Human Resource Management Report: Asda's Strategies and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Asda, a British retailer. It begins with an introduction to Asda and the core functions of HRM, including managerial, operative, and advisory roles, with a focus on planning, organizing, directing, and controlling. The report then delves into recruitment processes, comparing internal and external sourcing methods, along with the strengths and weaknesses of each. The analysis further examines how HRM functions contribute to achieving organizational objectives, focusing on the impact of recruitment, training, and employee relations on productivity. The report also highlights the benefits of HRM practices for both employers and employees, including training, compensation, and employee development. Additionally, it explores the importance of employee relations, employee legislation, and their impact on HRM, providing a practical context for the application of these practices within a work-related setting. Finally, it concludes with a rationale for the application of specific HRM practices in the context of Asda, summarizing the key findings and their implications for the company's overall success.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 functions of HRM for planning and resourcing at Asda company...................................2
P2 Strength and weaknesses of recruitment...........................................................................4
M1 Functions of HRA can help Asda to fulfil its objectives.................................................5
M2 Evaluation of strength and weaknesses of recruitment....................................................6
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices to employer and employee....................................................6
P4 Effectiveness of HRM practices for rising productivity of Asda......................................7
M3 Methods of evaluation of human resource function for Asda..........................................8
TASK 3............................................................................................................................................8
P5 Importance of employee relations at Asda........................................................................8
P6 Elements of employee legislation.....................................................................................9
M4 Impact of employee relationship and employee legislation on HRM............................10
P7 Illustrating the application of HRM practices in a work-related context........................10
PART 1.................................................................................................................................11
PART 2.................................................................................................................................11
M5 Rationale for the application of specific HRM practices in a work-related context......14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
1

INTRODUCTION
Asda stores ltd. is a British retailer company. The company was founded in 1965. the
company offers the product services such as financial services and mobile phone. This article is
about the human resource management. HRM is a management process of motivating and
maintaining human resources of the company. HRM includes training developing and hiring
process. In this there are some functions of HRM planning managerial, operative and advisory
function. There is recruitment process in it (Dessler and Ariss, 2012). From this article reader can
understand the relationship of employees. In this article Asda company can find out the
legislation relating to the employees in which it is clearly describing the rights of employee and
labour relating to the compensation, statutory holidays and termination.
TASK 1
P1 functions of HRM for planning and resourcing at Asda company
The functions of human resource management can be concerned by motivating and
maintaining manpower in the organisation. Human resource management deals with hiring,
development, motivation, training and commitment (Bach and Edwards, 2012). Human resource
management functions can be divided into three categories, that are managerial function,
operative functions and advisory functions.
Managerial functions – There are four kinds of managerial functions, planning,
organising, directing and controlling.
Planning- Research is very important part of this function. Human resource management
helps to determine the organisational goal and motivate employees to accomplish these
objectives. It is a process of identifying and analysing the current situations.
Organising– It is a process of member's relationships in the organisation. Human
resource manager is responsible for the activities for achieving goals (Andreeva and Kianto,
2012). So, they contribute organisational objectives of the organisation between the employees.
Directing - In the organisation there is a need of directing and motivating. Activities of
employees can be maximizing by the motivating them. There should be higher potential in the
employees. Human resource management gives to them commands. For achieving common
goals.
2

Controlling – This is the last process of managerial function. This is a process of
verifying checking comparing the performance of employees after planning, organising and
directing.
Operative functions -
Recruitment – Recruitment function is a process of selecting candidates for the
organisation. Through this process human research management can recruit the right candidate
for the organisation.
Job analysis – This is a process of describing the nature of a job. Human resource
management have a duty to specify the requirements of manpower such as skills, qualifications,
experience etc., (Bowen and Ostroff, 2004).
Performance appraisal – Human resource management helps the employees for
functioning in the firm and ensures the performance of employees that the work done by them
are acceptable or not.
Training – Human resources management helps to acquire skills and knowledge of the
employees. HRM ensures that performance of employee should be effective and efficient
(Brewster and Mayrhofer, 2012). So, training facilities can be provided for the development of
company.
Salary administration - In the organisation there are many kinds of jobs, the human
resource management determines the salaries of employees to be paid.
Labour relationship – human resource management’s this function refers to the
employees and labour relationships. In this function human resource management ensures the
services, benefits and any other facilities provided by the labour.
Advisory functions – Human resource management is very effective in managing human
resources so they can solve the matters relating to the employees of the organisation. There are
two types of advisory function.
Advised to top management – The manager of organisation can give the information
relating to the programs procedures and policies of the organisation to the top management
(Camelo-Ordaz, García-Cruz, Sousa-Ginel and Valle-Cabrera, 2011).
Advised to departmental head – The manager of organisation advises the head of
departments relating to the planning, design, recruitment or selecting, training, job analysis and
performance of organisation.
3

