Strategic Human Resource Management

This assignment delves into the critical role of strategic human resource management (SHRM) within organizations. It examines the five core functions of SHRM: recruitment & selection, training & development, performance management, compensation & benefits, and employee relations. The assignment analyzes how these functions contribute to organizational effectiveness and explores relevant theories and concepts like human capital and organizational resilience. Additionally, it considers the impact of corporate strategy on HRM practices and provides insights into contemporary challenges faced by SHRM professionals.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM in ASDA................................................................................1
P2 Strength and weaknesses of different approach of recruitment and selection used by ASDA
.....................................................................................................................................................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within ASDA for employer and employee..................4
P4 Effectiveness of different HRM practices in ASDA..............................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relation at ASDA............................................................................6
P6 Key elements of employment legislation and impact on HRM decision-making..................7
TASK 4............................................................................................................................................9
P7 Application different HRM practices in context of work-related..........................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is an operation in companies which is designed to
maximise the employee performance in order to meet organisation goals and objectives. In
simple words, it can also be said that HRM is the process of recruiting, selecting the candidates,
providing proper orientation and induction and developing the skills. Moreover, scope of HRM
is wider because it consists with all major functions which comes under the banner of human
resource management. Basically in this field managers are focusing on planning, organising,
staffing, directing and motivating so that they can cope up with their aims (Aral and Walker,
2014). Apart from that their different set of HRM policies are developed and created by the HR
manager for making ensure that each issue has been addressed properly and appropriate
discipline is there within organisation.
This present assignment is concentrated on ASDA which is the second largest grocery in
UK. An aim of this company is that is to serve goods and services which are cheap and
affordable to the public. Besides this, purpose and function of HRM has been discussed in
context of workforce planning within organisation. Furthermore, impact of employment
legislation upon HRM decision-making is also explained. In last different practices of HRM in
context work-related is analysed.
TASK 1
P1 Purpose and function of HRM in ASDA
ASDA is second largest company in supermarket and operating their business across the
world. As organisation is made of people and HRM is all about recruiting and selecting people,
developing their skills, motivate them to foremost level and ensuring about that they continue to
maintain their commitments towards the organisation. The purpose and function of HRM are
different which tells about the roles and responsibilities of every employee at workplace
(Armstrong and Taylor, 2014). Firstly, major function of HRM are listed as below;
Recruitment and selection – In ASDA, HR managers are recruiting and selecting the
highly qualified candidates which are based on objectives criteria for a particular job. As this is
considered as important process because it is reducing the cost of mistakes such as engaging with
underqualified employees, demotivated.
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Orientation – This is considered as fundamental steps in order to help new workers to
adjust themselves with the employer. Providing intensive orientation for new staffs is one of the
major function of HRM. As it helps to employees to know about their assigned roles and
responsibilities, job description, relation of position with other level. Moreover, it also giving
clarification to employee in order to actively participate in their role within organisation.
Managing good working conditions – In ASDA, HRM is liable to maintain good
working condition at workplace. It is considered as fundamental duty of HR department to
encourage and boost the employees.
Managing employee relation - Employees are the pillars of ASDA. So, employee
relationship is broad concept and crucial function of HRM (Brass, 2011). It is responsibility of
HR to organise different activities for employees in order to promote healthy and balanced
relation with employer.
Part from that, purpose of HRM is stated as below in context of ASDA.
 Many laws are enacted by the government in order to defend the rights of employees as
well as organisation. This allow HR manager in preserving standardised ambiance at
workplace.
 ASDA is having diversified workforce and so it required all rules and regulation must be
complying in easy way and does not disrupts anyone beliefs.
 HR manager should be ensuring about that strong and effective relationship among the
employees and management must be there. However, it also states about the employee
satisfaction in entity.
P2 Strength and weaknesses of different approach of recruitment and selection used by ASDA
Every organisation wants best talents working in their organisation. Keeping right person
at the right place, performing right function at the right time is the main motive. Recruitment and
selection is the ability to source talents in an organisation to accomplish its goals. The
recruitment and selection is the process carried out by Human Resource Department (Choi,
2011). Recruitment is the process of inviting talents from outside and thus is a positive process,
while selection is the process of selecting the best among them and then train and develop them
to perform tasks needed from them. Which profile will be going to suit one is to be kept in mind
while assigning task, also open communication should be encouraged to get best results. In
ASDA company there are two ways where manager is recruiting the people;
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Internal recruitment – This method is considered as highly efficient technique which
allow manager to fill the vacant position via prompting or encouraging the existing employees.
As it will boost the performance of employees. But there are some pros and cons of this method
which are enumerated as below.
