HRM Report: Recruitment, Talent Management, and Training & Development

This HRM report discusses the effectiveness of recruitment and selection strategies, talent management, and training & development in the context of Asda. It also explores the responsibilities of the employer and the employee.

HRM Report

TABLE OF CONTENTS
ABSTRACT....................................................................................................................................3
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................4
Theme 1: Recruitment and selection strategies...........................................................................4
Theme 2: Strategies of talent management and training & development....................................5
Theme 3: Other HR systems and procedures..............................................................................6
ANALYSIS & DISCUSSION.........................................................................................................7
Effectiveness of recruitment and selection strategies..................................................................7
Talent management and training & development........................................................................8
Sickness, Grievance and Performance Appraisal........................................................................9
RECOMMENDATIONS...............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

ABSTRACT
HRM practices always gives its great contribution in any company’s all over growth.
That’s why each and every company has highly required to systematically manage their HRM
practices. Nowadays, top-level management within most businesses has given special
instructions to their HR manager for using modern and latest techniques and strategies within
daily operations, because currently this is one of the major ways for achieving high success in
the market. This report has discussed various HRM practices and their positive impact on an
organisation. Different techniques and strategies also have been mentioned in this report which
HRM of a company uses for systematically managing talent management.

INTRODUCTION
HRM functions are very necessary for a company or business, because these functions
enable to a company for achieving its different goals and targets in decided time period.
Basically, HRM functions provides an effective workforce to a company, because human
resources management always runs such operations which develops strengths of an organisation.
Most successful businesses within all around the world are highly investing for making their
HRM practices more and more effective. There are talent management is one of the major tasks
for a business, in which this HR department is the only option for each and every business for
systematically manage talent of people within the organisation. In this dynamic and modern
world, currently existing management of a business is completely focussing on developing
different skills, competencies, abilities and area of knowledge of its employees (Hurmelinna-
Laukkanen, Gomes and Olander, 2016). In this situation, HRM is the main responsible body
within an organisation which takes various productive steps towards developing employees’
skills and area of knowledge. This report discusses HRM aspect of the Asda. There are Asda is
one of the major retailers within the United Kingdom. There are some other factors of HRM also
has been included in this report called, recruitment and selection, training and development,
performance and talent management etc.
LITERATURE REVIEW
Theme 1: Recruitment and selection strategies
According to Mira, Choong and Thim (2019) recruitment and selection strategies are
very important for an organisation, because without using these strategies no company or
business can gain effective workforce in its business environment. Currently human resource
management within each and every business focuses on making their recruitment and selection
strategies more and more developed, because when a company has well-developed and well-
improved strategies, then it can easily gain an effective workforce in its workplace. There are
lots of challenges and barriers always has faced by HRM within different businesses while using
recruitment and selection process. In this situation, HR manager of each company has highly
required to take such decisions which can contribute in properly dealing with various challenges

and barriers. There is planning is the first strategy within the recruitment and selection process
which uses by most companies or businesses in the market. Basically, HR manager of a company
is responsible to prepare a specific plan for recruiting and selecting candidates within the
workplace.
On the basis of Ramaprasad and et.al. (2017) while preparing plan for the recruitment and
selection process, HR manager of company need to involve those all actions and procedures
within that plan which it will take while running its recruitment and selection functions. After
developing plan, the HR department of company is highly required create job specification letter.
In this letter, HRM should involve those all abilities & skills, areas of knowledge, qualification
and eligibility criteria which it wants for a specific post of company. After making job
specification letter it needs to run advertisement for informing people within the market that,
there is a vacant post within the company. When people see job advertisement of company, then
they will be able apply on that post. After using these all strategies of recruitment and selection
process, the HRM is responsible to collect various application forms from different candidates,
and properly check all application forms of candidates for ensuring forms which has applied by
candidates are fulling post eligibility crirtecia or not. This is very necessary strategy within the
recruitment and selection process, because this strategy saves lots of time and resources of any
company HRM. As illustrated by Baker and Kelan (2018) there is personal interview is another
major strategy within the process of recruitment and selection. After verifying all application
forms of candidates, HR department of company need to invite candidates for personal
interview. At the end, after using interview strategy, the HR department is required to select
candidates in the company according to their performances in personal interview.
Theme 2: Strategies of talent management and training & development
According to Idris, Wahab and Jaapar (2016) there are various talent management and
training & development also some major aspects which HRM of every company can use its daily
operations. Basically, these aspects of HRM supports in providing well-developed and well-
skilled employees to a company. This is the main reason that, HR manager of an organisation is
required to consider these all aspects within its daily practices. In this dynamic and modern
world, top-level management of each company want a talented, trained and developed workforce
in its workplace, because this type of workforces is the only way for almost all businesses to gain

