(PDF) Human Resource Management Assignment - ASDA

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Reasons and works of HRM activities that apply in workforce planning and resourcing an
organisation.................................................................................................................................3
P2 Strength and weaknesses of approaches to recruitment and selection process......................4
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for both employer and employees..............................................6
P4 Effectiveness of HRM practices in raising organisational profit and productivity...............7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision making............8
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................10
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................14

INTRODUCTION
Human resource management is approach to recruit, hiring, developing and managing
workforce management and control in organisation. It is a chain of activities which manage
recruitment,selection, training and development, performance appraisal and documentation of
employee's in HRM activities in organisation. In addition to it gives place to employee's to
effectively and efficiently accomplish their goals and objectives in organisation. In this report
chosen organisation is ASDA which is British supermarket retailer deals, headquarter in leads,
West yorkshire. it has second largest supermarket which deals in food, clothes, toys and
electronics etc..This report study upon important aspects of human resource. The first and
foremost work is analyse purpose of human resource with strength and weaknesses of
recruitment and selection process (Foster, 2014). Moreover it explains different approaches of
HRM for both employee's and employer in ASDA. In addition to it elaborates importance of
employee's relationship in context of ASDA. Further it explains work related HRM practices in
organisation.
TASK 1
P1 Reasons and works of HRM activities that apply in workforce planning and resourcing an
organisation.
Human Resource Management is acquire knowledge, skills and talents according to
organisation requirement and accomplish tasks and duties (Pattanayak, 2018). HRM basically
connected with employ people to effectively accomplish organisation's tasks and duties so that
organisation can achieve their goals and objectives.
Purpose:
First and foremost purpose of HRM is to employ best resources that helps in achieving
business goals and objectives. The main motivation behind good and fair recruitment is that it
helps in understand needs of organisation and mould itself according to it. Fairness in
management helps to employee's remain loyal and productive in organisation.

 Internal customer management: HR management describes and implement policies
and procedure that attracts, appoint and remain quality functions in organisation.
Compensation, plans and policies of appraisal suits according to HR manager of ASDC.
 Staffing: Main and foremost purpose of HR activities is employ, screening and finally
select and perform within ASDC to fulfil job requirements. Recruitment is very essential
part of selecting right candidate in right position to accomplish tasks and duties in ASDC
to perform duties. Further it elaborates importance of recruitment and selection process of
HR activities.
 Culture sensitivity: Culture sensitiveness is very important part of organisation which
builds coordination in organisation (Armstrong and Taylor, 2014). Culture diversity
brings people to different background and it creates problems so ASDC creates
environment to integrate with each other in organisation.
Functions of HRM:
Main function of HR activities is to acquire, retain and motivate employee's to and
appraise their works and doings and achieve goals and objectives in organisation. Functions are
formulated to designate their works and tasks so that they become responsible for work.
 Recruitment and selection: Recruitment and selection is first and foremost task in any
organisation to acquire quality workforce in organisation. There are many steps consist in
process of acquire employee's in organisation screening, selection through different steps
in ASDC to obtain good employee's.
 Managing good working environment: To motivate employee's in ASDC working
conditions should be healthy enough because it affects on mental and physical health of
employee's. Hence create good environment is crucial in ASDC.
P2 Strength and weaknesses of approaches to recruitment and selection process
Recruitment and selection is most important aspect in employing candidate's in ASDC.
Main aim of ASDC while recruitment process is to attract most competent and liable candidate's
according to organisation requirement (Bratton and Gold, 2017). In selection process ASDC
website gives opportunities to get registered into it and grab best opportunities from them. In
selection process two documents are essential that are job description and job specification.There
are two important parts of recruitment process that is Internal and external Recruitment.

