Asda Recruitment and Selection Process

The assignment delves into the recruitment and selection process for a Customer Assistant position at Asda's Lincoln North Hykeham Superstore. It provides a detailed job description outlining responsibilities such as assisting customers, providing product information, processing sales, and handling returns. The required qualifications, including a high school diploma or GED, are mentioned. The assignment also includes salary details, indicating the range is negotiable based on experience. Finally, it provides instructions for applying for the position, which involves sending applications through Asda's official website or by mail.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM, relevant to workforce planing and resourcing at Asda........1
P2 The strengths and weaknesses of different approaches to recruitment and selection to Asda
.....................................................................................................................................................2
M1 Functions of HRM................................................................................................................3
M2 & D1 Strength and weaknesses of Recruitment and selections and its critical evaluation. 3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices in Asda for employee and employer...........................4
P4 Effectiveness of different HRM practices raising productivity.............................................5
M3 Different methods for evaluation of HRM practices at Asda...............................................5
D2 Critical evaluate HRM practices used by Asda.....................................................................6
TASK 3............................................................................................................................................6
P5 Employee relation importance to influence HRM decision making......................................6
P6 Key elements of employment and impact it has on decision making of HRM.....................7
M4 Evaluating the key aspects of employee relations management and employment
legislation that affect HRM decision-making in Asda................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work related context ........................................................9
M5 Rationale for the application of specific HRM practices in a work-related context..........10
D3 Critical evaluation of employee relations and the application of HRM practices that inform
and influence decision-making in Asda....................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is the requirement of managing and building human
resource. It helps in achieving and building the performance of employees and activities that
helps to reach the desired objectives. HRM key function is planning, organising, delegation,
recruitment and selection and as well training and development in the company. It also manages
employees work related programs and makes decisions for employment programs. Asda is the
second largest supermarket chain UK and also works in services such as Asda Money financial
services. It is a retail store selling food products, clothing, home furnishings and general
merchandises. In the present report the purpose and scope of HRM in terms of recruitment and
selection for Asda been discussed. Apart from this effectiveness of an organisation and its key
elements of HRM will be explained.
TASK 1
P1 Purpose and function of HRM, relevant to workforce planning and resourcing at Asda
HRM is related to the management and functional aspects of the organisation such as
recruiting, motivating, and maintaining workforce. Functions of HRM applicable in planning and
resourcing in Asda are:
 Managerial function- It is the function of Asda that implements in planning, organising,
controlling and directing the practices in the organisation.
1. Human resource planning- It is the evaluation of required employees in the organisation
and analysing the current and future human resource needed in the organisation.
2. Organising- Delegating the work and then the responsibility of management to make sure
that the employee relation and activities are integrated to achieve organisational
objectives (Kidron and et.al, 2016).
3. Directing- To achieve the goals it is required to have proper direction and motivation for
employees so to contribute maximum for the organisation.
4. Controlling- The organisation's performance is matched with the employees and to the
plans. If there is a requirement of change then control measures are taken as per the
requirement.
1

2
Illustration 1: Functions of HRM
Sources: Acharya, 2017

 Operative function- These function includes:
1. Recruitment and Selection- The organisation select the most suitable candidate from the
many recruitment procedures. They try to attract the talented candidates and manage the
right one for the company.
2. Job Analysis and Design- This includes in analysing the type of job and evaluates the
human resource required on the merits of qualification, ability and skills. Job design aims
at organisation activities, responsibility of work to achieve the objectives.
3. Performance Appraisal- Asda manages to evaluate the performance of the employees and
make sure to provide training and development for the employees who require it.
4. Training and development- This function enhances skills and abilities of the employees
in the job to perform it effectively. Employees are trained and provided with
responsibilities (Buller and McEvoy, 2016).
P2 the strengths and weaknesses of different approaches to recruitment and selection to Asda
Recruitment is the process of organisation and it is to develop the workforce of the
company and planning process of human resource management. This process includes job
design, performance appraisal, and development of individual and planning process.
Strengths and Weaknesses of recruitment and selection in Asda:
Strengths of internal recruitment
 They promote career opportunities for the employees in the organisation and work to
retain their talented and best suitable employees for the job.
 Provide salaries to employees that are competitive and make sure to attract them by
benefits such as share save schemes and discount to colleagues (Taylor, 2014).
Strengths of external recruitment
 Their online recruitment has improved in terms of speed and efficiency that attracts
candidate’s applications and select faster for the management.
 Available on social media such as LinkedIn and also on recruitment firm as Remploy
which helps in accessing the wide range of recruits.
3

