Impact of Management Practices on Firm Performance

This assignment examines the relationship between various management practices and a company's overall performance. It delves into topics such as female leadership in top management, organizational culture's impact on effectiveness, and the role of human resource management. The analysis considers empirical research, academic theories, and real-world examples to understand how effective management contributes to firm success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM application to workforce planning................................1
P2 Strengths and weakness of various approaches to recruitment and selection........................2
TASK 2............................................................................................................................................4
P3 Benefits of various HRM practices within an organization for both the employer and
employee.....................................................................................................................................4
P4 Effectiveness of different HRM practices in terms of raising organizational profit and
productivity.................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision making............6
P6 Key elements of employment legislation and the impact......................................................7
TASK 4............................................................................................................................................8
P7 Application of HRM practice in a work related context........................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is an effective process of organization to manage all the
employees performance in order to improve their skills and knowledge in appropriate manner.
The main function of HRM is to maximize the employee performance at the workplace and also
focus of overall system and policies which is set by the company. It is an important function of
recruiting and selecting skilled employees so that they easily achieve the organizational
objectives in appropriate time period (Human resource management, 2017). Present report is
based on ASDA, it is one of the popular retail store in UK. They provide better services to their
customers and also give proper training and development programs to their employees sop that
they can easily satisfy customers demand in better way. This assignment is related to the HRM
process which evaluating the overall performance of the workers in order to maximize their
outputs of the company at marketplace. In this report various function and purpose of HRM are
mentioned. Along with this, various benefits of employees relation is also mentioned in this
project which aid in achieving overall productivity of the company. In the last application of
HRM is also mentioned in this project.
TASK 1
P1 Purpose and the functions of HRM application to workforce planning
HRM is an important aspect of the company because it contribute in managing overall
activity of the organization and also manage their employees performance in effective manner. In
this ASDA is a biggest brand which also having various outlets ad brands in different countries
which offer grocery products to satisfy customers needs. They also focus on managing their
employees performance so that they provide better services and facilities to encourage their
morale. There are some main purpose of HRM application for their employees which are as
follows: Resolve all the problems of employees: The main purpose of the Human resource
management is to remove all the conflicts of the employees in appropriate manner so that
they perform their work in better manner and get positive relation (Song and et.al., 2010). Maintain friendly environment: Effective and healthy work environment helps in
motivating as well as encouraging the employees towards its job and work so that they
easily complete all the task without any fear.
1

 Act as a adviser: In this, HR department also define and give best suggestion to their
employees so that they easily motivate their worker (Trkman, 2010). It also helps in
improving employees performance and living standard in appropriate manner. Recruiting and selecting workforce: It is an important purpose of HRM is to recruit and
select eligible and deserving candidates so that they perform their particular task.
 Assigning a job: After recruiting and selecting the employees, it is also an important
purpose of HR department is to assign right person at a right job which is based on their
talent and knowledge so that they perform their work in better way.
In this HRM is an effective term which is used by the company to manage the human
resource in order to attain better performance. So that the main purpose of HRM is to select the
best and skilled candidates for their vacant job in the organization.
On the other hand HR department of the ASDA also perform their various function to run
their process with more efficiency. There are some important function of HRM is describe in
below which are: Organizing: It is one of the important function of HRM which helps in organizing all the
activities of recruiting and selecting the skilled people for their organizational purpose.
This function is an important for the company to appointing the best candidates for
performing the job. Staffing: After recruiting the best candidates HR department assign the work to eligible
person for their skilled base (Surroca, Tribó and Waddock, 2010). Controlling: In this process, HR department is also aid in control all the activities so that
they achieve maximum output in appropriate manner.
 Coordinating: In this all the work as well as task are define by the HR department to
maintain the effective coordination among all the employees so that all the obstacles and
errors are easily eliminate and maintain effective work environment at workplace.
P2 Strengths and weakness of various approaches to recruitment and selection
Selection is an important process for the ASDA to appoint experience person for their
job. But selecting right candidates is not a easy task so that HR department helps in managing all
the activities and recruit eligible candidate (Pierce and Aguinis, 2013). For this they conduct as
well as use various techniques and approaches for define effective process of selection activity.
2

