Strategic HRM & Environmental Impact

This assignment, based on the works of Paillé et al. (2014) and Delery & Roumpi (2017), requires an in-depth analysis of how strategic human resource management practices affect environmental performance at the employee level. Students will review relevant literature, develop a conceptual framework, and propose recommendations for enhancing both HRM strategies and environmental sustainability.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
P3 Benefits of HRM for employer and employee.......................................................................4
P4 Effectiveness of HRM practices............................................................................................5
TASK 2............................................................................................................................................7
P5 Importance of employee relations..........................................................................................7
P6 Key elements of employee legislation and its impact on HRM decision making.................8
P7 Application of HRM practices in work related context.........................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In every kind of organisation, human resource management plays important role in taking
care firm goals and objectives get accomplished timely (Cascio, 2018). They require to conduct
recruitment, staffing, training and development functions so that they have adequate workforce
available in system. Thereby, selecting appropriate candidate and placing them in according to
their abilities; so that they are able to perform operations properly. Employer require that they
have healthy relationship with staff members; providing them instruction to direct and motivate
them towards their duties. So that they are able to provide solution by timely anticipating issues
and problems faced by employees. Present report is based on ASDA, is a retail store which have
outlets in United Kingdom and various countries. It is a subsidiary of Wall mart. This study
specifies functions which are being performed by human resource of company. They take care
that firm had sufficient and competent manpower available. By making alterations in system,
policies and taking decisions; in according to government laws and regulations (Brewster and
Hegewisch, 2017).
TASK 1
P1 Purpose and functions of HRM
Executive of ASDA, which is a popular retail store are carrying business activities in
United Kingdom in other nations. As WALMART was established by J. W. Hindell in nearly
1948 in Leeds, United kingdom. Employer conducts HR practices to enhance skills and
knowledge of staff members so that they perform activities properly. So this help them to keep
workers satisfied by duties and tasks assigned to them. Human resource manager aim is to make
manpower effective by enhancing morale and interest of subordinates. They require to audit
employees performance and take care that they complete work within deadlines. This help
company to accomplish goals and objectives, thereby generate adequate profit for their business.
Human resource manager plays these functions which are as follows:
Functions of HRM: Staffing: Employer require that they have adequate workforce available in company. By
conducting job analysis to enquire about positions remaining vacant and responsibilities
which are require to be performed. Thereby, conducting recruitment and selection
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process to choose best candidate. This benefit superior to utilise competent people by
providing them duties in according to their skills and knowledge. Training and Development: Superior monitor employees performance to acknowledge
that whether they are accomplishing adequate outcomes (Bratton and Gold, 2017).
Thereafter, informing this to employer so that they can design training and development
programmes for firm. As in ASDA, manager are conducting various sessions and
seminars to enhance capabilities of employees. They also provide coaching to workforce
so that they complete activities timely and utilise resources efficiently. Motivation: Employer require to take care that subordinates are dedicated towards their
job. They require to use various internal and external forces to increase morale of staff
members. As manpower performance is affected if they are not motivated. So, human
resource manager require to take care that employees remain with firm for longer period
of time. Thereby, reducing cost involved in conducting recruitment process.
 Maintenance: Superior require to utilise competent people, by providing them adequate
duties in according to their abilities. So, human resource manager should have healthy
relationship with staff members; so that they are able to anticipate problems timely. They
require to provide positive working environment to retain workforce.
Purpose of HRM:
There are various purposes of human resource which are explained below:
 Improves working pattern of employees as it is directly associated with efficiency and
quality of goods and services.
 To ensure productivity, manpower head have to consider all aspects related to profit as
well as performance of workers.
 Main motto of HR practices is to maintain relationship between staff member and senior
authorities of ASDA retail store.
 Developing and maintaining happy and friendly environment at workplace is a
responsibility of human resource personnels.
 Management of balance among all line managers is a fundamental task of manpower
head.
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P2 Strengths and weaknesses of different approaches to recruitment and selection
Organisation require that they have sufficient number of members available, through
which goals and objectives of firm are accomplished. Thereby, employer conduct recruitment
and selection process to take care that there are no vacant positions. As in ASDA, human
resource manager interview applicants to analyse their capabilities and choosing best candidate.
So, firm uses various tools and techniques in system to make staff members function properly
and make them complete tasks within specified time frame. These are various approaches which
are used by manager in firm are stated beneath:
Internal Approach: Employer uses this device to fulfil vacant post by promotion,
transfer, demotion and former workers. This benefit them to utilise existing staff and thereby use
time and efforts properly. In firm, top positions are generally filled through this method; as this
help administration to motivate employees. As they will function effectively, if they know that
they will be promoted to higher position (Armstrong and Taylor, 2014).
