Human Resource Management: Purpose, Functions, Strengths, and Weaknesses

This document provides an overview of Human Resource Management (HRM) in the context of Asda company. It covers the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of personnel practices for employers and employees, effectiveness of HRM practices in raising productivity and profits, importance of employee relations in influencing HRM decisions, and key elements of employment legislations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
P.1 Purpose and functions of HRM ............................................................................................1
P.2 Strengths and weakness of recruitment and selection approaches .......................................2
P.3 Benefits of personnel practices for employer and employee ...............................................4
P. 4 Effectiveness of HRM practices in raising productivity and profits....................................5
TASK 2............................................................................................................................................6
P.5 Importance of employee relations in influencing HRM decisions ......................................6
P.6 Key elements of employment legislations which can affect personnel decisions................7
P.7 Use of HRM practices in work related context.....................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is management of human resources and other resources in firm. It
includes a process which includes recruitment, selection and training of employees. Thus it can
increases the skills and knowledge of staff members (Banfield, Kay, and Royles, 2018). Hence
they can perform all activities in better and effective manner. Thus they give superior results.
Hence they can earn more revenues. Through this company can maintain distinct position in
market. Report describes about the Asda company which is a retail firm. It was found in 1949.
Project explains about the purpose and scope of human resource management with crucial skills
to accomplish the business objectives. It further describes about the effectiveness of key
elements of human resource management in firm. It explains about the internal and external
factors which can affect human resource management decision making including various
legislations of employment. It further describes about the application of different humans
resource management practices in work.
TASK 1
P.1 Purpose and functions of HRM
There are different purpose and functions of HRM. So, objectives of HRM in Asda firm are-
Operative functions
Recruitment: First objective of Asda is to recruit qualified employees in firm. This helps the
firm in performing all activities in better manner. Through this, the firm can easily improve its
performance.
Training and development: HR manager of Asda firm organises various training events in which
different activities are organised which helps in increasing technical knowledge of employees.
Hence, they can give the best results.
Performance appraisal: HR manager can evaluate performance of staff members. They give
suggestions to improve their performance as they do not perform according to expectations of
manager. As a result, it can easily improve performance of workers.
Managerial functions:
Planning: HR manager create different plans and policies so that they can recruit the best and
competent employees on the firm. Thus, the firm can perform better and can maintain unique
position in the market.
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Organising: HR manager can give various responsibilities and other resources so that they can
perform tasks in an effective way. As a result, they can easily complete activities in less time.
Hence, all objectives can be accomplished in minimum time.
Directing: HR manager of Asda Company can guide and supervise all employees so that they
can easily accomplish their goals. Thus, it improves their performance and hence employees can
easily achieve their goals.
Controlling: The last step is to monitor performance of workers. Thus, manager can give
necessary suggestions to improve the performance of all employees. Consequently, it leads to
development of company and it can maintain unique position in the market.
Functions of HRM:
Reduces workers turnover: HR manager interacts with all employees and solve all their
problems. Accordingly, they can perform all tasks in better manner. Hence, workers can perform
with their full potential and skills to give superior results.
Reduces conflicts: HR manager can motivate all employees. They can give different rewards to
workers who perform better. Therefore, it reduces conflicts and other issues in firm. Hence, they
can perform better. Thus, firm can easily achieve their goals and leads to increasing of customer
satisfaction.
Recruitment and termination: Firm can recruit competent workers. Company can any time
terminate employees if they think that they are not performing better and it do not have achieved
their targets. Thus they can easily terminate the employees.
P.2 Strengths and weakness of recruitment and selection approaches
Different strengths and weakness of recruitment and selection approaches used in Asda company
are-
Internal recruitment:
It is a process in which manager can recruit and select employees from company and they do not
recruit employees from an outside source.
Strengths:
Reduces costs: It decreases costs of recruiting and selecting employees as firm do not select
employees from outside source. There is no cost in advertisement and recruitment from colleges.
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Knowledge of individuals: Company have previous records and knowledge related to
individuals who are promoted within the company. So, it can make recruitment process easier
and faster.
