Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY...................................................................................................................................1 TASK 1............................................................................................................................................1 TASK 2............................................................................................................................................5 TASK 3..........................................................................................................................................13 CONCLUSION..............................................................................................................................19 REFERENCES..............................................................................................................................21
INTRODUCTION Human resource is a process of managing employees in a company and it can involve hiring, firing, selecting, training and motivating employees. It is the business practice of overseeing an organisation's employees. It is a strategic approach to an effective management of people in an company so that they can help the organisation to achieve its goals and objectives. This assignment is based on ASDA , it is a British supermarket retailer which is founded in 1949 by Peter and Fred Asquith or Sir Noel Stockdale. It has approximately 259 stores and provide various products such as grocery, merchandise and financial services etc. This report discussed about the purpose and the functions of HRM, strength and weakness of different approaches, benefits of different HRM practices with an organisation for both employees and employer are explained. Effectiveness of different HRM practices and importance of employees relation are defined. MAIN BODY TASK 1 Definition of the HRM concept-Human resource management is the process of managing employees within an organisation.HRM is a function that performed in organisations to facilitate the most effective use of people to achieve organisational and individual use. Scope of HRM-In ASDA, scope of HRM is very wide for all such as personal, welfare and industrial aspect. For personal, it is deals with recruitment, selection, promotion, transfer, training and development, incentives and productivity etc. and provide benefits to employees of the organisation. For welfare aspect, it can be related toe the rest and lunch rooms, housing, transport, medical services, education, health & safety and recreation activities etc. It covers union management, joint consultation, grievance and other in industrial relation aspects. There are large scope for the development of the company and their employees. With analyse all aspects company can provide various benefits and securing the highest level of understanding of employees that does not leave a negative impact on organisation. Evolution of HRM-In past time, the organisation was not well managed and the employees are get benefits for their work (Alfes and et. al., 2013). In early stages, employees working in factories were treated harsh condition with minimum wages or without wages in poor working conditions.So,during1980'snewtheoriesandstrategiesareimplementedforchange 1
management, motivation and team building. In the form of its result, factory owners agreed and the concern person looks in to employees welfare and wages. The main reason of evolution of HRM is that the workers are faced problems of long hour working, unfair wages and pay and they are make work force planning or others. Source:Evolution of HRM,(2019). Difference between personal management and HRM principles Personal managementHuman resource management Itisanadministrativespecializationthat focuses on hiring and developing employees to become more valuable to the company. The scope of personal management is limited and it has an inverted approach where workers andemployeesviewedastool(Difference betweenPersonnel Management and Human Resource Management, 2019). It is the branch of management that focuses on the most effective use of the manpower of an entity to achieving the goals of the company. HRMhasawiderscopeandconsider employees as the asset to the company. It helps inpromotingmutualityintermsofgoals, responsibility rewards etc. 2 Illustration: Evolution of HRM
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Diagram to compare Personal management and HRM Source: Comparison Between Personnel Management and Human Resource Management, (2019). BasisPersonal managementHuman Resource management MeaningItisaprocessofobtaining, usingandmaintaininga satisfied workforce. It is the strategic approach to theeffectivemanagementof employees in an organisation. ApproachIt is a traditional approach.It is a modern approach. CommunicationThereisindirect communication. There is direct communication (ComparisonBetween PersonnelManagementand HumanResource Management, 2019). Roles and responsibilities of HRM department in recruitment 3 Illustration: Comparison Between Personnel Management and Human Resource Management
