Recruitment and Selection Documents for HR Administrator Job Role at ASDA

This report provides an overview of the recruitment and selection documents for the HR administrator job role at ASDA, including job advertisement, job description, and job offer letter. It also evaluates employee relations and the implementation of HRM practices that inform and influence decision-making in the organization.

HRM

Contents
INTRODUCTION...........................................................................................................................4
PART A...........................................................................................................................................4
Recruitment and selection documents:...................................................................................4
PART B............................................................................................................................................9
Evaluation of employee relation and implement of HRM practices that inform and influence
on decision making of an organisation...................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management states as a process that undertakes different steps or
practices that are related with recruiting, hiring and managing most important asset for
organisation which leads organisation to gain top position in market. HRM also refers as a HR
practice that analysis business goals and objectives for making effective use of individuals or
employees for reducing market risk of macro environment. This report is written from
perspective of ASDA which is a British retail organisation that is operating business in retail
industry and cover international market area (Zeuch, ed., 2016). Moreover, report highlight on
recruitments and selection for a job role that also involve advert job role, job description and
offer letter. Evaluation of employee relations and application of HRM practices that influence on
decision-making on organisation will also covered in this report.
PART A
Recruitment and selection documents:
The selection process of an interview is having various steps which are to be followed by
an interviewer while taking interview. Recruitment and selection documents are required to be
retained by employer so as to maintain transparency and keep record of every transaction and
employee so as to use them in future whenever required. Recruitment and selection document
are having various parts which are elaborated as under:
Job Advertisement
Customer Relationship department
The Applications are invited for the HR administrator. For this candidates are requisite to have
such skills so as to deal with customers and employees in an effective and friendly manner.
Service Manager
Eligible candidates must have following skills to apply-
 Must have completed post-graduation degree in HR field from authorised university.

 Must possess experience of more than one year.
 Effective communication and writing abilities.
 Must have high verbal abilities and fluent in English.
 Mush possess high knowledge of English grammar and punctuations.
Time-scales
Inviting applications from candidates 25 - 28 May, 2020
Short listing of applications 7- 9 June, 2020
Interview date 15-18 June, 2020

JOB DESCRIPTION
Organisation: ASDA
Designation: - HR manager
Job Address: west side street, London
Job summary
The organisation requires candidates for the designation of HR administrator who can head all
personnel related operations effectively and are also able to control and manage desk work in some
situation with high efficiency and enthusiasm. They will have to provide support to HR department in
their duties such as posting job advertisements, Updating HR database on regular manner, solve
employee grievances related to salary and other internal issues.
Our HR administrator is required to have efficient organisational skills and capabilities to
manage crucial and sensitive information with high confidentiality. If any person is passionate about
HR field and want to work with a organisation where they may have their professional and personal
development with high business integrity and prominent position then this position is waiting for you.
Job roles: -
 To maintain employee work records. (soft and hardy copy both)
 Updating personnel database on regular manner such as ne recruitments, job rotations,
employee turnover and leaves of employees.
 To conduct different team activities that helps the organisation in boosting employee morale
and their efficiency.
 Documentation of HR policies and various processes.
 Formulise employee request and obtain relevant information on behalf of employees.
 Synchronize HR meetings, projects and seminars in efficient manner.
 Update regarding jobs on behalf of company on careers pages and forward incoming CV and
job references.
 Managing call centre department and address their queries with high concentration and
priority.
 Formulation of reports and findings for internal communication with higher authorities.
 Process orientation of new recruitments and explaining them company’s current policies and

rules.
Requirements
 Degree of MBA in HR from a prominent university.
 Work experience of more than one year as HR administrative assistant.
 Proficient command over HR software such as HRIS, HRMS.
 High command over PC along with all applications of MS office.
 Proper knowledge of employee legislation acts.
 Have efficient skills of time management and workplace management.
 High on team work and team built skills.
Job Offer Letter
Mr./Ms,Last-Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
Our organisation ASDA is pleased to offer you position of HR administrator at a CTC package
of £30,000 yearly (details are mentioned below).
You will be based at London although you may be required to perform your duties at other
locations from time to time basis and to travel on organisation business when need arises
including overseas. We trust the given address by you and that will be used for any further
communications until and unless they are changed by you in intimated in advance in writing to
the organisation with proof of residence.
As discussed in pre held discussion that joining date is 1st July, 2020. Company is going to
offer medical insurance, conveyance charge, accommodation and food facility, rent allowance,
bonus and many other perks which are mentioned below within annexure. ASDA is offering PL
facility, if any pre notified leave is required by any employee they can opt for the same. Along