huge competitive advantage in their respective industry or sector. Currently existing management
within many companies are investing very huge fund also for improving talent within their
employees. In short, those people have great value in the market who has extra-ordinary talent.
For systematically managing talent within workplace, HRM of company should give high
priority to only those candidates in its recruitment and selection process who actually has great
talent. Basically, this is one major strategy to promote talent within a company.
On the basis Reiche, Lee and Quintanilla (2018) of HRM of a company need to give
reward and appreciation also to talented employees of company in the front of other employees.
This is another very unique strategy in the terms of improving talent within the workplace.
Basically, when HRM give reward and appreciation to talent employees, then this step of HRM
will increase dignity of those talented employees, and finally they will motivate to be more
talented within the workplace. On the other side, when HRM give appreciation and reward to
talented employees in the front of other employees, then these other employees also be inspired
of developing their respective talent. For developing talent of employees, HRM of a company
can provide some specific training and development sessions also to it’s all employees. There are
training and development always positively affect to the all over performance and productivity of
employees.
Theme 3: Other HR systems and procedures
As illustrated by Buller and McEvoy (2016) there are some other systems and procedures
also has conducted and regulated by HRM of a company. For example; performance appraisal,
sickness and grievance are also some other major systems and procedures, in which HR
department of company is responsible to consider these all systems and procedures also in its
daily operations. There is performance appraisal is very important task to a company, because by
regulating performance appraisal any company can easily maintain excellent performance and
productivity in the workplace. In this situation, HR manager of each company should
systematically consider performance appraisal. In performance appraisal, human resource
management of company mainly need to systematically identify and consider performance level
of all employees in existing business operations. If HRM realise that, there are few employees
performing very well in the workplace, then it will need to promote or appreciate that employee
in the workplace. On other side, if HRM realise that some employees are not performing well in

the operations, then it will be required to develop talent, skills and abilities of those employees
for their improving exiting performance.
According to Bondarouk, Trullen and Valverde (2016) sickness and grievance also two
major factors of HRM system and procedure. Basically, sometimes an employee become sick
due to any reason in the workplace. On that time, that employees literally want to rest, in which
HRM is highly responsible to provide sick leave to that employees for provide it some relax to
recover again. This is too necessary for the employer and workforce. On the other side, many
times employees have various grievances also in the workplace, in which HR manager of a
company responsible to carefully listen all grievances of employees for properly solving them.
ANALYSIS & DISCUSSION
Effectiveness of recruitment and selection strategies
There are recruitment and selection strategies play very great role to the Asda. Currently
Asda is one of the leading retail companies also within the United Kingdom, in which this
company is required workforce of many employees as well. That’s why recruitment and
selection strategies are very important to this company. Currently HR department of the
company taking huge advantages through these strategies of recruitment and selection. Existing
is too active in its exiting job role, in which it follows those all strategies which are highly
required in the process of recruiting and selecting employees for the company (Akram and et.al.,
2017). There are some major strategies of recruitment and selection has been discussed below
with their respective effectiveness.
Planning: Planning is very important strategy within the recruitment and selection process. In
this process, the HRM of Asda firstly need to prepare a d specific plan for systematically dealing
with each and every activity of recruitment and selection process. While preparing plan, HR
manager need to include those all actions and steps which it will take while recruiting and
selecting process.
Job advertisement: HRM of Asda is responsible to give advertisement on many job portals
(newspaper, employment magazines, website etc.) for informing people about vacant posts on
the company. Then HR team collect application forms from different candidates. After form

collection, HR team of Asda verify those all application forms for identifying which candidates
are eligible for the vacant posts.
Personal interview: This is one of the major strategies within the recruitment and selection
process. Basically, the HR team of Asda need to call candidates for personal interview after
identifying eligible candidates. In the interview sessions, HRM should systematically interact
with a candidate for knowing its specifications, features and attributes. At the end, HR team of
Asda is required to select candidates for the job on the basis of their performance in the
interview.
Training and development: There are training and development also part of the recruitment and
selection process. Basically, HR department of Asda always need to provide some specific
training and development sessions to recently hired employees (de la Rosa-Navarro, Díaz-
Fernández and Lopez-Cabrales, 2019). In these sessions, HR team of company is responsible to
inform new employees about their workplace within the Asda’s business environment.
These all are some major strategies within the process of recruitment and selection
process which HRM of Asda should highly consider in its business environment. On the other
side, there are HR department of company need to properly adhere employment law also in its
daily operations, because it is too necessary for maintaining an ethical environment within the
workplace. There are equality act also needs to be considered, because this legal act plays an
excellent role in providing equal right to all candidates and employees. These laws and acts
mainly promote ethical and moral values within the workplace.
On the other side, Asda’s HRM should highly consider employment law while
conducting its different practices, because it is necessary to provide equal growth opportunity to
each employee and candidate. By adhering employment law in daily operations, HR manager
can easily maintain an ethical workplace. Employment law mostly increases performance and
productivity of employees as well. That’s why employment law can play an excellent role to
Asda.
Talent management and training & development
Top-level management of Asda is very active in improving talent and abilities of
employees. According to the management of Asda, if any company or business has lots of

