Human Resource Management: Company Overview, HR Function and Responsibilities, Strengths and Weaknesses of Selection and Recruitment Approach

This report provides an overview of human resource management in ASDA, including the company's purpose, roles and responsibilities of the HR function, strengths and weaknesses of the selection and recruitment approach, and the application of HRM practices in employee relations. It also evaluates employment legislation in regards to ASDA and provides a job specification for a deputy manager position.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................................2
PART 1.......................................................................................................................................................2
Company overview..................................................................................................................................2
Purpose of HR function and responsibilities & roles of function.............................................................3
Evaluation of strengths and weaknesses of company approach to selection and recruitment..................4
Approach to human resource management that is beneficial for employee & employer.........................5
Critical evaluation of employee relation and application of HRM practices............................................6
Employment legislation evaluation in regards to ASDA.........................................................................7
PART 2.......................................................................................................................................................7
Job specification for one position in ASDA............................................................................................7
CV...........................................................................................................................................................8
Interview documentation and benefits of procedure in context of selecting suitable applicants..............9
Selection procedure will inform decision making in company..............................................................10
CONCLUSION.........................................................................................................................................10
REFERENCES..........................................................................................................................................12

INTRODUCTION
Human Resource management play important role in companies they assure success of
business and also aid to improve their brand image within specific marketplace which in return
help enterprises to sustain in market for longer period of time.
The current report is based on ASDA, is British supermarket retailer which was owned
by Asquith Family. The following study is divided into two parts first section will describe
chosen organization overview, purpose, roles and accountabilities of human resource function.
This assignment will critically evaluate weaknesses and strengths of business approach to
selection & recruitment. It will define approach to human resource management practices and its
effectiveness.
It will clarify employee relations and application of HRM practices that influence
decision making and employment legislation that apply in context of company. Furthermore,
second part of this assignment will justified job specification for specific position, CV and
interview documentation including interview questions, schedule and details of selection criteria.
At last it will discuss selection process that informs decision making in organization.
PART 1
Company overview
ASDA is one of the leading retailers in UK they provide range of quality products or
services to consumers. Organization operates their business across country with skilled and
talented applicants at workplace. They normally serve over than 18 Millions buyers a week in
outlets across boundaries.
Mission-
The mission of its business is to become best value retailer beyond consumers needs
always. Having a mission statement, firm has a statement of purpose, it can aids stakeholders to
comprehend why Asda exists in the market.
Purpose-

The purpose of this company is to make their services and items more affordable for
everyone as it gain attention of more people towards purchase.
Aims and objectives-
ASDA aim is to cater items that are affordable and cheap to buyers all around the world.
The objectives of this company is to reduce plastic packaging and consider every option of
achieve their aim.
Purpose of HR function and responsibilities & roles of function
Workforce planning-
It is the main function of human resource management which they can use to analyze,
forecast and plan effective workforce demand (Squires and et.al., 2017). The purpose of this
function is to assure that Asda has an adequate supply of individual with knowledge, skill and
better experiences needed to achieve their strategic objectives effectively which is quite
beneficial for business.
Learning and development-
It is another function of HR that enables existing as well as new applicants to develop
their skills and abilities they need for further situations (Hammersley, Lloyd and Bilous, 2018).
Purpose of training and development function is to fill skills gaps among workers and enhance
their capabilities rather than before within ASDA that is really very important for them as well as
company.
Recruitment & selection-
The most important function of human resource department Within ASDA is to recruit
and hire skilled applicants. It includes attracting applicants to work for company and choosing
the best one. Recruitment and selection purpose is to empower increasing number of candidates
to apply in firm (Holm and Haahr, 2019).
Roles and accountabilities of human resource function-

Workforce planning role is to assure current and future requirement of human capital that
needed to perform tasks effectively. Responsibility of this HR function is to analyze employee’s
needs appropriately and plan for it within effective manner.
With recruitment and selection function human resource management play vital role as
they obtain applicants meet with selection criteria. Accountability of this function is to recruit
right candidate for right position with all the needed skills or abilities.
Role of training & development function is to enhance capabilities and strength of staff
members and responsibility is to build strong workforce who are able to gain competitive
benefits by working within ASDA for long.
It can be said that by performing all above functions effectively HR department can
acquire talent and abilities to meet business objectives.
Evaluation of strengths and weaknesses of company approach to selection and recruitment
Recruitment methods-
Employee referrals-
It is one of the best recruitment methods HRM within ASDA Company can use to recruit
applicants (Pieper, Greenwald and Schlachter, 2018). Strength- It is an internal approach for
searching job candidates that improved organization culture and increase employee retention rate
in effective manner. Weakness- it may end up with little diverse job pool from which to select.
Inclusive job advertisement-
This is another and most effective approach of recruitment which makes HRM able to
gain attention of diverse workforce (Ganesan, Antony and George, 2018). Strength- By using
different advertisement tools advertisers and human resource management within ASDA
advertise vacant jobs. It critically evaluated that this method encourages applicants with varied
abilities for specific role. Weakness- this approach need extra efforts and requires additional
investment.
Selection approaches-