The HRM department is responsible to hire, choose, select and recruit employees for the vacant position within the company. In ASDA, the HR manger play an important role in recruitment because they analyse vacant positions and provide notification regarding vacant posts by using different modes and channels of advertising. After its they shortlist candidates and conduct selection process or select skilled an talented employees for the company who help in achieving organisational objectives and aims. HRM departmnet is responsible to provide a good, healthy and friendly environment to them so that they can do their work properly and achieve their target in given period of time. By developing good policies and regulations, it can provide various benefits which can motivate them and do their work all their efforts. This will help in the organisational growth and enhance the productivity and profit. Models of HRM Hard HRM-It is a staff a business environment system in which workers are treated as a resource that needs to be controlled to achieve the business objective of ASDA and best possible profit and competitive advantage. In this model the management of the company focus on performance management, cost control, hiring & firing and strategies that are used by the company to achieve organisational goals. Soft HRM-Under this mode, the management of ASDA treats employees as the most important resource in the business anda sour e of competitive advantage.The focus of management to concentrate on the needs of employees, their roles, motivation, rewards and others. In ASDA, the management department of the company focus on the long term planning, competitive pay structure and strong or regular two way communication. Hard and soft skills of HRM Hard skills are the teachable sets of abilities and skills that are easy to quantify. These skills are time taking, the example of hard skills are typing speed, machine operation, computer programming, a degree and certificate etc. Soft skills are subjective skills that are much harder to quantify. These skills are also known as people or interpersonal skills. Example of soft skills are communication, flexibility. Motivation, leadership etc. Functions and roles of HRM-There are various functions of HRM in ASDA which are associated with different purposes and roles & responsibilities. 4
Managing employees relation-It is an another function of HRM. Employees are the pillars of any organisation so management of employees relation is very important within organisation. It play an important role in the success of the company when the employees are working in a group work or achieve a common goal. The main purpose of this function is, to make the healthy environment of the organisation so that the company can run properly and achieve its objectives (Bakker and Demerouti, 2014). Development and training-It is an another function or program that are organised by the companyforthedevelopmentoftheemployees.ASDAorganisevarioustrainingand development sessions and programs for improving or enhancing the skills and knowledge of the employees so that they can contribute in the success or growth of the company. Skills of Humane Resource managers-In ASDA, there are various skills of HR manager such as communication, leadership, organisational, decision making, training & development and others that are necessary to have, they are as following: Communication skill-It is a most important skill which is necessary to have as manager because human resource field requires a lot of talking and the HR manager deals with a lot of people, listening to the employees views related to work so it is necessary to have good communication both oral and written skill because they designs policies and releases memos to the employees which cal for the need of good writing skill. Decision making skills-It is an another skills which is necessary to have as HR manager because in ASDA, the manager need this skill to design and develop policies according to the organisation. When the Manger face dilemma they use this skill to solve the issues and crisis. Work force management- It is a continual process that is used by organisations to align the needs and priorities of the company. In ASDA, it is related to its workforce to ensure that it can meet its legislative, regulatory, service and production requirements and organisational goals and objectives. Workforce planning can be a strategy that is used by employers to anticipate labour needs and deploy workers to most effectively with advanced human resource technology. Strengths and weaknesses of HR planning StrengthsWeaknesses HR planning help to make strategic decisions relatedtothehiringandtrainingofthe candidates. HR planning is a time consuming process and need suitable resources when the management department collect the complete information 5
