right Act 2003: This law include national minimum wages. Term and
condition of work and also give protect from unfair trade practices.
 The sex discrimination Act, 1975: The company need to give equal importance to
every gender. The company should treat every employees equal. Firm should hire
potential candidate in there organisation whether its a male or female candidate.
 The race relation Act, 1976: The are lots of discrimination among same sex in this
case this law protect employees and give them same status. This law ignore caste,
colour, region etc.
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 Employment relations Act, 1999: According to this if an organisation having more
than 50% people are in union they are automatic recognition.
Impact On Brexit On The Labour Market: Brexit is having large impact on labour.
By this mitigation has been increases. By this trade pattern and business location decision
also changes. British market shows down market in employment. Wages and people in work
is declining. There is pressure on retailers in UK to increase cost. By this the recruitment
level is also coming down. The wages rates also decreases. By this enterprise is facing lower
skilled employments, and retention of employees also decreases.
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3. Identifying environmental factors that impact HRM practices
The human resource practices determine the strategies, which are being, developed in order
to acquire the competitive advantage and other business goals and objectives, the human
resources practices have a larger influence on the customer's perception regarding social
responsibility of an organisation. The condition of an organisation within the competitive
sector also influences the HRM practices.
Impact social responsibility on HRM practices:
In the opinion of Okpara and Idowu (2013, p.30), the social responsibility of the organisation
is to provide the employees equal opportunity. Employees should be given healthy working
atmosphere, which can enhance the performance of the employees. As an organisations goal
is to acquire a maximum number of market shares, which can be acquired, they need to
consider the societal views on the social responsibility of the HRM practices of the
organisation. ASDA being one of the renowned retail multinational retail companies, it has to
design the HRM practices, which can meet the social responsibilities of the concerned
company. The concerned company considers the societal views by maintaining the
governmental laws regarding the employment and an environment, which helps the
concerned company to acquire a brand image.
Industry specific conditions:
In the opinion of Deery and Jago (2015, p.453), the characteristics of the different sectors
affect the HRM practices of an organisation. The organisations need to design the human
resources practices through which they can acquire the competitive advantage in the
competitive market and achieve the business objectives. While talking about the retail
companies in the multinational field, the competition is high. Thus ASDA, in order to
achieve the competitive advantage, needs to design their HRM practices according to their
condition in the competitive sector. While competing in a competitive sector, the concerned
company has to establish their policies through they can manage talent within the
organisation and can increase the productivity of the entire organisation.
Environmental factor: Asda is giving new looks to its product and services. Firms is buying
stock in bulk and cutting cost in there operation. Asda is also investing in renovating and
redesign efforts to improve their employees productivity. Asda need to adopt new
technologies with that they need to adopt best practices in their system so that they eliminate
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waste and improve productivity. For this firm trained its employees to ensure that they
protect and use all the natural resources carefully.
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4. Identifying and analysing core positions within the organisation [Refer
to appendix1]
In the perspective of Okpara and Idowu (2013, p.27), the business organisations in this
modern era are functioning in an highly competitive business environment, thus the business
organisation are influenced to inculcate certain strategies, planning, as well as, techniques
which will encourage the organisation to develop, as well as, to grow on the path of success.
In the perspective of Dries (2013, p. 272), Talent Management is one such very necessary
and important practice conducted or undertaken by the business organisation in order to help
the development of the organisation. The employees of an organisation are the most
important element of the organisation, those who work for the growth of the organisation.
The employees of an organisation are directly proportional to the development of the
particular business sector. The development of the work force of an organisation will in turn
encourage the development or the progress of the organisation. For this cause of developing
the employees of the organisation, it is very necessary for the organisation to analyse the
talent existing within the organisation, as well as, work towards the polishing of those talents,
in order to develop the productivity of the business organisation. In the perspective of
Armstrong (2016, p.140), the employees of the organisation are the most necessary and
beneficial resources of talent, which the organisation holds. In the perspective of Meyers and
Woerkom (2014, p.192), the organisation must work towards improving these talents by the
means of providing them training, by incorporating the strategy of learning and development
for the employees of the organisation. These methods will be beneficial in managing the
talents existing within an organisation, which will further work towards increasing the
productivity, as well as, the profitability of the business organisation. In this present section
of the assignment, an analysis of the core positions of an organisation will be conducted with
respect to the talent management practices for those positions. The business organisation
taken for this purpose is ASDA. ASDA is an UK based retail business organisation.
