HRM Assignment Summary

This assignment involves summarizing and referencing various human resource management (HRM) practices, theories, and studies from different sources. The goal is to provide a comprehensive overview of HRM principles and their applications in real-world scenarios. Key references include notable authors such as Bratton, Gold, Brewster, Mayrhofer, Morley, Cascio, Chelladurai, Kerwin, Delery, Roumpi, Guest, Jackson, Schuler, Jiang, Kramar, Marchington, Oke, Paillé, Pindek, Spector, Reiche, Sheehan, Sparrow, and Chung. The assignment also involves exploring the impact of HRM on employee well-being, sustainable practices, and organizational performance.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................2
P3 Benefits of HRM for employer and employee.......................................................................5
P4 Effectiveness of HRM practices............................................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations..........................................................................................7
P6 Key elements of employee legislation and its impact on HRM decision making.................7
P7Application of HRM practices in work related context..........................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a framework that controls and measure performance of
workforce that works in a corporation. HRM is a tool that manages functionality of manpower by
providing them an adequate compensation plan along with proper and appropriate motivation so
that efficient working of staff member could be promoted in association and this type of action is
will bring greater market share as well as profit (Albrecht and et. al., 2015). Human resource
manager recruits and selects a personnel and then placed him at correct position so that newly
appointed person could work with maximum efficiency and then superior assess performance
and then find out need of training and development program along with monitoring need of
motivation. This report is based on ASDA. This is a retail store company that operates its
business operations in United Kingdom. This project will enlighten function of human resource
department in ASDA company.
TASK 1
P1 Purpose and functions of HRM
Management of ASDA is quite efficient in operating their business operations in the
United Kingdom and other nations as well. ASDA was established in Leeds, UK. A human
resource manager conducts various human resource practices to enhance functionality and
working style of association by keeping performance of staff members up to the mark. It is clear
in market that a satisfied employee works hard for company because they feel that organisation
in which they are working is good and always take care about the needs and wants of all
employees then in return they should need to do some contribution. This action is helpful in
achieving all targets in limited period of time (Armstrong and Taylor, 2014). There are many
functions that manager of human resource department plays and elaboration of all these is
discussed as below: Staffing: It is the requirement of a business corporation that it should have adequate
number of employees to conduct all business operations in the most profitable manner.
To keep appropriate number of employees, human resource manager has to appoint the
most capable person who should take allotted action with maximum efficiency without
getting training at workplace.
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 Training and Development: Employer always be in duty of assessing performance of staff
member so that need of training and development program could be examined in order to
enhance performance level of employees so that they all will work in an effective manner
(Bratton and Gold, 2017). Motivation: Performance of a person gets reduced when he/she does not get proper
inspiration like why they work, what are the reason that provoke a man or women to
work, etc. By satisfying the motivational need of a staff member, superiors can motivate
them to work in the most significant manner. Person with low motivation reduces the
overall performance of ASDA retail store. Motivation could be gained by putting
minimal efforts.
 Maintenance: Superiors are supposed to get maximum efficiency of a person and to get
this, manager has to utilise compatibility of staff members in order to identify whether
they are working well or not. Maintenance of functionality of workers could be retained
by allocating them requisite number of tasks along with the linked duties.
 Orientation – When the work force is new it is important that they are provided with the
knowledge regarding in what sector company is dealing in. vision mission of the
enterprise needs to be communicated so that accordingly their contribution in business
can be raised.
Below are some purposes of human resource management which should be taken into
consideration while conducting HR practices.
 HRM improves performance of workers because this is directly linked with the efficiency
and capabilities of employees.
 Manpower head to keep an eye on level of productivity whether it could be match or not
and if answer is yes than corrective actions will be taken.
 Major objective conducting HR practices in ASDA is to maintain a strong bond between
employees and employers.
 Building happy and friendly atmosphere at workplace is another task of human resource
manager. It is required by managers that they should maintain a healthy relationship with
all line functional areas so that proper flow of information should not get contaminated
(Brewster and Hegewisch, 2017).
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 HRM helps in raising the satisfaction level of customers which further assist in reducing
the total labour turnover ratio.
 It ensures that the basic facilities are made available to all so that the work force do not
find it difficult to work with comfort.
