Human Resource Management : Solved Assignment

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Scope of Human Resource Management ..........................................................1
P2 Strengths and weaknesses of recruitment and selection approaches......................................2
M1 Functions of HRM provide talent to fulfil business objectives.............................................3
M2: Strengths and weaknesses of approaches to recruitment and selection...............................4
D1: Critical evaluation of strengths and weaknesses of approaches to recruitment and selection
......................................................................................................................................................4
TASK 2............................................................................................................................................4
P3: Effectiveness of key elements of Human Resource Management........................................4
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity..................................................................................................................................6
M3: Methods used in HRM practices..........................................................................................7
D2: Critical evaluation of HRM practices...................................................................................7
TASK 3............................................................................................................................................7
P5 Importance of Employee Relations........................................................................................7
P 6 Key elements of employment legislation and its impact on HRM decision-making ...........8
TASK 4............................................................................................................................................8
P7. HRM practices in work- related context................................................................................8
(a): Job specification....................................................................................................................8
(b): CV.......................................................................................................................................10
(c): Notes for Interview .............................................................................................................11
(d): Offer letter...........................................................................................................................11
M4: Key aspects of employee relations and employment legislation........................................12
D3: Critical evaluation of employee relations and application of HRM practices....................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is a process of management of the employees
working in an organization. The process involves recruiting, hiring, deploying and managing the
employees. The human resource department make policies, implement and oversee them. The
HR manager has responsibilities of staffing, employee compensation/benefits and assigning
work. The chosen company in this report is ASOS, which is located in London, UK. ASOS is an
online fashion and cosmetic retailer. It has 850 brands in clothing and accessories segment and
delivers its products over 200 countries (Alfes and et. al., 2013). This report covers purpose and
scope, key elements, external and internal factors and practices in HRM. It consists of various
HRM practices that are used within an organisation are covered in the report.
TASK 1
P1 Purpose and Scope of Human Resource Management
Human resources planning: It is a process of identification of the job position vacant in
the office, to determine whether company has excess staff or shortage of staff, planning to deal
with excess or shortage problems. There is various purpose which are mentioned below:
Job analysis design: The analysis is done to know details about every jobs in the
company. This helps the company in determining the requirement of jobs and assessing the job
of existing employees.
Recruitment and selection: After determining the jobs requirement, the company gives
advertisement in the newspapers and on various sites inviting the candidates to apply. The
company then receive applications, conduct interviews and recruit the suitable candidate for the
job (Armstrong and Taylor, 2014).
Workforce planning: It is said to be continual process that can be used to align the
requirement and priorities of an organisation with those of their employee to ensure it can meet
their rules and regulation more effectively within an organisation.
Orientation and induction: The company conduct an induction program for the selected
candidates in order to provide them the information about background of the company,
organizational culture, code of conduct etc.
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Training and development: Training is necessary to make the selected person capable
of doing the organizational work. Company often conduct training program for existing
employees so that they can perform better.
Performance appraisal: The HRM department conducts appraisal of the employees
working in the company to assess their performance. According to their performance, they are
offered promotions, incentives and increments.
Compensation planning and remuneration: The HRM department make plans and
policies to provide compensation and remuneration on the basis of employees' post in the office,
their performance, overtime etc.
Motivation, welfare, health and safety: These elements are important to retain the
employees in the company. Motivation is important to keep the employees do their work
effectively.
Industrial relations: A company should have healthy relations with the union members
so that company can work smoothly without any difficulty of strikes or lockouts.
The Human Resource manager advices the company regarding the requirement of
training, opportunities, descriptions of job, reviewing the performance and other policies related
to employees. It further provides support and supervision to staff selection commission by
providing timely, reliable and accurate information for decision making. HRM department
assistance in necessary to make correct decisions regarding human resources in the organization
(Bloom and Van Reenen, 2011).
P2 Strengths and weaknesses of recruitment and selection approaches
Approaches Strengths Weaknesses
Online job websites  Cost-effective
 Speedy recruitment process.
 Use of technology.
 Instant applications, global
reach.
 Process can be slow
sometimes, when care is not
taken while drafting the job
description.
 Technical difficulties can
badly damage the brand.
 Not everyone is aware
about this method.
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Recruitment
Agencies
 Useful in unfamiliar
employer and business
sector situation.
 Speedy recruitment process.
 Sorted and high quality
process.
 No risk.
 The agency can charge
registration fees on their
selection.
 Not useful for providing
candidates for long-term.
Search Consultants  Special knowledge of
recruitment market.
 Discretion.
 Identifies the eligible
candidates.
 Costly
 Limited pool of candidates.
 Non-availability of
shortlisted people.
Press advertising  Positive publicity of
recruitment process and
brand.
 Helps in building brand
awareness.
 Fixed costs.
 Online publication facility.
