Working Arrangements & HRM Practices in Small Firms

This assignment focuses on understanding working arrangements and human resource management strategies within the context of smaller firms. It explores case studies like Jaypee's expressway project for strategic HR outsourcing, along with theoretical insights from authors such as Brewster, Day, and Miah. The task involves analyzing these aspects to develop a comprehensive understanding of HRM practices in small businesses.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Function and Purpose of HRM in ASDA..............................................................................3
P2 Strengths and Weakness of different approaches used by ASDA in selection and
recruitment..................................................................................................................................4
TASK 2............................................................................................................................................6
P3 Advantages of different HRM practices in ASDA for both the employer and employee.....6
P4 Evaluate the effectiveness of different HRM practices in ASDA.........................................7
TASK 3............................................................................................................................................8
P5 Analysis of the importance of employee relations to ASDA.................................................8
P6 Key elements of employment legislation and their impact on HR decision making.............9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context.......................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
In the modern competitive world it has become essential for the firms to take use of the
best practices in HRM as it is understood to be as the most crucial resource and utilisation of all
other resource depends on it only. There are various types of Demands of the human resource
and hence company has to assure that all gets fulfilled. It helps in ensuring that they are working
with full satisfaction which ultimately leads to better performance from them which is necessary
for producing high quality products (Albrecht and et. al., 2015). Various approaches are being
used by the managers so as o understand the demands of workers. Companies also provide most
advanced training an development programs for their workers which helps them in ensuring the
quality of workforce they have. ASDA is one of the biggest grocery and general merchandise
retailer in UK. It is having around 180,000 workforce and managing such a large population
needs a perfect strategy. This report highlights the strategic approach used by managers of
ASDA for resolving the problems related to HRM as well as strengths and weakness of various
methods.
TASK 1
P1 Function and Purpose of HRM in ASDA
ASDA is one of the biggest retailer in UK. It stands second in terms of market it has
captured in the country. It is Walmart's subsidiary and follows the similar theory in serving
consumers like having big stores with a cheaper range of products. There are certain kinds of
function that is performed by HR managers. It has been mentioned below:
 Planning: HR managers within ASDA needs to assure that all future requirements of
Human resource has been fulfilled so that they do not face any kind of difficulty. In order
to do so they need to plan out strategies in this regard.
 Organising and Staffing: There are various ways that is being adopted by HR managers
so as to assure that they organise and recruit staff in a way that all their staffing
requirements are fulfilled (Atkinson and Sandiford, 2016).
 Compensation and benefits: The HR managers of ASDA needs to assure that individuals
are provided with compensations and benefits in the form of rewards as per their
performance. This also helps in increasing the motivational levels of the employee within
the company.
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 Training and Development: There is large requirement of several activities which can be
utilised for uplifting the skills and capabilities of the workforce as per their requirements.
Training and development helps in enhancing the performance level which is essential for
maintaining the higher growth of the firm as well as assuring that employees gets the
chance to grab opportunities with them (Tangthong, 2014).
 Employee engagement: Human resource managers plays a very effective role in checking
that employees also have their participation in the important functionalities of the firm
like in the process of decision making.
 Safety and risk assessment: It the function of HR managers to make sure that employees
are working in safe environment by doing all the risk assessments.
On the other hand, Purpose of HR department is as follows:
 Performance management: It is HRM purpose to assure that performance within the
organisation is properly management and if there is any kind of lagging then effective
training is being provided to them (Bagga, 2015).
 Employee relations: HRM acts as Bridge between employees and employer hence they
play essential role in maintaining a positive employee relation. They provide each other
as a gateway to ensure that both employee and employer understands what they want
from each other.
 Culture: They have the role of designing or shaping of the working culture with the
ASDA. They make policies and regulations to assure that no body violates or bring
negativity to the work place.
P2 Strengths and Weakness of different approaches used by ASDA in selection and recruitment
In ASDA there are various kinds of jobs which needs to be done by staff members hence
selecting and recruiting candidates at the vacant places is essential for the company of such a
large scale. There are basically Two approaches that is used for selecting and recruiting
employees as per the staffing need:
Internal Recruitment
This is the type of recruitment which is cited to be highly effective when company needs
a staff at lower cost and can work from immediate effect. In this vacant positions are filled using
promotions and transferring of one staff to another. Transfers or posting is done on the upper
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side. It has a direct link with the motivational levels of staffs. The advantage and disadvantage of
this approach is as follows:
Advantage Disadvantage
 It helps in increasing the motivational
level of employees.
 It takes lower amount of costing to be
involved.