P2 Strength and weaknesses of recruitment
In the organisation recruitment is a method of planning process of human resource
management. This process included designing performance appraisal and management.
Promotions, transfers and career planning are also related with the recruitment process (Jamali,
El Dirani and Harwood, 2015). There are two type of recruitment internal recruitment and
external recruitment.
Internal sourcing- In the internal recruitment it is a process in which employment
opportunities are filled from inside the organisation.
External sourcing- In the external recruitment the candidates are recruited for the outside
of the organisation (Schmelter, Mauer, Börsch and Brettel, 2010). The job opportunities in this
are advertisement and publication announcement.
There are three processes in the recruitment for the selection of candidates in the
organisation.
Third party sourcing- this process involves placement agency to find candidates for the
organisation. Third party or agent use many techniques to find job applicants. They use offers
such as salary compensation or other benefits (Storey, 2007). There are some weaknesses also of
third party. If Asda company uses this source then may be the third party give you a wrong
information of that candidates or they can manipulate in many other reason.
Interview process- This is the second method of recruitment. All the business suggests
that Asda company should schedule interviews from which firm can focus on the knowledge of
candidates. After identifying the skills of candidates, it will be clear that how they would
evaluate. Interview process is very useful for the Asda company but it should be careful about
the candidates because they can give wrong information such as about their background or their
qualifications etc.
Candidate selection- Using the interview process, organisation can compare each
interviewee and then it can select the better candidate on the basis of their answers for the
organisation (Tremblay, Cloutier, Simard, Chênevert and Vandenberghe, 2010). But sometimes
there may be a mistake of selecting an effective candidate.
4

M1 Functions of HRA can help Asda to fulfil its objectives
Human resource management is a process of motivating and training. There are three
categories of human resource management function – first is managerial functions second is
operating functions and the last is advisory functions.
In the managerial function there are four steps of functioning the human resource
management that are planning, organising, directing and controlling. Planning is the first process
of human resource management because without planning it cannot be determined that what is
the business goal and how can the organisation can achieve this (Developing a Human Resource
strategy, 2015). After planning it is very important to divide the work into organisational staff.
The third-party sourcing- this process involves placement agency to find candidates for the
organisation. Third party or agent use many techniques to find job applicants. They use offers
such as salary compensation or other benefits. There are some weaknesses also of third party. If
Asda company uses this source then may be the third party give you a wrong information of that
candidates or they can manipulate in many other reason.
Interview process- This is the second method of recruitment. All the business suggests
that Asda company should schedule interviews from which firm can focus on the knowledge of
candidates. After identifying the skills of candidates, it will be clear that how they would
evaluate. Interview process is very useful for the Asda company but it should be careful about
the candidates because they can give wrong information such as about their background or their
qualifications, etc.
Candidate selection- Using the interview process, organisation can compare each
interviewee and then it can select the better candidate on the basis of their answers for the
organisation (Tan and Nasurdin, 2011). But sometimes there may be a mistake of selecting an
effective candidate.
n human resource management department should describe the work level in the organisation.
The last function is controlling such as checking, identifying, measuring, comparing.
In the operative function there are many function like recruitment of new employees
training of employees, making relationship with the employees and labour. This function will
help to increase productions and profitability.
5