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In ASDA, it help the company to effectively manage the current and future requirements of the employees and worker. It is cost effective, with the help of it ASDA cananticipatetheshortageandsurplusof employees and can control the imbalance. regarding the personal requirements of each department. In ASDA, It is as expensive process and all the activities carried out from the time, related to finalplacementofemployees(Strengths& WeaknessesofHumanResourcePlanning, 2017). TASK 2 Different HRM practices Learning, development and training-This practice is an effective and important for ASDA.It is important for the company because it help in improving and enhancing the skills and knowledge of the employees so that they can help in the development and growth of the organisation. For example, if there are any new technology manufacture and launched in the market and ASDA do not have knowledge about it. The customers are demand for the product according to this new technology and for this company organise training and learning program to get knowledge and learning towards this new the technology. So that the organisation can provide products and services according consumers needs and demands or provide satisfaction to them. It create effectiveness on the performance of the organisation because it increase the sales and profit of the organisation. Payment and reward management-It is an another effective HRM practise which help ASDA in increasing the profit and productivity of the company. Basically it is related to the work performance of the employees because they perform better, organisation rewarded them for their good work which generate motivation within them. For example, if company rewarded an employee by extra pay that create motivation within the employees and he do his work with more effectiveness and efficiency. So reward system help the company to increase the profit and productivity (Kim, 2012P). Benefits of HRM practices HRM practices is a planned approach that is used by the companies to managing employeeseffectivelyforperformanceandenhanceworkforceability,motivationand 6
opportunities lead to higher organisational performance. These practices are beneficial for the employeesandemployerbothwithinthecompany.ThebenefitsofHRMpracticesfor employees and employer are as following: HRM PracticesBenefits to EmployeesBenefits to Employers Flexible working optionsIt is beneficial and important for the employees because if ASDA provide flexible working option to the employees they can feel motivation. In this HRM practice company can provide work from home,flexiblehouretc.For example, if company provide the option of work from home, the employeescandotheirwork from and spend their time with family. This provide benefit to those employees that are not able to come office cause of various reasonssuchasillnessother problems(Gatewoodand Barrick, 2015J). ThisHRMpracticeis beneficialforemployer becauseiftheyprovide flexibleworkingoptionto employees the employees do their work according to them andtheywillnotface workload. If the employees completetheirworkat home, the employer will not have tension for that work andcompletethe organisationsworkattime thatprovidebenefitto employer for more work. Learning,developmentand training practices It is an important and beneficial HRM practice of the employees because it provide improvement in the skills and knowledge of theemployeeswithina company. In ASDA, this HRM practice provide benefits to the employeesbecausewhen companyorganisationorganise Thispracticeisalso beneficial for the employer also because if they organise training&development sessionsorprogramsfor theiremployees,theywill notwastetheirtimefor providingtrainingtothem and they can save their time 7
learning,trainingand developmentsessionsor programs, they can improve their interpersonal skills in which they feel lack of improvement. With the help of improvement they can makeimprovementtheirwork performancethathelpthemto achievetheirtaskorwork objectives. whichtheyinvesttheir personalgrowth(Jackson, Schuler and Jiang, 2014). Paymentandreward management It is beneficial for the employees of ASDA because if the company reward their employees for their good work or performance, they feel motivated and do their work withusingtheirabilitiesand skills.Companiescanprovide different types of reward such as gifts,promotion,vacations, training, gifts etc. For example, Ifthecompanyrewardeda employeesbyprovidingextra vacations. With the reward, the employeescanfeelmotivated andinvesttheirtimewiththe family. Another reward can be training, the company can send theemployeesfortrainingto outside of the company by which thepersoncanimprovetheir skillsandimprovetheir This HRM practice is also beneficial for the employer because when they organise hiringprocessforthe companyandtheychose skilledcandidateforthe company (Jiang and et. al., 2012). If cause of the work oftheseemployees, companyachievegrowth andsuccess.The managementdepartmentof thecompanyrewardedthe employerfortheirgood workandsometimes rewarded them by promotion and by doing increment in their salary. 8
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performancebyusingtheir knowledge(Jiang,Lepakand Baer, 2012). Employee relation-It refers to an organisation's efforts which used by it for managing the relationship between employers and employees. In ASDA, it is related to the employees relation, if there are good relation between the workers of the company than it create positive impact in the HRM decision making of the company. An organisation with a good employee relations program provides fair and consistent treatment to all employee so they will be committed to their jobs and loyal to the firm. Importance of employees relation on HRM decision making-Employees relation is very important for HRM decision making of the organisation. In ASDA, it is basically related to the relationship of the all worker of the company such as employees and employer. If the relation of employees and employer are good, the organisation create a healthy environment which is beneficial