Weaknesses of internal recruitment
 Inefficiencies- The major weakness of recruitment process is that it requires a lot of time
in searching and recruiting while using techniques that do not help in attracting quality
recruits.
 Internal narrow ideas- They can use internal recruitments to hire better quality candidates
but in the present time there are many outside recruitment facilities which help in hiring
candidates with effectiveness. They also make sure to hire quality candidates and
promote or terminates employee within organisation (Furnham, 2017).
Weaknesses- external recruitment
 Online recrudescent- It has grown in the times and providing jobs to candidates where
they are free to apply by websites provided by the company. Online recruitment also only
helps in short listing the candidates based on their profile and many candidates are left
behind who are more talented and have abilities to reach the desired goals.
M1 Functions of HRM
As described above the managerial function can provide them assistance in various
managing activities. They can effectively plan, organize and can manage their work. Using the
HR planning they can complete their work within time and can help other people leading to team
work. Besides this, organizing their work they can reduce the work load and can teach each other
their skills and competences. Motivation helps to keep people in actions and to reach their
desires, and need. Using the control and direct methods they can reach their as-well-as
organization goals. Other than this operative functions are used to their personal and professional
benefits.
M2 & D1 Strength and weaknesses of Recruitment and selections and its critical evaluation.
Strength: They provide equal career opportunities. They provided offering competitive salaries
such as Share save scheme and colleague discounts which benefited many people. They have
greater speed and efficiency in recruitment process. They follow proper structure without any
without partiality they chose the candidates. Moreover, their strength lies in the culture and
belief through which they conduct the recruitment and selection process.
Weaknesses: They should newspaper use and other areas where proper job-design should be
posted so that more candidates can apply for the post. Further, they should check candidate’s
4

backgrounds and behaviours so that company image and recruitment process must not get
affected. There are many applications pending and online recrudescent where more multi-
talented people can be there, ASDA should sort these application carefully.
As per the given data the information provided about recruitment and selection, they have
adopted the best practise methods. Being a multi-national company, they have higher duties
which they are carrying out effectively. Besides this, the ethical and belief they used for the
recruitment and selections process is best part among these stages which makes their firm strong
competitors for other firms.
TASK 2
P3 Benefits of different HRM practices in Asda for employee and employer
HRM practices are the organisations functions that promote its effect in relation to their
objectives. They are implemented to achieve the desired goals and objectives of the company
and have a positive effect their current position in the business market. They are beneficial for
both employee and employer as they are there for the development of the organisation. Some
benefits are as stated below-
 To achieve favourable benefits for employees and employers it makes sure to enhance
positive behaviour in the company and helps in attaining successful working
environment.
 To raise the working condition and competitiveness in the business it focuses to recruit
and select the employees with the required qualification and abilities (Cerdin and
Brewster, 2014).
 To increase the employee skills and abilities in the organisation there are different
training and development programs that generates effective work which benefits the
employee as well and employer as it leads to highly skills enhancement and which gives
rise in productivity for the company.
 Rewards and compensation increase the interest of employees to work in the organisation
and also increase their morale and benefits employer with high employee loyalty for the
company.
 Motivation also increases employee’s interest in the organisation to deliver their best and
work effectively for the development of the individual to achieve their goals and
objectives.
5

