Human Resource Management

HUMAN RESOURCE
MANAGEMENT

Table of Contents
PART 1............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Mission and purpose ...................................................................................................................3
Purpose of HR .............................................................................................................................4
Approaches of recruitment and selection ....................................................................................5
HR Practices ................................................................................................................................7
Aspect of employees relations management................................................................................8
CONCLUSION................................................................................................................................9
Part 2..............................................................................................................................................10
INTRODUCTION.........................................................................................................................10
JOB DESCRIPTION.................................................................................................................10
JOB SPECIFICATION.............................................................................................................10
CURRICULUM VITAE............................................................................................................12
Interview documentation...........................................................................................................14
Questionnaire to ask in the interview.........................................................................................14
Contribution of selection process in decision-making...............................................................15
CONCLUSION..............................................................................................................................15
REFERENCES................................................................................................................................1

PART 1
INTRODUCTION
The human resource management is very essential part in every business whether small
or big. Basically human resource refers to the activity or practise carried out to achieve the better
performance of people working for the organisation. This people have capacity that assist in
achievement of organisation (Michael, 2019). Asda stores Ltd. Is multinational organisation and
having largest chain of supermarket. This report will assess the overview of organisation with its
objectives to be achieved in near future. It will evaluate the purpose of HR function and its role
and responsibilities. An critical assessment of strength and the weaknesses of Asda to select and
recruit people. It will also evaluate the aspects of relation of employees relation management
with legislation and show how the practise of HR influence decision-making of Asda.
MAIN BODY
Mission and purpose
Asda is an multinational organisation established in 1960s and having one of the largest share in
the market. The company is leading retailer of Britain by offering category of product in
international market (Delery and Roumpi, 2017). The online services, petroleum services,
supermarket and living stores in UK. Asda is providing quality of product and improving
customer satisfaction regularly so that they can gain higher share. The company is having their
supermarket, supercentre, stores and petrol feeling station main to generates its revenue.
The company is having mission to be most trusted and worthy retailer in the world. The
managers and board member are making efforts to provide quality of products at affordable price
so it help its customer to save money (Kianto, Sáenz and Aramburu, 2017). They are providing
clear understanding to its stakeholders about the reason of business existence. The company
objectives also involve to provide best-value at reasonable price. The objective also involve
optimal utilization of resources and provide maximum value to the customers.

Purpose of HR
The human resources and different purpose to perform their duty (Kim and et.al., 2019). The
main purpose involve managing the needs of Asda employees with maximizing the efficiency of
the company.
Staffing needs: The main work of human resource department is to selected and recruit the
employees that assist to achieve the goal of organisation. The company uses to announce the
opportunities that are available in the company this also include determination of skill and
knowledge that is required to perform the duty (Brewster, 2017). The human resource
management is also integral to terminate those employees who not follow the laws and policies
of Asda.
Compensation: The human resource management is reliable to pay adequate amount to the
employees who are working for the company (Stewart and Brown, 2019). They make regular
modification to the payment structure so that employees get motivated towards the work and
perform better. The company is making affords to follow fair labour standard act which provide
at-least minimum wages and payment if the workers are doing extra work. They are providing its
talented employees that much amount of salary so that company can retain the talent in the
company.
Performance Appraisal: The human resources is also assist to improve the performance, the
department is responsible to develop simple process and effective (Guest, 2017). For this human
resource department is conducting different training season so that employees get to know about
the skills that are required to meet the needs of organisation.
Role and responsibilities of HR function
There are different roles and responsibilities that human resource department have in different
company. The HR is considered as heart of Asda as this assist in maintaining the talent and skill
in the organisation (Collings, Wood and Szamosi, 2018). Their are different role as well as
responsibilities:
Plan the target: The human resource role is to plan the activities of the future needs. It also
inspect the kind of people and number that Asda need to accomplish the target. The human
resource also include the planning related to workforce planning. The human resource have
responsibility to plan the activities related to training, selecting, recruiting and developing the

