Human Resource Management Practices at ASDA

This assignment delves into the Human Resource Management (HRM) practices implemented by ASDA, a UK-based retail supermarket chain. It examines how ASDA utilizes HRM to attract and retain top talent, foster positive employee relations, and ultimately contribute to increased productivity and profitability. The report highlights key areas such as recruitment strategies, performance management systems, and the role of legislation in shaping HR policies. It also emphasizes the significance of effective HRM practices in creating a strong brand image and enhancing customer relations.

Human Resource Management

INTRODUCTION
Human resource management of an organisation helps the organisation to manage human
resources. Human resource management is the part HR department of the organisation. It is a
prime responsibility of HR management of the organisation to provide efficient and skilled
employees to the organisation (Bratton and Gold, Anderson, 2013). ASDA is the second largest
supermarket store working in UK. ASDA is also a part of WALMART which is the largest
supermarket chain across the world. It has one venture too which provides finance facilities to
its customers named ASDA Money. The firm needs skilled and professional employees to create
best customer relationships and management operation. This report of human resource
management is designed in reference of the refereed company. The recruitment, selection,
training, appraisal and development explained in respect of ASDA company.
TASK 1
P1. Purpose and Function of Human Resource Management :
It is an organisational function that focuses on increasing the performance of employees
in most effective and efficient way corresponding to their role in an organization (Armstrong and
Taylor, 2014). It is all about recruitment, compensation, selection, development, training,
motivation, performance appraisal, workforce planning, and benefits etc. Every business firm
require HR department to plan such activities and make people committed to their jobs. Their
main objective is to optimize the use of resources, desirable workable environment and
maximize the output of individuals. They need to start with the Recruitment process where they
search for the potential employee and attract them to apply. The goal of this is to do screening
and selection of desired candidates on the basis of certain criteria of that job. After this, Selection
takes place which means choosing the best suitable one and then the process continues with
various other techniques. ASDA is the UK 2nd largest supermarket which believes that if
employees are satisfied, then customer will automatically enjoy shopping with the firm. Their
motto is to keep their workforce satisfied and help each other in a safe family of trust and
respect. HRM function can be categorized into following elements :
Managerial Functions:
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Planning : It is the foremost step of every organisation which helps in making their
specific goals and objectives. ASDA use it to assess the present and future needs of their
company so as to maintain a proper balance between supply and demand.
Organising : After, understanding the goal, it is required to develop design and structure
to achieve those purpose. HRM divide the task among personnel on the basis of their capabilities
as team or individual .
Directing : This function, focuses on motivating the workforce so that they can give best
in their performance and utilise the resources in most effective way.
Controlling : It helps to analyse the performance of employees. By this ASDA can detect
errors of their colleagues and tries to improve them and give appraisal for their work.
Operative Function
 Recruitment: It is the process to identify prospective people who requires work
from the pool of talent. Advertisement, magazines, newspaper, television, social media
are the various forms it.
 Selection : It means to put potential people to the right job. Critically screening of
applied applicants takes place and then, finding best among them. Training and Development : ASDA focuses on serving best to its workforce in
the form of Best Welcome Induction, Star Programme, Employee's steps for career
progression, TNT Leaders, Offers various Educational Programmes which help them to
develop, gain knowledge and update themselves with changing world.
 Remuneration : Reward for the work done by the colleagues for services or employment.
ASDA believes on the concept of equality. Therefore, giving fair wages for the work
done by them.
P2. Strength and Weakness of different methods of Recruitment and Selection :
Internal and External are two sources that affect the process of Recruitment. Organisation
may choose any of the factor among them (Beardwell and Thompson, 2014).
Internal Recruitment: Under this, ASDA can give employment to their current or existing
workforce. Present Employees, Referrals, Former colleagues, Transfer or Promotion are the
examples of this.
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(Source: Meaning and concept of recruitment, 2013)
 Advantages  Disadvantages
 Cheap and economical in terms of
monetary.
 Employees are familiar with each other
which builds more trust among them.
 It helps in improving the morale of
employees by providing them with the
opportunity to grow at higher level. For
instance, ASDA can recruit their
employees to Walmart which is their
subsidiary firm.
 ASDA acts a motivator for their
existing workforce, as they believe on
equality, and build life long career with
 ASDA is already familiar with the
strength and weakness of their current
employee's.