From the above, it is concluded that giving employees motivation and rewards enhances their
abilities to work and are benefited with various advantages and employer also gains employees
loyalty and retention in the company (Hashim, Ismailn and Hassan, 2016).
P4 Effectiveness of different HRM practices raising productivity
HRM practices are different from HR functions as practices are part of HR strategies,
implementation and policies. Their objectives and workforce system are followed in the system
to enhance the business and effectiveness to increase profit and productivity.
 Recruitment and Selection- This practice refers to the goals and the objectives of the
organisation and also the workplace culture of the company. By attracting the candidates
with the best abilities and skills in the company to increase the productivity. Employees
with greater qualification and talent helps HR department to achieve their objectives and
goals in the organisation.
 Work life balance- It ensures to provide employees with training and development
programs, also makes flexible work schedules and provides environment to work
effectively so that employees are able to raise the productivity and increase profit for the
company. Giving proper training and development enhances the skills and abilities of the
employees and enhance their understanding in the organisation and interest for the work
(Alfes and et.al, 2013).
 Training and development- It helps in enhancing the skills of employees and increase the
value of the organisation. Skilled employees tend to increase their efficiency and work
effectively and their purpose is to reach the goals and objectives of the company. Asda
makes sure to provide training and development programs for the employees so that they
can contribute to increase the productivity for the company.
 Compensation- Rewards and compensation are the best tools to increase the value of the
organisation. These techniques ensure employees motivation and increase their
efficiency in the organisation. They are given rewards for their work and fell motivated
and increase their interest and also helps in retaining employees by developing their
skills and increase their approach to gain reward in the company. Interest of employees
to work in the organisation also makes it competitive to increase productivity to gain
more benefits and rewards.
6

M3 Different methods for evaluation of HRM practices at Asda.
There are various methods that can be used for HR practise evaluation such as audit,
analytical, balanced-scorecard perspective, benchmarking, qualitative and quantitative
(Marchington, Wilkinson, Donnelly and Kynighou, 2016).
Audit Approach: For evaluating the effectiveness of the HR function the process is used. It
consists of various activities and provides various advantages such as provides verifiable data,
clarifies their duties and responsibilities, reduces conflicts and issues. Moreover, it reduces HR
cost and improves functioning. There are 5 main approaches which company may use such as
(I) comparative approach, (ii)compliance approach, (iii)Management By Objectives (MBO), (iv)
outside authority approach, and (v)statistical approach (Kramar, 2014).
D2 Critical evaluates HRM practices used by Asda.
The effectiveness in the HRM practises of ASDA can be seen from their employee and
employer satisfaction and raising productivity. They are able to achieve organizational goals
along with the employees and employers goals. They are providing proper training and
development programs which helps them in maintaining their work-life balance. Using the
approach they are creating creative and skilled employees that provide values to their
organization. Using the rewards and compensation they are ensuring employee’s motivation and
retention. Moreover, it increases productivity.
TASK 3
P5 Employee relation importance to influence HRM decision making
Employee relation is essential in the organisation for its success and to create healthy
work environment so to increase productivity and satisfaction in the organisation. It all depends
on the safe work culture and employees commitment which creates less conflict and loyalty in
the company. Having strong relationship benefits the organisation and to make good decision to
achieve employee relation Asda focus on the following:
 Productivity increasing- In the decision making process, it is also important to make
decisions in regards for productivity and having a good employee relationship in the
organisation builds healthy work environment. This decision making process for
employees relationship helps in increasing the morale and motivates them to increase
7