All these approaches and techniques which is used by the HR department of the ASDA which
are as follows:
Internal approach: According to this approach HR department appoint their internal
employees so that they provide their job opportunities for their existing employees to fill their
vacant job in appropriate way. This process aid in achieving the organizational goals and
objectives by motivate their existing employees in better manner.
Strength Weaknesses
 This approach aid in saving money
because this process requires minimum
cost.
 It define the availability of defining
best job opportunities.
 One of the best advantage of this
approach is that company aware about
positive and negative aspect of their
candidates.
 They effectively aware about all the
activities as well as company
environment.
 In this process limited applicant are
available for the vacant job.
 It define the limited ideas (Nabrzyski,
Schopf and Weglarz, 2012).
 Conflicts are easily create.
External approach: In this the ASDA recruit the candidate by outside of the company
so that its called as external approach. For this HR department of the company undertake various
advertising through newspapers, TV, and many type of advertisement which aid in filing the
vacant seat in effective manner.
Strength Weaknesses
 It define the various substitute.
 It recruit skilled and experience
candidates (Loorbach and Rotmans,
2010).
 With the help of external approach it
 It required maximum cost for recruiting
candidates.
 This approach define very lengthy
process for selecting the right
candidates.
3

define new and creative ideas which aid
in employees performance and growth
of the company.
Third party approach: In this approach ASDA recruit candidates with the help of third
party like agency or other companies (Johns, 2010). So that the HR department of the company
get update all the person for third party to recruit skilled people for their vacant job profile.
Strength Weaknesses
 It define skilled and eligible candidates.
 All the candidates have create mid to
preform their job.
 In this the chance of cheating as well as
fraud is always available.
 Lack of communication is one of the
biggest weakness of this approach.
All these approaches is more effective for the HR department to recruit and select the
bets candidates to their vacant job (Hewitt, 2014). With the help of these ASDA appoint eligible
candidates for their organizational activities in order to achieve appropriate goals and objectives.
TASK 2
P3 Benefits of various HRM practices within an organization for both the employer and
employee
Human resource management is very important or the company because it aid in
managing all the activities inappropriate manner. It play crucial role in growth of employees ad
employer in the organization. Overall success of the company is based on their employee and
employer because both are perform their task with more efficiency and provide maximum output
in appropriate manner. They manage all the activities and human resource in appropriate way. In
this cited company provide better facilities and benefits to their workforce which are as follows:
Benefits of employees:
Training and development: ASDA provide various training and development programs
to their employees for enhancing the overall growth and also improve their skills and knowledge
in appropriate manner. With the help of these program employees improve their personal
activities and achieve their target which aid in enhancing their capabilities to manage all the
4

activities (Heizer, 2016). Cited organization conduct these process to enhance employee and
employee work performance.
Motivational programs: It is one of the important advantage of their employees is to
attain higher motivation by their top level management for performing their task in effective
way. ASDA implement various classes for motivate their employees to encourage their morale in
order to achieve higher success (Hartnell, Ou and Kinicki, 2011). There are some another
benefits of employees to consider various factors are as follows:
 Provide flexible hours.
 Provide canteen for refreshment.
 Maintain positive surroundings.
 Provide health and safety programs to their employees.
On the other hand there are some important benefits of employer in the ASDA are as follows: Compensation and remuneration: It is an effective and important encouragement
technique to appropriate by providing compensation and remuneration to their employer.
It is as an motivation tool for the workforce which aid in achieving its goals and
objectives in appropriate way. Bonus: It is one of the best benefit of of the employer which aid in engorging them
towards it work and job profile. It also aid in maintain the healthy and positive relation
between employer and employees. Medical: This facility is more important for the company to provide their workforce so
that all the employer feel safe. ASDA also provide medical facility to their employer by
protecting them form all the negative effect. It is important responsibility of the HR
department to ensure about that all the staff are secure from all the diseases.
 Retirement benefits: In this every employer wants to benefits of retirement so that they
spend their precious year in better way (Haines-Young and Potschin, 2010). Retirement
benefits are pension, mortgage benefits and many more funds which provide after
retirement to the employer. ASDA do the same for their employees so that they complete
their job in effective way.
5