In the advisory function, human resource management can advise to the top management
and to the department. However, it is helpful for the organisation to understand the criteria of
businesses.
M2 Evaluation of strength and weaknesses of recruitment
Recruitment is a process or selecting candidates for the organisation. Asda can also
recruit the candidates, and it includes three processes third party sourcing, interview process and
candidate selection. The first process of recruitment is third party sourcing (Sharma, Sharma and
Devi, 2011). Agents can find the effective candidates for the organisation but there are some
weaknesses that false information about the candidates. Sometimes third party gives wrong
information
For the recruitment interview is the best process for Asda because from taking interview
the company can find efficient employee for its business. But if the candidate is not qualified or
applicable then it will be a negative point for recruiting process.
After doing interviews the next process is candidate selection. Interview process is very
helpful for selecting candidates for the organisation. Human resource management can select
best candidates for its firm.
TASK 2
P3 Benefits of HRM practices to employer and employee.
The functions of human resources are different from human resources practices. Human
resources management creates the strategies and compares the system of the organisation. It
follows the ways of doing businesses. For the Asda human resource management practices can
help to manage the work force and the system of organisation (Marler and Fisher, 2013). Human
resource practices are useful for the employer and employees of the organisation.
Overview- Human resource management function is beneficial for the administration and
payroll processing. Human resource department can handle these process by measuring the
manpower and budget or the business.
Recruitment- Recruitment and selection process are based on the workplace of the Asda.
Employees of the company can evaluate the value of work place. Selection of the qualified
candidates for the organisation are helpful for its growth (Hutchinson and Purcell, 2010).
Through the growth of organisation, employee of the firm will be affected. Recruitment
6

activities such as advertising job vacancies and sponsoring career fairs in the society can be
beneficial for the candidates.
Training facilities- Human resource management have functions which includes training
and development facilities for the employees. HRM can provide training to the new employees
of Asda, so it will be skill development program for employees. In the training facilities human
resource department improves skills in the employees. They support employees for the
succession planning strategy and work goals of the employees.
Compensation- Human resource management ensures that how employee can get reward
from the compensator employers (Buller and McEvoy, 2012). Employee plays an important role
for the organisation because they operate whole business activities. However, human resource
management analysis the compensation of the employees. So, the organisation can bring
efficiency in their operations.
Hence, all the practices of HRM are beneficial for employer and employee. So, Asda can
identify the growth of business. Human resource management itself offers a clear picture of the
company to the candidates who applied for job, so they can analyse the circumstances of the
businesses.
P4 Effectiveness of HRM practices for rising productivity of Asda
Human resource management of Asda can be helpful for analysing the satisfaction level
and productivity. The researcher has explored the theoretical construct of relationship of
employee satisfaction and productivity. They established it to understand the process of
constitutes satisfaction and to define how it is measured. They have also explained to role of
perceptions on satisfaction. Consumers always want to buy a best product for their satisfaction.
Retailer are play very important role for identifying the needs of customers (Bratton and Gold,
2012). This improve the operating margins. The company should evaluate human resource
policy because it will help the organisation to achieve progress toward its stated goals and
objectives. Human resource management defines many processes specific projects and
development of new programmes.
For the successful businesses it is required to understand the importance of productivity
of organisation. Effective productivity of the company will help to expand a successful
organisation. Productivity always starts with the recruitment of right employee. Motivation
process can help the HR to increase potential work force in the firm. The ability of a good
7

candidate can help us to increase productivity of our businesses. Human resource department
can make an incentives programme to achieve actual goals. HR can identify that which position
of employees are beneficial for it.
Human resources management provides better data to simplify the systems and the needs
of costumer can be find out by it. Human resource management ensures that how comfortable are
employees in the organisation as well as health issues of employee are also makes a negative
effect on productivity (Aswathappa, 2013). The dis comfort of employees will decreases the
profit margins. Flexibility of employer always gives long term profit. Sometimes employees
need to be comfortable at the work place. A flexible employer reduces employee discomfort in
the organisation. However, an effective human resource management increases the productivity
of the organisation.
M3 Methods of evaluation of human resource function for Asda
For the evaluation of human resource function for Asda there are four methods in the
organisation for effective functioning.
First method is to evaluate the achievements of the goals. In this case human resource
management measures the activities to achieve objectives.
The second method is service overall evaluation. In this method there is an agreement
between the service provider and the consumers.
Third method of evaluation of human resource function is Subjective overall evaluation.
This is a method of measuring the satisfaction index of employee in the organisation and policies
and practices of human resource management.
The last method of evaluation of human resource management is bench marking. In this
process the company can compares data, which provides information of strategic improvement.
TASK 3
P5 Importance of employee relations at Asda
In the Asda there are many issues arises on which human resource management cannot
take decision alone. The department needs advice or guidance taking decisions. At that time
workers gives brilliant idea which would help them to achieve its objectives faster. The company
can never become wrong if there are good relationship with employees.
In a healthy relationship, employees can share their work with other, it reduces work load
and increases productivity. Responsibilities can be divided into the workers in the organisation.
8