productivity. This process helps company to increase production and leads to rise in the
profit of the business (Armstrong, 2014).
 Employee loyalty- Healthy work environment makes an effect on employees to develop
loyalty towards the company and also makes sure to have employee retention techniques
in the company. This decision-making helps organisation to have less cost expenditure in
the training and recruiting and hiring process.
 Conflict Reduction- Having strong employee relation and healthy environment reduces
the issues of conflict in the organisation and increases its value. Less conflict
environment helps employees to concentrate on their work and increase productivity and
complete their task effectively. Less conflict and employee relation enhances in the
decision-making process of the organisation to work effectively for its success.
It is required by the management to avoid favouritism and increase employee’s morale to raise
productivity. Healthy employee relation gives opportunities for the management to have more
effective ideas to complete their objectives and goals and implementing good HRM decisions
(Schalk, Timmerman and Heuvel, 2013). It also affects employees to work ethically and for the
development of organisation and for them as well. Rewarding employees for their work also
enhances their skills and appreciate them and motivate to achieve their targets and enhances to
make prior decisions for the organisation.
P6 Key elements of employment and impact it has on decision making of HRM
Employee legislation is the process or an act that is implemented in the favour of
employees and also for the protection of employees in the workplace. It helps in protecting the
employees’ rights and helps in eradicating the issues sustaining in the organisation. Decision-
making in HRM is affected by the legislation as it makes sure to protect employee’s right and
development program. At the time of making decisions the Employment Rights Act, Equal Pay
Act should be taken into consideration and this may affect in planning for HR department. Some
elements are discussed below:
 Equal employment opportunities- In this process the employees must be provided with
equal opportunities and given equal rights to engage employees in the employment
activities. To discriminate against any employee it is illegal for the employer and
8

enforces the management not to take any such decisions that are illegal and they should
work with the rules and regulations of the company (Berman, 2015).
 Affirmative action- It is the policy that is implemented in the favour of active
participation to improve the employment opportunities so to achieve employee who can
act positively to the conditions. It initiates to work to achieve goals and bridging
inequalities in employing and pay structure of the employees. Moreover, it develops the
gap in the decision-making process of HRM and does not enforce discrimination in
employees.
 Work time regulation- It regulates the maximum working hours, over time and the design
on which the organisation works. The management need to pay the minimum wages rate
to the employees for the amount of work he is providing and it does affect the decision-
making process of the management so to take decision for the employees (Jamali, and
et.al 2015).
 Other employment laws- These laws are implement for the benefits of the employees and
the organisation and these laws are such as National labour relation act, Age
discrimination employment act, Health and safety act. The management has to abide with
these laws and work according to these acts, the decision-making process is affected
because of the management and HRM practices are bounded and are limited to
implement.
M4 Evaluating the key aspects of employee relations management and employment legislation
that affect HRM decision-making in Asda
HRM plays a significant role in maintaining a sense of harmony and concord in the work
environment where they are often required to arrange such captivating activities and events that
fascinates the workers and creates an interest towards work in them. It is basically to create a
healthy work environment at the workplace where the employees can together refer to build an
amiable relationship among them. However, the HRM of ASDA is known to play a greater role
in it where they are the principal bodies who will determine ways for successfully creating a
cooperative environment of work at the workplace. Such implementation is apparent to impact
upon the management of employee relations at the workplace where there together exist such
legislative norms that directly influences the decisions taken up by the HRM of ASDA. This is
for instance to consider an effective enforcement of Equality Act, 2010, in whose accordance,
9

there should be some strict policies against any partiality done by the employers towards the
employees and vice versa (Mok, Sparks and Kadampully, 2013).
TASK 4
P7 Application of HRM practices in work related context
Human resource management in Asda regulates the relationship among the HRM
practices and organisational innovations that makes sure to include the performance appraisal,
career management, reward system and product maximisation. It also includes all the practices
that are for the employee and organisation development. Some HRM practices related to work
context are as follows:
 Performance Appraisal- This practice for the employee's evaluation is conceptualised to
determine the key performance areas of the employees and the areas to be developed. It
delivers the Templeton performance of the employees which is taken into consideration
with the organisation performance (Yusko and et.al, 2017). It is done to evaluate
performance of the individual and company as well. For example- Asda accounts for the
performance of employees and evaluates their current performance with the previous year
performance in relation to the sales and productivity (Koivisto and Rice, 2016).
 Training and development- It is also important process of HRM practices, it is provided
to maximise the employee’s abilities and skills so to achieve the objectives and goals of
the company. It helps the organisation to achieve their desired outcomes and knowledge
and skills of the employees. In Asda they make sure to provide training to employees to
increase their abilities and develop good relation with the customer's.
 Reward system- It works to motivate the employee and increase their morale and develop
a well environment to maximise the profit and increase productivity. It is given to
employees to achieve their targets and attain their loyalty for the organisation. Asda also
gives rewards to employees for achieving the set targets and promote sale of the
company.
 Recruitment and selection- This is considered as the important function for the
organisation. It is the process to recruit the best candidate in the organisation and must be
the talented one with the required abilities (Smith and Ross, 2014). In this procedure they
need to hire the candidates with the best qualification and suitable for the organisation.
10