 High upfront costs and no
guarantee.
 High administrative cost.
 Slow process.
Recruitment events  Effective interaction in short
period of time.
 Signify brand name.
 High level of competition.
 No guarantee.
M1 Functions of HRM provide talent to fulfil business objectives
HRM is that function of an organisation which is responsible for hiring, selecting and
recruiting the personnel who are skilled, competent and knowledgeable and are considered to be
suitable for the profile. In this regard, when the HR department of ASOS employ individuals
who possess the required competencies, it can be said that this business unit provides skills as
well as talent to attain the organisational objectives.
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M2: Strengths and weaknesses of approaches to recruitment and selection
There are 5 approaches to recruitment and selection, namely, Online job websites,
Recruitment Agencies, Search Consultants, Press advertising and Recruitment events. All of
these have their own strengths as well as weaknesses. Online job websites are cost effective but
quite slow. Recruitment agencies is a speedy process yet can not be used for long term. Search
consultants have knowledge of the market which assists them in hiring appropriate personnel yet
they are costly. Press advertising assists in building brand awareness yet it is a slow procedure.
Recruitment events are faster yet do not agree selection of suitable individuals.
D1: Critical evaluation of strengths and weaknesses of approaches to recruitment and selection
On the basis of above assessment, it can be said that recruitment agency is the best
approach for recruitment and selection as it is a speedy approach and has an added advantage of
personal touch with those seeking for selection. However, it is found out that least likely
approach for ASOS is online job websites as this is found to be slow.
TASK 2
P3: Effectiveness of key elements of Human Resource Management
The Human resource management is the management of people working in the
organization. Employees can be managed effectively by a human resource system. The system
enables the managers to make plans and policies according to the business structure.
Organizational Culture: An organizational culture consists of working policy, vision of
company, values, beliefs and standard of the company. The HR system is responsible for making
policies, procedures and standards to ensure that employees are acting accordingly within the
organization. For example, a policy for time management may include a fixed time by which the
employees are required to report in the office or provide a flexible time schedule to manage the
work according to employees' convenience (Boxall and Purcell, 2011).
1. Planning for change: The HR department plays a vital role in the company to provide
stability in the activities of the organization which occurred due to the changes taking
place the business environment. One of such changes may occur when employees are
selected and when they resign i.e. when they come and go. The planning is done with
view to make employees understand their roles. HR manager use the information to
develop a plan for any changes in the workflow.
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2. Training The new as well as the existing employees require training for better
performance. Training helps the employees to update their skills as per the requirement of
the project. The system for training and development of employees is called Learning
Management System, which keep information regarding education, qualifications and
skills of the employees. It also provides the information about training, budgets and
performance.
3. Recruitment: It is done to hire the eligible candidates for the jobs posts vacant in the
organization. The company follows the HR policy for the appointment of candidates. The
recruitment process includes searching qualified workers, engage them in company's
work by providing incentives, benefits, compensation, identification of potential of
existing employees etc. The policy framework is used to retain the employees in the
organization (Bratton and Gold, 2012).
4. Payroll: The HR department maintains a database about the payroll. The database
contains the information such as employee time, attendance, amount of their respective
taxes, incentives, pay cheques etc. The information is used calculate the remuneration of
the employees.
5. Employee self-service: There may arise situation where the employees may have any
doubts regarding the records maintain for them. The employees can inquire about their
attendance; the time they have worked for etc. all such information can be obtained from
the information system maintained by HR department.
6. Employee development: It is significant for an organisation to conduct their activities
without their employees. They are considered as the assets of ASOS. They should be
more effective after getting proper training session so that they can be able to perform
their job more efficiently.
7. Promote positive behaviours: It is more crucial factors for every business organization.
It is more beneficial in improving the behaviour of employees in an organisation. ASOS
can make sure that they are having positive environment in their company.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
It has been seen that there are various types of HRM practices that are situated in the HR
department. These particular practices consist of performance management, motivation and
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recruitment. It refers as the employees of the company will be working together with the motive
of increase the performance as well as productivity of the company. These can be attaining only
in case the plan made by the top level management is formulated in proper manner. The factors
can be more benefited with the employees those are working within ASOS. There are certain
factors which can be beneficial for the employees are mentioned below:
Coherent thinking: This particular policy is followed within the office premises of ASOS
under which the employees are given stricter orders for accomplishing their work within the
deadlines that are assigned to them. In case the employees cannot follow the same they cannot be
able to increase their ability and additional benefits from the companies (Buller and McEvoy,
2012).
Logical thinking: It is one of the reliable process that has been carried out through out by
the HR manager of the company. This can be aimed to generate innovative ability in the ASOS
so that the work of the employees can be accomplish on the give time frame. This can assist
them in facing competitive benefits in the market in respect to other.