Pros
 Cost efficient and less time consumption- Organisation get talents within the firm by
transfer or promotion, less cost will be incurred in such process.
 Existing talents already know company's work culture. Thus, it is easier for them to
understand different new roles which are assigned to them.
Cons
 Limited number of potential employees- If firm choose candidate from inside, obviously
the number of potential employees will be less so, organisation has less options available.
 Company needs to replace person who is promoted or transferred. Thus, it is one of
demerits of internal recruitment.
External recruitment – This is a highly effective method because here people are
recruiting from outside the organisation. As it providing opportunity to organisation to recruit the
most suitable candidate for the vacant position which is arise in ASDA (Daley, 2012).
Nowadays, manager of mention company is ore focusing on to appoint the candidates with the
help of this method. Moreover, advantages and disadvantages of external recruitment are as
follows-
Advantages
 Introduction of new ideas - New candidates will definitely bring innovative ideas into
firm so that organisation will become more competitive.
 Wider range of experience can also be one of the advantage as they get new applicants
having different sets of experiences.
Disadvantages
 Costly process - It is one of the costliest process as inviting applicants and then selecting
the best one and train and develop will definitely incur cost for the company.
 Longer process - It is longer process which takes more time to get suitable candidate for
the position
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TASK 2
P3 Benefits of different HRM practices within ASDA for employer and employee
Nowadays different practices of HRM are available where organisation can deal with
various issue which are facing by workforce. It is the best way where manager can ensure about
that management is completing their task in effective manner and improving the level of
performance. It also allows organisation in marinating standardised environment so that they can
retain employees for a long period of time. Apart from that there are numerous method which
can be used by company to recruit eight candidates for the vacant position. Here HR manager are
also trying to maintaining a good relation among employees and employers (Guest, 2011). For
this they are organising different activities so that workers and staff will get participate in that.
There is various task which has to be fulfilled by HR department in ASDA, such as maintain
good relation, conducting training and development programme, giving rewards and many more.
While executing all these activities will assist to top management also in implementing their
policies in appropriate manner. Many advantages are there for employer and employees in
context of HRM practices and these are discussed as below:
Benefits in context of employer:
Flexibility and adaptability – In ASDA, employers are already ready about to face
challenge and work in dynamic environment. This is possible when they are satisfied with the
practices of HR.
Lowering down the probabilities of disputes – With the help of HRM practices, it helps to
employee to reduce or minimise the conflicts among employees as well as organisation. Also it
will ensure about that employees are satisfied with their job.
Attaining goals and objectives – An employer become more skilled and motivated with
different practices of HRM so they are able to attaining their goals and objectives in desired set
time period (Lauckner, Paterson and Krupa, 2012).
Benefits in regard to employees:
Encouraging better level of motivation – It boost the motivation level of staff and
workers with the satisfied with their needs. Ultimately, employees are executing activities in
efficient manner.
Performing task in efficient and effective manner – With in improvements in skills and
capabilities of employee, it is ensuring about that they are delivering best quality of services to
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customers. As it will be give advantage to ASDA to retain employees and increase their
profitability during the year.
Higher level of career growth – With the improvement of knowledge, skills and
capabilities a person move towards for the career growth and able to follow his career path in
appropriate manner.
P4 Effectiveness of different HRM practices in ASDA
The HR department is already engaged with different type of activities which are
performing by them. Also it is allowing them to satisfied the workforce within organisation. The
main motive of HR department is that they have to select appropriate candidate at right place at
right time in order to complete the task in time period. In ASDA, whatever activities which are
performing by HR also ensures about that company can gain competitive advantage (Lengnick-
Hall, Beck and Lengnick-Hall, 2011). In modern era, it become significant for entity to meet
with the customer satisfaction level and for this manager has to work in efficient and effective
manner. The manager of ASDA is believing on that employees and customers are the pillar for
achieving their aims and objectives in better way. But at present company is facing issue
regarding higher rate of attrition because of there is an outdated implications of human resource
policies.
However, there are many ways where manager can evaluate the effectiveness of HRM
practices which are organised in organisation. In addition to this, HR manager is also responsible
to prepare job description and specification so that they can easily identified about the job
requirement in organisation. Also it will ensure about that what kind of resources will be used by
company to recruit the new candidates. In modern era, three prime practices are there which are
accompanied by the HR manager in ASDA and these are listed below:
Recruitment and selection – It is a primary responsibility of HR manager to fill vacant
position in entity. As there are different approaches which can be used by company i.e. internal
and external and with the help of these approaches manager can evaluate the effectiveness of
practices which are performing by them and conduct the audit accordingly (Meredith Belbin,
2011).
