Human Resource Management Practices

This assignment delves into various aspects of human resource management (HRM). It examines different recruitment and selection methods, analyzes the evolution and future directions of sustainable supply chain management within HRM, and explores the impact of organizational change on employee attitudes. The document also touches upon signaling theory, performance management, and the significance of family-supportive supervisor behaviors in fostering employee well-being.

HUMAN RESOURCE
MANAGMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of human resource management of ASDA.......................................1
P2 Strength and weakness of various approaches of selection and recruitment.........................2
TASK 2............................................................................................................................................3
P3 Benefits of various human resource practices for employee and employer in ASDA..........3
P4 Various effective HRM practices which helps ASDA in profit making...............................5
TASK 3............................................................................................................................................5
P5 Importance of employee relation at the time of decision-making in ASDA.........................5
P6 Elements of employment legislation and its impact on HRM decision-making...................6
TASK 4............................................................................................................................................7
P7 Application of human resource management practices in a work related context.................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management has became an necessary portion for every organisation. It
helps in building relationship between employer and employees and there are other activities as
well which includes in this kind of management. Here, HR managers mainly aims on recruiting,
motivating and enhancing abilities of individual so that he/she can work in an efficient manner.
This can be done by training and development process (Hammer and et. al., 2011). These
programmes are mainly organised by managers for betterment of enterprises. Under this
assessment, the organisation which has been taken is ASDA. At current time in United Kingdom,
ASDA is holding second position in supermarket sector. This corporation was established in
1949. In this project, various functions of HRM has been discussed which helps in decision
making and planning. Different approaches of recruiting and selecting candidates for ASDA also
been mentioned. In the last, elements of employment legislations also included. All of the above
things assist in enhancing business and also helps in making healthy environment of ASDA.
TASK 1
P1 Functions and purpose of human resource management of ASDA
HRM practices plays an important role in ASDA and in other organisations as well.
Managers of this department are responsible for recruiting, selecting, training and development
of employees which enhances the skills and knowledge of employees. Workers are said to be
asset of organisations. So it is important for employers to treat employees well at workplace.
This can motivate and encourage them and start working efficiently and effectively. Some
important HRM functions are mentions below:
Recruitment- This process is said to be main one under human resource management. It
is managers responsibility to find the best candidate for vacant job. Productivity and the
profitability of ASDA for future totally depends on workers. Here, managers role to select the
right candidate for correct job in accurate time. By this goals can attain in timely manner
(Hendry, 2012).
Relationship with staff members- In ASDA for proper decision making or to form a
plan, it is necessary to have positive or healthy relationship between employer and employee. So,
that desired targets can be achieved efficiently. If conflicts are there in between them, it may lead
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to loss of organisation. Also it is necessary for making positive decisions to take feedbacks from
workers.
Conduct training and development: This process plays an important role where HR
managers conduct different training programmes which helps staff members to develop their
skills and knowledge (Ployhart and Moliterno, 2011). And this can enhance their talent which
leads them to work more effectively and efficiently in smarter way. This process is also time and
cost consuming and it can be a loss for ASDA if workers do not take training sessions seriously.
Compliance: ASDA's managers and leaders continuously should make interesting
policies for its employees. It keeps environment positive and also helps in motivating them. A
happy worker will work more accurately and efficiently then a worker who is not taking interests
at all. These policies and plans helps both employer and employees in different ways.
By above mentioned functions ASDA can enhance its productivity and profitability by
using them in appropriate manner. Here, managers do have responsibility to train employees who
are already working in organisation and also to recruit correct candidates for right job at an
accurate time (Nickson, 2013).
P2 Strength and weakness of various approaches of selection and recruitment
Recruiting talented people has been a goal for every manager. As new candidates bring
new and innovative ideas which may help in enhancement of business of ASDA. Their are many
approaches which HR managers uses to recruit best applicants (Methods of Recruitment &
Selection, 2018). They can use techniques like online or offline to recruit people which gives
them opportunity to select the best one among all of participators. Their are two type of approach
which mainly used by ASDA or even by other companies as well and those are:
 Internal Approach: Under this approach managers and leaders promote or transfer staff
members who are already part of ASDA. This process can save both time and cost of
company. In this context supervisors do promote or transfer workers according to their
capabilities depending upon the requirement of organisation so that targets can be
achieved. Strengths and weaknesses of this approach are mentioned below:
Strengths Weaknesses
 This approach do no cost much to
ASDA. As their is no need to organise
 Promotion of employee can be
beneficial for that individual only but it
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interviews as employee is already
working in organisation.