Weakness:
Limited choices: Company is selecting employees from within the company so it has limited
options and choices to select workers. Thus, they cannot select new and more qualified staff
members.
Training new person: As they had promoted existing employees who already know culture and
working patterns of that company so hence they have to organize training programmes of
employees. This is crucial so that they can increase their skills which are required in the job.
External recruitment
If staff members are to be selected from an external source, it is known as external recruitment.
Strengths:
Fresh talent: Company is selecting employees from an outside source then it can select qualified
and individuals with good skills which is required in the job. So hence they can give new
advices and suggestions to company which is beneficial in enhancing performance of firm.
Improves diversity:
Company selects employees from different religion and background. Hence, it directly promotes
diversity in firm. Thus, all workers can interact with each other and can give suggestions to
company.
Weakness:
No knowledge: Firm can know the skills and communication level of employees but they still do
not have sufficient knowledge of all employees who are selected in the company. This leads to
poor performance of firm.
Communication gap: There is no proper interaction of employees with the company. Thus, they
cannot properly interact with all employees and solve their problems. Through this, staff
members cannot deliver the best results.
Third party: When company selects workers from an agency, then it is known as third party
recruitment.
Strengths:
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Strong relationship: HR manager can select workers by taking various tests. Thus, manager can
maintain strong relationship with all employees. Hence, all workers can easily achieve their
targets.
Candidate evaluation: They take different tests such as personality tests and other skills tests.
Through this, educated and talented workers can be selected.
Weakness:
Lack of control: Company cannot participate in selection process and cannot give more
suggestions related to selection to agency. Third party applies their own methods and procedures
in selecting workers.
Indirect access: It is difficult activity for company to evaluate workers in earlier stages. They
have to keep faith on agency as they had selected qualified and skilful employees who are
required in the job.
P.3 Benefits of personnel practices for employer and employee
There are different advantages of HRM practices for employer and employee of Asda company.
They are:
Benefits to employer:
Focus moved from job to tasks: It is a beneficial situation for the firm as firm is focusing from
job to tasks in better manner. Through effective HRM practices it can recruit educated and
competent employees. Thus as a result they can move from job to activities as all employees can
easily complete their activities in less time. Hence as a result they can easily achieve tasks and
activities in minimum time.
Better use of working time: Through better HRM practices such as selecting qualified
employees and giving them proper training so that they can increase their necessary skills. Thus
company can make effective use of this working time. Hence as a result all activities and tasks
can be performed better. Thus as a result they can make better use of this time. Thus it can give
make crucial use of this time.
Decreasing of absences and leaves: Through giving proper training, motivation and guidance to
employees they can properly work in the firm. As a result it can reduce the absenteeism level of
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all employees from the firm. As employees can give good results with their full potential by
receiving proper motivation and training by employees. (Eaton, 2017).
Benefits to employees:
Opportunities for training and development: Employees can receive different benefits through
proper HRM practices. Through receiving of proper training employees can enhance their
technical and other skills which is important for the job. Sop hence they can perform better and
can give best outcomes (Foss, and et. al., 2015).
Opportunities for realization in new areas:
There are different opportunities for realizing themselves through receiving of proper and
effective attention. Thus they can work in each areas. After getting proper and effective training
they can realize that they can work in different sector and can put other skills in that area.
Through this they can easily achieve their targets .
More freedom and better use of spare time: Through better HRM practices they can get full
freedom and they can make better use of the spare time. As they get training and motivation and
learning of various other areas so hence after performing in job they can get lot of exposure in
other fields also. Thus they can make effective use of the spare time .
P. 4 Effectiveness of HRM practices in raising productivity and profits
Different HRM practices which are applied by Asda to enhance productivity and profits are:
Promotes training and development: HR Manager can organize different training programmes
and can give training to all employees. Thus as a result they can increase their skills which is
required in the job. For example HR manager can organize on the high training programmes such
as role playing in which employees are given different roles to play. Employer also plays a
certain rile. Afterwards employer can give different suggestions regarding the performance of
employees and can give corrective actions to improve that role. Through this employees can get
practical knowledge of role such as sales operator or finance manager and they can also improve
their skills and their performance.