Training and development – This is considered as indispensable function for HR. In this
HR manager of ASDA is attempting to develop the current or future performance of employees
by increasing their skills and capabilities. These can be done by educating and conducting
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appropriate training session for the employee on regular basis. Apart from that, feedbacks can
also be taken by manager in order to evaluate the effectiveness of training.
Performance management and compensation – Apart from that, it is responsibility of
human resource manager that people are paid on the basis of their performance and position.
Proper and adequate remuneration should be provided to them and reward should also give for
the extraordinary work which are performing by employees. Moreover, different appraisal
method can also be used by manage to measure the performance level of individuals.
However, there are some other practices also which are performing by HR and ensuring
about that company can operate their business function in effective and efficient manner (Purce,
2014). All these activities will help to organisation to raise profit from customers and increase
the productivity of employees.
TASK 3
P5 Importance of employee relation at ASDA
Employee relation is considered as advanced activity which has evolved from the
industrial relations. In ancient time, organisation is more focused on their wants that how that be
achieved by them. But nowadays, entity is more concerned about the individual as well customer
requirements. By focusing on these both it will assist to organisation to gain competitive
advantage and lead in modest market. However, HR manager are liable to develop a better
relationship among employees and management so that workers will serve best quality of
services to customers (Uggerslev, Fassina and Kraichy, 2012). Also it is providing several
benefits to both because it is increasing the interaction level among them and higher authorities
are respecting employee’s values. Moreover, the chances of reducing the conflicts and
dissatisfaction among workers and staffs is also there.
As there are several benefits of maintaining good relation with employees to ASDA. As
these are cited below:
 It is improving the level of creativity and innovation which are performing by employees.
If there is high level of job satisfaction, then workers and staff will ultimately execute the
task in innovate way by applying different ways. As it will help in reducing cost of
resources which are using by them.
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 Maintaining sturdy relation with organisation will increase the loyalty also. However, it
will aid to organisation in satisfying the needs and yearnings of employees.
 It also enhancing team working which are performing by employees in group.
Maintaining positive and healthy environment is helping to people in resolving their
issues in appropriate manner. Also employees are having capabilities to work in dynamic
environment so that task will be accomplished in better way.
 ASDA will achieve their goals and objectives when employees are highly satisfied and
motivated. This can only target when proper training and requirements are fulfilled by
entity. As it will provide better productivity and proficiency.
The above identified benefits are giving advantage to organisation in maintaining good
relation with employees (Wright and McMahan, 2011). They are also describing that it is
essential for entity to establish positive relation. Here higher authorities are having essential role
to make rules and regulation in context of employees benefit because it will help them in taking
fast and appropriate decision.
P6 Key elements of employment legislation and impact on HRM decision-making
The Human resource management field is greatly influenced by the laws governing
different aspects i.e. recruitment, selection, training and development, and compensation. There
are different acts involved in employment legislation and these are Equality Act, 2010, Equal
Pay Act, 1970, Health and Safety Act, 1974 etc. ASDA has to comply with all these acts which
will ensure about that they are serving legal services to customers. along with this, they can also
defend the rights of employees if they are performing any unlawful activity. The network of laws
that regulate Human resources management activities is wide and extensive (Zepeda, Bengtson
and Parylo, 2012). Thus, firms of all sizes must be aware of the rules and regulation that are
described in legislation and follow up. In case of breach of any regulation by the organisation
will definitely take them towards failure.
Health and Safety Act, 1974 -
This is one of the important act of UK health and safety legislation. It puts obligation on
the employer of organisation to ensure safety, health and welfare at work. The employer is
obligate d to communicate safety features and emergency helpline for all its employees (Kocher
and Adashi, 2011). The act also requires-
 Safety in operations and maintain best working environment for all employees working.
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 Safe place to work. The worker should have all facility to work without any danger.
 Proper handling and safe use of hazardous substances.
 Training to employees regarding safety features and communicating the risk associated
with particular substances.
 Organisation should ensure welfare at work.
 All the policies of safety of health must be communicated to employees.
 Appointment of a separate person to keep updated regarding safety of plant and
hazardous substances.
Equal Pay Act, 1970 -
The Equal pay act, 1970 is one of the important act of UK legislation. The act enshrined
the right to pay equally between men and women (Daley, 2012). It refers that both men and
women should pay equally despite of their gender. The comparison must be on the basis of -
Life Work- It means that any work done by anyone by whatever gender they must be pay
equally. Any differences must not define any differences.
Work of equal value – It means work are of equal value if done by anyone whether male
or female and should not create any difference in value.
Rated as equivalent – Work require different skills, knowledge and value to accomplish
some task depend on person to person who is performing the same, must not be discriminated
based on gender.