P4 Effectiveness of different HRM practices in terms of raising organizational profit and
productivity
HRM practice is more effective process of the ASDA to attain the success by enhancing
their productivity in effective way. This practice define the training management, employee
involvement, ward system and many more elements which aid in motivating the employees
morale. One of the best advantage of using HRM practice is to improve the employees living
standard. In this HR department is define the effective recruitment and selection of eligible
candidates to fill their vacant job position. In this practice of HRM play important role in growth
of the company (Griffin, 2013). There are some effective way which aid in achieving the overall
growth in appropriate manner which are as follows: Recruitment: One of the main function of HRM is to recruit eligible candidates which
aid in achieving the effective results. ASDA enhance their productivity by recruiting the
talented person in their particular job positive so that they attain higher success at
marketplace. Job analysis: The main function of human resource management is to define job and
select right person to right place which aid in achieving organizational goals and
objectives in appropriate time period. Training and development: In this it is related to the individuals talent and knowledge by
providing better training and development program so that they perform their best and
attain positive outcomes. Involvement of employees: This practice define the overall productivity by maximizing
profitability level of the company. In this the human resource manage all the activities of
employees and also motivate to involve in the decision making process in appropriate
way.
 Compensation and reward: In this practice of HRM, organization provide better
compensation and reward to motivate their employees and also encourage them to
achieve their objectives in effective manner.
6

TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Every employees are more important for the company to get success at marketplace.
Maintain the positive employee relation is more important for the ASDA to develop the growth
of the firm. It is important responsibility of the company to provide better facilities to their
employees to get achieve goals and objectives (Elliot, Dweck and Yeager, 2017). One of the best
reason behind the organization success is to maintain healthy relation with employees. From this
employee4s get motivated and also take part in decision making process of the company to attain
the appropriate target. Healthy employees relation define the positive identity of the company.
There are some advantages of healthy employees relation which are as follows: Enhance productivity: One of the biggest advantage of healthy employee relation is to
improve the whole manufacturing process of the company so that they generate more
profits in appropriate manner (Dezsö and Ross, 2012). It contribute in enhancing overall
productivity of the employees by satisfying their needs and wants in effective way. Employee loyalty: It is one of the best advantage of better employees relation because it
define best employees loyalty toward their task an organization as well. It aid in
maximizing the overall profitability of the ASDA. Reduce the conflicts: Healthy working environment is more effective for the company
because it contribute in reducing the conflicts among all the employees. In this better
relation between top level and lower level employees is also effective to maintain the
healthy communication between all the employees. Communicate effectively: Better communication is a important key factor which help in
decision making process. With the help of communication employees and employer are
able to take quick and right decision in effective manner.
 Hedging risk: Coordination among all the activities of the employees is more important
for the reduce the chances of creating the risk. It aid in motivating the employees to face
complex situation and find better solution to resolve the barriers. So that in this positive
and healthy relation is more important for attaining the overall success at market place.
7

P6 Key elements of employment legislation and the impact
Employment legislation is more important for the company to protect the employees
rights which impact on overall decision making process of the HRM. Legal bodies are set some
rules and regulations which have to be follow by the company to maintain their ethical process in
their business activities because it aid in protecting the employees of any kind of
misrepresentation (Danish and Usman, 2010). There are some legal act and legislation which is
set by the legal authorities to protect the employment which are as follows: Equal pay act: In this act it define that ASDA teat all the employees in equal manner so
that all the workers who work at same level as well as position are effective perform their
duties. The main aim of this act to reduce the chances of discrimination at the workplace
and provide healthy environment to their employees in order to get desirable success. Discrimination act: According to this act government bodies set some rules and
regulation that in the organization there is no discrimination on the basis of male and
female staff. All the employees are equal so that company have to treat equally at the
same position. The main function of HR department in this concept is to ensure about all
the policies and strategies are effectively implement at the workplace. Disability discrimination act: In this act, the government provide special provision to
disable employees so that they also feel conformable at the workplace with other
employees and also perform their job in better way. Equality act: This legal define the better environment by providing equal facilities to
their employees. In this the main purpose of HR department to set effective policies and
strategies to maintain the healthy environment and also reduce the any kind of
discrimination at the workplace.
 Employment equality regulations: According to this act, organization have to provide
equal and better opportunities to their employees so that they perform their task
effectively and also reduce the chances of creating the conflicts among them.
TASK 4
P7 Application of HRM practice in a work related context
HRM practice is more important for the ASDA to attain better target by providing better
facilities to their employees. This is used by the company at the time of expanding their business
8