P2. Strengths and weaknesses of different approaches to recruitment and selection
An organisation cannot conduct its business operations without having a prominent
number of employees because there are different types of activities that corporation need to
conduct in order to get required profit from market. It is not possible for a person to do all types
of tasks and actions. To do different sort of actions, persons with relatable skill should be hired
so that he/she works with self-motivation without getting training session in new workplace. So,
this can be concluded as, to have required number of staff member, it is expected from human
resource manager that recruitment and selection program could be done in most successful
manner like hired candidate must possess required amount and type of skill without needing skill
enhancement event (Brewster, Mayrhofer and Morley, 2016). There are three types of
recruitment approaches that are described as beneath:
Internal Approach: When employer of ASDA fills a vacant position by promotion and
transfer then it is called as an internal procedure of recruitment. This type of hiring saves money
and time because manager does not need to whole recruitment and selection program. Along
with this, internal approach also reduces the cost of induction program because hired employee is
aware about working environment of corporation because he/s he was working earlier in the
same company (Cascio, 2018). Strengths and weaknesses of this tool are described as follows:
Strengths Weaknesses
This type of recruitment saves various
expenses like conduction of training program
and this action further reduces the overall cost
of company.
If company follows this concept on regular
basis then it will be resultant into lack of new
ideas.
Employer need not to put resources in making
personnel aware about working environment as
he/she is also familiar with atmosphere.
This type of appointment generates
dissatisfaction among employees and then it
converts into conflicts and clashes at
workplace.
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External Approach: In this type of recruitment and selection, company conducts
complete program to hire a person which includes several steps like inviting application and
scrutinising of all applicant's form to selection and induction of candidate. This tool has various
methods like placement of college students, facility from consultancy firms, campus recruitment,
etc. Below are strengths and weaknesses of this approach:
Strengths Weaknesses
By adopting this approach, ASDA welcomes a
person with distinct thought process which can
be used for the betterment of company.
This model consumes more cost and time by
installing proper recruitment procedure.
Activities could be done in the most practical
and successful manner because new person is
expert in his specialisation.
Sometimes, employer has to provide training
and development program to newly appointed
persons.
Third Party Approach: When ASDA takes services of any other consultancy firm to
save their time and cost of recruitment process, it is defined as the third party approach. In this,
consultancy firm hires personnel on the behalf of ASDA. Strengths and weaknesses of this
model are stated as beneath:
Strengths Weaknesses
This method reduces the cost and time of
company because association is getting new
employees through other firm.
Due to miscommunication, sometimes
consultancy firm recruits a wrong person who
is not suitable for the corporation and this
action increases cost and time consumption of
ASDA.
There are so many activities that take place in an organisation like manufacturing,
promotion, management of human resource etc. and to conduct all task in most efficient manner,
firm needs to acquire prominent number of workforce with adequate skills and virtue to conduct
allotted task and duties. So, it is a responsibility of human resource manager that they should hire
only those personnels whom have required talent and expertise in task conduction.
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As per (Chelladurai and Kerwin, 2017) recruitment selection is a process that starts with
inviting applications and ends on selection and induction of new employees and this procedure
helps management in finding appropriate number of employees with required skills. Recruitment
and selection can be done through internal, external and third party approach. These approaches
are helpful in enhancing performance of company in marketplace by capturing larger market
share.
These methodologies are adequate but consumes time and cost and still company does
not get person with adequate skills then it is a failure of that particular model of recruitment and
selection. Application of approaches depend upon size of organisation and their strengths and
weaknesses (Delery and Roumpi, 2017).
P3 Benefits of HRM for employer and employee
In an association, employer and employee both do not work for only profit purpose but
they want something else from their working like capturing of larger market share, developing
strong customer base, hike in profit etc. workers whom are working in ASDA retail stores are
providing better rewards according to their performance in corporation (Guest, 2017).
There are some advantages and disadvantages of HRM practices for employees:
Benefit Description
Training & Development HRM practices always monitor performance of manpower and
recognise need of skill enhancement program in order to update
talent and virtue of workforce to make them more compatible in
marketplace. This is helpful for both employee and employer as it
will raise the capacity of work force which will result in higher
productivity and hence employer will be benefited with growth. On
the other hand skills of an individual are raised through learning
programme which further raise worth of an employee.
Conflict Resolutions HRM practices always assess functionality of staff members in order
to reduce clashes and conflicts without hampering motivation level
of employees. It helps employees as good working atmosphere is
developed when the issues are solved at the same moment they take
place. on the other hand, the employer is benefited through this
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system as when the issues are resolved soon it helps in maintaining
continuity in the working of business.
Employee Relations Practices of HRM, always take care about developing friendly
healthy competitive environment workplace that motivate workers
for hard-work. This helps the management in controlling the
turnover rations and also develop a feeling of belongingness among
the employees.
BENEFITS TO EMPLOYER
Benefits Description
Provide Surplus Welfare When all employees do their task with maximum efficiency then all
target will get achieve in most profitable manner. This also helps the
employees as when business is doing well than the profit is shared
with the work force too in the form of incentives.
Social Treatment When a worker is doing his best then to retain him/her with
association, human resource manager provide them extra benefits like
cabin facility, fringe benefits etc.