 Also a time saving process for
managers and for firm as well.
 Motivates employee if they get
promotions which enhances their
capabilities.
may lead to lack of innovative ideas
which is necessary for ASDA.
 It can demotivate other staff members if
they do not get promoted this may
reduce their efficiency at workplace.
 External Approach: A famous approach which widely used by most of the organisations.
ASDA also uses this approach by which they can bring new techniques and technologies
that has been assisted by new candidate. They bring experience in company which helps
others as well in some positive ways. Innovation is a part which every firm search for so
this gives chance to managers to recruit highly talented and innovative candidates which
can bring changes in policies and environment of the organisation. Strengths and
weaknesses of this approach are comprehended below:
Strengths Weaknesses
 Innovation and new talents can be find
under this process which is very much
beneficial for ASDA.
 Online and offline are the two parts of
this approach where managers can
select best applicant from number of
participants.
 This process can be stated as time
taking because here managers have to
take many interviews of applicants and
select the best one.
 It is also cost consuming process here
managers organise interviews and after
selecting them. They give overview of
the organisation which may cost high.
TASK 2
P3 Benefits of various human resource practices for employee and employer in ASDA
HRM practices is beneficial for top, middle and lower level of employees and for
employer as well in ASDA. This practice helps in making positive environment at workplace,
gives training to employees, select best candidates from many and all things related to this takes
ASDA to a leading position where maximum profit, increase in goodwill and also helps in
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enhancing brand image in the marketplace (Aswathappa, 2013). There ate various benefits for
both employer and employees are mentioned below:
Benefits for Employer: Positive environment: Rules and regulations that has been made by government helps in
making healthy relationship in between employer and employees . Here, laws like equity
law which gives equal benefit to every employee in the organisation. And other things
that can make positive environment is giving proper benefits to employee which makes
them feel safe and secure. All these things may help in enhancing their productivity
which can take ASDA to a higher level. Makes decision-making process easy: By taking feedbacks from employees at the time
of making plan, employer can make proper decisions which may become profitable for
future. In ASDA managers and employees can organise meetings with staff members
and make them understand what their plan is and ask them if any better suggestions they
can give which can be helpful in implementing and executing plan in a proper way. Change policies in favour of employees:From time to time it is essential for ASDA to
change policies which are favourable for staff members. This step can motivate them and
this leads to enhancement in their productivity. Team building process: A proper team which has potential can easily attain targets of
organisation. Here, it is managers job to form best teams according to plan and give them
training accordingly which may increase their efficiency while working. ASDA's
managers also needs to make team appropriate so that desired targets can be achieved in
timely manner (Barney and et. al., 2011).
Benefits for employees: Proper environment: A safe and secure environment can help workers improving at
workplace. Stress free surrounding can enhance productivity of employees. Different
beneficial policies, relations in between employer and subordinates may enhance both
production and profit of ASDA. Needs of employees:Under this HRM practices can aid employees by finding their
problems and solving them in timely manner this helps in making a healthy and proper
environment and also can make good relations in between employees and employers.
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 Enhances performance of employees: HR managers of ASDA are responsible for
enhancing performance of workers which helps them in achieving goals in efficient
manner (Bolman and Deal, 2017).
P4 Various effective HRM practices which helps ASDA in profit making
For making profit at its maximum it is essential for ASDA to have highly talented
employees. Performance of these workers needs to be really very well at the time of attaining
targets. And under HRM practices it is HR managers responsivity to conduct training and
development sessions for staff members to give proper training to employees according to their
need which enhances their skills and knowledge. These programmes helps them in implementing
what they have learn in their job and enhances their productivity (Brewster and et. al., 2016).
Role of HR managers in ASDA is to make proper relations in between employee and
employers. And also find the problems that staff member's are facing and resolve them as soon
as possible. This can motivate them and enhances their skills which helps ASDA in attaining
desired targets in efficient time frame. Another role of supervisor is selection and recruiting at
the time when ASDA needs talented candidates so that it can be beneficial for future of ASDA.
