Human Resource Management: Purpose, Scope, and Effectiveness

This document provides an overview of Human Resource Management (HRM), including its purpose, scope, and effectiveness. It discusses the key elements of HRM, such as workforce planning, resourcing, training and development, performance management, and reward systems. The document also explores the internal and external factors that affect HRM decision-making and provides a portfolio on the application of HRM practices. The subject is Human Resource Management, and the document type is a comprehensive guide.

Human Resource
Management

Table of Contents
Human Resource Management....................................................................................................1
INTRODUCTION.......................................................................................................................3
Activity 1.....................................................................................................................................3
Purpose and Scope of the HRM..............................................................................................3
Activity 2.....................................................................................................................................5
Effectiveness of Key Elements of HRM.................................................................................5
Activity 3.....................................................................................................................................8
Internal and External Factors affecting HRM decision-making............................................8
Activity 4.....................................................................................................................................9
Portfolio on HRM Practices Application................................................................................9
CONCLUSION..........................................................................................................................12
REFERANCES..........................................................................................................................13

INTRODUCTION
Human resource management, a function of organisation which deals with problems
and issues of human resource working in their organisation. Management of human resources
starts from their recruitment which means staffing the organisation with employees and
continues to their training, performance management and other related activities. This report
includes purpose and scope of HRM activities, effectiveness of its various elements such as
various benefits of activities of HRM for employee and employer, internal and external factors
such as employees relation and employee legislation which affect decision-making of HRM
and portfolio of application of HRM practices for the purpose of this CV, job specification
have been designed in this report.
Activity 1
Purpose and Scope of the HRM
ASDA, a British supermarket retailer founded in 1949 and headquartered at Leeds,
West Yorkshire, England. ASDA serves around 631 locations. This is second largest
supermarket chains in Britain and in relation with its employees ASDA employs around
165000 employees (Bentham, 2018). This requires that ASDA undertake all the activities
related to Human Resource Management.
In ASDA purpose and functions of HRM which are applicable to its workforce
planning and resourcing are-
 Purpose of workforce planning in ASDA is to ensure development needs of the
employees, through this they are able to understand what development their existing
employees need.
 Workforce planning contribute in overall business planning of the ASDA. They can
plan their activities they are going to undertake and employees required for the same
purpose (Maier and et.al., 2018).
 Through workforce planning ASDA is able to evaluate effectiveness of its HRM
activities.
 Another purpose of workforce planning is to plan leadership in the organisation, to
lead and create basis of succession planning of the organisation.

Activities which are undertaken by ASDA for workforce planning are supply forecasting and
management, demand forecasting and management, and Gap analysis.
Purpose of resourcing an organisation is
 To avail employees for all the activities of organisation.
 To ensure optimum use of all the resources of organisation.
 To manage the employees and their workload by resourcing the organisation with
optimum number of employees.
Functions which are undertaken by the organisation in order to resource its organisation are
recruitment, selection and on-boarding of the employees in the organisation.
Strength and Weaknesses of different approaches of Recruitment and Selection
Best Fit Approach
This approach of Recruitment and selection is that the person being hired in the
organisation needs to be the one who is perfect fit for the organisational culture. In this HR
strategies are required to be according to needs of the both organisation and people. In this
organisation need to design their HRM strategies and undertake HRM practices which are fit
for and according to their organisational strategies (Michaelowa, 2017). This way organisation
will be able to increase and improve its performance.
Strength
 The person can easily get along with strategies of organisation.
 It takes less time for organisation to train and develop individual as per their needs and
requirements.
Weaknesses
 It is not always possible for organisation to find candidates and employees who are fit
for their organisation. Organisations can develop them as well.
Best Practice Approach
to ensure that organisation is able to get the best result and improved productivity. It is
important to adopt particular HRM practices. These practices are known as seven best
practices of HRM. This approach also shows relationship between organisational performance
and adopted HRM practices.
Strength

 In this, employees and employer can learn from the success and failure of others.
 This helps organisation to create an environment which consist continuous and active
learning.
 This model helps organisation to set their future directions and they can make their
strategies accordingly.
Weaknesses
 This model includes seven best practices but all the practices cannot be useful and
acceptable for all organisations.
Activity 2
Effectiveness of Key Elements of HRM
ASDA undertake various activities in relation with HRM all the activities have their
own purpose which contribute in main objective completion of the ASDA (Sivapragasam and
Raya, 2018). This activities have benefit for employer (ASDA) and its employees. Some
activities undertaken by ASDA are-
Training and Development
Training and development is very essential HRM activity. This activity includes
improving and enhancing present skill, knowledge and experience of the employees. Through
this organisation undertake various programs so that it ca increase and enhance its employees'
knowledge which they can bring back to organisation and improve their performance at the
organisation. This is very beneficial for both Employee and Employer, some of the benefits
are as follows-
Benefits for Employee
 They can improve their knowledge.
 Training and development programs at organisation also contribute for personal
development of the employee.
 These are helpful in career progression of the employees.
 This help employees to develop their career in organisation and outside the
organisation.