people of Asda. The target is planned in a way that employees can also enhance the skill and
their individual talent.
Recruitment ans selection: Human resource of Asda are responsible for recruiting and selecting
the employees for achievement of organisation goal. To check the skills and knowledge that
individual have to perform the activities of business in effective manner. The selection process
also according to the needs of the company. As they use to recruit best out of all the people who
has applied for the position.
Participate in planning and development: The human resource management also uses to interact
with the board members and managers of Asda so that they also provide their suggestion in
organisation planning and development process. The objectives of the company are also
identified by HR department with this execution and development of plan are also done with the
help of human resource. While planning and engaging the also make show to retain talent and
skill within the organisation.
Approaches of recruitment and selection
Asda is using different kind of approach that help company to recruit better candidate at right
time and right place. The company is using different type of approaches internal and external.
Internal recruitment process: Asda is using promotion and transferring process as if the
employee is performing well at its position and his skill also according to the needs of higher
position then Asda appoint that person at higher position. With this employees can able to
enhance the skill and their talent as well.
Strength Weaknesses
Help to hire right candidates at minimal time
frame.
With this Asda also can save money as no
advertisement is perform in this so it will
reduce the cost of hiring people.
It may create conflict among the existing
employees and as a result the senior get
embrace.
This also create an inflexible culture that
reduce the coordination among the employees.
Attracting right candidates: To recruit the people for the organisation work it is necessary that
the job advertisement should be interacted with the potential employee's and than other people
(Santhanam and et.al., 2017). So this need to be specific, accurate and interesting for the

employees and with this process also involve job description as in this the duties of position
person, its responsibilities and respective activities are given that has to performed. This
approach also provide a clear specification related to the knowledge and skill needed for the
position. At last the apply method is clear to the people with the deadline with contact detail of
Asda human resource.
Strength Weaknesses
 It provide clear and specific job
advertisement to the people who are
capable to perform the duty.
 With the help of this approach
company can appoint the people with
minimum time and maximum
knowledge.
The less qualified employee's as well as people
are discouraged as they are fit to the position.
Selection approaches
The employees of Asda have a particular process that has been undertaken when company is
selecting the candidates for the position in company.
Application form or Cvs when an individual apply for the position through application form or
CV than company firstly check them to identify whether the individual is right for the position or
not. This provide an help to the Asda to maintain an equality while selecting the people and it
also support the short-listening process.
Interview the company is using structured interview as this are more effective. When the people
are short listed as per the requirements than Asda uses to take interviews of those selected
people. The HRM ask selective questions to the filtered candidates to check the best answers for
their questions.
Ability and aptitude test: when the candidates are selected then the ability and aptitude are check
and measured in this general intelligence of candidate is checked. The communication skills of
people are also checked and there are other abilities those are checked and finally the candidates
is appointed for the position.

Strength Weaknesses
The assessments of selection is in proper way
with the approach.
Assist to select better person or right
candidates in Asda.
This is basically unreliable as skills and
knowledge of people can not able to judge with
the tool.
HR Practices
Workforce planning is a process that is undertaken by Human resource to analyze the working
people and also evaluate the step to prepare the needs of employees and with the specific skills
(Barrena‐Martinez, López‐Fernández and Romero‐Fernández, 2019).
With the help of this human resource department provide benefits to Asda as well as its
employees.
 With this employer can able to meet its objectives that is planned for near future in
effective manner and also help to retain them for long time.
 Workforce planning assist Asda employees to be more clear about the roles and
responsibilities which they have in the organisation.
Development and training Asda have a proper and planned programme as per the needs of
future. In this employees skills and knowledge of employees being trained to enhance the
productivity (Sancho and et.al., 2018). The human resource department is organising this
programs to motivate and inspire the people.
 Development and training enhance the capacity of organisation with involvement of new
method and technologies. With better technology adoption company will stand out in the
market
 Training program provide opportunities to the employees of Asda to grab the skill and
knowledge which are been discussed in training.
Performance management With the help of this tool Asda HR manager monitor and evaluate
the performance of every person who is working for the company. This environment assist to
develop the environment where people perform with the best possible way (Adla, Gallego-

