Question 3:

Pros - The pros of promoting the existing colleagues to leaders is that these colleagues already share
the belief of ASDA, which makes their job easy. This also helps colleague’s retention and they don’t
have go through the training again for the job. Moreover, there is less risk for ASDA as the employees
internally recruited are already set into the culture of the organization. ASDA has reported to have
increased its internal recruitment from 70% to 80%, one of the benefits in this is that the process is
much cheaper and quicker as compared to external recruitment. The firm saves a lot of money which
can later be used to develop the internally recruited employee human capital even further. ASDAs’
employee’s retention has led its employer brand to grow. Since people seek a future full of chances
to grow, they’re much more likely to want to join in on the mission. This enables the business to
target the right people for the right job.

Cons- The con of the recruitment process is that, the new talent that they get for the company will
take time to reach to that position. The other con of this process is that they will never get experienced
colleagues as a leader from a different firm, who would have more experience than the existing
colleagues. One more reason that may attract unnecessary problem is the element of jealousy within
the employs which can cause internal conflict if not handled properly. Sometimes, you need to bring
a new person into a company to shake things up a bit, bringing fresh ideas and insights to the table
but by recruiting 80% internally the business neglects itself from such an important aspect. In internal
recruitment you’re basically hiring two people at once because you’ll have to hire a second person
to fill the promoted person’s job. So, you will essentially be hiring two people that you’ll have to
train up, instead of one.

4. Evaluate the extent to which a commitment to training and development is effective in helping
ASDAs’ colleague retention?

When ASDAs’ recruits’ colleagues they go through three steps of training and those are
 Step In
 Step Up
 Step Out
The step In is 4 weeks of induction programme were all the colleague get certification to move on to
the next step that is step on that stage includes coaching and city and guides retails and first aid
training .The last step is the step up and it involves positive performance and colleagues can seek
Career progression and because of this training the colleagues are able to deliver excellent customer
service. Since the business is doing so well at the moment, there are many development
opportunities for the employees. That’s what’s driving the retention rates. Employees see a future
ahead of them and get a sense of job security and career advancement. ASDA combines real
development opportunities within the company and a comprehensive career advancement roadmap
that applies to most of the employees. This is also one of the effective measures taken for colleague
retention. A corporate training program gives employees new skills, allows them to take on new
responsibilities, and empowers them to advance their career within the company. ASDA is a
leading employer with excellent reputation in the wide range of markets they serve, because of this
kind of support and wide range of opportunities colleague stay loyal to company and this helps retain
them.