HRM Practices in ASDA Company

Recruitment and Selection methods appropriate for the Post of Recruitment and Marketing 12 Manager 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION Human resource management is the practice of selecting, recruiting, providing training and development, assessing performance of an employee, motivating employees and maintaining employmentrelationsinthe organisation. Recruitment and Selection methods appropriate for the Post of Recruitment and Marketing 12 Manager 12 CONCLUSION 13 REFERENCES 14 INTRODUCTION Human resource management is the practice of selecting, recruiting, providing training and development, assessing performance

Human Resource Management

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
1.HRM and its purpose in the organisation.................................................................................3
2. List of Various HRM functions in an organisation.................................................................4
3. HRM functions .......................................................................................................................4
4. Various approaches of recruitment and selection....................................................................5
5. 2 approaches of recruitment and selection each and their strengths and weaknesses.............6
6. HRM practices followed in ASDA company .........................................................................7
7. Benefits of HRM practices on both employer and employee of ASDA company ................8
8. Benefits of HRM practices of ASDA company in terms of profit and productivity...............9
TASK 2 ................................................................................................................................................9
1. Meaning of Employee Relations.............................................................................................9
2.Importance of employee relations in HRM decisions making...............................................10
Covered in poster .....................................................................................................................10
3.Various employment legislations that are key for ASDA company.......................................10
4. Impact of employment legislations on HRM decision making .......................................10
TASK 3...............................................................................................................................................10
1. Introduction of ASDA Company ..........................................................................................10
2. Two vacancies in ASDA company........................................................................................10
3.Job Specification and person specification for Receptionist and Marketing manager..........10
4. Recruitment and Selection methods appropriate for the Post of receptionist and marketing 12
Manager ...................................................................................................................................12
CONCLUSION..................................................................................................................................13
REFERENCES...................................................................................................................................14

INTRODUCTION
Human resource management is the practice of selecting, recruiting, providing training and
development, assessing performance of an employee, motivating employees and maintaining
employee relations in the organisation. It involves management functions like planning, controlling,
directing and organising. It also emphasizes the team work in the organisation.
Present study will be based on ASDA company is a British supermarket retailer. Its
headquarter is in Leeds, West Yorkshire. It is located in more than 600 countries. Along with
supermarket it also offers a number of other services like financial services and a mobile phone
provider(Bratton and Gold, 2017)
Report will include the purpose of HRM and the different functions of it including various
Approaches of recruitment and selection and its strength and weaknesses. Further more it includes
HRM practices, employee relations and the impact of employment legislations on HRM decision
making
TASK 1
1.HRM and its purpose in the organisation.
Human Resource Management is the process which mainly focuses on recruitment,
selection, training and development, and providing instructions to the employee. It also deals with
the concern regarding staff wellness, benefit, safety, compensation and performance in the
organisation.
Purpose of HRM in the ASDA company is to manage all the activities in the company. It
deals with the recruiting and selection process, staffing, performance management and accomplish
to hire and keep the best employees in the organisation(Olson and et. al., 2018) In ASDA the main
purpose of the human resource management is to increase the productivity of the company by
utilizing minimum resources of the company. Another purpose is to formulate policies for the
company. It is also responsible for all the employee benefit in the company. The another main
purpose of the HRM is maintaining good employee relations in the company and also encourage
employee engagement which helps in achieving success. It plays an important role in managing
people and the work culture of the company. It also has to coordinate all the activities of the
company to achieve organisational goals. It also enhances job satisfaction among employees in the
company(Beer, Boselie and Brewster, 2015)

2. List of Various HRM functions in an organisation
Various HRM functions are:
 Recruitment
 Job Analysis and design
 Performance Appraisal
 Training and Development
 Compensation and benefits
 Employee Welfare
 Maintenance
 Labor Research
 Personal Record
3. HRM functions
HRM functions plays an important part in every company.
 Recruitment: This is the most challenging exercise for ASDA company's HR manger
have to perform in the company. As it depend upon lot of attention and resources to
came into the conclusion. Lots of component require at the time of recruiting of a new
employee like job description, Job profile, sorting the best candidates for the company
and discussing about the salary negotiations and give them job offer. As all this process
also done in ASDA company while recruiting an employee. It is an important function
of the company because it reduces the mistake of choosing unqualified employee for the
company. Its difficult task for the recruiter to hire and fire the employee from the
company because again its cost the company very high(Wright, 2018)
 Training and Development : Another function of ASDA company is to provide proper
training and development to its employee. HRM provides on the job training to the
existing employees working in the company and freshers training for the new
employees of the company. This training is arranged to update the skills of an employee
and getting them familiar with changes in the company due to change in technology or
any other factor. This function of human resource helps the employee to settle down in
the company easily. At the time of training period it will be noted by the trainer that if
more skills is required to the employee to work in the company effectively and
efficiently(Miller, 2017)

