Transition and HRM in Asian Socialist Economies

This assignment delves into the intricacies of human resource management (HRM) in three Asian socialist economies undergoing transition: China, Vietnam, and North Korea. Drawing from various scholarly works, including 'Critical success factors for the sustainability of Kaizen event human resource outcomes' by Glover et al., 'Unlocking the black box: exploring the link between high-performance work systems and performance' by Messersmith et al., and 'MNC knowledge transfer, subsidiary absorptive capacity and HRM' by Minbaeva et al., this assignment aims to analyze the role of HRM in these economies' transition processes. The task involves examining how HRM practices, employment legislation, and cultural differences influence organizational performance and success during economic transitions.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions of HRM in workforce planning along with purpose.............................................1
P2 Strengths and weakness of various recruitment and selection process..................................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within an organisation for employee as well as
employer .....................................................................................................................................4
P4 Explain the effectiveness of different human resource management practices ....................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations for influencing decision-making of HRM.......................6
P6 Key elements of employment legislation as well as its impact on HRM decision-making...7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in ASDA Company..............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resources management (HRM) is an important segment of business thus affect
operations with in an organisation in order to gain high profits. It is a process of developing and
hiring candidates, so they become more valuable for the company. It includes planing, job
analysis, training, orientation, recruiting and many more. This department conducts training and
development program for employees in order to increase their performance as well as
productivity. HR manager have extensive knowledge about leadership, negotiation skills,
industries and many more (López-Nicolás and Meroño-Cerdán, 2011). This assignment is based
on ASDA Store Ltd. It is a British supermarket retailer, established in the year of 1965. In United
Kingdom ASDA have around 631 retail store and 339 superstore and 206 supermarket. In this
report cover functions and purpose of HRM with their strength and weaknesses. It has cover
importance of employees relations as well as legislation and various human resource practices.
TASK 1
P1 Functions of HRM in workforce planning along with purpose
Today in modern world, every organisation need qualified and skilled employees to avail
competitive advantage. In order to manage successful business and needs of company, HRM
involves some practices like hiring, planning, managing and deploying the workers. Managers
maintain a wide range of resources including materials, building, machinery and technology.
They helps in workforce planning by arranging eligible and desired people in staff who
contribute their efforts in accomplishing business objectives (Messersmith and et. al., 2011).
Functions of HRM:
Recruitment and selection: It includes various process for hiring the best candidates in
workforce of a company. ASDA always try to recruit hard workers in its stores who have
knowledge of its products like groceries and financial services. It wants employees who are good
in providing effective customer services.
Training and development: Today, all retail companies offer online services to
customers for selling its products. For such type of services, employees demand for training to
work on new technologies. Therefore, managers provide necessary training to them in order to
develop their skills and knowledges of updated techniques so that they can do work in desired
manner.
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Retaining people: For retaining good and hard workers, HR of this firm provides
financial and non-financial benefits to them (Minbaeva and et. al., 2014). They offer good pay
scale, pension scheme, flexible working hours etc. Managers also help in maintaining good
relations among employees and give them healthy working environment.
Meeting customer needs: In retailer business, company always try to meet the needs of
consumers with its priced products and services. It will help in gaining good return of investment
as well as increase profitability. In order to ensure customer satisfaction, management of ASDA
must ensure that company attracts best sales managers can recruit in its various stores of
supermarket. They will help in increasing sales by effective communication and managerial
skills and help in getting customer retention.
Purpose of HRM:
Human resource management of a firm always focuses on providing benefits to
employees. Main purpose behind this is to retain them in company for longer period. It includes
various practices like the best fit, hard and soft HRM etc. Through best fit, it demands a
company to include reward system for workers which result in getting retention of them. While
on other hand, the best practice assists managers to build effective policies and strategies for
development of employees. For accomplishment of such practices, basically an organisation
includes hard and soft practices (Purser and et. al., 2015). In hard pattern, workers are used as
resource for which managers focus on completing needs of them. Whereas, in soft HRM,
employees are treated as individuals, therefore, requirements get planned according to each. In
ASDA Company, managers use all types of practices for getting high return on investment.