for the working condition of the workers. In ASDA, employees relation is most important because if the employees relation are good they both can equally participate inn the decision making process of the company. It is important for the company because if the organisation provide participation of their employees in decision making process. It create positive impact on the firm because the employees can share their own views and ideas in decision making process that can be beneficial for the growth of the organisation. Good employees relation can reduce the chance of raising conflicts with in the firm. For example, if there are some member of the company are working in a team or group work, there are high chances of raising conflicts between the employees of the group and employer also (Purce, J., 2014). If the employer provide them open communication and they can share their problems than there are less chance for arising conflicts and the work will be easily complete. By using open communication strategy, the company can provide a platform to employees for sharing their ideas that are important for the company's growth and productivity. By providing training and development sessions ASDA can improve the skills and knowledge of the employees so that they can participate in decision making and provide better suggestion to the company that create positive impact on the firm (Renwick, Redman and Maguire, 2013). Recruitment and selection process 9
Recruitment-Itis a process of identifying, screen8ing, short-listing and hiring skilled and potential resources fro filling up the vacant positions and seats in an organisation. In ASDA, it is related to the process of attracting, short-listing, choosing and appointing a suitable and skilled candidate for job within company. There are two types of recruitment, internal and external recruitment. Internal recruitment-it is an activity of organising hiring process within the company. For example, in ASDA if there are any vacancy within the firm and it is select an employee who is already on the pay roll and working in the company. There are various sources of internal hiring such as transfer, promotions, references etc. Internal recruitment is very easy process but there are various weaknesses and strengths of it. Strengths and weaknesses StrengthsWeaknesses It is simple, easy, quick and cost effective processandtherearenoneedtoorganise inductionandtrainingprogrambecause employees already have knowledge about the company and its polices, rules and regulations. Weakness of this process is that it stop the external skills and talent that can be beneficial forASDAandgeneratethefeelingof demotivation to other employees that are not promoted. External recruitment-It is a process of hiring the candidate fromoutside of the organisation for the vacant position (Berman and et. al., 2012). In ASDA, there are various sources for hiring the employees from outside the company such as, advertisement, placement in colleges & universities, job portals, job fairs, job consultancies and others. There are various weakness and strengths of this process. Strengths and weaknesses StrengthsWeaknesses Strength of this process is that it provide new talentandskillstotheorganisationand encourages new opportunities for job seekers (Bratton and Gold, 2017). There are various weaknesses of this activity such as, it consumes more time because it is a lengthy process and more cost incurred when companyorganisethisprocess.Demandof external candidate are high related to training 10
andevelopmentthatconsumemorecost (Advantagesand Disadvantagesof External Recruitment. 2016). Selection-it is a process of evaluating candidate for a specific job and selecting and individual fro employment based criteria. ASDA use various methods and techniques in selection for selecting candidates to the company. Preliminary screening, phone interviews, ability test, personality test aptitude test, face to face interviews and others. Mainly companies follow interview and aptitude test methods for the selection of candidates. There are various strength and weakness of interviews and aptitude test. Strengths and weaknesses StrengthsWeaknesses Interviewisagoodtechniquesforgetting correct information about the candidate and the informationinaboutthecompanywillbe secured that share by the interviewer. Aptitude test are carried out on computers so they are very cost effective and easy to administer. The strength of it is that by using this method company get skilled and talented candidate for the company. The main weakness of interview is that it is more time consuming process, involves high cost and requires highly skilled interviewer. Weakness of aptitude test is that this test do not measure all areas of knowledge and these test generatethefeeling ofdemotivationwithin those candidates who are not select. Training and Development It is an indispensable functions of HRMand attempt to improve the current or future performance of the employees by increasing the ability of them through educating and increasing one's skill or knowledge in the particular subject. The main purpose of this function is that to improve and enhance the skills and knowledge of the employees so that they can help the company to achieve the set objectives and goals. This function play a important role in the company because it help the company to achieve its growth by improve the skills of employees by training (Armstrong and Taylor, 2014). 11