Better working conditions: Company can give choices to different employees to choose their
working time according to their own choices. For example Asda have given choice to employees
that either they can choose day shift or night shift. Due to this all women had choosed day shift.
Thus as a result they can choose any timings according to their convenience. Thus they can
perform better and can give good results. Through this they can easily perform all task sin better
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manner. Hence it directly improves their performance (Knies, and et. al., 2015). As a result firm
can earn more revenues.
Reward system: HR manager can give different rewards to all employees who had achieved
their target. Thus as a result they can be motivated and thus they can perform better. For example
HR manager can organize different rewards to employees who had achieved their targets. Thus
as a result they can easily achieve their targets. They haver set a target to sell house items in 1
month. Manager has told employees that they get different rewards to all employees who had
sold maximum number of items. Thus it can directly motivates all employees (Marchington and
et. al., 2016).
TASK 2
P.5 Importance of employee relations in influencing HRM decisions
Relationship between employer and employee are important so that HR can make decisions.
Importance of employee relations in Asda are (Role of Managers in Employee Relationship,
2018)-
Solve issues: HR manager can solve all issues and problems related to any matter relating to the
organization. For example HR manager of Asda company can solve all issues and problems.
Through this they can easily perform all activities and tasks. Hence as a result they can perform
all tasks in better manner. Thus HR can take decisions related to selection and recruitment and
providing training to employees. Hence it help them in taking each decisions.
Reduces stress: Through great motivation of employer to employee it can increase the
enthusiasm and motivation level of all employees. Thus as a result it reduces tension and stress
of staff members. For example manager of Asda can motivate and guide employees ion a better
manner. Through this all employees can perform better and they can easily accomplish their
targets. Hence HR can take decisions related to the recruitment and can take suggestions from all
employees. Through this they can take decisions in a better manner.
Team work: Through good relationship between employer and employee it leads to creation of
effective and efficient team. Hence employer can motivate all employees in a team to give
suggestions and they can give their advices. Through this they can easily take decisions such as
motivating and training to all employees. This also leads to effective performance of the firm.
HR can also take decision related to giving of fair compensation to all workers.
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Increases productivity: HR manager can motivate and guide all staff members. Through this
they can effectively perform all activities. For example HR manager of Asda can motivate and
guide staff members so that they can give superior results (Michailova, Heraty and Morley,
2016). This helps in enhancing the productivity of the company and profits. Thus HR can take
decisions related to recruitment of workers and can also take decisions related to providing of
training of workers. Thus it can other effective decisions (Shields and et. al., 2015).
Reduces absenteeism: If there is strong relationship between manager and employee then it
directly reduces the absenteeism level of all employees. Thus as a result they can effectively
perform in the company. For example HR manager of the company can properly evaluate the
activities and tasks and motivate employees so hat they can give good results. Through this all
workers put their full efforts so that they can easily achieve their targets. Thus HR can take
decisions related to recruitment and selection.
P.6 Key elements of employment legislations which can affect personnel decisions
Different legislations which can affect HRM decisions in Asda are-
Part time workers regulation act, 2000: This act states that part time workers are given equal
treatment with the full time workers. They cannot be discriminated with full time workers. HR
manager of Asda gives equal treatment to part time workers with full time workers. They get
equal treatment in compensation and training. Thus they can work with full potential and
satisfaction. Through this all workers can properly perform all activities and tasks in the
company. Hence as a result firm can enhance more revenues and can enhance the market share.
Working time regulation act, 1998: According to this act there can be agreement with
employees for extra hours. Workers who are performing for extra hours cannot exceed for 48
hours for seven days averaged for period of seven weeks. Hence HR can take decision related to
agreement with employees and they cannot work for 48 hours over seven weeks. Through this
they can easily work with their full potential and they do not have pressure of work in the
company. Thus it reduces tension and stress of all employees.