P2 Strengths and weakness of various recruitment and selection process
Recruitment process involves various procedure of hiring a list of candidates for further
selection. HRM of an organisation use various methods like advertisement, job analysis, online
and offline process etc. for choosing the best eligible candidates in workforce. Activity of
searching qualified people according to job requirement from internal and external sources is
recruitment process which has many advantages and disadvantage as explaining below:-
Internal Source of recruitment External Source of recruitment
Purpose The main purpose of this process is to
supply manpower within organisation.
Basis of external source is merit-cum
qualifications in which people are
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Therefore, hiring activities are done
by transferring employees on another
position which includes many
methods like internal advertisement,
re-employment, promotions etc.
selected from outside environment of
an enterprise. The main motive using
such source is to choose desired
candidates on right job (Tochaee,
Hosseini and Reihani, 2016). It
includes various methods like job
portals, campus recruitment, ads on
newspapers and websites.
Advantages
 It is a cheap and quick method
to recruit an employee.
 Workers who get promoted on
new positions are already
familiar with business
environment, terms and
policies.
 This method boosts morale of
existing employees and
motivates them to work hard.
 It provides a wider choice for
companies to choose the best
qualified candidates.
 Through this recruitment
source, a company can
introduce the best pool of talent
in its workplace.
 It brings fresh blood having
new perspectives.
Disadvantages
 It may cause resentment in
other employees who
expected for promotions.
 It doesn't bring new ideas in
the firm.
 It provides less number of
potential applicants.
 It is an expensive source of
recruitment as well as
consumes much time.
 It need references of the
candidates like where they
work before in order to know
about them.
HRM of ASDA Company use both methods according to requirement of job. From
various methods of external source, it use online procedure for getting list of interested
candidates and for further selection process (Vaiman and Brewster, 2015). The main advantages
and disadvantages of this activity is describing in beneath:-
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Online procedure:
Advantages Disadvantages It is a cost effective and quick process
as well as posting job requirements
online is cheaper than advertising in
newspapers. Less chance of partiality. Improved efficiency as well as provides
24x7 access for collecting resumes
(Warner, 2014).
 Screening and examining the skills of
resumes is a complex and time
consuming process.
 Sometimes, it brings unauthenticated
resumes of candidates also.
 Managers can't make better judgement
on skills of employees as compared to
face-to-face interviews.
TASK 2
P3 Benefits of different HRM practices within an organisation for employee as well as employer
Human resources management is a very important for both employees as well as
employer. HR manager make policies which affect an organisation performance as well as
employees productivity (Importance of HRM practices in an organisation, 2018). Through
effective human resources management practices, ASDA gain competitive advantage at market
place in long period of time. Some important benefits of HRM practices to employees and
employer are mentioned as follows:
For employees:
Conflict resolution: Human resource executive make rule and regulation which help
mediate disputes between employees as well as workers and company. They interpret firm rule
and procedure define appropriate work behaviour in ASDA. Human resources department
attempt to solve issues such as inappropriate language, insubordination, disrespectful work place
behaviour of seniors and poor attitude etc. which leads to disciplinary action and conflict.
Training and development: HR manager conducting training and development program
at their work place in order to improve employees skills and knowledge. Through this,
productivity and performance of workers are increased, which help an organisation to produce
quality of product and services thus affect customer's satisfaction (Tochaee, Hosseini and
Reihani, 2016). They organise training event and determine appropriate delivery method to
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introduce training material those are based on employees needs and wants. It can provide
advantages of additional experience.
Employee’s relations: It is a responsibilities to develop healthy working environment at
work place. Thus affect employees performance as well as behaviours toward work. They
provide support to workers who feel their right are violated by management or ASDA. HR
manager interpret harassment and anti discrimination law at work place.
Information resources: Provide quality and relevant information to workers is a one of
the essential responsibilities of HR managers. They provide information regarding employees
assistance program, workers benefits, leave of absence and compensation plan.
For employers:
Strategies management: Executive improve firm's bottom line with their knowledge of
human capital which affect an organisation success. Human resource manager has participated in
corporate strategic decision making process which strengthen firm performance (Messersmith
and et. al., 2011).
Safety and risk management: It is a HR manager responsibility to develop safe working
environment at work place which reduce risk. Occupational safety and healthy administration
regulation can important for management of the ASDA, for this they have maintain records and
work logs which reduce number of fatalities and work place injuries.