4. Various approaches of recruitment and selection
Approaches of recruitment
There are two approaches of recruitment
Internal sources of recruitment
 Transfers
 Promotions
 Present Employees
External sources of recruitment
 Advertisement
 Employment Exchanges
 Schools, colleges and universities
 Recommendation of existing employees
 Factory gates
 Central Application File
 Labour Unions
 Labour Contractors
 Former employees
Approaches of Selection
 Application Form
 Employment Interviews
 Aptitude tests
 Personality tests
5. 2 approaches of recruitment and selection each and their strengths and weaknesses.
2 approaches of recruitment and their strength and weaknesses
Transfers : It refers to shifting of an employee from one job to other job at similar job
profile. It does not involve any change in the responsibilities of the job. It also involves

job rotation of an employee(Ekwoaba, Ikeije and Ufoma, 2015)
Strengths
 It helps in increasing self-confidence and retention rate among the employees.
 Continuity at the same job in the company for long time benefits an employee to shift from
one role to the other at minimum time period.
 It can make an employee attractive.
Weaknesses
 It may take time to bring an diversified employee to the company.
 It can create competition among the colleagues.
 There will be limited choices for selection of employees from the company internally.
Advertisement: It is a method of recruitment used for skilled employees , clerical and higher staff
in the company. It can be given in the newspapers, magazines or books and journals. These
advertisements attract applicants to involve in the company(Shamim and et. al., 2016)
Strengths
 It attracts pool of applicants from outside the company.
 It provides an opportunity for freshers to get indulge in the company's operations.
 It may also beneficial for the company to recruit from outside as it may get good player
from outside that may make the competition successful in the market.
Weaknesses
 It takes more time and cost required to hire from outside the company.
 It may decrease the employee morale because current employees have fewer chances for
promotion.
 It takes more time to trained an external candidate on the present working system of the
company.
2 approaches of selection and their strengths and weaknesses
Application Form:Application forms are used for collecting the written information of the
candidate which includes qualification details, experience etc. The application forms helps at the
time of taking an interview of a candidate because most of the details of the candidate is mentioned
there(Wright, P., 2018)

Strengths
 Relevant data and facts are present in the form that can be verified and shown for valid
proof for job.
 Items on the form have been weighted to reflect job relatedness, this device has proved to be
a valid predictor for diverse groups.
Weaknesses
 Usually only some of the items on the form prove to be valid forecaster of job performance.
 Weighted-item applications are difficult and expensive to create and maintain.
Employment Interviews: Exchanging of information between candidate and the
Interviewer regarding job profile and interest of the candidate for particular job.
At the time of interview missing information can be obtained regarding candidate.
Strengths
 Must be structured and well organized to be effective predictors.
 Interviewers must use common questioning to be effective predictors(Copas and et. al.,
2015)
Weaknesses
 Interviewers must be aware of legality of certain questions.
 Subject to potential biases, especially if interviews are not well structured and standardized.
6. HRM practices followed in ASDA company
Various HRM practices followed in ASDA company are:
 Flexible Working Options
 Learning training and development
 Performance Management
 Rewards and payment system
 Employment Security
 Information Sharing
 Effective teams
 Selective hiring

7. Benefits of HRM practices on both employer and employee of ASDA company
Flexible working options:
It means giving employees flexibility to work in the company. It provides alternative
approaches to the employee which includes locations, working hours and job structure.
Benefits to Employer
 There is an increase in the morale and employee engagement among the employees of the
ASDA company which helps in doing productive work(Beer, Boselie and Brewster, 2015)
 In ASDA company offering flexible working options gives recruiter greater options and
greater pool of applicants to choose from the new talent.
 By providing flexible options to the employees of the ASDA company helps in positive
bonding between the employees and decrease the retention of the employees.
 Another benefit of flexible working is that it reduces stress level among the employees of
the ASDA company.
 It provides job satisfaction to the employees which increase the productivity of an
employee of the ASDA company
Benefits to Employee
 It helps in maintaining work life balance for the employees of the ASDA company.
 A flexible working schedule enable an employee to work in different fields like while
continuing with job also do learning at the same time.
 Staff with flexible working hour tend to be happy and their health issues are lower.
(Olsonand et. al., 2018)
Performance Management:
It is a process which identifies, measure, and develop the performance of the employees in
the company. It is continuous process and links to mission and goals.
Benefits to Employer
i) Employer of ASDA company able to link between performance and compensation.
ii) It can able to evaluate the performance and distribute incentives and rewards on equated
basis.
iii) Provide maximum opportunities for growth.
Benefits to Employee

i) If performance management is good employee receive recognition of it.
ii) It also involves employee engagement in the company through performance
Management.
iii) It changes the working pattern of en employees in the ASDA company(The benefits of
performance management for employees, 2019)
8. Benefits of HRM practices of ASDA company in terms of profit and productivity.
 Flexible working options: Flexible working option benefits ASDA company in terms
of profit and productivity as if employees are providing flexibility in their work then
they will not feel stressed and their productivity gets increased. If employees are
working productively then company earns its profit. Because of employee engagement
Also, productivity will increase.
 Performance Management: It will benefit the company as if employees are
performing well the company will earn profit from it. If the performer will increase
ultimately the productivity will increase.
TASK 2
1. Meaning of Employee Relations
Covered in poster
2.Importance of employee relations in HRM decisions making
Covered in poster
3.Various employment legislations that are key for ASDA company
Covered in poster
4. Impact of employment legislations on HRM decision making
Covered in poster