Asda provides employment to the candidates according to their requirement of the
organisation to achieve their objectives.
11
WE’RE HIRING
 To assist the customers in finding the
items they are looking to buy.
 Help customers in making an
informed decision about the products
they are referring to purchase by
appropriately guiding them.
 Ensuring to charge accurate price by
ringing the sales counter.
 Aiding consumers while returning or
exchanging products. Closing date February
15th
Contact details- [phone]
Mail application to ASDA’s official website
by posting onto the options provided on its
career page or post it to Asda, Newark Rd,
North Hykeham, Lincoln LN6 8JY, UK
 Educational qualification- A high school diploma or GED is a must where any previous experience
in a similar field of work will be an added advantage for the candidate applying for this vacant
profile
 Location- Asda Lincoln North Hykeham Superstore
 Number of vacancy- 2
 Salary- As per the industry norms, negotiable and depends on any prior experience in a similar field

ADVERTISEMENT FOR THE POSITION OF ‘RETAIL ASSISTANT’ IN ASDA
ASDA being one of the largest chain of retail stores is looking for a well deserving candidate
in the position of Retail Assistant for its UK location. Interested candidates kindly go through
the below specified requirements and contact on the provided address.
Location- Asda Lincoln North Hykeham Superstore
Number of vacancy- 2
Salary- As per the industry norms, negotiable and depends on any prior experience in a
similar field of work
Educational qualification- A high school diploma or GED is a must where any previous
experience in a similar field of work will be an added advantage for the candidate applying
for this vacant profile.
Duties:
 To assist the customers in finding the items they are looking to buy.
 Help customers in making an informed decision about the products they are referring
to purchase by appropriately guiding them.
 Ensuring to charge accurate price by ringing the sales counter.
 Aiding consumers while returning or exchanging products.
Person specification-
 An outgoing personality with a willingness to help.
 Should possess a well-informed knowledge about the products
 Affluent communication in terms of interacting with the customers.
12

Last date to apply for this post- Within 3 weeks of this advertisement.
Contact details- [phone] (For any enquiry)
Mail application to ASDA’s official website by posting onto the options provided on its
career page or post it to Asda, Newark Rd, North Hykeham, Lincoln LN6 8JY, UK.
Figure 1: Selection procedure of ASDA
(Chand, S., 2017)
This is to discourse upon the selection procedure that will be adopted by ASDA to hire a
potential candidate for the aforesaid vacant profile of Retail assistant. Herein, it will be a 10-step
process starting from advertising the above formulated post to invite applications. Next is to
receive the applications and choose some eligible candidates to further invite them to attend the
first round of interview (Chand, 2017). It will consist of a written test followed by a
psychological test, from which, some well performed participants will be called for another
round of personal interview. After a successful completion of this round, a reference check will
be done followed by a medical examination of the selected candidates to make a final selection
of the most eligible applicants appeared for the final round of interview. Lastly, they will be
placed after signing a written contractual letter of employment specifying all legal considerations
and other joining related formalities.
Job advert :
13