 They do not have to provide basic
training to the staff members as
candidate is already aware about the
work culture.
 It reduces company's chances to have
fresh minds which will help in
resolving various issues.
 It leads to degradation of the
motivational level of other staff
members (Trebble and et. al., 2013).
 They have fill the post which gone
vacant due to last promotion hence the
overall effort of the whole process does
not gets reduced.
External Recruitment: This is highly efficient method as company recruit’s staffs that
are available to them from the pool of candidates outside the firm (Baum, 2016). This helps
company in fulfilling the future requirements of the business of ASDA.
Advantages Disadvantages
 It helps in boosting the performance
level of the staffs as the competition
remains on the higher side.
 It provides fresh and new minds to
come inside the company which will
help in resolving many business needs
of future.
 It facilitates innovative working
mechanism.
 It is costlier as lot of resources are
required in this process.
 Training is needed from the basic level
which takes lot of time.
These two modes are adopted by the staffs of ASDA for recruiting people that are most
suitable for the job.
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TASK 2
P3 Advantages of different HRM practices in ASDA for both the employer and employee
There are different types of benefits that can be extracted by an organisation by using
human resource management practices. There are different ways which can be used by
organisation for managing their workforce in an effective manner. various practices of HRM
allows company in recruiting right individuals for the right job at the right time. It also assists
company in implementing a standardised environment which is good for each and every
individual. There are different methods that can be used by company for ensuring that no
position within organisation remains vacant (Brewster and Hegewisch, 2017). Also, HRM
department is fully focused on ensuring that people are able to perform their task as per
requirement and if there is any issue then they provide solutions to it. This ensures that
organisation is able to retain employees and develop relationship between them and
management.
Basically, the firm is constantly engaged in developing environment where there is less
friction and issues while more growth opportunities are given to people (Building Good
Employee Relations through Communication. 2013). There is different task that are needed to be
fulfilled by individuals for ensuring that its productivity is at par with requirements. In ASDA,
there are different task which are required to be fulfilled such as, compensation, payroll,
grievance, training and development, recruitment and selection, etc.
The organisation needs to practice those activities which will motivate its workforce and
ensure that there are no conflicts, and issues between people-management. Some of the practices
are stated below:
 Training and development: The HR managers are liable for training of people who are
employed by company as to ensure that they are able to overcome issues in an effective
manner.
 Staff appraisal: It is the responsibility of HR manager to ensure that each individual
employed by firm is evaluated so that their effectiveness can be checked. If there are any
issues, then it will be identified by appraisal (Day and Moorman, 2013).
 Rewards: Those who perform well expect more from enterprise and need to be rewarded
in a desired manner.
There are benefits of these activities to employer as well as to workers, they are stated below:
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For Employee:
 Expands KSA
 Boost for career growth
 Higher level of motivation Improved efficiency and effectiveness
For Employer:
 Reduced amount of conflicts
 Highly skilled workforce
 Manpower which is ready to flex and adapt
 Attainment of goals and objectives
P4 Evaluate the effectiveness of different HRM practices in ASDA
The human resource department has to ensure that each task is completed in a set amount
of time so that better efficiency can be attained (Doede, 2013). The prime task of an HR
department is to ensure that each person is at right job and he is able to perform it in a desired
manner. Every activity that will be conducted by organisation will be only completed when it
will have a highly effective and efficient workforce. This will assist company in attaining
competitive edge over its competition. ASDA states that its people are the reason that it is able to
attain a market position which is secure and allows it in expanding its operations. But at present
the company has a higher rate of attrition due to some policy failure as they became obsolete for
current environment.
There are various ways that can be used for checking effectiveness of practices that are
conducted by HR department. Whenever there is job vacancy, a task description and person
specification will be developed (Exter, Cunha and Turner, 2011). This will assist managers in
ensuring that a right candidate is selected and posted on a job. Mainly, there are three main
activities that are conducted by HR manager. They are mentioned below:
 Recruitment and selection: This is a task where HR managers analyse a vacancy
and advertise for it as to recruit a right person for the job. They need to ensure that
they get right individual for the job or else there will be lower level of
effectiveness.
 T&D: Training enables individuals in performing each and every task in a desired
manner which is needed for completing each task in a desired manner. there are
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various factors which are changing and that is why organisation needs a more
efficient work force so that it can attain its objectives in a desired manner (Gold
and et. al., 2013).
 Performance management and compensation: This is the third thing which ensures
that people are motivated. Money is the primary motive that allows individual in
ensuring that each task is completed in a set time period.