Information system: It is said to be specific knowledge management. Under this system
the message that is crucial for ASOS is been shared with the worker so that the work is more
conducted in an efficient manner. This will assist an organisation in attaining their desire planned
aims and objectives. The management of ASOS can be useful effective communication strategies
for communicating with their own staff that are working with the motive earning maximum
return during the period of time.
Talent management- HRM department is responsible to bring new talent in organisation
and also to hold skilled and talented employees in organisation. Employees hired and various
trainings are provided to make them more skilled and productivity. Every employee in
organisation possess different skills and talents and it’s on HRM that how well these talents are
used to increase organisational performance. Talented employees have power to make
organisation more competitive and successful in business (Guest, 2011).
M3: Methods used in HRM practices
A number of methods are used in HRM practices so as to ensure an orderly conduct
within the entity. In this regard, ASOS also makes use of methods such as recruitment and
selection for hiring skilled personnel, Work Life Balance by way of implementation of flexible
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working schedules, Training & Development by way of conducting regular sessions and
Compensation and Benefits through provision of rewards to employees,
D2: Critical evaluation of HRM practices
It has been evaluated that some of the HRM practices used within ASOS are effective
while others are not. In this regard, ASOS conducts training and development sessions in every 6
months which are effective and equip employees with appropriate skills. Compensation and
Benefits are also effective as the entity invests in rendering monetary and non-monetary rewards
to employees. Further, it has been found out that the flexible working schedules are at times
misused by individuals and thus it is ineffective. Further, recruitment and selection by way of
recruitment agency has been ineffective for ASOS.
TASK 3
P5 Importance of Employee Relations
Employee relations is seen as the efforts of company for developing and managing
relationship between employees and employer. In context of ASOS, it can be said that it is
essential for its HR manager to develop employee relations in the company for improving its
business performance. Employees relation is highly important in the company as the employees
contribute to the decision-making of the HR team by giving their valuable suggestions. A co-
ordinal relationship between an employer and employee helps in easy work. The easy work
increases the productivity of the employees. The involvement of employees in decision making
makes them feel that they belong to the company which helps in their retention. The employee
feels secure and safe working in a company where there is unity among the employees (Jiang and
et. al., 2012). Healthy relationship reduces the chances of conflict between the employers and
employees. By evaluating all of these importance, it can be said that employee relation is
effective initiative of HR manager through which performance of the company could be
managed in effective manner.
P 6 Key elements of employment legislation and its impact on HRM decision-making
The various federal and state laws impact the decisions of HR department. The HR
department is required to keep itself updated with the latest laws applicable to the company.
Noncompliance of the laws and legislation can trouble the company. The company is also
required to comply with the specified industrial laws such as anti-discrimination, wage and hour,
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leave provisions, medical and disability. All the laws should be applied equally. An employee
wants to work in an organization that is ethically correct. Compliance to the various laws and
legislation makes the company survive in the long run. The employees can go for strike or
lockouts if the company does not include the laws applicable to the employees (Renwick,
Redman and Maguire, 2013).
Equality Act 2010: The act commonly protect people from inequality activities which
are executed at workplace. In context of ASOS, it can be said that its HR manager is required to
ensure that this act should be followed by all at workplace for reducing inequality cases at
workplace. Along with this, they are also required to take all mandatory decision by following
this Act.
Anti Discrimination Act: Implementation of this act at workplace ensures that all
business practices which are performed by HR manager at workplace. The act completely states
that discrimination will not take place within organisational premises.
TASK 4
P7. HRM practices in work- related context
HRM is a planned approach to manage people effectively for enhancing productivity.
HRM practice is essential for every organisation as managing biggest source will increase
productivity in each manner. HRM practices provides benefits to both parties as organisation
gets desired employees and employees also gets a job suitable for them as per their qualification
and skills (Han, Chiang and Chang, 2010). Two main HRM practices followed by ASOS are-
(a): Job specification
Job Specification- Job specification is a statement of an essential components of a job
class that provides summary of job to be performed. This includes minimum qualification
required for job, duties and responsibilities to be performed. To provide specifications for a job
analysis is to be done on that job and according to that job all specifications are mentioned
(Schalk, Timmerman and Van den Heuvel, 2013).
JOB SPECIALISATION
Organisation Name: ASOS
Job Profile: Assistant Human Resource Manager
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Qualification Required: MBA and PGDM ( Human Resource )
Selection Criteria:
 Proactive and ready to take initiative.
 Effective managerial skills.
 Innovative thinking.
 Ability to manage, co-ordinate, implement and evaluate programs.
 Experience in strategic planning and ability to assist.
Desired Criteria:
 Experience of 2-5 years in management.
 Good communication skills.
 Influencing personality.
 Full knowledge regarding HR policies.