Equality act, 2010 -
Equality act means employees are protected from any of discrimination in organisation
based on race, age, sex etc. Employers cannot refuse to hire an employee, dismiss employee
from employment or discriminate any employee for those reasons. If the firm has less than 20
employees, then such act may not applicable to them (Choi, 2011). Moreover, equal opportunity
should also provide to all employees who are working at same level of position.
Furthermore, there are many legislations are there where HR manager of ASDA need to
considered that so that they can fulfil all the requirements of employees as well as customers.
Also, it will easy for them to work in dynamic and competitive environment.
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TASK 4
P7 Application different HRM practices in context of work-related
In organisation, human resource department are engaged with lots of activities.
Nowadays, company is completely focusing on the developing and innovating the products and
services to retain customers for a long period of time. Apart from that it will help them in
attaining higher level of competitive advantage over their revivals. If their workforce is more
satisfied with the job profile, then it will enhance productivity and profitability of people. HR
manager in ASDA has to prepare all the documents which will help them in selecting the best
candidate for their vacant position.
Job Description
Organisation name ASDA
Designation Human resource officer
Location London
Report to Human resource manager
Roles and responsibilities  To recruit and select the highly
qualified candidates.
 To motivate the workforce and
maintaining an effective relation among
employer and employees.
 To conduct different programmes and
resolve the grievances.
Working hours 9:30 a.m. to 6:30 p.m.
Salaries 15000 pound per month
Facilities available Discount will be available for medical
treatment. Apart from that company will also
offer flexible working hours.
Job specification
Qualification  Candidate must be graduated from any
field.
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 Must also have master degree in
specific field.
Experience  Experience of at least 2 years in
specific field.
 He/she need to have practical
application of knowledge regarding HR
theories.
Skill required  Good communication skills.
 Must conduct proper training and
development.
 Resolve the issue in appropriate
manner.
Other qualities  Effective time and management skills.
 Person should understand other people
mind-set also.
Job Advertisement
Vacancy
ASDA is hiring for the post of human resource manager
Post – Human resource manager
Qualification – Master in specific field and should also have a degree of Ph.D.
Experience – Must have experience of minimum 5 years in retail industry.
An individual will be selected on the basis of their qualification and will call for the interview.
An interested candidate can apply for the job through mail or post.
Last date – 10th November, 2017
Address – XYZ, St. Xavier road, LS122.
Email – [e-mail]
Contact – 0987654321
Candidate CV received for the job:
Curriculum Vitae
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Name:
Address:
Telephone number:
Email:
Career Objective: To continually learn and gain experience while working in an association
which trust in double development and advancement.
Academic Qualification:
 Graduate
 Masters in Human resource
Experience:
 HR Executive in ASDA from last 3 years.
Personal skills:
 Good Negotiation skills
 Excellent Team management
 Employee Interaction and engagement
 Situation analysis
 Time management skills
 Able leader
Declaration:
I seriously declare that everything expressed in this CV is correct and unadulterated.
Interview questions and preparatory notes:
Q1. Tell me something that is important to you other than what you have mentioned in your
CV?
Q2. What makes you different from others?
Q3. What characteristics needs to be improved inside you as a HR supervisor?
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Q4. In what ability will you approach individuals and oversee them?
Q5. State about employing methodologies which you will utilised as a part of past? How we can
use them in our firm?
Q6. How will you comprehend a circumstance where beneficiaries are not satisfied with the
firm's remuneration arrangement?
CONCLUSION
From above report it can be concluded that different tools and techniques are there which
can be applied by company in order to operate their business function smoothly. With the help of
HRM practices it will also assist in address all the issue which are facing by department. Apart
from that, in ASDA major responsibility of HR is that to motivate and encourage the people in
order to reach at high level of satisfaction. Moreover, if there is good relation among employees
and administration, then organisation can target their goals and objectives in desired time period.
In last, the decision which are taken by higher authorities should give advantage to employees so
that they will retain in organisation for a long period of time.
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REFERENCES
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Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
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Lauckner, H., Paterson, M. and Krupa, T., 2012. Using constructivist case study methodology to
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Uggerslev, K. L., Fassina, N. E. and Kraichy, D., 2012. Recruiting through the stages: A meta‐
analytic test of predictors of applicant attraction at different stages of the recruiting
process. Personnel Psychology, 65(3), pp.597-660.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Zepeda, S. J., Bengtson, E. and Parylo, O., 2012. Examining the planning and management of
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Kocher, R. P. and Adashi, E. Y., 2011. Hospital readmissions and the Affordable Care Act:
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Online
5 Major Functions of Human Resource Management. 2017. [Online]. Available through:
<https://www.keka.com/5-major-functions-human-resource-management/>. [Accessed
on 7th November 2017].
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