with this CL option is also given to employee as in case when leave is for some uncertainty and
highly required. All other details are mentioned in annexure. Employee will be able to get
benefits of company’s retirement and other benefits after completion of their probation period
of 3months. After completion of three months a separate agreement will be made with
employee. Furthermore employee will have to strictly maintain assets of the company as the
company is made for employees and to upkeep these assets should be the foremost objective.
If offer is accepted by you then please let us know as by signing second copy of this
document and return it to HR department at an earliest so as we can process further
proceedings as soon as possible.
When your consent will be received by us then for further discussion you will be called to
HR office and other formalities will be conveyed to you that time so as to make you
comfortable in our company.
If any doubt has arisen in your mind then please let us know we are here to help you and
guide you as in that case we are ready to render you additional information for your
assistance.
Sincerely,
First-name,Last-Name
Director,Human-Resources
ASDA
____________
Employee declaration
I have carefully read and understood terms and conditions as mentioned above, also have
read the employee handbook and I hereby signify my acceptance as I am being satisfied. I
will not do any act which will hamper the work and image of organisation in any kind.
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
(accepted, acknowledged and agreed)

PART B
Evaluation of employee relation and implement of HRM practices that inform and influence on
decision making of an organisation
In present scenario, almost all companies are performing their work at global level due to
which it is mandatory for management of ASDA to implement positive relation within
employees which is increasing its increasing share through completing its task as per
management goals and objectives (Turulja and Bajgoric, 2018). Employees relations among an
organisation refers to organisational efforts that manage relationship between employers and
employees. Moreover, all organisation that employees good employee relation offers fair and
consistent treatment for employees through making consistent treatment of all employees. So all
employees provides job role to make loyal company to gain specific result from all operation and
functions in decided time period. For this management considers and monitor employee efforts
towards goals and objective of organisation. Moreover, the main benefit for employee relation in
context of decision making is to enhance and commit job roles by delegating authorities
according to skill of individuals. Some effective approach that is used by management are as
follow:
 Skill oriented job approach- With use of this approach HR department of ASDA utilise
this approach for allocating jobs to employees as per their skills and capabilities so it is
easy for management to put best effort in order to accomplish better results. Moreover,
with help of this management also implement employees better relation through offering
benefits that is increasing market share of organisational choice through utilising all skill
of employees (Trappmann, 2017).
 Human relation approach- According to this approach of human relation it is identified
that staff members treat each other according to financial instrument. In context to this
management consider that HR manager develop good relation to establish better results.
Moreover, in context of ASDA this approach is used to satisfy needs and wants of
employees.
In context of decision making it is impacting on business through completing their work as per
concern which is impacting on management goals and to improve from them management utilise

approach to enhance it work practices in proper manner that consider ASDA decisions towards
accomplish of organisational goals which retains employees for longer period.
Human resource practices are implemented by management from different decades which
are authorised and consider by management from several years (Shen and Zhang, 2019). Best
practice work as a set of action and processes that relates with human actions and argues for
accomplishing longer results. Some effective best practices that are beneficial for ASDA are
mention as follow:
 Providing security to employees- The best practice for human resource to retain and
sustain them for longer period relates with employment security. Human behaviour is
unpredictable and works as a constant aspect for individuals. This is also increasing
aspects that provide satisfaction to employees by completing its work in effective
manner. In simple terms, it is defined as an effective contract that allows several reasons
to individuals such as Motivation to ASDA for enhancing its work performance.
 Selective hiring- The another best HR practice relates with selective hiring and it
enable organisation to bring better employee relations in order to add value among all
products. Moreover, ASDA is operating its business in effective manner which leads
management to manage its task and operations in proper manner. Along with this it is
used for making better hiring which is leading management in increasing process of
generating difference which higher longer results for management.
 Self-managed and effective teams- With analysis of this report it is analysed that with
proper self-management and effective tools the crucial area to achieve goals relates for
high performance teams. It leads management to provide more successful results
because with this ASDA consists all those persons that is used for generating different
work but motive and aim for this is to work for a similar goal (Sanders and Lin, 2016).
Moreover, all ideas which are processed, combined and evaluate demonstrate that at
time of complex organisation implement self-managed and effective team which leads
to complete all work properly.
 Fair and performance based compensation- With this analysis management
generates compensation that is used for hiring right individuals and in this best practice
organisation implement values that show all task which implement better results and it
is also used for enhancing better value among employees for providing equal benefits to