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Difference between training and development TrainingDevelopment ď‚·Training is a learning process in which theemployeesofASDAget opportunity to make improvement in their skills and knowledge as per job requirements. ď‚·It is a short term process and designed for non managers as well as managers. ď‚·Development is an educational process inwhichemployeeslearnorget knowledgeaboutnewthingsand concerned with the overall growth of the employees. ď‚·It is long term in nature and involves onlymanagerialpersonal(Difference BetweenTrainingandDevelopment, 2019.). Performance management-It is the process of creating or setting work environment in which employees are able or enabled to perform the best work according their abilities. In ASDA, it is related to the performance of the employees and improving or managing their performance according the goals and objectives of the company. Reward systems-In ASDA it is a process and activity that is performed by the management department of the company for motivating the employees and providing benefits for their better performance (Buller and McEvoy, 2012). There are various kind of rewards that companies used to motivate their employees such as bonus, gifts, promotion, vacations, incentives etc. Theories of Motivation There are various theories of motivation that can be use by ASDA to fulfil the needs of employees and motivate them but the Maslow motivation theory is one of the best. Maslow Theory This theory is developed by Abraham Maslow in 1940's. This theory divide needs in five basic categories and these needs relate to the survival and maintenance of human life. In ASDA if the employees and worker of the company can get satisfaction regarding their needs, they feel motivated and do their work with their full efforts abilities. The needs of employees according to Maslow theory are as following: 12
Source:Maslow Theory,(2016). Self Actualization-Under this need education, religion, hobbies, personal growth are include. If ASDA can fulfil these needs of its employees, they feel motivated. For example, the management department can conduct training and learning session which fulfil the employees needs of education and personal growth. Esteem-This need involve friend, community and others. The organisation can fulfil this need of workers by providing a healthy an friendly environment to them where they can do their work properly. Belongingness-In it, the organisation can motivate the employees by conduct office parties and send employees on training outside from the office. By this they can get friendly behaviour and learn or get knowledge. This motivate them because they can enjoy or learn new things. 13 Illustration: Maslow Theory
Safety-It important and it related to freedom, work safety, job security etc. ASDA can motivate its employees by fulfilling the need of safety, they can provide safety related to job security and provide freedom to take decision. Physiological-This include food, water and shelter and necessary to fulfil it because it motive the employees. If the management department of the company provide good salary to their employees they can fulfil their needs and feel motivated or do their work with all their abilities. Flexible organisation and flexi-working conditions The effectiveness of HRM practices is related to HRM practices in term of raising organisational profit and productivity. The effectiveness of HRM practices are as:Flexible working condition, it is related to the flexibility in working hour of working time and helpful for the company to incense or enhance the productivity of the company. It is important for the organisation because when the employees are sick and not able to come to office, they can complete their work from home. This will not create negative impact on the working position and performance of the company and maintain the level of the productivity and profit of the company. With the help of it the superior of the company will save from the load of work and they also can do their work properly that is also important for the growthand set objectives of ADSA. For example, if there are employees are unable to come to office so work of those employees will be pending or create burden on other member of the organisation. If company provide them a option of work from, they will complete their work from home and maintain the work load on others. It is a positive aspect in context of company because it help the firmsfor creating effectiveness on the profit and productivity of the organisation (Kehoe and Wright, 2013).In ASDA, if the management department of the company will provide flexibility in the working conditions to employees, they will make balance in their life and it help in strike work. With the help of it, they can maintain control over their time off and give time to their family also. When employees have the freedom to manage their work life balance, they will be more focused when they are on the job. They have dedicated that as their time to complete work with all their efforts. Flexibility in working conditions also reduces absences when people have conflicts like appointments because they can simply sift their hours around rather than entirly missing those hours. 14