TASK 3
P5 Analysis of the importance of employee relations to ASDA
Employee relations is a concept that has evolved from industrial relations which was
focused on getting organisation needs first. While the new method is more concentrated on the
fact that it also looks after employee needs and wants. Basically, this is the way which is used by
HR managers to develop a relationship with workers (Hayes, 2014). They are connected with
people on the emotional as well as professional level which gives them power to make these
people work. Basically, the managers need to make sure that each issue that is there in front of
people is addressed in a given time so that their satisfaction levels can be enhanced. There are
sure advantages which are there because of good relations amongst individuals and friends. The
chiefs in the organization are entrusted with ensuring that there is more elevated amount of
connection that goes ahead in the middle of individuals and administration. This permits in
lessening odds of contentions and level of dis-fulfilment.
There are different advantages of this to ASDA. They are said underneath:
 Improved level of innovativeness and development: With larger amount of fulfilment
with work, individuals have a tendency to carry out their activity with more creative
approach. This decreases cost and time utilization (Miah and Hossan, 2012).
 Better employee loyalty: When there is great connection amongst individuals and
administration, at that point individuals give the organization their genuine faithfulness.
 Enhances group working: Positive condition makes individuals to work with each other.
Additionally, they are prepared to confront difficulties to finish undertaking and
accomplish objectives.
 Competitive Edge: Company can accomplish the majority of its objectives when
individuals are exceptionally energetic and fulfilled. They give better profitability and
proficiency.
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P6 Key elements of employment legislation and their impact on HR decision making
ASDS is an organisation which is established in United Kingdom and closely-held by
Walmart. It is required for them to follow each and every regulations and rules of nation which is
associated with their business (Otsuki, 2012). There are more than 30000 staff members who are
working with them. To maintain goodwill at marketplace, it is essential for them to follow all act
which are formulated by government. This will provide influence to their judgement making
procedures in a direct or indirect manner.
 Health and Safety Act 1974: As indicated by this legislation, manager of firm has to
explain about hygiene as well as safety to their employees effectively. They have to
accomplish some responsibilities; therefore, they can avoid accidents at workplace.
 Equal pay act 1970: This act is developed by regulatory body; so that, they can eliminate
distinguish amongst both females and males. Manager has to pay salary to their
employees as per post not by their gender. Therefore, they need to get ensured that people
who are working at same position must get similar pay.
 RIDDOR 2013: It stands for reporting of injuries, diseases and dangerous occurrence
regulations. With assistance of this law, employer will get ensured that their working
premise is safe and secure. If any kind of risk is determined then, manager has to
informed about it to ministry body (Patil, 2016).
 Equality act 2010: It is a replacement of all anti-discrimination legislations. Fundamental
aim of this law is to make ensure that, there is no difference at workplace amongst people
who are working over there. Along with this, they have to be assure that individuals are
getting success into their career.
Therefore, all above mentioned laws and regulations have to be utilized by manager of
ASDA; so that, they can fulfil entire needs of their workers. Company is working at distinctive
nation; thus, they need to follow rules and laws of each country where they are operating their
business.
TASK 4
P7 Application of HRM practices in work related context
Department of HR is basically occupied into various exercises as well as practices.
Fundamentally, organisation has to concentrate to create their goods and services in an
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innovative manner. Therefore, they can easily compete their competitors at competitive world
and enhance their revenues(Schofield, 2016).
Job Selection procedure of ASDA: Identification of vacancy: It is considering as a prior step under which employer has to
find out blank post in company for a person. It is fundamental to fill every vacant place in
enterprise. Job analysis: It is required to examine job so that description of job can be prepared.
Therefore, it can be determined that empty space is significant or not. Advertisement: After this, employer has to inform people about vacant post through
advertisement, so that individual will apply for this. Reviewing application of candidates: Then CV will be obtained by human resource
manager. They have to select best applicant for the post. Selection interview: Individuals who are selected for interview, need to be called by
manager for interview and must be examined by their response.
 Offer letter: Persons who get selected, employer will provide offer letter to them then,
they call for their induction session (Albrecht and et. al., 2015).
In ASDA, there is a vacant position of Human resource officer; thus, they have to select
an appropriate candidate for their firm. For this aim, they need to formulate some documents
which are mentioned as beneath and additionally there are some questions are stated which can
be asked by superiors:
Job Description:
Name of company ASDA
Position Human resource manager
Place London
Reporting Head office, London
Roles and duties  To guide occasions
 To sort out all disputes which arise in an enterprise
 To execute recruitment and selection procedure
Working hours 11:00 am to 7:00pm
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Salary 180000 pounds per year
Working facilities  Some discounts only offer to staff members
 Flexibility in working hours
 Decided amount of grocery is free per month
Job Specification:
Qualification  An individual who is going to apply for the post must
be graduate.