M5 Rationale for the application of specific HRM practices in a work-related context
HRM is basically referred to be a planned method for administrating people in
organisations like ASDA where they are also aimed at achieving better performance from them.
It is mainly in accordance to today’s contemporary outlook of HRM where they are required to
create an open, considerate and flexible style of management for motivating the staff members
and develop affable relationship with them. Applying specific HRM practices such as motivating
workforce and managing them in a strategic way is important for creating a sense of dedication
towards work in employees where they will together operate in much considerate way. Also,
higher productivity is expected from such fulfilled workers with a greater role of HRM in doing
so.
D3 Critical evaluation of employee relations and the application of HRM practices that inform
and influence decision-making in Asda
Employee relations are referred to be an organisation’s exertions in managing the
relationship among the employees and their employers. It is however with a greater significance
of HRM in it where ASDA’s HR professionals are known to conduct good employee relations
program to provide an impartial and reliable treatment to all their workers. In this way, they are
believed to work in more reliable way and with an enhanced sense of assurance towards the
submission of an authentic work. It is therefore said that the commitment level of the workers is
highly influenced by the HRM practices adopted by ASDA where suitably undertaken measures
together assists the employers to overcome the state of high employee turnover at the workplace.
This is also on considering a fact where there exist four main factors related to employment that
largely influences the decision-making process of ASDA. This is basically to provision an
effective nature of work to the employees that matches their interest level. It is also important for
them to maintain a supportive environment at work with enhanced job security and good work
settings and earnings as well.
CONCLUSION
From the above it is concluded that the HRM function and scope in Asda work according
to the planed procedures and there is a requirement to implement these functions properly so to
have a healthy work environment and better employee relationship. Their strengths and
weakness are evaluated so to enhance their performance in the organisation. Asda focus to
recruit and select the best talented employees to implement their practices to benefit employees
14

and the employer as well. It is also concluded that it is required to develop good employee
relations so that HRM decision making process is not affected. They must work according to the
employee legislations and work within it so there is no problem in the process of decision
making for the organisation.
15

REFERENCES
Alfes, K., Shantz, A. D., Truss, C. and et.al, 2013. The link between perceived human resource
management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management. 24(2) pp.330-351.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management
accountancy. New Perspectives On Human Resource Management op. cit. at, pp.154-166.
Berman, E. M., 2015. HRM in development: lessons and frontiers. Public Administration and
Development. 35(2). pp.113-127.
Buller, P. F. and McEvoy, G. M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and Society Review. 121(4). pp.465-495.
Cerdin, J. L. and Brewster, C., 2014. Talent management and expatriation: Bridging two
streams of research and practice. Journal of World Business. 49(2). pp.245-252.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention, p.202.
Hashim, J., Ismail, Y. and Hassan, A., 2016. Formality of HRM Practices Matters to
Employees Satisfaction and Commitment. Journal of Human Resources. 4(1). pp.47-64.
Jamali, D. R., El Dirani, A. M. and Harwood, I. A., 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation
model. Business Ethics: A European Review. 24(2). pp.125-143.
Kidron, A., Kidron, A., Tzafrir, S. S. and et.al, 2016. The genetic code: HRM internal
integration scale. Management Research: Journal of the Iberoamerican Academy of
Management. 14(3). pp.298-316.
Koivisto, S. and Rice, R. E., 2016. Leader prototypicality moderates the relation between
access to flexible work options and employee feelings of respect and leader
endorsement. The International Journal of Human Resource Management. 27(22).
pp.2771-2789.
16

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.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality,
tourism, and leisure. Routledge.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Smith, M. and Ross, A., 2014. Workplace law: Employee privacy: Take care when dealing with
records. Proctor, The 34(4). p.42.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective. 10(6). pp.139-14.
Yusko, K. P., Bellenger, B .L., Larson, E. C. and et.al, 2017. Legal and Fairness Considerations
in Employee Selection. The Wiley Blackwell Handbook of the Psychology of Recruitment,
Selection and Employee Retention, pp.422-441.
Online
Acharya, V., 2017. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT. [Online].
Available from: <https://vikasacharya.wordpress.com/2015/10/31/human-resource-
management/>.
Chand, S., 2017. Selection: Meaning and Steps Involved in Selection Procedure (with diagram).
[Online]. Available from:
<http://www.yourarticlelibrary.com/human-resources/selection-meaning-and-steps-
involved-in-selection-procedure-with-diagram/32350>.
17