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TASK 3 Key Employment Legislations Employment legislation-It is an law that governs employment within the work place with every one who works. In ASDA, it is needed within the company to protect workers from wrongdoing by their employers. It is protection body that protect the employees from wrong behaviour and activities that is perform by the employers and seniors towards them. Employment legislation refers to regulations concerning hiring such as rules favouring disadvantaged groups, fixed term contracts, training requirements and payments problems etc. There are various legislations such as employment rights act, equal pay act, sex discrimination act, race relations act, disability discrimination act etc.that create impact upon HRM decision making, employees relation and provide various benefits to the organisation. Employment Rights Act 1996-It is an employment act that is developed by UK government for providing protection to the employees within the organisations. It help the employees to provide their various rights and protection to them such as protection against unfair dismissal at work, entitlement to an itemised pay statement and others. It is beneficial for the employees because if the employers will fair work towards employees, it create positive impact on the decision making. Because if the employees relation will good the employee can participate in decision making process and make open communication with employer. They will share their ideas and views and if they are useful for the company, it can use them in the growth and increase or enhance profit & productivity of the company. Equal pay Act 1970-This act provide protection related to the payments problems. It developed by UK government to provide protection related to payment problems because most of the organisations show unfair between male and female employees related to their payments. Theypaidsalarymoremalethanfemalethatimpactedtheemployeesrelationandthe organisation also (Alfes and et. al., 2013). For solving these issues overdetermined developed this act because if this problem did not solve it affect HRM decision making of the company because female employees did not openly share their innovative views or ideas. This impact the performance of company in terms of growth, profit and productivity. Sex discrimination act 1975-It protects employees against discrimination on the grounds of gender. In ASDA, the organisation follow this act to maintain employees relation and provide benefits to company. For example, if company did not follow this act there are various problems 15
can be face by it such as firms profit, productivity and growth. In various organisations the management department of the firms provide promotion to male employees and for this skilled and experienced talent are left that can be have in female. This thing affect organisation's growth and development and negativity impact employees relation that create barriers in performance of the company, sales, profit and productivity (Armstrong and Taylor, 2014). Impact of Employment legislations to decision making There are various laws within employment legislation such as equality law, equal pay act, employment right act, contract act etc. These all legislation impacted the decision making of the management department of ASDA. In organisation, some of employees are hire on the basis of contract and the manger of the company can not fire them while they are created little issues or crises to the company. Equal pay act create positive impact on the organisation because all the employees who are working on same position, pay equal amount. This maintain the good relation between the employees and no conflicts are arise there. Benefits to organisation Thereare various benefits of employment legislation such as this law is designed to ensure fairness at work and can help to boost productivity. This act provide protection to employees related to race, gender and others. If ASDA follow this law and work according it, this act provide various benefits such as reduce the conflicts, provide good and healthy workplace to employees where they can work. This increase the productivity of the company. Another hand, if the company will not follow this legislation, it can be face various problems such as if the manger of the company fire an employees who is hire on the basis of contract. The employees can make case on the manger or can be on organisation. Cause it, the can face financial lose this is the negative impact on the firm. TASK 4 Job Advertisement for Marketing Manager 16
Job Description We are looking for an experienced marketing manger for our company. This nature of the job is full time and it is a target based job with performance based incentives. The marketing manger will be in-charge of the marketing team. Responsibilities: ď‚·The marketing manager is responsible to prepare a marketing plan and budgeting for the team. ď‚·Preparing the various reports for the management according to the team performance. ď‚·Conducting conference, seminars, work shops and training sessions to enhance their knowledge. Requirements: ď‚·MBA/BBA(Hons.) or equivalent degree from a recognized university. ď‚·2 years experience in related field. ď‚·Having good communication skill and creative thinker. Package: ď‚·Minimum monthly salary is ÂŁ30,000. ď‚·Performance based incentives and other benefits such as health insurance, car and allied facilities. Job Description for Marketing Manager Qualificationď‚·Bachelor's degree in Marketing ď‚·MastersinBusinessorMarketing preferred. Experienceď‚·5yearsexperienceinresponsible positions in marketing. 17