Strengths Weaknesses
Firm don't require to conduct activities to make
members communicate information about their
environment.
Subordinate faces issues and conflicts among
them. As they require to grab opportunity to
get promotion.
Employer is able to save funds as they didn't
require to carry recruitment process to get
applicant from outside.
Workforce will not implement innovative
ideas, as they work in same manner.
External Approach: Employer uses this method when they want to add new candidates
in firm. So, they uses employment agencies, campus recruitment, and professional associations
to recruit and select appropriate person for their job.
Strengths Weaknesses
New members will posses distinct knowledge
and will evolve unique ideas for firm.
In this management huge time and cost is being
invested.
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Employer is able to select appropriate
applicant which have abilities required for
particular post.
Superior require to conduct various sessions to
train new members.
Third Party Approach: Employer gives duty to certain enterprise to conduct recruitment
process and give them adequate person for their business (Chelladurai and Kerwin, 2017).
Strengths Weaknesses
Employer time and efforts are saved, so they
can take care of existing staff and their
performance.
Employment cost are high if there is poor
communication between firm and agency.
In firm, employer perform various functions such as recruitment, selection and staffing so
that they have adequate staff members. They even require to conduct training and development
programmes to enhance capabilities of employees; so that they complete tasks effectively.
Besides this, superior require to keep workforce dedicated and increase their morale by executing
various motivational activities. By analysing internal and external elements which may impact
functionality of system. Thereby, manager is able to make subordinates accomplish targets
within specified time frame.
According to (Marchington and et. al., 2016), recruitment and selection process help
human resource manager to choose appropriate applicant for their company. By using internal,
external and third party methods; which benefit firm to get adequate staff members. So, this
methodology had helped ASDA to select suitable candidate; which have skills and knowledge to
carry out tasks properly and attain targets within specified time limit.
These methodologies are adequate for company through which employer is able to select
appropriate applicant for their business. As they shave various options available which can be
used by them; in according to size of organisation and number of position remaining vacant. So,
by analysing strengths and weaknesses of each method and thereby selecting one which is
benefit for enterprise.
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P3 Benefits of HRM for employer and employee
In an association employer and employee both do not work for cash revenues only but
also they focus on securing prominent market position with strong customer base and they also
want some other benefits which can enhance their current life styles. All staff members who are
working in ASDA should be provided with rewarded as per their performance by manager.
There are some pros of HRM practices for employees: Training and Development: It is an event that is provided to employees in order to
enhance their working abilities. It also comprises the fact that a training session is
conducted for workers and as resultant it develops required skills in manpower. This
program is run by manager to attain all targets in limited period of time. Conflict Resolution: HRM includes management of conflicts and clashes in its practices
at workplace. For removal of problems, manpower head conducts seminars and meetings.
This kind of action is necessary because if it is not done then it will hamper efficiencies
of worker (Brewster, Mayrhofer and Morley, 2016).
 Employee Relations: When workforce shares a healthy relations with co-workers then
they would be able in sharing their thoughts and ideas with each other very conveniently.
BENEFITS TO EMPLOYERS: Provide Surplus Welfare: When seniors do their task with appropriateness then they will
be able in increasing revenues of company.
 Special Treatment: This segment includes cabins with all facilities, paid holidays etc.
and this action is done for motivating employees. Consequently, it will be helpful in
executing all task very efficiently.
Therefore, above mention benefits are very useful for both, employer and employees as
with assistance of human resource practices morale of seniors and juniors get increased. When
workforce work with higher morale then they will be capable in gaining all goals within limited
time duration (Sparrow, Brewster and Chung, 2016).
P4 Effectiveness of HRM practices
In order to cater needs and desires of consumers, ASDA need to compete their rivals as
this action is helpful in making greater profit with high quality goods and services. In this
context HR practices plays a wide role in advancement of corporations and as result, employees
can manufactured unique quality goods and facilities which attracts more number of customers.
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By taking assistance of these practices, management can diminish their extra expenditures and
can reduce their cost. This reduced cost is helpful in generating higher profits with budgeted
price. Apart from above stated effectiveness, human resource practices aid manpower to
improvise their level of knowledge and experience.
Training & Development: Seniors need to provide these kind of programmes to their
junior executives in reply to make them ready for accepting future challenges. These events are
fruitful in reducing unwanted cost and wastages by enhancing working styles and performances.
By taking help of this practice maximum effectiveness could bring in association.
Flexible Working Hours: It is required from HR managers that they provide facility of flexible
working hours as this is helpful in creating healthy and friendly relationship among staff
members.