Data protection act, 1998: According to this act it protects personal data which are used by
firms business and the government. It use different principle such as it uses fair and lawful
method to protect data,accurate and it is a adequate important and not excessive. So thus HR can
take decisions related to protecting of data which is used by company. They uses fair method and
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this it is a accurate method. Through this it can protect data and hence through this it can give
strong competition to other firms (Tang and et. al., 2015). Thus it can protect the data and
employees can conceal their confidential information.
Flexible working arrangements: There are different new ways of working for all employees
such as part time workers and flexible hours,shifting of work, partial homeworking, contracting
out of work etc. HR manager can give flexible working hours to all employees they can create
arrangements for flexible time with all employees (Wilton, 2016). They can also shift talented
employees to other departments. Through this all employees can perform better and can give
good results.
Thus as a result all staff members can give best outcomes and can easily accomplish their targets.
P.7 Use of HRM practices in work related context
Different HRM practices are applied in the firm so that they can select qualified employees. Use
of HRM practices in Asda are-
Job specification: It consists of areas of expertise, education qualification and experience.
Job specification
Job title IT manager
Qualification  Graduation from IT sector from U.K.
University.
 Done O and A level course of IT .
 Done a certificate course of IT from
good and reputed institute.
Experience  Applicant had worked in reputed IOT
company for 5 years.
 Candidate has also worked as finance
and operations manager in finance or
operations company for 3 years.
Area of expertise  They have knowledge of MS Excel,
power point and MS word etc.
 They can maintain record and data in
excel and can have good analytical
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skills.
 Can give recommendations and
suggestions to company after analysing
data.
Job description: It means duties, functions and designation.
Job description
Name of firm Asda
Job designation IT director
Location U.K.
Reporting Top managers and CEO.
Working hours 8:30 a.m. To 9:00 p.m.
Roles and functions  Can create various policies and plans to
manage all data and information in
computer.
 Can evaluate different records and
reports on daily basis.
 After evaluating data they can tell
performance of company to CEO.
Salary 400000000 pounds
Working facilities AC room furnished with luxury facilities such
as proper tables with luxury tables,laptops etc.
Curriculum Vitae: It is document that mentions personal skills and qualification etc.
Curriculum Vitae
Name:
Address
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Contact No
Career objective: I want to work in good and reputed IT company where I can manage all
records and can improve performance of firm.
Qualification
 Degree in IT
 Done A and O level of computer course
 Degree in MS Excel and specialization in IT sector
Personal skills
 Knowledge of IT sector
 Good analytical capacity
Interview: These questions are asked to evaluate skills of persons.
Q.1 Give your introduction?
Q.2 What is IT?
Q.3 How you can quickly maintain records of all employees?
Q.4 How long you can work in this company?
Q.5 Tell previous experiences related to IT sector?
CONCLUSION
Human resource management is crucial for the company. Through this it can select qualified
employees. Different purpose and scope of HRM to achieve the objectives. Effectiveness of
elements of HRM in firm. Evaluation of internal and external factors that influence HRM
decisions such as employment legislations. Application of HRM in work.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Baum, T. ed., 2016.Human resource issues in international tourism. Elsevier.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Cleaver, F., 2017.Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Eaton, J., 2017.Globalization and human resource management in the airline industry.
Routledge.
Foss, N. J. and et. al., 2015. Why complementary HRM practices impact performance: The case
of rewards, job design, and work climate in a knowledge‐sharing context.Human
Resource Management.54(6). pp.955-976.
Knies, E. and et. al., 2015. Special issue of International Journal of Human Resource
Management: Strategic human resource management and public sector performance.
Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page Publishers.
Michailova, S., Heraty, N. and Morley, M. J., 2016. Managing human resources in Central and
Eastern Europe.
Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Tang, G. and et. al., 2015. How effective human resource management promotes corporate
entrepreneurship: evidence from China.The International Journal of Human Resource
Management.26(12). pp.1586-1601.
Wilton, N., 2016.An introduction to human resource management. Sage.
Online
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Role of Managers in Employee Relationship. 2018. [Online]. Available
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