TASK 3
1. Introduction of ASDA Company
ASDA is a British supermarket retailer. It is founded in 1949 headquartered at Leeds, West
Yorkshire. Walmart is the parent company of ASDA. Except supermarkets, it also provided the
services including financial services and a mobile phone provider.
2. Two vacancies in ASDA company
Two vacancies are:
 Receptionist
 Marketing Manager
3.Job Specification and person specification for Receptionist and Marketing manager
Job Specification of Receptionist
Company ASDA Company
Job Profile Receptionist
Location England
Reporting to Administration officer
Responsibilities  Meeting and greeting clients.
 Arranging couriers
 Answering and forwarding phone calls
 Keeping the place neat and tidy(Miller, 2017 )
Person Specification of Receptionist
Company Name: ASDA
Job Title: Receptionist
Criteria Essential Desire
Qualifications
 MBA, M.com
 B.com, BBA
 Senior Secondary
E
E
D

Skills
 Excellent listening skills
 Excellent
communication skill
 Computer literate
E
E
E
Experience
 Working within a team
 Filling the record
E
E
Attitude
 Ability to work under
pressure
 Ability to work with
initiative
E
D
Job Specification of Marketing Manager
Company ASDA Company
Job Profile Marketing Manager
Location England
Reporting to Senior Marketing Manager Officer
Responsibilities  Identifying new customers
 Creating promotion and advertising
 Building Brand awareness(Wright, 2018)
Person Specification of Marketing Manager
Company Name: ASDA
Job Title: Marketing Manager
Criteria Essential Desire
Qualification
 Bachelor's in Marketing
 Master's in Marketing E
D

Skills
 Excellent
communication skills
 Expert in the internet
and social media
strategy
E
E
Experience
 Experience to supervise
marketing staff
 5 years experience
E
D
Attitude
 Always look at the
brighter side E
4. Recruitment and Selection methods appropriate for the Post of receptionist and marketing
Manager
Following are the recruitment and selection method appropriate for receptionist and
marketing manager are:
Recruitment Method for receptionist
The company will use transfer method of recruitment for selecting candidate for the post of
Receptionist as it is an internal source of recruitment for example, a clerk who is working in the
company will shift to the post of receptionist(The benefits of performance management for
employees, 2019)
Selection Method for receptionist
The company will use interview method for selecting the candidate for the post of Receptionist
Interview is being taken by the HR department. On the basis of performance in the interview
candidate is being selected by the HR department.
Recruitment Method for marketing manager
External method of recruitment is being used by the company to select candidate for the
Marketing manager post. By publishing advertising in the newspapers or journals it will

Select candidate.
Selection Method For Marketing Manager
Aptitude method of selection is used for the candidate. On the basis of the aptitude of
Candidate it will be choose for the marketing manager post(Beer,Boselie and Brewster, 2015.)
CONCLUSION
From the above study it can be concluded that Human Resource Management plays a vital
role in every company. As Human resource perform different functions in the company like
recruitment and selection, training and development all these functions are very essential in the
company to achieve its goal. Various approaches are followed in the company by the human
resource department. For increasing productivity and earn profit various HRM practices is being
followed by the company. Human resource management helps in maintaining employee relations in
the company.

REFERENCES
Books and Journals
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of HRM
of the multistakeholder perspective proposed 30 years ago.Human Resource
Management.54(3). pp.427-438.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Copas, A.J and et. al., 2015. Designing a stepped wedge trial: three main designs, carry-over effects
and randomisation approaches.Trials.16(1).p.352.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection Criteria
on Organizational Performance.
Miller, M., 2017. Human Resource Management.
Noe, R.A and et. al., 2017.Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Olson, E.M and et. al., 2018. The application of human resource management policies within the
marketing organization: The impact on business and marketing strategy
implementation.Industrial Marketing Management.69. pp.62-73.
Shamim, S and et. al., 2016, July. Management approaches for Industry 4.0: A human resource
management perspective. In 2016 IEEE Congress on Evolutionary Computation (CEC)(pp.
5309-5316). IEEE.
Wright, P., 2018. Fundamentals of human resource management.Management.5.p.27.
Online
Importance of employee relations.2019.[online].Available
through<https://www.managementstudyguide.com/importance-of-employee-relations.htm>
The benefits of performance management for employees.2019.[online].Available
through<https://rmi-solutions.com/blog/keys-to-the-virtual-interview/>
What is employee relations.2019.[online].Available
through<https://study.com/academy/lesson/what-is-employee-relations-definition-lesson-
quiz.html>