HRM and Business Performance at Asda

This assignment analyzes the effectiveness of Human Resource Management (HRM) at Asda in raising business productivity, profit, and overall performance. It explores the positive impact of good employment relations on decision-making processes within the company, providing specific examples. The document delves into employee rights and responsibilities, and examines the influence HRM has on shaping employee behavior and facilitating the achievement of organizational goals.

HRM

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1. Purpose and the functions of HRM, applicable to workforce planning and resourcing at
Asda.............................................................................................................................................1
P2. Strengths and weaknesses of different approaches of recruitment and selection used by
Asda.............................................................................................................................................2
P3 Benefits of different HRM practices within Asda for the employer and employees.............3
P4. Effectiveness of different HRM practices in terms of raising profits and productivity in
Asda.............................................................................................................................................5
P5. Importance of employee relations at Asda with respect to influencing HRM decision-
making.........................................................................................................................................6
P6 The key elements of employment legislation and the impact it has upon HRM decision-
making.........................................................................................................................................7
P7 Prepare a job advertisement, CV and person's specifications for Asda.................................8
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a function used in most of the organisation to improve
the potentiality of the employee for the achievement of the strategic objectives and goals. In past
times personnel management used to control the employee which was considered as a general
theory for controlling the employees. HRM has brought relevant changes with new techniques
and procedures to gain the organisational goals with employee satisfaction. When the personnel
management is absent, HRM has to lot to do towards organisation goals. HRM is a vital part of
all activities in an organisation which provides more control of people also their performances.
P1. Purpose and the functions of HRM, applicable to workforce planning and resourcing at Asda
Human resource management is a key function of Asda to improve and develop the
workforce which helps in effectual management and having smooth operations of company.
Human resource management has some functions to improve and develop the organisation and
employees which are like:
 Planning
 Recruitment and selection
 Training and development
 Performance management
PLANNING
Planning is a function of human resource management which ensures that required
number of employees are working at and the right time in Asda. Planning is a repeat process
which enables managers to prepare plans for the future uncertainties and perform better in
societal, technical and environmental changes to make a business successful (Chambers, 2013).
Main purpose of planning is to ensure effective use of resources and employees in business in
order to avoid the future problems. The planning involves determination of objectives of human
resource arrangement, demand forecasting, employment plan and training and development
programmes.
RECRUITMENT AND SELECTION
Recruitment and selection is the main process or a core function of human resource
management through recruiting appropriate employees and fulfilling employment needs.
Recruitment is the basic job of human resource management. In the past, managers of HRM
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were dependent on existing employees for advice and now the challenge is to fill the specific
positions of employees and recognize the potential employees among them. The employees are
selected and recruited by their individual skills and moral level. Recruiters who have work to
provide recruiting and staffing service for Asda have significant role in improving the labour
force.
TRAINING AND DEVELOPMENT
Training and development programs provided by the managers help new and existing
employees to understand the culture of organisation or business of Asda (Seibert, Wang. and
Courtright, 2011). Some human resource department also provide leadership training for the
newly hired supervisors so that they can perform their job in proper manner. Development
programs allow employees to improve their individual performance and working style which is
profitable for them and for the business as well.
PERFORMANCE MANAGEMENT
Performance management is an effective role of HRM to manage the job performances of
employees, maintaining their work and identifying the business performance. It is a process
where managers and employees work together in a plan to monitor and review employee’s
objectives and contribution towards business of Asda.
P2. Strengths and weaknesses of different approaches of recruitment and selection used by Asda
RECRUITMENT AND SELECTION
Recruitment and selection is a main process or a core function of human resource
management through recruiting appropriate employees and fill employment needs. Recruitment
is a basic job of human resource management, in the past managers of HRM were dependent on
existing employees for advice and now the challenge is to fill the specific positions of employees
and recognize the potential employees among them (Surroca, Tribó and Waddock 2010). The
employees are selected and recruited by their individual skills and moral level. Recruiters who
have work to provide recruiting and staffing service for Asda have significant role in improving
the labour force. There are some strengths and weakness of recruitment and selection given
below.
