The stage in recruiting is the application form to gather basic information regarding the application. This requires information such name, address etc, education, works experiences, health, absence, disability, referees and other information about the applicant.
Applicants that have passed the application form and have the required amount of points will be invited to their first session of interviewing with Asda. This interview will be a grouped interview; other people who have applied for the position will also be present. This type of interview allows Asda to assess how well applicants interact with people. If the applicant is successful they will called in for a one to one interview, which will determine whether they finally are successful in the recruitment process.
It is vital that Asda are able to retain the employees. If employees leave Asda the recruitment process will have to take place again from the beginning. This creates further problems for the business as the business will have to manage time without unemployment until the most applicable employment is found. The recruitment also will be costly for the business and is time consuming which further affects the performance of the business. For these reasons it is important that customers go through retention. Asda can use measurements to work out how long staff are staying with them and work out targets to maintain or improve the trend. The measurement is known as the staff turnover.
Number of staff leaving in a year
X 100
Average number of staff employed in that year
This helps the business to be able monitor trends to see how many employees are leaving.
To retain employees at Asda, the business provide many benefits. Incentives encourage employees to work to the best of their ability offering them something to work towards. The incentives that are offered by the business are:
- Bonus
- Colleague Discount Card
- Death Benefit Plan
- Flexible Working
- Long Service Retirement
- Pension Plan
- Relocation
- Share Plans
Asda have a bonus scheme that aims to reward colleagues for their hard work and contribution to the business. The bonus year runs from 1st January to 31st December each year. The amount of bonus that an employee will be rewarded will calculated based on specific profit targets and other criteria. The bonus is also based on hours worked and certain absences leave and flexible working schemes are excluded from bonus.
Colleague discount card entitles employees to a 10% discount on all Asda purchases excluding gift vouchers and gift cards, savings and cards, postage stamps, lottery tickets, phone cards, tobacco, NHS prescriptions and all goods for sale in petrol stations and kiosks.
The death benefit scheme is for all employees who are not in the pension plan, aged 21 to 64 years and who have completed 3 years’ service, are entitled to a lump sum payment equal to their gross earnings n the tax year prior to death shown on their P60. Colleagues in the pension plan are entitled to a lump sum payment equal to four times their gross earnings in the tax year to death as shown on their P60.
Flexible working is an essential part of the incentives. It allows colleagues at Asda to work around a time table which will suit the benefits of both the business and the employees of the business. Colleagues will need support in balancing home and work commitments. Asda have taken this into consideration and have a flexible working scheme. Not only does this help colleagues but the business as well. The business suffers when colleagues to attend their job due to the commitments at home. As a way to avoid this and to meet the terms of the employees Asda have arranged a scheme which will benefit both the business and employees.
Asda have two share plans. This is the colleague share ownership plan and the share saver plan. The colleague share ownership plan is designed to enable share participation throughout the company. Under the plan the share option is at a fixed option price with benefits that will be available in 3 and 6 years time. The share plans depend upon the basic pay of the employee. Employees will have the choice of keeping all shares, selling some or selling them all. The shares are free of charge. The share save plan gives colleagues the opportunity to buy Wal – Mart shares on beneficial terms in a tax efficient manner. Regular savings can be made through their pay of between £5 and £250 every 4 weeks over 3 years. At the end of the 3 years the employee will receive a free bonus and this together with their savings.
Providing employees with certain incentives contributes towards the retention of employees however it is not only incentives that will retain employees. Employees working at Asda will also want working environment that is friendly and where issues are dealt with as soon as possible. The business provides its employees with an environment that is friendly and encourages a friendly environment. Asda have produced various leaflets so that employees of the business are able to understand and value others so that discrimination, bullying and harassment are avoided. The leaflets/ booklets contain a slip at the end where employees are required to sign. The receipt signed is then retained and kept in the individual’s personal file.
In order to retain employees Asda must also provide an environment that is safe to work in and considers all health and safety. Many employees will be working with fork lift trucks. As employees they will want to be certain that they will be working in area that will cover their health and safety and that they are in no risk. Although, by law the health and safety act covers employees, Asda have to ensure that they meet the criteria of the act and ensure that the employees are under the health and safety act.