 On the job training and development gives employee chance to apply that knowledge
to their work, this gives them practical exposure, and they can rectify their errors as
soon as possible (Carbery and Cross, 2018).
 Training and development increase confidence of the employees.
Benefits for Employer
 Training and development of employees is very beneficial and important for employer
in this for ASDA. This is because training and development enhance their knowledge
and work related skills.
 Skills they can use at their work and improve their performance and improved
performance result in improved and increased productivity. This is why it is important
for ASDA to undertake training and development.
 This is also important as this enhances job satisfaction of the employees.
 Through effective training and development ASDA can also attract competent
employees in the organisation.
Performance Management
This activity of ASDA includes a whole process which starts from development and
determination of objectives. On the basis of these objectives HRM decides various activities of
individuals and group in the organisation which can meet the set objectives of the ASDA.
Performance management of the organisation includes set of activities for organisation,
department, individual employee,
Benefits for Employee
 There are various benefits of performance management for the employees of ASDA.
Through performance management employees remain clear about their role in the
organisation and what are they require doing in the organisation (Koch, 2017).
 It reduces ambiguity of the employees about their functions.
 Employee can focus more on their performance rather than any other unimportant
activity.
Benefits of Employer
 Through this organisations can relate all its activities with its objectives.
 Productivity of the employees can be improved.

 Identification and understanding of training needs become easy through performance
management.
 Performance management make it easy for organisation to place right person on the
right job.
Reward System
This practice of HRM includes recognising those who have performed exceptionally
and above set standard and giving them monetary and non monetary rewards.
Benefits for Employee
 They get motivated and get inspire to perform better.
 Increase their job satisfaction.
Benefits for Employer
 ASDA can ensure improved performance.
 Non performers also get motivated to perform better.
Evaluation of Activities in terms of Profit and Productivity
Training and Development
This is very obvious that when employees have knowledge and skills to perform their
task and their role in organisation (Sivapragasam and Raya, 2018). In such case they will be
able to complete that effectively this increase chances of improving productivity which in turn
increase profitability of the organisation. This suggests for productivity and profitability it is
very important that employees are equipped with required knowledge and skills.
Performance Management
This includes that organisation determines role and functions for everyone to carry out
so that they can contribute to overall organizational objectives. In this organisation ensures
that individual who have been assigned a particular task have related skills and knowledge. In
this individual employees in the organisation are able to put their expertise in their role and
task completion. This improves their performance and efficiency which as result improves and
enhance profitability of the organisation.
Reward Systems

From its overview it may look like something which incurs extra cost to company but
actually this contributes for improved performance and productivity and profit of the
organisation. Reward system ensures that employees in ASDA are motivated, increase
retention in the organisation (Carbery and Cross, 2018). Motivation of the employees ensures
their performance and retention reduce the cost for recruitment. Both these are factors which
contribute to productivity and performance of the employees.
Activity 3
Internal and External Factors affecting HRM decision-making
ASDA whenever makes any decision, there are various factors that affect their
decision. This same happens with decisions related to HRM. There are two factors external
and internal which affect decisions of HRM.
Internal factors affecting HRM Decisions are employee relations. Employee relations refers to
relations of employee and employer in ASDA. This relation can either be harmonious and
positive or negative and bad (Koch and Manzella, 2019). In case these employee relations are
good it is favourable for organisation and they can make decisions which are in favour of both
and in general such decisions are accepted by all the employees without any offense.
This is because good employee relations have some features such as mutual trust and respect
for each other. In this employer and employee both have element of trust and respect for each
other. This ensures that decision taken by them are for mutual benefits. This ensures that
employees will not offend to their decision and will accept the decision taken for them by the
management.
For Example- Management takes decision that employees will need to come at 9 am in the
morning and than they can leave the organisation after completion of their work. This decision
which is good for both will be acceptable to both the employees.
Elements of Employee Legislation
All the organisations have to manage employment in their organisation in context of
legislation which govern employment for the organisation (Worlu and et.al., 2016).
Legislation includes different guidelines which organisations are required to follows while
taking decisions about employment in their organisation. In relation with this key elements
which ASDA needs to consider are-

Employment- this impact the decision for various type of employment in the company.
ASDA have to make different type of rules and regulations for different type of workers in
their company. Such as rules and benefits of part-time workers and employees are different
from those of full time workers. Special employment like overtime and night shifts have
different rules and benefits. ASDA needs to consider all these before making decisions about
employment.
Wages and Remuneration- This is another important part of the employment legislation and
it is very important to consider wage related laws before decision related to remuneration. This
is governed by laws such as minimum wage laws and methods of payment also differs on the
basis of laws.
Work Conditions- this is another important factor of employment and ASDA have to
consider this before decisions related to working conditions that they are going to provide in
their company (Morrison, 2019). Conditions of work for employees differ on the basis of type
and nature of the organisation. ASDA have to consider rules related to corporate organisation
and retail organisation.
Activity 4
Portfolio on HRM Practices Application
Job Specification
Company ASDA
Post Marketing Manager
Report to Head of Marketing
Qualification MBA in Marketing
Responsibilities Management of marketing activities and
determination activities of subordinates