There are two factors which affect recruitment
Internal factors
Size of the organization
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The size of the organization affects the recruitment process. Larger organisations finds less
recruitment problems than the small organization
Recruiting policy
The recruiting policy of the organization from internal and external sources also affect the
process of recruitment. Recruitment process through internal sources is preferred because the
own employees knows the organization and can well fit into the culture of organization (Warner,
M., 2014).
Image of organization and job
Image of organization is another factor which influence the recruitment process. Good image of
the organization is earned through the actions taken by the managements. Better working
conditions are considered the characteristic of good image of job. Promotions and carrier
development process of organization attract potential employees.
External factors
Demographic factors
The demographic factors are intimately related to the human beings. These have profound
influence on recruiting process. It includes age, sex, economic status etc.
Labor market
Labor market condition supply and demand of labors is of particular importance in affecting
recruitment process. Demand for specific skill is high relative to its supply.
Labor laws
There are several rules and regulations are passed by the central or state government to different
type of employment (Bakker, 2011). These covers the working conditions, compensations,
retirement benefits, health and safety of employees in the business.
P3 Benefits of different HRM practices within Asda for the employer and employees
Human resource management is used by both employee and employer in Asda to manage
and control the performance of business. The benefits for employees and employers is given
below:
RETAINING QUALIFIED EMPLOYEES
Asda provide simple access and flexibility in benefits of employees. So the employees
can find qualified staff or members for the business. It also manages the risks within the business
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and minimize the burden of business. If qualified employees will be retained then employer will
get better quality work. On other hand, employees will receive full cooperation of their
subordinates as work will be completed in short duration (Gutiérrez, Hilbornand Defeo, 2011).
POSITIVE BEHAVIOUR
A positive working environment and the benefits for employees both are provided by
Asda business organisation through human resource management practices. Motivating and
encouraging an employee is more productive and the culture maintain by the Asda provide
essential services to the employees. If employees will have positive behaviour then in that case
good working environment will be at workplace which will lead to promotion of cooperation
among employees. On other hand, employers will receive full support of employees whenever
required.
IMPROVING PERFORMANCES
Asda business organisation helps to motivate and encourage their employees to increase
the productivity and the value of business goodwill. Human resource management is one of the
capital for business to improve the employees' performance and skills and for that business
provides facilities like education, trainings and knowledge sharing which develop the employee’s
individual performance. Improvement in performance will lead to recognition of performance of
employees and financial rewards and employers will observe more productivity at workplace.
RELATIONSHIP DEVELOPMENT
The human resource manager ensure the relationship status with employees to keep them
on track towards progress (Demerouti, and Bakker, 2011). A good relationship helps the business
to assess the performance of employees and take actions to control their activities.
FLEXIBLE WORKPLACE FOR EMPLOYEES
Asda's human resource management reflect the change of locations in the workplace.
Present employees in the business may expect various conditions than the past. New employees
are more diverse so their skills which help to maintain the flexibility. The Asda business
organisation provide a good flexible workplace environment for their employees such as design
of workplace environment, composition of the team, working locations and types of
communication. Such type of workplace allows employees to customize their work according to
their suitability. If workplace will be flexible then employees will enjoy work at workplace
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which will lead to increase cooperation of employees to employers. In this way, flexible
workplace factor will benefit both employees and employer.
P4. Effectiveness of different HRM practices in terms of raising profits and productivity in Asda
Human resource management is effective for Asda in order to raise profit and
productivity of business. Different HRM practices followed by ASDA are like:
INNOVATIVE AND EFFECTIVE EMPLOYEES
The HRM practices at ASDA promote motivation among their employees and create
positive environment for improving facilities and environment (Cech, 2010). These initiatives
also help business to increase their profit and productivity and employees get knowledge to
improve their own performances.