all individuals that offer selective benefits for organisation. Along with this paying
employees according their roles leads to improve its goodwill in minimum time period.
With the mention of all above HRM practices it is identified that management is increasing their
overall productivity of organisation through utilising and implementing practices in effective
manner. Along with this in order to implement security to employees it is identified that
management motivate its employees through offering them job security (Pavlov and et. al.,
2017). It influence on decision making as individuals will perform its roles with more motivation
to generate efficient results. Similarly, to implement practice of selective hiring research by HR
ASDA implement this practice through ability and trainability that improves skill of individual.
On the other side, to implement third practice which is of effective teams management create
high-performance team with use of Belbin’s team roles technique which works as a common tool
for generating cooperation and creation between teams. Example- This theory helps to identify
personality of other individuals that is used to process work according to all team members. IT
also results all individual are able to participate in decision making. To implement last practice
which is fair and performance based compensation it is identified that this fourth human resource
is offering long term benefits that show longer benefits for offering potential advantages to all
individuals. Therefore, regular monitoring of work by HR of all employees for keep records and
use them at time of performance appraisal. With last two HRM practice management ensure that
its decision generates positive perception among all employees for satisfying their needs
properly.
Employee legislation and its impact on decision making
Employee legislation comprise of different essential activities that design to work
according to local authorities that is essential for adhere results as per organisation management
that ASDA design. Along with this some better employee legislation are mention as follow:
Minimum wage act, 1998: As according to this act it's miles important for all of the
agency that they need to preserve the minimal wage charge (Oppel, Winter and Schreyögg,
2017). The cause of this employment rules is to hold the interest of employee or worker so that
they does now not get exploited. Here the quantity of remuneration is determined on the idea of
age as well as running hour. People who're of 25 years and more than that wishes to get 7.Eighty
three pound in step with hour. Similarly, folks who underneath the age institution of 21 to 24 and
18 to 20 are required to get the minimum wages of 7.38 as well as five. Ninety pound in line with

hour respectively. This act impact company due to the fact the managers are required to ought to
allocate the paintings and makes the decision of wages based totally on the set standards
(National Minimum salary act, 1998, 2016). Thus, negligence of this act can affect the overall
performance of enterprise because of the intervention of change union as well as authorities.
Employment relation act 1999: This act deliver significance to the affirmative relation
which desires to be shared between the enterprise and worker inside place of job. Good relation
allows in higher performance of activities by using successfully engaging the personnel to carry
out operations in beneficial manner (Nwachukwu and Chladková, 2017). In context to ASDA
organisation must specializes in the employment relation as it help to make the higher decision in
phrases to undertake the enormous adjustments and preserve very best role of company. On
contract, loss of communication and transparency does not maintain the dependable relation due
to which absenteeism and excessive turnover charge takes place. Thus, the HR supervisor needs
to make the good sized decision in phrases to sell the proper way of life.
Human rights act, 1998: This act country that the all of the personnel of an employer
wishes to be treated with same dignity and accept as true with irrespective of their faith, caste or
shade (Curado, 2018). This have an effect on the decision making of firm due to the fact if the
company lacks to control the group of workers similarly then they could set the overall
performance indicator or criteria. This generates the delight among personnel that they're taken
into consideration or promoted to higher stage based totally at the performance.
CONCLUSION
With analysis of above report it is identified that employees perform an essential role for
organisation that leads management to complete all work according to decided strategy. It is also
identified that management is performing its work through engaging and managing its task as per
goals and decided strategy. Along with job description and offer letter is also included in this
report. In last, employee legislation and human practices are also included to understand decision
making for better benefit of employees is undertaken in report.

REFERENCES
Books and Journal
Askenazy, P. and Forth, J., 2016. Work organisation and human resource management: does
context matter?. In Comparative Workplace Employment Relations (pp. 141-177).
Palgrave Macmillan, London.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human resource management (pp. 1-23). Routledge.
Curado, C., 2018. Human resource management contribution to innovation in small and
medium‐sized enterprises: A mixed methods approach. Creativity and Innovation
Management. 27(1). pp.79-90.
Nwachukwu, C. E. and Chladková, H., 2017. Human resource management practices and
employee satisfaction in microfinance banks in Nigeria. Trends Economics and
Management. 11(28). pp.23-35.
Oppel, E. M., Winter, V. and Schreyögg, J., 2017. Evaluating the link between human resource
management decisions and patient satisfaction with quality of care. Health care
management review. 42(1). pp.53-64.
Pavlov, A. and et.al., 2017. Modelling the impact of performance management practices on firm
performance: interaction with human resource management practices. Production
Planning & Control. 28(5). pp.431-443.
Sanders, K. and Lin, C. H., 2016. Human resource management and innovative behaviour:
considering interactive, informal learning activities. In Human resource management,
innovation and performance (pp. 32-47). Palgrave Macmillan, London.
Shen, J. and Zhang, H., 2019. Socially responsible human resource management and employee
support for external CSR: roles of organizational CSR climate and perceived CSR
directed toward employees. Journal of Business Ethics. 156(3). pp.875-888.
Trappmann, V., 2017. Human Resource Management at a Steel Giant in Russia 1. In Human
Resource Management in Russia (pp. 133-149). Routledge.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management. VINE Journal of Information and Knowledge Management
Systems.
Zeuch, M. ed., 2016. Handbook of Human Resources Management. Springer Berlin Heidelberg.