Liability issues: Human resource manger can minimise firm exposure and liability
related to allegations of unfair work practices. They solve work place issues in an effective
manner which affect their performance as well as productivity.
Employees satisfaction: Effective human resources practices have increase employee’s
satisfaction. ASDA conducting training and development program in order to enhance
employees performance which increasing workers satisfaction. Through this, they able to reduce
employees turnover.
P4 Explain the effectiveness of different human resource management practices
Human resources management practice can be define as a system that attract, motivate,
retain, develop workers in order to ensure effective execution of company and its members.
Through this, firm produce quality and innovative product and services which enhance their
market share and profitability (Collins, Zhu and Warner, 2012). It is a responsibility of
management of the company, that they established strong positive relationship among
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employees. Executive build strategies that provide satisfaction of employees. Some of the
important effectiveness of HRM practices in ASDA are explain below:
Effectiveness of training and learning program: Human resources manager conducting
training and development event which enhance workers skills and knowledge. For this, they have
analyse employees needs and want according to their requirement and then select appropriate
method of delivery. They analyse learning ability of workers and accordingly organise training
programme at work place (Guest, 2011).
Effectiveness of performance management system: Company are always want that their
employees are perform better which provide proper utilisation of resources. Provide satisfaction
is a primary work of human resource manager. They encourage and motivate them in order to
enhance their positive behaviour toward work. According to employees performance, ASDA
provide them reward which boost their motivation and self confidence. Through, better appraisal
and appreciation, workers are motive to hard work which increase profitability of an
organisation.
Effectiveness of flexibility in an organisation: ASDA has a retail sector firm, so that
they have focus on customer's satisfaction rather then profitability. Clients preferences and needs
is continuously or rapidly change, so company has manage this kind of change which affect their
performance. To manage this, ASDA has flexibility in their work place which help them to adopt
change very fast.
TASK 3
P5 Importance of employee relations for influencing decision-making of HRM
In order to gain productivity of employees, HRM uses many practices for developing
effective relations among them. Such type of relationship offers workers recognition, developing
policies and strategies for problem solving. In workforce, all people interact with each other
during work which develop some type of bonding between them. It helps in accomplishing a task
in a specific period of time (Arnaud and Wasieleski, 2014). Therefore, maintaining healthy
employee relations is a major concern for business success. It makes them happy and brings
positivity also.
Strong relations of employees influence decision-making of human resource management
also. A company cannot take decision alone, it needs guidance and suggestion of all associated
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persons. Sometimes, managers miss out important points in dealing with complex situation. But
workers around them help to come out from such problems by giving brilliant idea. Thus, HR of
ASDA before implementing any plan in firm, invites employees to come and participate in
decision-making process. It motivates them and boost their morales while working in a company.
Therefore, it is important that people at workforce share a strong and healthy relation with each
other. It helps a firm and employees in following ways:-
 Work become easy if it is done by sharing among all i.e. through dividing
responsibilities of each person, workload on them reduces (Collins, Zhu and Warner,
2012).
 It brings positivity in environment and motivates people to share their views and
opinion. Working with cooperation of each other, reduces stress level of employees so
that they can perform in a qualitative manner.
 Performing together brings trust in employees and helps in eliminating the conflicts
between them.
 It helps companies to retain high-qualified and skilled workers in their workforce.
Through which, an enterprise can gain competitive advantage at marketplace from its
competitors.
 Apart from this, slow performance, absenteeism, indiscipline behaviour of employees
impact on HRM decision-making process in a negative way (Chelladurai and Kerwin,
2017). Thus, in order to come out from such situations, it is necessary for firms to
maintain good relations among them.
P6 Key elements of employment legislation as well as its impact on HRM decision-making
UK Government has made mandatory to all organisation of it to maintain employment
legislation in their workforce. Purpose behind such legislations of regulatory bodies is to
eliminate or reduce discriminations among workers and provide them equality. It helps new
recruiters as well as existing employees to feel safe and secure while working in firm. As studied
in above part that employees has critical impact on HRM decision-making process, hence,
ASDA Company maintain its workforce with all compliances (Guest, 2011). It proves beneficial
in managing employee relations, designing workforce as well as building effective organisational
culture. Some major elements of employment legislation are:-
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Defining positions: At the time of recruitment process, it is compulsory for organisations
to define position of employees first. Further describes roles and responsibilities as well as rights
of them with respect to decision-making of HRM.