Roquelaure and Calamel, 2019). To produce the products with highest quality the human
resource is trying to manage the performance of people.
 It also assist to improve the performance of organisation, employees retention and
become loyal and the employees ultimately reflect the organisation. It also help Asda to
identify right person to promoted. With the help of this process the morale of employees get enhanced and they can perform
better with the knowledge that is provided while performance management.
With the help of these human management practises, Asda can improve the overall
productivity and profit of the company. As with the workforce planning company can improve
the employees in human resource so they will appoint better pwoplw in organisation and this will
contribute in more productivity and more profit. With developing the skill and knowledge of
employees the resources are being optimally utilize and this will enhance the profit.
Aspect of employees relations management
The employees relation ship defined as the efforts that Asda make to develop and further
maintain good relationship with its workers by positive behaviour. The company try to engage
the employees in their respective work. It is important to have a healthy relation with this the
Asda can gain maximum value and profit.
Flexible organisation With this Asda can able to adapt and respond to the change in quick
manner in the external environment. This help Asda to get competitive advantages and to sustain
in the market. With this structure the employees get opportunities to perform in different
situations.
Flexible work: the flexible work help employees to choose when start the work, where to work
and the time to stop the work. With this employees get inspired and perform their duty more
effectively. This assist Asda to develop healthy relationship between the employees and
company.
Friendly employer: to improve the employees relationship management company should be
frank with its employees so that they can improve their performance and work more dedicatedly.

Laws for employees
Employment right act this is a law that contain different topic such as contracts of employment,
notice before dismissal also involve flexible working time is also include in this law. Asda is
sustaining in market by following this. The HR management take their decision keeping in mind
the
Employees relations act this law provide relationship between the employee's and Asda as well
as union that promote collective bargaining and also protect the employees. This law is also
followed by Asda to promote the enforcement of employment and its standard (Elrehail and
et.al., 2019).
Part-time workers this laws undertake the activities of payment of overtime pay when the
employees compare with overtime. With the law the employees are not paid at higher rate than
usual.
Transfer of understand: When the time of transfer the company also make sure the right of
employees, this process is basically complex. The Asda is using all type of laws that assist in
better employees satisfaction.
CONCLUSION
This report concludes that human resource management is an department that have
different activities to improve the performance of employees. The process include selecting
employees, recruiting provide required training to develop the skill and knowledge. Asda is
having human resource that assist the company to retain talent and skilled employees within the
organisation. Human resource management assist to plan the target and also help to select and
recruit the employees. With different HR practises the working of Asda has been improved, the
selection and recruitment process are done by different approaches. Different aspect of
employees relation management influence the human resource practise.

Part 2
INTRODUCTION
The human resource department is responsible for the process of recruiting, selecting,
train and retain the employees within the organisation. For the vacancy of marketing manager the
human resource management make different efforts (Zhu and Warner, 2019). This report will
evaluate the job specification with design than the CV is prepared for the marketing managers .
Further it will show interview documentation, interview schedule and question that are required
in interview. At last the evaluation of selection process that assist in decision-making in Asda.
JOB DESCRIPTION
JOB DESCRIPTION
Job title: Marketing managers
Job location: Leeds, UK
Job summary: To create awareness by developing and executing on marketing approaches to
meet customer needs and to maximizing the profit by better marketing.
Reporting to: Head of marketing department
Working conditions:Office environment, conference rooms.
Job duties : Increasing the brand awareness and marketing share, developing coordination in
marketing approach with sales team, overseeing the brand and other promotional activities.
Machines to use: Digital machines
JOB SPECIFICATION
JOB SPECIFICATION
Qualification: MBA, bachelor degree in marketing
Experience: 2 to 3 yr of experience
Training: marketing and management trainings will be provided to the individual
Skills: communication, leadership.
Responsibilities: To promote and positioning of brand and the products, to attract more
customers to buy the company product and make awareness.