Recruitment and Selection: This task includes appointment and hiring of new
candidates for vacant post in association. It is a term of placing correct personnel at right
designation. Main purpose of conducting this function is to assign operations to workers
according to their capabilities and specializations.
Performance Assessment: For identifying need of training and development program,
monitoring of present functionality of workforce. For accomplishing this task manpower head
uses key performance indicator, balance score card, control charts etc. For identifying loophole
in product quality, assessment of present working pattern need to be done (Reiche and et. al.,
2016).
Motivation Tools: It is a task of workforce spearhead that they motivate their juniors in
order to increase quality of products and services for building strong customer base.
Consequently, firm will start selling high quality goods and services that will ultimately bring
more revenues and earnings in ASDA.
HRM practices are very promising as it provides support to staff members in conduction
of various programs and events. With help of this, manager can improvise their manpower's
abilities. There are some tools and techniques which is helpful in assessment of workers.
 Training and Development functions improves skills and virtues of manpower.
 To motivate employees the best method is giving them rewards and awards as per their
performance.
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To do all operational activities and actions in most profitable and efficient manner, HR
practices plays vital role. Human resource department is responsible for formulating and
executing all strategies. When this functional area is efficient. Then all targets will be covered in
limited period of time with highest efficient efforts.
(Source: Human Resource Practices, 2016)
TASK 2
P5 Importance of employee relations
It is required from manpower head that he/she maintain healthy and friendly relationship
among all employees and with employers also as it brings positive effect in ASDA (Albrecht,
and et. al., 2015). In human resource practices, manager assign task to employees as per their
skills and capabilities for covering all targets in certain time duration. This improved relations
reduces clashes among staff members.
Therefore, importance associated with employee relations are described as follows:
Early Achievement of set Targets – By maintaining a fine bond at workplace among
workers, HR practices can establish thought sharing environment at company. When all
information are spread with accuracy then it impacted accomplishment of business operations
positively.
Ability to Reduce Risk – Hazards are reduced by having a prominent relation with
labours. When line workers are together with organisation then management personnel can easily
expand their market share by expanding business activities (Jackson, Schuler and Jiang, 2014).
Increase in Sales – When employee relations are strong then this will enhance product
quality and this action enhances sales volume which ultimately make hike in current profit level.
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I
llustration 1: Human Resource Practices

Profit Maximization – By serving high quality items and facilities to customers, managers
of ASDA can secure larger space in industry and this action is a consequent of healthy employee
and employer relations.
So, it is understood that employee bonds are how much efficient and helpful in attaining
all targets in limited duration of time. This action is utilised by manpower personnel for securing
market share in industry along with high goodwill at marketplace.
P6 Key elements of employee legislation and its impact on HRM decision making
Employment legislations sometimes relies upon size of association and small scale
enterprises are exempted from these regulations. These legal laws are made on both state and
country level which directly affects human resource practices in ASDA retail stores. Multiple
legislations are described as below:
Family and Medical Leaves Act, 1993: This law states that an employee can take 12
weeks leaves which is unpaid for himself and his family medical reasons and this could be taken
in to consideration while formulating employment policies. These facilities to workers enhances
manpower's working efficiencies.
Minimum Wages and Hours Act: This legislation was to answer such questions like how
much a worker will be paid, how long he/she will work in a week in company etc. For
establishing fare labour and employee payment system, it is required from managers that they
follow standard rate policy which is set by Govt (Guest, 2017). By adopting this strategy
company can motivate their staff members and can increase their morale. This section or law
tells that every employee in ASDA should get paid as per their skills and talents which they
possess while completion of operational activities.
Health and Safety Act, 1970: Corporation must set some benchmarks related to health
and safety and these standards should be considered while recruiting new candidate in
association. If human resource manager does not take this fact into account then this function
will further improvise cost of recruitment for ASDA retail stores as well as penalty or fine from
government (Paillé and et. al., 2014).
Anti Discrimination Act: It is a seventh title of Civil Rights Act, 1964, which gave a
statement that an individual can not be rejected on the basis of his skin colour, race, cast,
religion, region, gender etc. An employer who is conducting his business operations from since
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20 weeks and have more than 15 employees in his organisation on payroll must consider this act
while hiring new personnels.
Bond of employees with their co-workers as well as with employer should be good as this
brings positive impact on productivity of employees. By doing work in a group staff member can
gain all objectives in set time duration which is helpful in securing prominent market position in
industry. Healthy atmosphere at workplace hikes growth rate of association along with increment
of organisation's image as brand.