Favourable decisions if an organisation wants to make it is important to know what
employees thinks for the same situation as it helps in making decision even more perfect.
Different laws are also their which needs to be properly maintained in the company by managers
as it keeps environment healthy where the rights are equally gets divided in staff members. A
well groomed employee try to give proper services to end users which helps in making long term
relations. All of the above things that have been discussed, can improve ASDA's brand image,
goodwill and this can make huge profit for the organisation (Tansley, 2011).
TASK 3
P5 Importance of employee relation at the time of decision-making in ASDA
Leaders and managers should create an environment and build relation with employees.
By this they feel like if they are working in a stress free surrounding. This process can increase
their efficiency at workplace and this can lead to attain goals in effective manner. By above
things that has been discussed employees puts his/her all efforts in what he/she is doing.
It is important to have transparency in between subordinates and employers. This can
reduce conflict situations among them (Carter and Liane Easton, 2011). HR manager is
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responsible for updating workers if any changes that has been made in policies. And always
should try to make policies which are in favour of employees only. Their are some points under
this which helps in decision-making: Attainment of targets in short period of time: It is manager role to give responsibilities
to subordinates according to their talents and capabilities (Yang, Hong and Modi, 2011).
If labour knows what they are doing and why they are doing, then this could help them in
finishing their work in timely manner which is beneficial for organisation. As they don't
need to spend much cost in raw material and on resources as well. Risk reducing factor: If ASDA faces any problem where it is chance of huge loss, it is
necessary to have words with employees. This may give them ideas or solutions of that
problem that arise. Hereby, it is essential for employer to have good relations with
employees. Enhancement of sales: Training and development sessions can be given to ASDA's
employees which may help them in building relations with end users. These programmes
may help in enhancing skill and knowledge of employees which helps increasing their
efficiency while working. A member which is clear with goal that has been set by ASDA
will perform accordingly. By this ASDA can enhance its productivity and profitability
(Choi, 2011).
 Profit maximisation: Another main role of HR managers of ASDA is to make its
employees clear with goals and objectives so that they can perform accordingly. A proper
management can attract consumers and also can help in making long term relations with
them. If an employee is putting full efforts and achieving its daily targets, then this
situation can ultimately make profit for ASDA at its full.
The above discussed points may lead ASDA to enhancement of its goodwill and
maximises its profit. Clear vision if manager gives to its labour help them in achieving targets
easily in time manner. Giving responsibilities to employees according to their capabilities
enhances their skills and knowledge which becomes beneficial for ASDA and also helps in
decision making process.
P6 Elements of employment legislation and its impact on HRM decision-making
Both employer and employees plays main role in the process of decision making which is
favourable for ASDA. Here, it is managers role to inform workers if any updates has been made
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in policies. Their are some laws that has been made by United Kingdom Govt. which needs to be
followed by every single organisation. Otherwise, Govt. can also cancel the licence of that
organisation (Coff and Kryscynski, 2011). To keep employees happy it is necessary to bring
different sorts of policies for them. Hereby, it is HR managers duty to bring policies according to
needs and requirements of them.
It is essential for ASDA to give a safe, secure and risk free environment to staff members.
This helps them working even more efficiently and motivates them in various ways. It may also
help in making relation with employees. So, that they don't leave their jobs. Friendly nature of
employer or environment is necessary so that employees can communicate with them and share
their problems that they are facing. Their are some laws which needs to be followed properly by
ASDA are mentioned below:
Equal pay act: Employees who are on same position needs to be paid equally without
looking at their age or anything. This reduces conflicts in between employees. And give equal
rights to staff members. Extra efforts that has been made by an individual can be rewarded from
his/her supervisor this can motivate others as well.
Sex discrimination act: This act that has been made by UK Govt. to give equal rights to
male and female. In past organisations preferred recruiting a male in spite of a female which
made huge loss to companies. But when this act came up firms felt increase in their business.
Which directly putted positive impact on economical growth of Europe.
Health and safety act: For enhancement of business it is essential for ASDA to have
quality products. If members of ASDA are not well then it directly put impact on production and
profit of firm. It is managers and leaders responsibility to keep environment healthy. Like in
manufacturing place it is essential to wear gloves which needs to be provided by ASDA.