Above discussed benefits are advantageous for both employees and employer as well in
order to access wider geographical area in industry. HRM practices increases morale and loyalty
of staff member by serving them with best facilitites.
P4 Effectiveness of HRM practices
In order to fulfil requirements of consumers, ASDA need to be compatible in marketplace
for competing rivals so that greater profit could get retain by serving better quality services and
goods to clients. In respect to this, HR practices play a vital role and provides direction by
following them, employees can manufacture good quality items and services. By adopting these
practices, management can reduce their additional expenses and this action will further diminish
overall cost of company. This reduction is fruitful in enhancing level of profits. Other than this,
human resource practices play vital role in advancement of knowledge and information of a
person (Jackson, Schuler and Jiang, 2014).
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Training and Development: Assessment of performance of employees are a part of
human resource practices and this type of action aids management in recognising necessity of
training and development program. Main advantage of this session is to control functionality of
employees in order to reduce wastage and ideal time from working of ASDA. This will be
profitable for business as it will control the wastage which will further increase the profit
margins for organisation.
Recruitment & Selection: This activity aids management in hiring a person who have
adequate knowledge and information which is best suitable to accomplish a task and duty in
company. Main objective of this task is to assign a suitable person to the vacant post. This will
help business in building a productive work force which will be capable of utilising the provided
resources to its full capacity.
Performance Assessment: HR practices are good in examining functionality of workforce
so that their skills and specialisations could make up to the mark by providing training and
development program and this action will enhance risk taking capacity of manpower. With the
performance assessment programme business will get to know about the employees who are
doing good and therefore it will assist in planning the appraisals programme.
Motivation Tool: It is essential for HR manager that his/her manpower should always feel
motivated because accomplishing all task with maximum efficiency can only be done when
employees feels self-motivated. This increase the overall productivity of business which is
important to achieve the competitive advantage.
HRM practices are very good and promising because these provide support to employees
in order to conduct operational activities in effective manner. By taking assistance of this,
manager can take advantage of abilities of their staff members. There are some tools which are
helpful in assessment of manpower.
 To improvise skills and talent of workforce, Training & development program of workers
is needed (Kramar, 2014).
 Best method of motivating executives is that all staff member should be provided rewards
and awards according to their performance.
To conduct all operational activities of ASDA retail store in profitable and successful manner
then HR practices play vital role. HR department of company is liable for formulating and
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executing efficient strategies related to manpower so that all targets could be cover in set time
frame (Marchington and et. al., 2016).
TASK 2
P5 Importance of employee relations
It is required from human resource manager that he/she should maintain healthy and
friendly relationship among all employees so that conflicts and clashes could get remove
otherwise resolution of problem will take time and also will diminish productivity of association.
Assignment of task according to capabilities and skills is a part of human resource practices
which brings greater profit and larger market share for company. Importance of employee
relationships are discussed ahead:
Early Achievement of Set Targets: When workers share a good and strong bond among
them then they share important news and information amongst themselves and this kind of action
enables accomplishing of all targets accurately and adequately (Sparrow, Brewster and Chung,
2016).
Ability to Reduce Risk: When manpower works in most efficient way then risk is to be
reduced in task accomplishment process. When all task is done with maximum efficiencies then
this action reduces level of risk.
Increase in Sales: If all task and actions are done with good efficiency then workers
ensure that productivity of company could get higher so that sale could be hiked in industry.
When all task is done with full collaboration then it will improvise volume of sales by enhancing
productivity of corporation.
Profit Maximization: When sale of ASDA has been increased then as a result it will
enhance rate of profit by selling more unit in marketplace. This action is fruitful in grabbing all
market opportunities along with capturing higher market share (Oke, 2016).
Major parties that involved in the Employee relations can be understood by the following points:
 Managers: These individuals are known as the one who do various efforts to motivate
employees so they can contribute more in success of enterprise. Managers are the one
who negotiate conditions and terms of employment contract with employee
representatives.
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 Trade unions: This represent groups and individuals in conflict with their management
and these are the one who remain responsible to improve employee’s ability so company
can attain its set goal and objective. Further collective bargaining about terms and
conditions of employment is also done by trade unions.
 Individual employees: Under employee relations these are known as the one who seek to
improve their conditions and terms of employment. They share their ideas with
management and take part in decision making process.
 Third parties: This consists government, civil servants, judges and many more. In context
of employee relations these are known for create and maintain harmonious relationship at
workplace. These represent the community with decisions take by firms.