Job Description- Job description is a document that describes general task, duties and
responsibilities attached to a particular position. It specifies to whom to report, salary range,
specifications such as qualification and skills needed for desired position (Huselid and Becker,
2011).
JOB DESCRIPTION
Organisation: ASOS
Division: Human Resource Management
Job Profile: Assistant Human Resource Manager
Location: London, UK
Job Summary: ASOS organisation is looking for an Assistant HRM who is responsible and
past knowledge and experience helps to solve various issues. Hard-working and always ready
for new challenges by innovative thinking skills. Positive in every situation and motivates
everyone to perform well.
Role:
 Organising training programs for new employees.
 Recruitment.
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 Ensuring all policies to be followed by each employee.
 Resolving issues relating to human resource.
Salary Range: "£" 300000-500000
(b): CV
In process of recruitment employee’s for ASOS, human resource team wants to reach to
maximum number of interested people. As selecting for pool of qualified professionals will
provide more choices to organisation. A more efficient and more competent employee which
suits best to organisation will be selected. For this selection process application is made by
interested candidates and one of their CV is as follows -
CURICULAM VITAE
Name- Robin Ken
Address- 23, Abbott Street, London
Contact no.- 241553575
Job Experience- Three years’ work experience in ASDA as Junior manager in human resource.
Looking forward to work with organisation like ASOS that provides more opportunities to
bring my skills out. Organisations growth together with employee’s growth is one of the
primary concern which is fully satisfied with ASOS.
Specialisation-
 Recruiting process
 Training to new joiners
 Solving conflicts among employees
 Good human resource management
Qualification-
 Bachelor in Commerce. (B.com)
 Master’s in Business administration (MBA) (HR)
 Post Graduate Diploma in Management (PGDM)
Declaration- I hereby declare that all the information provided above is true and best of my
knowledge.
Date-
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Place-
(c): Notes for Interview
To select suitable candidate from available HR team needs to be specific regarding
criteria of their selection. Some questions are prepared on basis of which skills and knowledge of
candidates will be judged. During interview many questions are asked but from them some
questions need to be perfectly replied to get selected. HR team decides all these criteria on the
basis of which candidate will get selected. Some questions by HR for job of Assistant Human
Resource Manager are-
 Tell me something about yourself?
 What are your greatest professional strengths?
 Challenges and conflicts faced by you in your past job?
 Why are you leaving your current job?
 What is your management and leadership style?
 How you deal with pressures and stressful situations?
 What you consider as your weakness?
(d): Offer letter
OFFER LETTER
Company: ASOS
Date:
Robin Ken
Assistant Human Resource Manager
ASOS
59, Bond Street, London UK
PIN code- 557896
Dear Robin Ken
We are pleased to offer you job at ASOS. We feel that your skills and knowledge will be asset
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to our organisation.
As per our discussion position is for Assistant Human Resource Manager. Date of joining is
1/01/2019 for London location. You are required to submit your qualification documents
together with fitness certificate, certified by doctor.
As per company’s norms salary offered for this post is "£"4,20,000 along with this various
medical benefits are provided and details regarding leave is specified in document attached to
this.
If you chose to accept this offer, please sign second copy of this letter and post it to companies
registered post address.
We are looking forward to welcoming you as a new employee in ASOS.
Sincerely,
Amora Jonas
Human Resource Manager
M4: Key aspects of employee relations and employment legislation
The main aspects of employee relations is to indulge employees in the process of decision
making so as to make them feel empowered. Further, the key aspects of employment legislations
are Equality Act 2010 and Anti Discrimination Act. With these HRM practices, activities can
take place in an effective manner within ASOS.
D3: Critical evaluation of employee relations and application of HRM practices
By indulging employees in the process of decision making, ASOS can get benefited or
face drawbacks. This is because even though indulging them in process of taking effective
decisions can instil a sense of loyalty and trust in them, yet there is a chance of misuse of this
power. Further HRM practices when not effectively managed within ASOS can not lead to
dissatisfaction among employees.
CONCLUSION
From the above report, importance of human resource management in an organisation
can be concluded. HR perform all those activities that helps company to have efficient team that
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helps company to grow and attain its objective. HRM brings best for organisation from available
candidates by following selection process. Human resource of organisation is managed by HR
team and various programs are organised for skill development of employees. In our report full
discussion about functions of HRM and strength and weakness of various selection process is
discussed. Benefits of HRM practice to organisation and how employee’s behaviour impact
decision of HRM. Applications of HR practices reflecting how all these have impact in
improving organisational structure. Different acts are followed by HR to protect any discretion in
employees of the organisation.
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REFERENCES
Books and Journals
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P. F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Han, T. S., Chiang, H.H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of organizational
commitment in Taiwanese high-tech organizations. The International Journal of Human
Resource Management. 21(12). pp.2218-2233.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Online
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.
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