Personality profiling-
It is also called personality testing used to select right applicants in ASDA Company at
right job position (Goldstein and et.al., 2017). Strength- With this approach of selection HRM
can decide which employee is suitable for specific role. It usually helps to detect interpersonal
traits that may be needed for some vacancies. Weakness- it can be time consuming which lead to
job applicant frustration.
Interviews-
This approach is quite beneficial for company as it help to select skilled applicants who
are able to contribute in achieving set aims of business (Knorr, Hissbach and Hampe, 2018).
Strength- interview allow recruiter to gain more details about each candidate. Weakness- this
procedure caters less anonymity that is wide concern for many respondents.
Alternative method-
HRM within ASDA must use another approach for recruiting applicants for example they
can recruit candidates through recruitment agencies. It is the best alternative method that can
save time and efforts of management.
Approach to human resource management that is beneficial for employee & employer
Workforce planning-
It caters different benefits of ASDA human resource management in term of employee
retention, determining skill gaps and talent identification. It also helps better prepare firm for
future and to good forecast obstacles they may come across.
Development and training-
It is one of the most beneficial approaches to HRM which makes them capable to
increased abilities or skills of applicants. With the help of training and development method
employee can strengthen their team and group of people in effective manner.
Performance management-

This procedure helps assuring that set of outputs and activities meets ASDA aims in a
systematic and ethical manner. Performance management aids management to identify right
applicants for job promotion.
Reward systems-
In exist within ASDA used by employee to motivate and inspire their workers to work
towards achieving strategic aims. Rewards systems concerned with workers and employee
benefits.
It analyzed that above approaches are quite beneficial for employee and applicants as it
allow employee to get talented workers who can contribute in competitive business environment.
Training and development also beneficial for staff it makes them able to perform multiple tasks
at workplace. Training and development increase individual skills, workforce planning prepare
HRM to hire skilled applicants and rewards system motivates workers. All these activities
enhance knowledge of people and make them capable to work effectively which in return
increase productivity and profitability of ASDA.
Critical evaluation of employee relation and application of HRM practices
Employee relation refers to organization’s attempts to manage relationships between
existing labor and employers (Vu and Ozdemir, 2018). ASDA with effective and good employee
relations systems cater fair and consistent treatment or services to all applicants. It is one of the
best HRM strategy especially designed and used to assure appropriate utilize of individual to
accomplish as well as achieve mission of company. Collaboration, coordination, communication
and participation of employee’s in decision making procedure can develop good employee
relation between management and staff that enhance business productivity rather than its
competitors. It analyzed that employee relations strategy and application of human resource
management practices such as workforce planning, selection, hiring etc. influence judgment
process in ASDA Company. To motivate people and inspire them to work effectively HRM
develop varied strategies and plan. They arrange small gate to gather event in which seniors and
juniors take part for playing few games like puzzle solving. It is beneficial for business and
workers because it build strong connection between all of them and creative drives workforce at
workplace.

Employment legislation evaluation in regards to ASDA
Employment legislation is laws and rules regulating relationship between top
management and applicants. While number of these laws is usually designed to protect
individual at workplace, there are some acts that are imposed upon candidates. There are varied
types of regulations and laws applied in context of ASDA that is quite beneficial for business
growth and success for longer period of time. Equality Act 2010 is one of the best and most
effective law that apply in firm to protect staff from workplace discrimination. According to this
law human resource management and top authority take decision in context of staff well fare,
they must cater all facilities to them which makes them comfortable at work area and allow
doing their job effectively. Administration by following principles of this law or regulation cater
equal growth opportunities to its candidates and treat them fairly without making any differences
which increase performance and productivity level of workers as well as profitability of ASDA.
Fair work act is another employment legislation that can be applies in organization to
create positive work culture and environment around workplace. It caters for conditions and
terms of employment and sets out accountabilities and rights of staff & employers.
PART 2
Job specification for one position in ASDA
Job title Deputy Manager
Position summary As deputy outlet manager, applicant will motivate and inspire all store
managers to deliver best standards of services and increasing
accessibility and driving sales of ASDA rather than before. They must
keep their eye for detail, coaching store group and maintaining
business standards.
Roles &
responsibilities
 The role of deputy store manager is to motivate their workers,
perform human resource tasks and handle management duties.
 Applicant role is to implement business process and assist
general managers.
 Candidate is accountable to train their existing as well as new
applicants.