With a good relationship, employees work together and they can focus on their work avoiding
stress and other tensions. Employees spends eight to nine hours of a day at the organisation, so it
is very important to make a good relationship with other.
Human resource management plays a very important role for the motivation process
(Andreeva and Kianto, 2012). In the organisation if there is a good relationship with employer
and employee, then employee will feel secure with him. Employees can share their secrets with
him. If there is a good relation of employee to employee, it will reduce the problems on work
place.
A healthy relationship of employee to employee or employer to employee is very
important and human recourse management should always understand that employees are
comfortable in the organisation or not. They can take action on unacceptable behaviour. HR of
Asda should always know about performance of the employees.
Employer has a responsibility to be fair with the employees. The work of employees can
be make interesting and more challenging (Bratton and Gold, 2012). Achievers must be awarded
by the employer and he should encourage employees for their work performance.
P6 Elements of employee legislation
According to the Employment rights act 2003, there are some situations in which
employees have rights in terms of defining legislation. A person who provides services to clients
have some rights for their benefits.
Minimum wage- For the employees there are some right relating to the minimum wage.
In this every employee or worker have a right to take compensation for their work. The employer
is liable to give compensation (something in return) to the employee and labour of the
organisation (Buller and McEvoy, 2012). Human resource management of Asda should take
decision for employee's salary on the basis of employee’s act.
Meal breaks- Human resource management should make rules and regulation for meal
break also. In the organisation. there must be a lunch break of minimum 30 minutes.
Hours of work- In the organisation there must be a limitation of work hours. There should
be a time period of working hour.
Overtime- It any employee wants to do the job for more than office hour then there is a
right to take extra benefits or extra salary. Human resource department should take care about
this act.
9

Statutory holidays- This is another right for the employees and labours. In the
organisation employer is liable to give statutory holidays as well as national holidays (Sharma,
Sharma and Devi, 2011). In each firm there should be rules and regulations relating to the
holidays. Asda provides holidays to the employee, so employees can take extra leave other than
holidays.
Termination- When company appoints any employee, he has a right to know about the
termination process of company. There are a clear right relating to the termination of employees.
Employer can never terminate his employees without giving any information.
M4 Impact of employee relationship and employee legislation on HRM
Human resource management should make policies for the improvement of employee’s
relationship. In the Asda, if the relationship of the employees is good with other employees and
employer then there always have a healthy environment. The human resource department should
take care about the comfort zone of the employees and employees should be clear for their work.
Human resource management plays an important role for the company. So, in this article readers
can find the strength and weaknesses of recruitment process and company can evaluate the
productivity. Plans of increasing profitability can be accomplished with it. From this article
reader can measure that what would be the impact of employee relationship on human resource
management planning. Human resource management of Asda should be fair for each employee.
The fair decision taken by the employer makes a good relationship with other.
Employees legislation acts are created for the employees and labour benefits. The
company can take any decision which are for the employee’s welfare. In this act there are some
rights of minimum wage, meal break, statutory holidays and about termination.
P7 Illustrating the application of HRM practices in a work-related context
Recruitment and selection (R&S) process is referred to be a foremost consideration of
HR where they are largely responsible to make accurate hiring’s in the organisations like ASDA.
It is thereby important for the HR professionals to possess highly expertise skills and abilities to
operate as a specialist. Below is the R&S procedure of ASDA-
 Sourcing candidates- It is a foremost approach in which the HR professionals of ASDA
will required to advertise about the vacancy in their firm along with the job profile and its
other related details.
10

 Tracking applicants- It is the next step in which, the candidates applied for the vacant
profile will be tracked on the basis of their suitability to perform the vacant job position.
 Preliminary interview on phone- The applicants found having suitable skills and abilities
will be then interviewed by the experts on call (Tremblay, Cloutier, Simard, Chênevert
and Vandenberghe, 2010).
 Face to face interview- It is on the basis of the above carried interview, the applicants
will be hereby called for a face to face round of interview.
 Extending a letter of employment- Lastly, the selected candidates will be given a
confirmed offer letter with rest of the details required for joining the firm.
PART 1
Advertisement for the post of HR Manager
PART 2
1. Job description and Person specification-
Recruitment of HR Manager in ASDA, UK.
Job Description
Name of the
Organization
ASDA
Job Designation HR Manager
11