 Must completed her or his masters in HR field.
Experience  Minimum 2.5 years in same field.
 He or she must possess knowledge regarding theories
as well as tools of Human resource.
 Evidence of experience required.
Area of expertise  Must have some communication abilities.
 He or she has must skilled so that can solve issues
immediately.
 Training and development
 Administration of performance
Additional characteristics  Must possess abilities related to time management.
 Must be able to take a lead.
 Better understanding capabilities.
VACANCY
ASDA is hiring for position of Human resource administrator
Position: HRM
Qualification: MBA in HR, Phd.
Experience: At least 2.5 years experience in field of HR
Chosen candidates will call for interview
Person can apply for it through email.
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Last date for application: 20th December 2017
Address: Southbank, Great Wilson St, Leeds LS11 5AD
Email: [e-mail]
Contact: 123 456 7890
Candidates CV received for job:
Curriculum Vitae
Name:
Email:
Phone no.:
Address:
Career goal: To improve my skills and abilities while working in an enterprise who trust me
and provide me opportunities to learn something new on regular basis.
Academic Qualification:
 Graduation in BBA
 MBA in HR
Experience:
 Human resource manager in Tesco from last 3 years.
Personal skills:
 Time management
 Communication
 Team administration
 Creative thinker
 Leadership quality
 Problem solving abilities
Interview questions and preparatory notes:
Interview Question
1. Tell me something significant which is not covered in your CV?
2. What makes you distinctive from others?
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3. What qualities improve you?
4. Can you understand the situation which will not make happy to employee’s relation to
remuneration?
5. What kind of methods used by you in your previous job?
Justification behind choosing an individual: Person who are going to be chosen by
employer of organisation must possess entire capabilities as well as skills which are mentioned in
Job description and specification. Along with this, he must possess some practical knowledge
(Brewster and Hegewisch, 2017).
CONCLUSION
In the above stated report, there are different types of techniques and methods that can be
used by organisation for enhancing its effectiveness and performance. In ASDA, the managers
require a way to motivate individuals and make sure that their level of satisfaction is as per the
organisation goals and objectives. The HR managers need to prepare policies on the basis of
legislations and laws. Also, they need to have a well stated selection process which will ensure
only right person on right job.
REFERENCES
Books and journals
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance, 2(1), pp.7-35.
Atkinson, C. and Sandiford, P., 2016. An exploration of older worker flexible working
arrangements in smaller firms. Human Resource Management Journal, 26(1), pp.12-28.
Bagga, T., 2015. Jaypee takes the express-way to strategic HR: Outsourcing deal cedes control of
toll employees. Human Resource Management International Digest, 23(1), pp.18-20.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Day, G. and Moorman, C., 2013. Regaining customer relevance: The outside-in turnaround.
Strategy & Leadership, 41(4), pp.17-23.
Doede, K., 2013. Management: a European perspective. Routledge.
Exter, N., Cunha, S. and Turner, C., 2011. The business case for being a responsible business.
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Gold, J. and et. al., 2013. Human resource development: Theory and practice. Palgrave
Macmillan.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Miah, M.K. and Hossan, C.G., 2012. Performance management system in UK retail industry: a
case study. Far East Journal of Psychology and Business, 7(3), pp.13-25.
Otsuki, K., 2012. Reflexivity in participatory development: framing community-based natural
resource management on the Amazon frontier. Human Organization, 71(2), pp.200-
210.
Patil, P., 2016. Survey of business intelligence system. International Journal of research in
computer applications and robotics, 4(9), pp.13-17.
Schofield, J., 2016. The'ASDA Factor': Core reduction, resource Stress and the Nature of lithic
Assemblages in Central-Southern England. Lithics–The Journal of the Lithic Studies
Society, (7), p.17.
Tangthong, S., 2014. The effects of human resource management practices on employee
retention in Thailand’s multinational corporations. International Journal of Economics,
Commerce and Management, 2(10), pp.1-30.
Trebble, T.M. and et. al., 2013. Individual performance review in hospital practice: the
development of a framework and evaluation of doctors’ attitudes to its value and
implementation. BMJ Qual Saf, 22(11), pp.948-955.
Online
Building Good Employee Relations through Communication. 2013. [Online]. Available
through:<http://sbs.strathmore.edu/blog/2013/04/30/building-good-employee-relations-
through-communication/>.
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