Title of the job Marketing Manager
Date 25/02/19
Qualification required Essential Desirable Met
MBA in
Marketing
Degree in
Mathematics and
Statistics
MBA in Marketing
Need of Experience 3 to 5 years More than 5 years 4.5 years
Personal characteristics
& conduct
Excellent
communication
Skills,
conventional
skills, Creativity,
Analytical, Team
Management
Skills and
leadership skills.
Excellent
communication
Skills,
conventional
skills, Creativity,
Analytical, Team
Management
Skills, leadership
skills presentation
skills, stress
management,
knowledge of
current marketing
trends.
Creativity, Analytical,
communication Skills,
Team Management
Skills and leadership
skills.
Roles and
Responsibilities
Evaluation of
marketing
strategies,
formulation and
coordination of
marketing
strategies, oversee
and analyze
market, identify
and understand
potential market,
supervision of
marketing
strategies, training
and development
of staff of
marketing
department
Evaluation of
marketing
strategies,
formulation and
coordination of
marketing
strategies, oversee
and analyze
market, identify
and understand
potential market,
supervision of
marketing
strategies, training
and development
of staff of
marketing
department,
Evaluation of
marketing strategies,
formulation and
coordination of
marketing strategies,
oversee and analyze
market, identify and
understand potential
market, supervision of
marketing strategies,
training and
development of staff
of marketing
department.

(Baker, 2017). coordinate with
other departments
of the
organization, and
guide promotional
activities.
CV of Interviewee
Sam Evans
London, England
Experience
Marketing Manager
2018 to present
Sainsbury's, London.
Associate Marketing Manager
2017 to 2018
Sainsbury's, London
Marketing Executive
2016 to 2017
Sainsbury's, London
Qualification
 MBA in Marketing, State University, 2016
 Graduation in Commerce, State University, 2013
Skills
 Strong Verbal and Written communication skills
 Leadership Skills and experience of team leading
 Analytical knowledge.
 Technological knowledge.
Evaluation of these HR Practices
Job Specification, this is very important as this gives idea before recruiting of
individual in the ASDA (Waung and et.al., 2017). This also allows candidate to understand

and match their skills and qualification with the required skills and qualification for a job in
the ASDA.
CV is also a very important and before selection and recruitment of the candidate CV
is analysed and evaluated by the HR professional. This is a very important documents and
contains all the important details of the candidate (Torrisi-Steele and Cohen, 2018). Through
this organisation can understand whether the person is right for the job or not.
CONCLUSION
On the basis of above discussion and analysis it can be concluded that HR practices are
very important for successful operations of organisation. All the activities which are carried
out under HRM have their own purpose and purpose of all the activities is to achieve and
direct them for objective achievement. Planning of the workforce which gives idea for their
demand and availability and also various other relevant aspects of workforce also have been
included in this report along with activities which are carried out for planning and resourcing
the organisation. This report also included discussion over various key elements of HRM and
their importance in respect with profit and productivity.

REFERANCES
Books and Journals
Baker, T., 2017. Management Myth# 1—Job Specification Improves Performance.
In Performance Management for Agile Organizations. (pp. 59-72). Palgrave
Macmillan, Cham.
Bentham, J., 2018. Business and Economics in the News–Sainsbury's and Asda-the decade's
mega-merger. Teaching Business & Economics. 22(3). pp.11-12.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Koch, K. and Manzella, P., 2019. Introduction: The Language and Culture Perspective in
Employee Relations. In International Comparative Employee Relations. Edward
Elgar Publishing.
Koch, M.J., 2017. Hiring practices and labor productivity. (Vol. 22). Taylor & Francis.
Maier, C.B and et.al., 2018. Health workforce planning: which countries include nurse
practitioners and physician assistants and to what effect?. Health Policy. 122(10).
pp.1085-1092.
Michaelowa, K., 2017. Resourcing international organisations: so what?. Global Policy. 8.
pp.113-123.
Morrison, K., 2019. HR Theory and Employment Law. Mellor, R.(Ed.) Management for
Scientists, Emerald Publishing Limited, pp.129-145.
Sivapragasam, P. and Raya, R. P., 2018. HRM and employee engagement link: Mediating role
of employee well-being. Global Business Review. 19(1). pp.147-161.
Torrisi-Steele, G. and Cohen, L.R., 2018. The Transformative Within: Resumes and Sense of
“Work Self”. In Critical Theory and Transformative Learning. (pp. 170-179). IGI
Global.
Waung, M and et.al., 2017. Impression management use in resumes and cover letters. Journal
of Business and Psychology. 32(6). pp.727-746.
Worlu, R and et.al., 2016. Employee Relations Strategy: Implication for Performance in Lagos
State University, South-West, Nigeria. The Journal of Human and Work. 3(1).