Internal recruitment: Internal recruitment is method in which organisation plan to fill
the vacant seats and positions within organisation. This method of recruitment use in large
organisation. ASDC have select recruitment methods which are some beneficial for organisation
and some negatively affects to organisation.
Strengths of internal recruitment and selection:
 Consume less time: Internal method of recruitment takes less time and cost in
comparison to external recruitment because in this method higher authorities know about
strengths and weaknesses of employee's and ASDC know about requirement of
organisation which help in selection of right candidate within organisation.
 Employee engagement: Promotion of an employee's in same organisation increase their
morale and faith towards organisation which helps in increase their productivity in
ASDC.
Weaknesses of Internal recruitment and selection:
 Less choices: If an organisation recruit from within organisation that create problem
because it has less choices in front of them. That reduces opportunities before
organisation.
 No new ideas: Recruitment within organisation build hurdles in innovation and creativity
and challenges towards organisation sustainability.
External Recruitment: It refers to fill vacant seats with new and fresh talents to bring changes
and innovation in organisation (BriscoeTarique and Schuler, 2012.). There are benefits and
critical things about external recruitment.
Advantages:
 Wide range of experience: An organisation if selects external method of recruitment
then it selects best candidate's according to its own choice and gain candidate's who have
relevant knowledge and experience of same field.
 Innovation and opportunities: external opportunities brings fresh talent with new ideas
that are very beneficial for organisation and it enables to attain its goals and objectives.
Disadvantages:
 Long process: External recruitment is such a long process which takes much cost and
time with resources which increase operating cost of ASDC.

 Arising disputes: External recruitment increase disputes in ASDC because it creates
dissatisfaction in organisation. Which increase disputes in organisation (Brewster and
Hegewisch, 2017).
TASK 2
P3 Benefits of HRM practices for both employer and employees.
HRM practices helps in coordinating most precious assets of organisation that is
manpower. A coordinated manpower can give best results to organisation which helps in attain
goals and objectives of ASDC. Benefits and appraisals that are very important for employee's is
give motivation to employee's (Chelladurai and Kerwin, 2017). For employer HRM practices
play a crucial role in protect rights and duties of employees that enhance their productivity.
Benefits of HRM activities on Employee and Employer:
Benefits for employee's Benefits for employers
1. Training and development: Training and
development helps to employee's to upgrade
their knowledge to find problems that arise in
competitive world and eradicate these
problems is very necessary to remain leader in
market for ASDC. Training and development
increase their motivation level that satisfy their
needs and wants for achieving organisational
goals and objectives (Budhwar and Debrah,
2013).
1. Health care benefits: Health care benefits
to both employees and employer. When
employer take care about every need and want
of employees they feel motivated towards their
work and doings and become loyal to ASDC.
2.Recognition, rewards and incentives:
Recognition and appraisals helps to employees
to complete their needs and wants properly that
gives them satisfaction and that brings loyalty
towards organisation. Recognition gives
motivation to employee's that increase their
productivity to work efficiency in ASDC.
2. Retirement benefits: Retirement benefits
helps employer to know satisfaction level of
employee's to access their needs and wants of
employee's which help to understand their
capacity and helps to know their willingness to
work and to take rest. So retirement benefits
help also financially to employee's and gives
necessary information about current need of

market.
3.Employee Engagement: Employee's
engagement is very important for employee's
because it brings cooperation and coordination
in their works and doings that helps to
organisation to achieve their definite goals and
objectives.
3. Performance Appraisal: Performance
appraisal helps to employer to obtain needs and
objectives of employee's and access their
requirements in ASDC. It helps to give
financially and mentally motivation to
employee's that helps in obtain organisational
objectives and employee's remain for long time
in organisation and give their best to
organisation.
P4 Effectiveness of HRM practices in raising organisational profit and productivity.
Practices which helps in obtain organisational objectives and goals that provides benefit
to both employee's and employer to achieve organisational objectives. These practices enable to
achieve to potential goals and objectives with higher performance objectives. There are different
approaches to improve productivity in organisation.
 Payment and Reward Management: Payment and reward management is important for
building and implementation of organisational plans and policies that are beneficial to
provide advantages of equitable and fair rewards in ASDC. It helps to control the pay
rolls and give information about basics of pay system to management. Main benefits to
reward system is that it motivates employee's to fair and equitable pay wages so that they
become productive every time in organisation (Buller and McEvoy, 2012). ASDC
provides fair and equitable perks and benefits so that they become motivated and
productive in ASDC.
 Flexible work environment: This approach helps in make employee comfortable
regarding their work and doings and they feel motivated while persuade works and
doings. They provide flexible work hours, shifting of work and work from home services
to employee's so that they become motivated all time in ASDC. It increase employee's
productivity and loyalty towards organisation which helps in obtain specific goals.