 Person is responsible to create appropriate budget and manage
inventory.
Qualification &
experience
 Applicant must have master degree in management.
 They must have 2 year of experience as store manager in wide
supermarket.
Skills and knowledge  Candidate must have good communication skills, which makes
them able to communicate with everyone in ASDA.
 Applicants must have better knowledge about employee
relations and employment legislation.
 They must have good decision making abilities and motivation
skills.
CV
Name- Christ Morgan
Phone no- 02514564654
Address- 177 Great Portland Street, London
E-mail- [e-mail]
Skills-
 I am able to communicate with other while working with them and take decision.
 Capable to develop inventory management plan and create strategies related to do.
 Able to solve workers issues and complex situation in work place.
Abilities-
 I am able to play vital role in company as providing appropriate directions to my team.
 Able to work effectively and accomplish it on timely and ethical manner.
 Able to work in a team or group of individual at workplace.
 Able to take decision and take other opinion as well.
Experience-
 1 Year experience as store manager.
 Strong leadership capabilities, providing direction and confidence delegating tasks.
Education-

 Higher education degree
 MBA degree.
Languages-
 English
 French
Certifications-
 IT certificate
 Circular activities certificate
Interview documentation and benefits of procedure in context of selecting suitable applicants
Interview documentation is one of the best and effective procedures used before taking
any interview by recruiter or HR manager. Establishing set of standard interview question, based
on job criteria, position description details and defining an approach to rate candidates is an
essential role of recruitment manager. It is important to develop and must be used to support
recruiting decision. It requires following some easy step for example preparing interview
schedule, questions and details of selection criteria.
Before taking interview of new candidate’s Human resource manager prepare appropriate
schedule. It is basically a list containing a set of well structured questions that can be prepared to
serve as framework for interviewers. In this structure HRM must add starting and ending time of
interview. They set interview objectives and consider all point which needs to discuss in course
of procedure.
Interview questions also included in interview documentations were recruiter create list
of common questions which they had to ask from applicants.
Basic interview questions are-
 Tell me about yourself.
 What are your strengths and abilities?
 Why do you want this job?
 Tell me something about company?

Selection criteria is another step of interview documentation that represent important
qualifications, abilities, skills, training, knowledge, experience and personal attributes a applicant
must have in order to do a specific job effectively and appropriately. Recruiter within ASDA
Company set selection criteria which they can use to select an candidate. Good communication
skills score require 8 out of 10.
Above discuss procedure is quite beneficial for recruiter as it will help them to select
most suitable applicant. It save time and allow HRM to analyze current skills of candidates in
effective manner. When person pass selection criteria and gets high score they can be the best
one and suitable for vacancy.
Selection procedure will inform decision making in company
Employee selection is procedure of putting correct person on right job within ASDA in
order to strengthen workforce and increase productivity. The above selection procedure is
beneficial and effective for management. It aimed at hiring and finding the best applicants for job
opening or existing at workplace. It is really very essential for recruiter to prepare interview
schedule that needs to adhere to ASDA overall hiring procedure. It will inform decision making
effectively within company as allow HR manager to save their time, gather in depth information
about applicants and identify skill gap that may be impact on current as well as in future
performance as well as productivity level at workplace. It is useful procedure use to obtain
detailed data about personal feelings and perceptions of candidates. By asking some important
and most common questions to applicant recruiter can take decision to hire them or not in
company because it is really very important to select the best workers. But it can be said that this
selection process goes wrong when recruiter only focus on asking question about company
because people get info through net it does not cater any information about applicant skills.
CONCLUSION
From above analysis it has been concluded that ASDA is able to sell their products or
services to consumer in ethical and systematic manner because they have skilled as well as
talented applicants at workplace. Human resource management by using employee referral, job
advertisement, personality testing and interview methods selects and hires the best applicants.

Furthermore, it has been summarized that by preparing and creating interview plan including
selection criteria, questions and schedule recruiter select the best worker for them.

REFERENCES
Book and Journals
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Goldstein, H.W and et.al., 2017. The Psychology of Employee Recruitment, Selection and
Retention. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection
and Employee Retention, p.1.
Hammersley, L., Lloyd, K. and Bilous, R., 2018. Rethinking the expert: Co‐creating curriculum
to support international work‐integrated learning with community development
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Holm, A.B. and Haahr, L., 2019. e-Recruitment and selection. In E-hrm. Routledge.
Knorr, M., Hissbach, J. and Hampe, W., 2018. Interviews, Multiple Mini-Interviews, and
Selection Centers. In Selection and Recruitment in the Healthcare Professions (pp. 113-
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