In the opinion of Oladapo (2014, p.19), every business organisation has some important
positions within their business organisation. For the proper functioning of a business
organisation, it is of utmost necessity that all the departments of an organisation perform their
task properly and with complete dedication. The business organisations perform the task of
dividing the work among the various departments of the organisation, so that the workload is
reduced and every department will be able to function properly with particular or specific
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work to manage. ASDA, like the other business organisations also consists of various
departments, such as: Production department, Purchasing Department, Research and
Development department, Accounting and Finance Department, Human Resource
Management Department, as well, as Marketing department.
In the view of Deery and Jago (2015, p.453), all of these departments work towards the
growth of the organisation, different departments work towards achieving different goals, but
the departments having different functions, works towards the achievement of the
organisational objective.
In the view of Derous and De Fruyt (2016, p. 10), among the various departments within an
organisation, the Human Resource Department is one of the most important departments,
which performs some of the major functions of the business organisation. The HRM
department of a business organisation perform various activities such as recruitment of
eligible candidates for the organisation, perform the task of providing proper training to the
employees of the organisation, work towards the welfare of the employees etc. There are
many positions within the HRM department of a business organisation. The positions are as
such: HR Assistant, HR Specialist, HR Generalist, HR Recruiter, HR Advanced Specialist,
the HR Manager, Senior Recruiter, Expert of Subject Matter, HR Director, Recruiting
Manager, as well as, VP of HR. Members in these positions work dedicatedly for the
expansion of the business organisation. Asda is largest supper market in UK. It establish it
brand by giving low cost products to its customers. Firm is using everyday low pricing rather
than traditional high–low pricing. For this assignment, the position of HR Recruiter of ASDA
is taken into consideration. The firm position its product as providing high quality of goods
in reasonable pricing.
 Job description
In the view of Festing and Schäfer (2014, p.262), the function of HR Recruiter is to
recruit capable and eligible candidates for the growth, as well as, the development of
the business organisation. The employees are the building blocks for an
organisation, the growth and the progress of an organisation is determined by the
productivity of the employees of that particular business organisation. Therefore, the
major task, which is to be performed by the HR Recruiter of ASDA, is to perform
the task of proper recruitment.
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 Person specification
In the perspective of Schiemann (2014, p.281), for proper recruitment the
organisation has certain specification for the candidates. The candidates having the
specified qualities are selected for the position of HR Recruiter. Some of the
specifications analysed by the ASDA Company for recruitment of candidates for the
position of HR Recruiter are that the candidate must have excellent communication
skills, computer skills, written skills, as well as, relationship building skills. These
skills are necessary for conducting the process of recruitment, in which the HR
Recruiter will have to interact with potential employees of the organisation.
Moreover, Person specification also includes analysing the behaviour of the
candidates, as well as, the education qualification of the interested candidates.
 Recruitment channels
In the perspective of Thompson (2016, p. 55), recruitment channel refers to the
process undertaken by a business organisation for the recruitment of the potential
employees of the business organisation. For the recruitment process ASDA
undertake both online, as well as, offline process of recruitment. The online process
is the most profitable process undertaken by the organisation in this modern era. The
ASDA Company forms an online account, in which all the information, as well as,
the vacancies of the organisation is mentioned. The interested candidates could
apply for the position of HR Recruiter from the online medium. Moreover, the
organisation also incorporates offline mode of recruitment.
 Selection methods
The methods undertaken by ASDA, refers to the process undertaken by the
organisation for the recruitment of the workforce for the betterment of the business
organisation. The business organisation selects the interested candidates via the
process of conducting examinations, as well as, interviews.
 Performance Management Criteria
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In the perspective of Medeiros et al. (2014, p.76), the performance of the employees
in the position of HR Recruiter is managed by the process of reviewing the work of
the employees. The employees could be encouraged to perform by the process of
rewarding the employees.
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