talented and skilled employees, then that company can easily gain huge profit in the market. Day
by day competition within the UK’s retail industry is increasing, in which this retail company is
highly require to develop existing performance and productivity its various employees through
providing some specific training and development sessions. Currently HR manger od Asda is
using various strategies within its daily operations for developing talent of its employees, in
which these strategies of talent management has been discussed below
Reward and appreciation: Reward and appreciation is one of the major strategies for
developing talent of existing employees (Borda, Hansen and Gore, 2019). Basically, HRM and
upper management of Asda always give reward and appreciation to highly talented employees of
company. This step of HRM and upper management indirectly encourage to different employees
for more improving their talent.
Employment relations: There are effective employment relations also give its great contribution
in developing talent of employees. According to different business experts, when any company
has effective employment relations, then this thing positively affects to the employees’ talent.
That’s why HR department of company always tries to maintain effective employment relations
in its workplace.
Responsibilities of the employer and the employee
In the Asda, employer always responsible to provide specific training and development
sessions to its different employees, because these sessions always give opportunity to an
employee to grow itself. Employer of company responsible to fully take of its employees as well
in the workplace. On the other side, an employee of Asda always responsible to properly follow
different all instructions which has given by its upper management and leader (Aagaard, 2017).
There are employees need to avoid conduct those all actions which can negatively affect Asda’s
business operations in the market.
Sickness, Grievance and Performance Appraisal
There are sickness, grievance and performance appraisal etc. major aspects of HR
systems and procedures, in which HR manager at Asda is highly required to systematically
consider these all aspects within its daily operations. These all aspect of HRM systems and
procedures has been discussed below;

Sickness: According to this aspect, when an employee of Asda suffers from sickness in its daily
operation, then HRM is responsible to provide sick leave to that employee. This is generally a
duty of HR towards an employee.
Grievance: Many times, employees has different grievances in the workplace which are relating
to anything like; salary grievance, abuse grievance and grievance relating to discrimination etc.
In this situation, HRM at Asda is highly responsible to listen all grievances of employees for
providing them a happy and healthy workplace.
Performance appraisal: HRM of company is mainly required to systematically analyse and
consider present performance level of all employees in business operations (Wickramasinghe
and Wickramasinghe, 2020). After analysis, HRM need to appreciate high performers, and more
train those employees who still needs to be high performers.
RECOMMENDATIONS
HR manager of the Asda is highly required to be more and more active in its job role for
successfully running its practices in the market. Currently Asda completely depends on its HRM
for gaining an effective workforce. Basically, HR department of company is highly responsible
to provide some specific training and development sessions to its employees. When any
company’s employees participate in a training and development session, then they will be able to
improve levels of their performance and productivity. That’s HRM at Asda highly need to
organise such training and development sessions. On the other side, the company is able to
achieve highly talented employees also in its workplace with the support of its human resource
management. Of course, HR department of a company only responsible body within an
organisation for systematically managing talent of different employees. Currently there are
various techniques and strategies are available in the market which HR manager of Asda should
highly consider in its daily HRM practices. Basically, these strategies or techniques will support
to human resource management for systematically managing people within the workplace.
Generally, HR manager at Asda completely understand the actual value of talent management.
This the main the reason that, HRM of this retail company is highly succeeded in managing the
talent of employees. As results, currently the Asda has an effective workforce who always put its