 ASDA is restrained with limited
number of choice.
 Shifting and transfer may or may not
satisfy employee.
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Illustration 1: Sources of recruitment and selection

them by providing educational benefits.
External Recruitment : It means hiring people from the outside world. Basically, seeking
applicant who are not from the organisation. It can be done through several ways such as
Advertising, Campus Placement, Newspapers, Magazines, Employment Exchange, Walk-in,
E-Recruiting, Social Media etc. Advantages  Disadvantages
 Open Source for the new ideas and
creativity.
 ASDA can hire right people to the right
job from the pool of talented people.
 It leads to provide healthy competition
among the existing workforce as they
are more trained and efficient.
 It also allow to target the key player
which gives them competitive
advantage.
 Time-Consuming and costlier process.
 Unfamiliarity of new joining among the
organisation.
 Lower the morale of existing
employees which reduces the chances
of their promotion on internal level.
 On the account candidate, it is difficult
to tell whether they fits in the
organisation or not.
Every Business Organisation need to go through the recruitment and selection process. It may
vary from one entity to another depending upon the specified or the given criteria to this method.
Recruitment is a positive approach which means to search for employee from the large
pool of people or to invite more and more candidates. Whereas Selection is a negative process in
terms of selecting the best among them while eliminating others. Basically putting right
colleague on the right job (Meaning and concept of recruitment, 2013). ASDA is doing these
process on quite high level as compared to other organisation because they believes that if their
employee's feel motivated and happy with the working environment, then only their customers
are satisfied. The growth and development of ASDA is highly depend upon their employee's
level of satisfaction.
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TASK 2
P3. HRM practices and their benefits in reference of employer and employee
HRM practices are the combinations of multiple practices to improve the productivity
and efficiency of employees in the organisation. HRM practices are the system of selection and
recruitment of employees at initial stage (Berman and et. al. 2012). HRM practices works for
making effective and healthy employees relationship in the organisation. ASDA is one of the
company which works around the theme of happy employees and happy customers. Its
management need to plan its practices to improve the work satisfaction level and empower the
customer relationship. Competitive environment is one of the basic challenge which is faced by
the HR management of the organisation. Make competitive environment beneficiary for the
organisation should be the motive of HR department of the organisation.
Benefits of Different Practices of HRM for employees and employer of ASDA
Practices For Employer For Employee
Analysis and design work Analyse of requirement criteria
of work. will helps the HR
managers of ASDA company
to prepare the proper format of
recruitment and workforce
planing.
Employees would be able to
get their field related job
opportunities by analysing the
requirement criteria of work
(Chelladurai and Kerwin,
2017).
Workforce planning Workforce planing of ASDA
will help the organisation to
compete process requirement
of function to run the
organisation.
Employee would be able to get
proper resources and help to
perform their task without any
conflicts and delay.
Recruiting and selection HR managers of ASDA has to
plan the proper format of
recruiting and selection
process. Recruiting and
selection process helps to
bifurcate the suitable and
Candidates get opportunity to
show their potential and skills
for the required job.
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eligible candidates to the
organisation .
Training and development Training and development
helps the employers to get fair
outcome from increasing
performance of the employees
by the effective of trainings
and development programs.
Training and development
programs increase the
knowledge of the work and
improve the skills of the
employees to perform the tasks
well.
Performance management Analysis of performance
management helps to achieve
the wanted goals of the
organisation by monitoring the
task and efforts.
Employee remains in
controlled and disciplined
while performing their task. It
increase the concentration
level of the employees and
help to keep focused them to
the task.
Rewords and recognition Employer will get the positive
and energetic outcomes by
appreciate the best employees
in the organisation.
Employees get motivated to
work effectively and
efficiently in the organisation.
Employee relations Employer remains
approachable to the
management department of the
company by healthy and
supportive employee
relationship.
Employee get surety and
confidence while working in
the organisation. An effective
and healthy relation make
employee loyal to the
organsiation.
P4. Analysing the effectiveness of HRM practice to increase profit and productivity
HRM practices are the practices which are practised at initial stage of resourcing the
human resource to the organisation (Daley, 2012). Best human resources support the
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organisation to clarify the objectives and goals of the organisation. ASDA company's extension
plan indicates towards getting positive effect by financially or ethically. If the employees are
skilled and effective while working than it is sure that the organisation will get positive outcomes
in the end. Best HRM practices helps to accomplish the goals and targets with the available
resources by utilising them properly. Productivity is directly linked with the profitability of the
organisation. The results of best HRM practices are defined as under in respect of ASDA to
increase the productivity and profitability :
 Recruitment and selection is the main step to get effective employees in the organisation.