TASK 4
P7 Application of human resource management practices in a work related context
HRM practices is becoming an essential part of firms. There are several roles which
managers plays under this type of management. Main responsibility is to recruit, build relations
in between employees and employer, make pleasing policies for workers and etcetera. For better
results ASDA also needs to follow this sort of management (Connelly and et. al., 2011).
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Under work related context a manager is the one who recruit candidates, give them
information and makes them understand what they are going to do in the organisation. After that
it is his/her duty to analyse their productivity and give them training if needed. Also different
positive policies needs to maintained by supervisors keeping an eye on employment legislations.
This process can be stated as beneficial for both the employer and employee of ASDA.
Job description-
JOB SPECIFICATION
1. Features of Job in ASDA
Job title: Marketing manager
Section: Marketing sector
2. Functions of Job
 Prepare marketing planning
 Enhance level of both marketing and sales department
 Skill full communication that can influence others or who can provide vision to
subordinates
 Goal oriented abilities
3 Responsibilities
 Organise Training and development programmes which improves skills and knowledge
of labour.
 Direct others so that set goals can be achieved efficiently and effectively.
 Build relation in workplace and make environment healthy that reduces stress level of
staff members
 Enhance both productivity and profitability
Description of CV:
Personalized Information
Name: JKL
Phone number: 987
Email id: GHJ
Qualifications
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Graduate from GFF College
Masters in business administration from GFF College
Diploma in both sales and marketing sector
PHD in general management
Personal details
Date of birth:
Father's name:
Mother's name:
Achievements
Both silver and gold medallist in group discussions in college 2008-2009
Prize winner in Essay writing competition
Player of the year in college(Basket Ball)
Preparation of interviews: Managers needs to be careful at the time of organising interviews for
outsiders.
 Appropriate specific job related questions
 Use of professional and formal language Verify all the details of applicant
Letter of intent: This letter gives surety to candidate which have been selected by ASDA so that
no fraud can be made.
 Date of joining
 Salary details
 Policy of leaves Sign. Of Supervisor
Evaluation: Under this it is managers responsibility to keep an eye on productivity of every
employee. If labour is not performing well, it is his/her duty to have a word with them and solve
there problem in a short period of time. For better results if ASDA is improving or not it needs to
be properly maintained by supervisors (Gruman and Saks, 2011).
CONCLUSION
From the above mentioned assessment, it has been comprehended that for making healthy
environment at workplace, recruitment of talented candidates and for giving training to
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employees it is essential to have a proper management of human resource in the organisation. It
is duty of HR manager to do all the above things that has been mentioned above so that business
keeps on running in a proper manner. Away from this, it has also be found that corporations
needs to follow rules and regulations that has been set by government of United Kingdom. In the
last, it is the role of supervisors to organise training and development sessions which helps
employees. This enhances skills and knowledge and make them efficient. If ASDA follows all
the above part in a proper way, it may leads to huge success and make profit at its maximum.
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REFERENCES
Books and Journals
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Barney, J. B. and et. al., 2011. The future of resource-based theory: revitalization or decline?.
Journal of management. 37(5). pp.1299-1315.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Carter, C. R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics management.
41(1). pp.46-62.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Connelly, B. L. and et. al., 2011. Signaling theory: A review and assessment. Journal of
Management. 37(1). pp.39-67.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hammer, L. B. and et. al., 2011. Clarifying work–family intervention processes: The roles of
work–family conflict and family-supportive supervisor behaviors. Journal of Applied
Psychology. 96(1). p.134.
Hendry, C., 2012. Human resource management. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Tansley, C., 2011. What do we mean by the term “talent” in talent management?. Industrial and
commercial training. 43(5). pp.266-274.
Yang, M. G. M., Hong, P. and Modi, S. B., 2011. Impact of lean manufacturing and
environmental management on business performance: An empirical study of
manufacturing firms. International Journal of Production Economics. 129(2). pp.251-
261.
Online
Methods of Recruitment & Selection. 2018. [Online]. Available through.
<http://smallbusiness.chron.com/methods-recruitment-selection-2532.html>.
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