 Employee performance management and monitoring: Performance Management is a
systematic approach which helps to evaluate, measure and appraise performance of
employee's so that they feel motivated towards their goals and objectives. It is integrated
process that helps in cooperation and coordination in organisation missions and visions
(Purce, 2014). Monitoring enables to review performance of employee's and helps in
acquire of feedbacks that helps in review of performance and quality of employees in
ASDC.
 Learning and training practices: Training and development is necessary for update
knowledge and requirements of today's competitive world to lead in market. On other
hand development is growth of employee's career that gives motivation and
encouragement in organisation. Encouragement in organisation is helpful for both
employee's and employer in ASDC in working environment.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making.
Employee relationship means goods terms and conditions between employee and
employer in organisation. Good relationship helps to coordinate effectively in organisation that
brings productivity and motivation (Nickson, 2013).
 Team work: Team work is important factor that help in employee's engagement
employee's feel motivated towards their goals and objectives. Due to team work they
know about each other work in a team that helps to obtain goals and objectives. Team
work enhance empowerment in relationships in employee's and it indirectly beneficial for
organisation.
 Improving Moral: The most important attribute to attract most competent employee's to
offer best salary and remuneration benefits to ASDC employee's. ASDC selects online
method to recruit its employees because it improves its efficiency in organisation and
uses social media channels to recruit more employees and increase efficiency.
 To Resolve Conflicts: To motivate employee's in ASDC working conditions should be
healthy enough because it affects on mental and physical health of employee's. Hence
create good environment is crucial in ASDC to resolve conflicts. If conflicts arise in

organisation that divert employee's from their main motive that harms to organisation and
hinder their profit.
 Relationship empowerment: In context of ASDA Human resource is very precious
assets of organisation which no one can imitate others in organisation. Hence Human
resource is sole body in organisation which enables to effectively operate other factors
also to accomplish goals and objectives in ASDA. So for effective results relationship
between employee's and employer should be very strong (Pieper, 2012).
 Internal Resources: In internal resource consist of manpower and resources which helps
in achieve objectives and goals of organisation. Internal resources help to compete in
market by allocation and utilisation of suitable resources at right place at right time in
right manner.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employee Legislation is rules and regulation which is develop to govern employees,
employers and management who are working in an organization, It affect directly to superior,
subordinates and trade unions of workplace. Its main focus is on developing and maintaining
relationship between business and workers. There are various employee legislation which is
adopted by ASDA, some of them are describe below:-
Sex Discrimination Act, 1975:- This Act is established by parliament of United
Kingdom, to protect right of men and women from discrimination on basis of sex or marital
status at workplace (Kim, 2012). To protect the rights of employees ASDA adopt sex
discrimination Act in their organization, so that no one discriminate any employees on basis of
sex or gender and there are strict punishment for those who do that.
Disability Discrimination Act, 1938:- According to this Act there must be no
discrimination on basis of individual's disability in any organization or place. It is created to save
the right of disable person and take care that no one is suffering from discrimination on basis of
disabilities (Nickson, 2013). ASDA adopt this rule and regulation to make secure surrounding
for disable employees so that they feel safe and protected.
Minimum Wage Act, 1998:- It is adopted across the united Kingdom and from 1st April
2018 there are different different salary slap according to employees age. The salary or payment
given to workers in ASDA are according to salary range describe by the governments of UK