TEAM WITH INDIVIDUAL GOALS AND COMMUNICATION
ASDA HRM helps to set individual and team goals and objectives to achieve them
respectively. The HRM of ASDA provides effective communication to their employees for
managing relationships and sharing new ideas or thoughts freely.
EFFECTIVE DIRECTION AND EXECUTION
Effective direction and execution of plans and strategies is an important role of managers
and leaders towards the workforce in ASDA HRM. Human resource management of ASDA
helps to recruit effective managers for the right time and place. They lead the business to gain
profit and productivity with their effectiveness and efficiency.
REWARDS DRIVE PERFORMANCE
Rewards are directly tied with any individuals' performance with particular goals which
reinforce him/her towards tasks assigned (Greenberg and Colquitt, 2013). Implementing the
human resource management practices into business effectively controls the procedures and
plans of business to achieve goals.
UPDATING EMPLOYEE'S SKILLS
The businesses are full of competitors, so to cope up with this competition business of
ASDA need to update its employee’s performance continuously. It is the HR manager’s job to
find employees with required skills and update them to face the global competition in this regard
better training can be given to employees at workplace.
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P5. Importance of employee relations at Asda with respect to influencing HRM decision-making
The employees share their particular views, ideas and thoughts with fellow employees in
ASDA. They do this because they are not machines which start doing work by pressing a button.
They are normal humans as they need talks and discussions for making decisions or sharing
thoughts. It is necessary that every employee of ASDA is satisfied with his work and also, work
together as a group to achieve common goals. Here are some importance of the employee
relations which influence the decision making:
WORK BECOME EASY IF SHARED
Healthy relationship between employees of company help them to reduce the workload of
any individual and it will increase the productivity as well (Elger and Smith,, 2010). The work
should be divided among employees because it is not possible for an individual to do everything
with his own efforts. This will help the employees to complete their tasks on time. Healthy
relationship with team members help employees to make the task easy for them.
DISCOURAGING CONFLICT AMONG WORKERS
Good relationships among the employees at firm helps to reduce the chances of conflicts
and fights between employees. The employees should trust each other in their performances to
achieve set goals and targets. Encouragement will improve employees thinking towards their
fellow workers at the workplace.
LOYALTY OF EMPLOYEES
Loyal employees are created through pleasant and interactive environment of work at
ASDA. The employees feel motivated when business or company encourage them towards their
assigned tasks. They apply more efforts to their work that increase productivity and return to the
business (Ostrom, 2011). The employee turnover rate is very few so that the business reduce the
cost of recruiting new employees soon.
ENSURING EQUALITY BY COMMUNICATION
An effective communication system in ASDA helps employees to ensure that there is no
decision that is taken against them. In other words, it can be said that effective communication
ensured that there will be proper understanding between employees and employer.
Communication helps the human resource manager to take decisions effectually.
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P6 The key elements of employment legislation and the impact it has upon HRM decision-
making
The Asda is maintaining its employment legislation, when it recruits new employees or
existing ones in the business that has impact upon human resource management decision making
in the business. The main elements of employment legislation are as follows:
DEFINING POSITIONS
The business organisation should define the position of their employees, while the
process of recruitments in the business (Goodstein, 2011). The human resource manager describe
the employees' rights and responsibilities in the business and also what work they need to do and
how. This position monitoring will allow employees to take their places at work.
PROPER COMPENSATION
The recruitment process allows business to define their compensation for the employees.
It ensures employees minimum wages and their working time (length). After the proper
utilization on each and everything, business identify and select appropriate employees to work
with them.
ENSURING EQUALITY
The business should ensure the equality for every perspective at the time of appointing
new employees. There should be an equality between sex, working time, wages, health facilities
and much more. The employee should ask for legislative if he found something unequal or any
discrimination in any format help him to fill his demand by business. Human resource manager
can be determinative with employees positively if they ensure HRM about equality in all
appearance (Kern, 2014).