As the candidates will be more effective and capable to deal with customer with proper
satisfaction more the chances will be strong to get positive outcome (Huselid and
Becker, 2011).
 Skilled and professional employees reduce the extra cost of training and development
programs for basic elements. If the employee work properly and effectively in the
organisation that the changes of getting higher profit remains high. Effective production
is the key factor to increase the profitability.
 Training and development programs helps the organisation to improve the quality of
product and services. Practical and interactive training and development programs will
help the employees of ASDA to improve the knowledge of good customer relationship
and customer behaviour. For retail industries analysing the customer behaviour and
making good customer relation leads the organisation to accomplish its targets soon.
Good customer services and product quality are the evidence that the organisation is
eligible to make high earnings.
 Analysing the performance as an individual and team also is essential element to improve
the productivity. Performance analysis provide the base and present actual figures of the
work done by the employees. Analysis of actual outcome to the estimated results are
basis method which is used by the managers. Management of the ASDA has to analyse
the performance of every employee in all working criteria. Quick action on the required
areas help to reduce the time of improvement.
 Manager of ASDA are require to promote its best employee to get effective results in
productivity. Motivation is the factor which helps the employees to work effectively and
productivily. Motivation helps the employees to create innovative ideas to improve the
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quality and efficiency of the work. Manager of ASDA should encourage and motivate its
best employees by giving prize, recognition, rewards, appraisals etc.
 Maintain good employee relation make employees sure and loyal for the organisation.
HR department always work as a communicator between the employees and management
to make management approachable to the employees. Flexibility of employees shows the
effectiveness of good and healthy employee relationship in the organisation which is
required to get effective productivity.
TASK 3
P5. Importance of employee relations with the influence of HRM decision-making
Employee relationship plays a vital role for an organisation to ensure the employees that
the organisation is working for them and responsible for their interest and growth (Jiang and et.
al. 2012). For ASDA company HR department should make the policies and plans as per the
building strong and good employee relation. Good employees relations gives surety of effective
work and productivity which is very useful to any retail organisation. Good employee relation
helps to making good customer relations too. Effective employee relations help the employees to
understand the goals and objectives of the company as personal prospective. It also helps to
examine the nature of the organisation that if the organisation will grow then its employees will
grow.
HRM is the only source for the employees to make employee reachable to the top level
management. Employee relation also effect the decision making policies strategies in the
organisation. These are the importance of employee relations in HRM decision-making :
 The structure of employee relations is based upon the employees behaviour and actions
of employees. If HR department is capable to resolve the issue and conflicts of the
employees then it is easy to plan the policies and strategies for effective HRM
practices.
 Strong employee relation provide extra benefits to the employees as compensation,
incentives and appraisals. If the employee relations are average for an organisation then
employees would only be entitled to get ethical payments and treatment designed by
law and regulation. Employees would not be able to get extra initiative form the
organisation.
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 There are many policies are designed by the company for better care of their employees
such as leave policy, compensation, safety, provident fund and retirement schemes. All
these policies are designed as per law and regulation of the country. Apart from legal
benefits if the employee relations are better in the organisation than it may also help the
employee to get extra treatment from the department. For an example if an employee of
ASDA meet an accident and it led the employee to disability then legally company is
liable to pay the compensation to him/her. But if organisation give an option to the
employee that any person of impacted employee's family member may get employment
apart from the compensation.
 HR management also have to make the easy and fluent retirement policies and if the
employee relation are good in organisation then it remains easier for the employees to
understand the retirement benefits and plans while leaving the organisation.
P6. Key elements of employment Legislations and impact on HRM decision-making
Legislation are made for better control of the organisational operations. Legislation and
laws are made for protecting the rights of employee and provide them proper support and help in
their tuff situations (Kehoe and Wright, 2013). ASDA is retail sector industry in UK and all the
regulations and legislation are levied to the company for protecting the rights of employees. HR
management of the company make the policies and strategies as per the legislation of the
country. There are few rules and acts are made for corporates and business organisations in UK.