such as £7.83 per hour for workers whose age is over 25, £7.38 per hour for workers whose age
is between 21 to 24 etc.
Equality Act, 1970:- This law is developed in 1970 and get revised in 2010. Purpose to
develop this Act is treat equal to every workers and individuals in an organization and insure
that their must be no discrimination is done on the basis of age, gender, race, disability, marriage,
religion or belief and civil partner. In ASDA it is responsibility of employer and service provider
to make another department who take care of this and make reasonable adjustment to overcome
barriers in respective company.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
ASDA adopt various HRM practices to run their organization in effective and efficient
manner, activities that involves in this are such as recruitment, exit interview, employees
engagement, motivation etc. Some of major HRM practices done by ASDA are mentioned
below:-
Job Description:- It is written document that contain all essential details like general
task or related duties and responsibilities, salary, position, required skills, education etc. In other
word it is summary that derive from analysing of job (Foster, 2014). ASDA create job
description of Sales Manager, which is given below:-
Company:- ASDA
Job Details:
Job Title:- Sales Manager
Department:- Sales and Marketing
Reporting To:- Head of Marketing and sales Management
Job Type:- Full Type
Salary:- £37,240 per year
Location:- London
Job Purpose:
 Derive strategies and techniques which is necessary to achieve sales target.
 Responsible for Brand promotion and advertising.

 Motivate team members to make team work to achieve goals and objective.
 Maintain and improve relationship with clients and customers and maintain necessary
data and record for future.
Responsibilities:
 By successful managing sales team, achieve growth and sales target.
 Design and implement business plan which help in expansion of company.
 Built and retain long lasting customer relationship.
 Predict future marketing and sales trends.
 Predicting annual unit and gross profit plans, through the implementation of marketing
strategies, analysing new trends and result.
Interested candidates kindly send their resume at [e-mail] or contact on given number.
Thanks & Regards,
ABC,
HR Manager,
ASDA, London
06546341465
Person Specification: In job specification includes personal characteristics of person,
skills and abilities of candidate includes to perform specific job and duties in organisation.
PERSONAL SPECIFICATION
Experience Necessary Demanding
Experience as an educator 3 to 7 years Minimum of 3 Years
Skills/knowledge/cognition Necessary Demanding
Skills and certification in
Management and advances.
Certified diploma in
Management.
A Grade
Qualifications needed in
educational sector
Necessary Demanding
 Master and bachelor's Minimum working should be A Grade

degree in management
and marketing and
diploma in sales and
marketing.
 Diploma in sales and
marketing.
in marketing management and
sales sector.
Personal skills Necessary Demanding
Managing,Communication,
expressing and understanding
skills.
Candidate have knowledge of
different communicating
languages so that they can
communicate with the clients
from different countries.
English(UK),(US) and (AUS),
Spanish and German.
Time of reporting: 10:00 am to 07:00 pm
Curriculum vitae: It is a subjective information in which all information about specified
person who going to apply for job in organisation.
Curriculum vitae
Name: XYZ
Contact No.: 9885229874
Email id: [e-mail]
Address: 27, new Captown road, London.
Position: sales manager
strategic thinking and strong interpersonal skills with understanding to evaluate and analyse
problems and their critical evaluation.
Key skills:
 sales analyse and forecasting
 Interpersonal skills and vocal ability
 Risk and portfolio management

 Innovative thinking and capacity to learn
Professional experience: Starbucks
Duration: 5 February to present.
Position: sales executive
 Manage sales proceedings and activities.
 Got work and then assign to others
 collecting sales data.
Education Qualification: Diploma in Sales and marketing.
University of college, London
2014
CONCLUSION
From above report it has been concluded that human resource management play a very
crucial role in organisation. It directs functionality of HR that are very important for organisation
effectiveness. It helps to know purpose and functions of HRM in workplace. It also elaborates
pros and cons while recruiting and final selection of candidates. Moreover it helps to ASDA to
attain goals and objectives by different practices. In addition to it helps by increasing
productivity and effectiveness in organisation.

REFRENCES
Books and journals
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
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.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.