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ď‚·2yearsexperiencesupervisingand managingaprofessionalmarketing staff. Area of expertiseď‚·Marketing presentation ď‚·Managing issues ď‚·Email communication Other qualitiesď‚·Ability to provide training to the staff ď‚·Ability to coordinate the efforts of a largeteamofdiversecreative employees. CV for Senior HR Manager Basic Information Name: Alice Edward Father's name: J.L. Edward Mother's name: Kelly M. Edward Mobile no.: 6534675432 Email id: Alice.95@gmail.com Education: ď‚·Bachelor's Degree in marking and business management. ď‚·Master's degree in marketing. Key skills: ď‚·Having good communication skill. ď‚·Teamwork and collaboration skill. ď‚·Human resource information software skill. Experience: ď‚·3 years experience as a position of sales manger. ď‚·2 years experience as business associate . Person specification for Marketing Manger 18
ParticularsEssential criteriaDesirable criteria Qualification/Educationď‚·Bachelor'sdegreein marketing. ď‚·Master's degree in marketing and business development. Training related to work and organisational skills. Experienceď‚·1+yearsexperiencein marketing management. ď‚·6monthsinternship experience in related field. 2Yearsexperiencein marketing field as the position of business developer. Knowledge & skillsď‚·Advanced problem resolution skillsandcommunication abilities. ď‚·Problem solving skills. Communicationskillsand ability to anticipate customer's needsandmatchthemwith appropriateproductsand services. CharacteristicsPolite, confident and dedicated. Questions for interviews: ď‚·Why did you decide on a career as a Marketing Manager? ď‚·How do you handle the stress of the job? ď‚·Why do you want to do work with this organisation? ď‚·What do you find rewarding about this job? Job offer letter Marketing Manager Offer Letter Alice Edward 2345, AD tower, California Date: 1 February 2019 Dear Alice, RE: Marketing Manager I am pleased to confirm through of employment as Sales Manger. Your employment will be permanent term basis and the first three months of your employment will be treated as a 19
probationary period. Date of commencement:Your employment will be start on 2ndMarch 2019. Remuneration:200 pounds (incentives as per performance of candidates). Hours of work:Your normal working hours will 37.5 hours per week according to day or night sift. Annual leave:You will be entitled to 20 days annual leave per year in addition to Bank and national holiday will be accrued. Personal Info:Subject to the requirements please can you enclose a photography of your passport and driving license when returning documents to the HR department. By using all these methods and techniques ASDA can find better and skilled candidate. Every organisation design some criteria for candidate that the company hire for the vacant position. Through all these companies search the skilled person that are suitable for the company and for that position which the company bis organised recruitment and selection process. CV, person specification, job specification and job offer latter are some factors that are necessary for applying a job. In this ASDA search required skills within candidates so that they can help the company to achieve its growth (Alfes and et. al., 2013). Evaluation of technology, online resources, digital platforms and social networking on improving recruitment and selection process In ASDA,theseplatforms providedifferentresourcesto conduct recruitmentand selectionprocess. These all are important to improve the process of selection & recruitment because by using social media the management of the company can send notification to various candidate in less time. If the applicants are not able to come for interview, they can conduct their interviewandorganisethisprocessthroughtelephoneandSkype.SoASDAcanmake improvement in its hiring process by using various technology and social networking.By using technology and social media the company make use various technology and channels of promotion to provide information about its products and services to its potential and new customers. The management department of ASDA can use Facebook, Instagram, Twitter and others to promote and advertise its products and services. 20
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CONCLUSION In this report concluded about evolution of human resource management and it concept. Purpose and functions of HRM, workforce planning and resourcing of an organisation are explained in the report. Recruitment and selection process are maintained and their strength and weakness are defined with their different types. Benefits of HRM practices and various HRM practices are described for both employees and employer. Evaluation of the effectiveness of different HRM practices are explained in terms of raising organisational profit an productivity. CV, person specification, job specification and job offer letter are explained and evaluation of the recruitment are also mentioned in the report. 21
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