at larger level in order to maximize the overall profit in limited time period. One of the best
example of this practice like effective recruitment and selection process of the candidates by
selecting the able and eligible for the job position. In this context, appointment of sales manager
follow various procedures which consider some important steps for selecting right person for
right job.
Job specification-
Job specification
1. Job details
Job title: Sales manager
Division: Marketing
2. Purpose of job
 Improve profitability by promotive sales
 To fill all the unfilled vacancies
 Increase overall productivity level
3. Responsibilities
 achieving all the goals and objectives
 Assess current market trends
 Monitoring sales representatives
Description of CV-
1 General information
Name- XYZ
Phone no- XYZ
Email id- XYZ
2. Qualification
MBA from London university
BBA from London university
Higher education from Cambridge school
Secondary education from Cambridge school
9

3. Personal derails:
Father name-
Mother name-
DOB-
Achievement-
1st prize in debate competition
2nd prize in leading a team management
Preparation of structured interview: In this context manager of the company also used
important noted at the time of conducting interview.
 Prepare all the question to reducing the errors
 Eligibility analysis
 Fulfil all the required skills for a job position
 Verification
 Personality evaluation
 evaluate the capability of performing task
Offering of offer letter- In this letter all the important terms and condition is defined in which
both parties are agreed for sales manager job in organization.
 Detail of company
 Date of joining
 Structure of salary
 Detail of working hours
 Leave structure
 Authority signature
Evaluation- It is last step in which HR department evaluate the overall process in effective
manner and also analysis the performance level of employees within the organization. It helps in
maintain the better performance level within the company in order to improve their productivity
level at market place.
10

CONCLUSION
From the above mentioned report, it can be concluded that human resource management
is more important for the ASDA to manage all the activities in effective way. This process is
based on overall management of employees and employees so that they easily enhance their
productivity and performance. In this various techniques and approaches are also used by the
GHR department to assess the actual performance of the company as well as it workforce. The
main function of HRM in ASDA to recruit eligible and capable candidates to fill the vacant job.
On the other hand legal legislation is also play an important role in organization to protect the
employees rights with the help of various laws in effective way.
REFERENCES
Books and journals
Bakker, A. B. and Bal, M. P., 2010. Weekly work engagement and performance: A study among
starting teachers. Journal of Occupational and Organizational Psychology. 83(1).
pp.189-206.
Cavusgil, S. T. and et.al., 2014. International business. Pearson Australia.
11

Danish, R. Q. and Usman, A., 2010. Impact of reward and recognition on job satisfaction and
motivation: An empirical study from Pakistan. International journal of business and
management. 5(2). p.159.
Dezsö, C. L. and Ross, D. G., 2012. Does female representation in top management improve firm
performance? A panel data investigation. Strategic Management Journal. 33(9).
pp.1072-1089.
Elliot, A. J., Dweck, C. S. and Yeager, D. S. eds., 2017. Handbook of Competence and
Motivation: Theory and Application. Guilford Publications.
Griffin, R.W., 2013. Fundamentals of management. Cengage Learning.
Haines-Young, R. and Potschin, M., 2010. The links between biodiversity, ecosystem services
and human well-being. Ecosystem Ecology: a new synthesis, pp.110-139.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
Hewitt, K., 2014. Regions of risk: a geographical introduction to disasters. Routledge.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behavior. 31(4). pp.519-542.
Loorbach, D. and Rotmans, J., 2010. The practice of transition management: Examples and
lessons from four distinct cases. Futures. 42(3). pp.237-246.
Nabrzyski, J., Schopf, J. M. and Weglarz, J. eds., 2012. Grid resource management: state of the
art and future trends (Vol. 64). Springer Science & Business Media.
Pierce, J. R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management.
Journal of Management. 39(2). pp.313-338.
Song, C. and et.al., 2010. Limits of predictability in human mobility. Science. 327(5968),
pp.1018-1021.
Surroca, J., Tribó, J. A. and Waddock, S., 2010. Corporate responsibility and financial
performance: The role of intangible resources.Strategic management journal. 31(5).
pp.463-490.
Trkman, P., 2010. The critical success factors of business process management. International
journal of information management. 30(2). pp.125-134.
Online
Human resource management. 2017. [Online]. Available through.<https://hbr.org/topic/human-
resource-management> [Accessed on 21st October 2017].
12