huge efforts in the company’s daily operations. Many times, HR department at this retail
company faces many problems and challenges also while managing its different practices (Cook,
MacKenzie and Forde, 2016). In this situation, HR department of company should develop its
problem-solving abilities for systematically dealing with different challenges and problems
within the workplace. Day by day market competition within retail industry is continuously
increasing, in which top-level management of Asda is highly required to give proper instructions
to its HR department for using modern and latest HRM strategies and techniques in daily HRM
practices. Reason is, when this department use moderns and latest techniques and strategies in
daily operations, then it will be able to provide productive employees to Asda. At the end, this
retail company can easily gain huge competitive advantage in the UK’s retail industry with the
support of its productive employees.
The human resource management of Asda need to take huge advantages through KPI
(key performance indicator) tool for properly managing excellent performance of different
employees in the workplace. KPI is really very innovative which uses by almost all businesses or
companies for properly maintaining high performance of employees in the daily operations. On
the other side, HR manager of company is completely responsible to consider each and every
legal and ethical considerations within the daily HRM practices and procedures. For example;
HR department need to adhere employment law within its daily operations, because when
company properly adheres employment law, then employees feels valued by that company
(Dubey and Gupta, 2018). Reason is, employment law always provides basic right to different
employees within the workplace. HRM of company is responsible to maintain effective
employee relations also within the workplace, because effective employee relations always
positively affect to a company or business. That’s why HRM of Asda is highly required to
maintaining effective employee relations for growing this company in the UK’s retail industry.
CONCLUSION
It can be concluded that HRM of Asda is highly required to always consider various
aspects and factors of HRM in its daily operations. Currently HR manager of Asda is very
effective in its job role, because it always uses such strategies within its daily HRM practices
which positively influence the productivity and performance of the Asda in the UK’s retail

industry. Talent management is one of the major functions for the HR department of Asda,
because HR department always uses those strategies which helps in more improving talent of
employees. There are this company can easily gain huge competitive advantage within the UK’s
retail industry with the hlp of its talent and skilled employees.

REFERENCES
Books & Journals
Aagaard, A., 2017. Facilitating radical front‐end innovation through targeted HRM practices: A
case study of pharmaceutical and biotech companies. Journal of Product Innovation
Management. 34(4). pp.427-449.
Akram, N., and et.al., 2017. Impact of HRM practices on innovativeness: mediating effect of
organizational learning. Academic Journal of Management Sciences ISSN. 2305.
p.2864.
Baker, D. T. and Kelan, E. K., 2018. HRM practices to diversity management: Individualization,
precariousness and precarity. In Human resource management. (pp. 117-134).
Routledge.
Bondarouk, T., Trullen, J. and Valverde, M., 2016. Special Issue of International Journal of
Human Resource Management: Conceptual and empirical discoveries in successful
HRM implementation.
Borda, D. G., Hansen, N. and Gore, J., 2019, August. Control and Commitment HRM Systems in
SME Family Firms: A Qualitative Study of Hybrid Forms. In Academy of Management
Conference: Understanding the inclusive organisation.
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.
Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: the vulnerability of soft
HRM practices during recession and retrenchment. Human Resource Management
Journal. 26(4). pp.557-571.
de la Rosa-Navarro, D., Díaz-Fernández, M. and Lopez-Cabrales, A., 2019. Disentangling the
strength of the HRM system: effects on employees reactions. Employee Relations: The
International Journal.
Dubey, S. and Gupta, B., 2018. Linking Green HRM Practices with Organizational Practices for
Organizational and Environmental Sustainability. International Journal of Engineering
and Management Research (IJEMR). 8(2). pp.149-153.
Hurmelinna-Laukkanen, P., Gomes, J. F. and Olander, H., 2016. What did you expect to happen?
Aligning HR practices with knowledge management outcomes. In Entrepreneurship,
Business and Economics-Vol. 1 (pp. 165-182). Springer. Cham.
Idris, S. A. M., Wahab, R. A. and Jaapar, A., 2016. HRM Practices and Organizational
Performance: A Conceptual Model on the Performance of Acquiring Companies.
In Proceedings of the 1st AAGBS International Conference on Business Management
2014 (AiCoBM 2014. (pp. 127-137). Springer, Singapore.

Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job
satisfaction on employee performance. Management Science Letters. 9(6). pp.771-786.
Ramaprasad, B. S., and et.al., 2017. Human resource management practices and organizational
commitment: A comprehensive review (2001-2016). Prabandhan: Indian Journal of
Management. 10(10). pp.7-23.
Reiche, B. S., Lee, Y. T. and Quintanilla, J., 2018. Cultural perspectives on comparative HRM.
In Handbook of research on comparative human resource management. Edward Elgar
Publishing.
Wickramasinghe, V. and Wickramasinghe, G. L. D., 2020. Effects of HRM practices, lean
production practices and lean duration on performance. The International Journal of
Human Resource Management. 31(11). pp.1467-1512.