Major strategies that can be utilise by ASDA in order to create and maintain good relations
with employees is given below under the following points:
 Encourage employees to take part in decision making process: It is very important
that employees should feel important at workplace as this help in retain them for a
long time period. For this manager remain responsible to encourage them to take part
in decision making process as they feel that firm value them and this improve their
morale and increase their productivity. In this way manager of ASDA can create and
maintain good relations with employees.
 Ensure effective communication among all team members: Poor communication give
rise to conflicts at workplace and create confusion. There should be effective
communication among all team members as this help every individual aware about
his specific role at workplace and at the same time make the relation strong between
employee and employer.
 Conduct meeting with workers: Manager is the one who remain responsible to
conduct meeting with employees as this provide a common platform to all workers to
discuss and shares issues. After that employer require to do efforts so employees can
perform their roles effectively. This improve relationship between employer and
employee.
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P6 Key elements of employee legislation and its impact on HRM decision making
Employment legislations differs at every single level of a business firm. It has been
analysed that MNC follows more rules and regulations then SME. Along with this, a country's
rules and regulations differs from others. Therefore, it is mandatory for human resource
department of ASDA to consider all legislations of United Kingdom that are related to
employees and some of these are given below:
Family and Medical Leave Act, 1993: This act was made by parliament of United
Kingdom in which they stated that an employee can take leave for almost three months if any
family member is sick and at this phase firm will not pay anything to him/her. This law may aid
firm in motivating their employees and it also enhances loyalty of them with the organisation
(Paillé and et. al., 2014).
Minimum Wages Act, 1998: United Kingdom's parliament at current moment has fixed
wages depending on the work done by an individual. His/her age can also matter under this.
£7.50 per hour is the amount which has been fixed by them for people who are over aged from
25, £7.05 is amount which is going to be paid by a company if they are working for an hour. An
individual who has age in between 21 to 24.
Health and Safety Act, 1970: Human resource management needs to consider this act as
the major one with in ASDA. They should give proper environment to employees so that they
can work in an appropriate manner with efficiency. Along with this, ASDA can easily hit their
targets if administration is continuously providing all the facilities to employees so that they can
work in a healthy surroundings at workplace.
P7Application of HRM practices in work related context
To hit all targets in limited period of time, it is required from managers that they hire
most suitable person for post (Pindek, Kessler and Spector, 2017). To attain this objective,
superior invites application for blank position and elaboration of linked components are
elaborated as below:
Job Specification:
Job Specification
Job Details
Post: Assistant Financial Manager
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Area of Function: Finance
Job Aims
 Formulation of Financial Methodologies
 Financial Strategies Formulation
 Management of Financial Tasks
Roles & Responsibilities
 Manipulating Corporation's reputation as a brand
 Always seek for rivalry Advantages
 Maintenance of organisation's connection with its interest-holders
CV:
Curriculum Vitae
Name:
Contact No.:
Address:
Email:
Objectives
Efficient in applying business and financial models in reality in order to achieve highest rate of
profit along with acquiring larger market share in industry by pioneering all operational
activities for increasing sales volume by 13.5%.
Qualification:
 Graduate
 MBA in Finance
 Ph.D. In Finance Function
Experience:
Six Years of experience as Finance managerial personnel in ALDI.
Skills:
 Good Communication Virtue
 Fine Leadership skills
 Excellent group developer
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 Expert in solving numerical problem
 Good Analytical Services
Preparation of Structured Interview: It comprises some notes before making selection of new
employee (Reiche and et. al., 2016).
 Appropriate Questionnaire
 examination of eligibilities
 Match between required abilities and specialisations
 Personality Analysis
Offering of Offer Letter: It includes important situations which is related to job.
 Organisation's Details
 Date of Joining
 Payment
 Method
 Work-Hours
 Signature of top Authority
 stamp of organisation
 Leaves
 Additional Advantages
Evaluation: This is last step of recruitment and selection process. Selection criteria is elaborated
as beneath:
 Virtues
 Experience
 Education
 Problem solving skills
 Knowledge
 Communication abilities
by adopting all above discussed steps, an organiser can select best match to their vacant financial
post in organisation.
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Human resource practices leave impact upon working style of company in positive
manner. This action is helpful in obtaining all objective in most suitable manner with higher
effectiveness (Sheehan, 2014).
CONCLUSION
This report is concluded as human resource management is a tool that helps managers of
a corporation in assessing and controlling performance of a company so that all targets could be
achieved in short time period. It is required from employer that they should hire best suitable
candidate by applying recruitment and selection method. Practices of human resource are
beneficial for employer and employee both. Performance of employees could be kept fresh by
following some alterations like changes in governmental policies and regulations along with
changes in laws and legislations. Modifications that are occurring in external and internal
environment should be considered for formulating adequate strategies in order to maintain a
requisite number of employees in retail store.
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REFERENCES
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