TIME OF WORK
Employees should be punctual of their time that they all are aware of time importance
and complete their work on time with given tasks. The employees can also work overtime if they
have the proper compensation for the overtime work. The business should allow them valid
leaves and also the particular occasional leaves. The HRM can take better decisions with time
distribution.
These legal actions should be ensured by Asda, while recruiting or selecting employees
that they have contributed their efforts for the business which have a positive impact upon
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human resource manager decision making for the success of business and achievement of
objective, goals and targets respectively.
P7 Prepare a job advertisement, CV and person's specifications for Asda.
JOB ADVERTISEMENT
ASDA is looking for a store manager for its branch at UK.
POST- STORE MANAGER
WORK PLACE- ASDA, UK
SALARY- $2000
POLICIES
 BOND OF 1 YEAR
 SECURITY AMOUNT WILL BE CONDUCTED $200
 LEAVES APPLICABLE WITH RULES AND REGULATIONS
 TERMS AND CONDITIONS APPLY
JOB DESCRIPTION
JOB PURPOSE
Manage and leads the employees in Asda. Communicating the business objectives, goals,
policies and practices. Motivate employee's and improve their performances and manage store.
A good customer relationship is necessary.
DUTIES
 Be a manager of qualities and helping nature
 Keep the stores record in documentary
 Help management by hiring and training
 communicate with fellow employees
 Supply quality customer service
 Identify the plans and strategies for achieving goals
 Generates and share the performance with owner
 solve the problems of fellow employees
 Management of products and services
 Keep stock information
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 Prepare profit and loss statement
PERSON SPECIFICATIONS
SKILLS AND QUALIFICATIONS
 Previous experience of store manager
 Appropriate knowledge of business products and policies
 Skills with motivation
 Strong written and oral skills
 Strong customer relationship
 Degree/Diploma in business management
 Self motivator
 Attractive personality
 Knowledgeable in accounts and finance
 Relevant qualification of this type of business
EXPERIENCE
 Experience of working with group or people relatively
 Experience of store manager at least 2 years
 Experience of managing business policies
RESUME
JASON SMITH
Volvo road near inox
opposite UK bank
United kingdom
9635485952
OBJECTIVE
My objective is to do work with passion and effectiveness with my efficiencies. Success is my
motto and I work hard to achieve my goals.
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QUALIFICATION
 Passed 10th with 72%
 Passed 12th with 77%
 MBA from UK university of management
 Diploma in business management
 Diploma in computer application
SKILLS
 Strong customer relationship
 Knowledgeable in accounts and finance
 Strong written and oral skills
 Attractive personality
 Appropriate knowledge of business products and policies
 Self motivator
SELECTION PROCESS
Interested candidates will send their resume on the website of www.asda.com. The
shortlisted candidates will be called for interview. The interview process for store manager will
be taken by the current manager of Asda which includes written skills, customer behavioural,
subject knowledge and products information. The selected candidate can join the business from
the issued date (Lilleoere and Holme Hansen, 2011).
Thank you.
Regards, ASDA
CONCLUSION
In this report many aspects of human resource management have been discussed in to the
consideration which have shown the effectiveness of HRM in raising business productivity,
profit and performance. Impact of good employment relations in decision making with examples
are also explained. In addition to employees rights and responsibilities or legislation power of the
employees in the business have been described in detail. After evaluating everything it is clear
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that human resource management in Asda helps the business to influence the employees and
takes the better decisions to achieve the goals and objectives of business.
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REFERENCES
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Bakker, A.B., 2011. An evidence-based model of work engagement. Current Directions in
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John Wiley & Sons.
Chambers, R., 2013. Ideas for development. Routledge.
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Goodstein, E.S., 2011. Economics and the Environment. Wiley,.
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Surroca, J., Tribó, J.A. and Waddock, S., 2010. Corporate responsibility and financial
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Pp.463-490.
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Vandell, D.L., and et.al., 2010. Do effects of early child care extend to age 15 years? Results
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Warner, M., 2014. Culture and management in Asia. Routledge.
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