 Anti Discrimination Act (1991) : this act defines the rules regarding the policy of
discrimination on the basis of cast, colour, religion, gender. If any organisation which
breach the policy have to face the legislation and corrective action plan. This act is
enforceable to the organisation have more than 20 employees. Anti discrimination policy
remove the conflicts of discrimination base behaviour in the organisation. ASDA's HR
management are require to make discrimination free and independent polices in the
organisation so that the employees may work together with any second thought.
 Data Protection Act (1998) : Every organisation is liable to protect the personal
identifiable and Specific identifiable information of the employee of the organisation.
This policy is also known as data retention policy in the organisation. General
information of the employees regarding name, DOB, address, and account numbers are
considered as personal identifiable information , however bio matrix, medical records etc.
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are known as specific personal identifiable information. Managers of ASDA must use a
secure and safe data retention software to record the information of its customers.
 Termination policy : Termination is a process related to dismissal or fire the employee
from his job designation. Termination policy is the policy which is used by the
management when an employee breach the policies or behave inappropriately in the
company. Company has the right to terminate the employee for his improper behaviour,
unethical practice or breaching any policy. Manager may take corrective action plan or
ask for compensation for the damage done by the employee.
 Minimum Wage 2017/18 : this act is divided in two parts: - National minimum wage : In
UK national minimum wage is based on hourly rate of wage which is paid to the
employees more than 16 years age as per Age Restriction Act. National minimum wage
rate : there is a time duration fixed by the UK government to change the wage rate. The
national minimum wage rate changes in October whereas the living wage rate changes in
April.
 Pension Act 2008 : Employees are entitled to get pension after completing their service
duration in the organisation. The government introduced new regulations for pension act
in October 2012.
TASK 4
P7. Application of HRM practice in Work related context
HR department of ASDA is require to designed as per the requirement areas of employee.
It has to prepare its recruitment and selection plan in such a manner that the manager could get
best fit employees for best job. It needs best and talented employees for operating its retail
products in proper management system. Employees with effective communication skills and
abilities are required to manage the customer. Employees need to approachable to the customers
so that their problem and issues get resolve accordingly. Asds's HRM practices in work related
context are as under :
Soft HRM practice : this HRM practice is used by the management for hiring the normal
employees for significant skills. Soft HRM practice is the practice in which the candidates are
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required to perform normal task, Professional and technical point of view remains less in this
HRM practice.
Hard HRM practice : This practise is used in certain cases where the organisation need
some extra high professional and technical skills to perform the task and get set targets and
required goals.
As a individual
CURRICULUM VITAE
Name
Gender
Age
Mobile
E-mail
Career objective – To seek challenging assignment and responsibility, with an opportunity for
growth and career advancement as successful achievements in retail sector
Educational qualification: -
 Master in Human resource management Bachelor in Business administration.
Interpersonal Skills -
 Team Building skills
 Good and effective Communication skills and vast knowledge of retail market.
 Capability to manage the customer's interest and relations.
Technical skills
 Knowledge of MS Excel 2010, SAP IT orientation program
Declaration- I hear by that above mentioned all information are true according to my
knowledge.
As a group
Organisation's Name- Asad Company
Job Designation – HR manager
Reporting person – SR. HR manager
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Salary – 10 to 12 LPA
Experience – 7 to 8 years in relevant field.
Job Responsibilities – The person is able to handle all issues of employees, having a good
command over recruiting and interviewing candidates.
Skills :
 Managerial skills to lead the team in achieving goals and targets..
 Able to prepare performance management charts and graph.
 Presentation and reporting skills.
 Manage the board meetings.
CONCLUSION
Human resource management is a crucial part of the organisation to manage and support
the functions and operations related with human resource. HR department of the organisation is
the head of department of the organisation who operates the human resource management. In the
above report HRM practices are defined in context of ASDA company which is a retail
supermarket chain in UK and also part. HR manager of the company wants to hire best
employees to create better customer relations and making brand image. This report defines the
purpose and objectives of HRM practice and also explain that how effective HRM practice is
beneficial to increase the productivity and profit of the organisation. This report also elaborate
the importance of HRM practices and legislation in decision-making of HR policies.
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REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E. M. and et. al. 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al. 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Online
Meaning and concept of recruitment, 2013. [Online]. Available through:
<http://managementation.com/meaning-and-concept-of-recruitment/>. [Accessed on 6th
November 2017].
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