Providing compensation: It is also essential for companies to discuss about salaries and
wages of employees including working hours, terms and conditions during selection process of
respondents. After then make proper agreements which includes compensation for employees
also.
Ensuring inequality: Management of enterprises must ensure to provide equality among
workers in every aspect of workforce. In such process equality includes on basis of age, sex, race
or religion. If any type of discrimination occurs in workforce then employees can lodge their
complaints to legislative departments. Therefore, its a duty of managers to maintain laws in
workplace of people.
Laws made by regulatory bodies in order to provide benefits to employees and reduces
discrimination against them are:-
Equal Pay Act: According to this law, a company has to provide equal amount to
workers. It is prohibited for all organisation to pay employees on the basis of their gender or sex.
Disability Discrimination Act: This law was passed in 1998, according to which it gives
right to disable people in an organisation to be treated equally. If any associated person of firm
behaves unmannered and disrespectful with disable persons, then they will be legally penalised
and punished (Key element of employment legislation, 2017).
Equality of Employee Act: This law has enacted in 2010, which replaces all previous acts
of discriminations. It provides rights to employees to speak out if they feel any type of
discrimination at workforce.
TASK 4
P7 Application of HRM practices in ASDA Company
HR of ASDA Company has carried out many activities for recruiting the best candidates
in its workplace. They carry out job analysis process in order to search vacant position and
requirements to fill such positions (Hobfoll, 2011). Due to changes occur in marketplace, it
demands this firm to appoint store managers in three stores so that sales can be increased.
Therefore, for fulfilment of these positions, managers carry out following process:-
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JOB SPECIFICATION:
JOB SPECIFICATION
Job Details
Post: Store Managers
Department: Retail Service Department
Job Purpose:
 Manager should be responsible for overseeing the daily operations of stores.
 Support other members and motivates them by providing a positive working
environment.
Roles & Responsibilities
 Plan and monitor strategies in order to maximise retail budgets and sales.
 Must address the needs of customers as well as resolve their conflicts, so that a company
can get retention of them.
 Behave positively with team members.
CV:
Curriculum Vitae
Name: Shantanu David
Email: [e-mail]
Contact: 06587458990
Objective: Responsible for managing efficiencies and productivity of retail store. Maintain
inventories by utilizing and implementing purchase plans as well as staying in contact with
vendors of a company with effective communications.
Academic Qualification:
Fields University Grade Passing Year
Graduated in faculty
of Commerce
Imperial College
London
9.5 Percentile 2005-2008
Master in Business
Administration
Kingston University
of London
8 Percentile 2009-2011
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Diploma in IT King's College
London
A+ 2008
Experience:
5 years of experience in retail management.
Skills:
 Can work with large team of members
 Effective managerial and leadership skills to influence workers
 Provide customer satisfaction by solving their problems and meeting requirements on
time
 Possess knowledge of all grocery items.
Creation of Structured Interview: After making necessary documents for job analysis
process, HR will get many resumes of interested candidates. Therefore, management will make a
proper plan like interview process, offer letter for further selection procedure (Bardoel and et. al.,
2014). They prepare some questions in order to judge skills, abilities and knowledge of
candidates.
Offerings of Offer letter: After selecting the desired candidates, company will offer job
letter. It includes joining date, position, compensation and working hours etc.
Evaluation: In final process of recruitment, managers provide induction and training
programmes in order to make new employees familiar with working environment of
organisation. It generally takes three to six month which often called probationary period of
workers (Glover and et. al., 2011). After this period, these person have to fill performance
appraisal form for their feedback that they have gained.
CONCLUSION
Form the above report it is concluded that human resources management is a very
important part of whole organisation which affect employees as well as firm performance at
market place. They recruit talented candidates and provide training which increase their
professional knowledgable and experience. Human resource manager implementing legislation
at their work place that provide equal opportunities to every employees. Human resources
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manager of ASDA established healthy and strong relationship between management and
employees or among employee which reduce conflict at work place. So that, they receive
competitive advantage as compare to their competitors at market place. Job satisfaction bring
commitment and participation of workers in firm decision making process which enhance ASDA
performance and productivity.
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