By taking assistance of HR practices, manager can make best and most efficient decisions
for ASDA Ltd. This action is helpful in advancement
and success of association. All operational activities need to be monitored by superiors. While
making decisions, seniors must consider all legislations (Oke, 2016).
P7 Application of HRM practices in work related context
To accomplish all targets company need employees which firm can hire by inviting
applications. Before inviting these, management have to follow some steps which are elaborated
as further:
Job Description:
Job Description
Name of organisation ASDA
Job role Junior Marketing Managerial
Area of Function Marketing
Location London
Job Aims
 Formulation of Marketing Tactics
 Marketing Plan Implementation
 Management of Marketing Tasks
Roles & Responsibilities
 Improvising Company's Goodwill as a brand
 Always look for competitive Advantages
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 Maintenance of organisation's bond with its stakeholders
Working Hours 9.30 AM to 5.30 PM
Salary 12000 Pounds per month
Working facilities Transport, Accommodation, Health insurance,
Food etc..
Person specification:
Post Details
Department --- Marketing
Job title --- Junior Marketing Managerial
Skills
Requirement
Candidate must have effective
spoken as well as
communication skill
Essential/Desirable
Essential
Measurements
Measured by taking a written
test and interview
Ability to manage calls and
analyse market areas as per
organisation requirement and
need.
Essential By evaluating past working
experience
Knowledge
Requirement
Knowledge about marketing
approach and business
practices
Essential/Desirable
Essential
Measurements
By interview session
Must have knowledge about
key computer software's
Essential Take software based test
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which aid in day to day
functioning of organisational
activities
Experience
Requirement Essential/Desirable Measurements
3-4 year working experience
in marketing division
Essential Review experience letter and
personal approaches
Qualifications
Requirement Essential/Desirable Measurements
1 year diploma in international
marketing practices
Desirable From application form and
written test
Master in business
administration in marketing
Essential From application form and
written test
Other
Requirement Essential/Desirable Measurement/s
Communication skills Essential By interview sessions
Leadership skills Essential Oral test
Time management abilities Essential By interview sessions
Impact of technology on recruitment and selection procedure – Now a days advance
technology having a great impact on each and every business organisation. On the basis of these
practices, a firm can provide recent updates to different individuals about new vacancies and all.
For this, they can having different sources as mail, organisation's website, online updates, text
messages and phone calls. ASDA can implement a effective job advertisement as -
Job Advertisement
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Requirement of Junior Marketing Manager
ASDA announced job vacancy for skilled and capable candidates who having strong knowledge
in
Job designation – Marketing
Educational background – Masters in business administration (Marketing) or Certified diploma
in International Marketing
Experience – Candidate must have minimum 3-4 year working experience in similar field
Applicant who will be suited for this designation can apply and send their personal details on
organisation's mail id for an interview session.
Candidate must upload their resume with the attachment of documents till 15th December 2018.
Email: [e-mail]
Contact: 12345678
Preparation of Structured Interview: It includes some notes before appointing new candidate
(Kramar, 2014).
 Appropriate Questionnaire
 Assessment of capabilities
 Match required abilities and talents
 Personality Analysis
 Abilities
Offering of Offer Letter: It Comprises important situations which is related to job.
 Organisation's description
 Date of Joining
 Payment System
 Working Hours
 Signature of top management
 stamp of organisation
 Leaves
 Extra benefits
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Evaluation: It is last step of recruitment and selection process. Selection criteria is discussed
below:
 Skills
 Knowledge
 Experience
 Education
 Communication abilities
 Problem solving skills
Therefore, by adopting all above steps a manager can select best suitable personnel for
association for the post of marketing manager.
Human resource practices affects working of corporation in positive manner. As it assist
in hitting all targets within limited period of time with maximum efficiencies. So, seniors have to
apply all human resource functions in their firm in very efficient and effective manner. As
resultant, earnings get improvised (Sheehan, 2014).
CONCLUSION
From the above report, it can be comprehended that human resource practises are
essential to be conducted in every kind of organisation. Employer prime duty and function is to
conduct recruitment process through which they are able to get appropriate candidates for their
business. They even require to execute training and development programmes to enhance skills
of employees, so that they complete tasks properly and attain targets. Thereby, making system
function in according to government laws and legislations. Henceforth, human resource manager
take care that staff members function effectively through which firm goals and objectives get
accomplished timely.
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REFERENCES
Books and Journals
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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competitive advantage: is the field going in circles?. Human Resource Management
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Guest, D. E., 2017. Human resource management and employee well‐being: towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
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.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
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Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
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Sheehan, M., 2014. Human resource management and performance: Evidence from small and
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