Emotional characteristics: self- awareness, self regulation and motivation

CURRICULUM VITAE
Name: John Young
DOB: 11/11/1982
Email: [e-mail]
Mobile No.: 999-123-7894
Professional Profile
Marketing professional looking for a managerial position job profile. I have extensive
experience in all aspects of project management and marketing with expertise in complexes
projects. I have been a part of the corporate sector from last one and half decade at different
designated positions like marketing associate, marketing executive and sales executive.
Core skills
 Communication skill.
 Research skill.
 Decision making skill.
 Delegation skill
 Analytical skill
 Management skill
 Creative thinking
 Innovative
Software Knowledge
 Google Adwords
 Photoshop Omniture
 Smart focus
 Slack
 Wunderlist
 FileZilla
Education Profile

 Graduate in commerce
 Masters in marketing and business
 MBA in marketing and business.
Work experience
 4 year experience of marketing executive
 1.5 year work experience of sales executive
 3 year of experience as marketing associate.
Projects Handled
 Developed integrated content marketing campaign for a new restaurant which resulted
in 2500 + downloads within the first week.
 Created a series of short YouTube videos to promote independent documentary on
shooting, got 100,000 total views.
Career Objectives
Marketing professional looking for the best opportunity that can allow me to show the
best of my potentials and also to enhance my capabilities.
Interests
 Collecting vintage things
 Warrior run
 Reading books
 Listening to music
 Learning new softwares
 City breaks
Interview documentation
Interview schedule: All the candidates who are interested for the position of marketing manager
are invited between the time frame of 10.00 am to 12.00 am.

Selection process: While selecting the Marketing manager of Asda the human resource
management perform different activities so that an efficient individual can be appointed for the
position from different candidates (Knezović, Bušatlić and Riđić, 2020). Application forms are
being available for the eligible candidates for the position. After that the short-listing process is
being done through HR department so they can further conduct interviews for the shortlisted
candidates. The interview is conduct at particular time for the selected people. And at last the
ability and aptitude test is done to selected the best candidate for marketing process.
Selection criteria for marketing manager: While selecting the qualification is checked and
analysed to confirm that the individual is capable to perform the duty or not. The trainings are
conducted to motivate and provide necessary skills for the position. The experience are also been
checked in this to find out ability to perform the task with the past work.
Questionnaire to ask in the interview
 What are the specific challenges that you face while interacting with reaching and
engaging with customers?
 How marketing strategies help company to perform its promotional activities?
 What are the tool that are used in marketing process?
 Who were the major competitor of Asda?
Justification : The process that Asda stores has undertaken in the selection process help
company to select suitable marketing manager as with this process company firstly given
opportunity to its potential employees and then they advertise to the those people who are
capable for the position this help company to minimize the expense (Al Adresi and Darun,
2017). With the online short-listing of employees the company can reduce the cost and also
perform this task quickly. The interview will help organisation are human resource to known
about the individual and face to face interaction.
Contribution of selection process in decision-making
From the above analysis it can be stated that the Human resources manager plays an
important roles in selection of right candidate at right place so that various operation of company
can be completed simultaneously. Likewise, it has attract potential candidate through informing

them prior. The employees are also provide those information that hunam resource develop after
performing selection process.
CONCLUSION
This report concludes that human resource management perform different activities while
selecting the most appropriate candidates. The job specification and description are prepared by
HR manager of Asda in order attract potential candidate for right position so that it will fruitful
for the company.

REFERENCES
Books and journals
Michael, A., 2019. A handbook of human resource management practice.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Kim, Y.J., and et.al., 2019. The effect of green human resource management on hotel employees’
eco-friendly behavior and environmental performance. International Journal of Hospitality
Management. 76. pp.83-93.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Santhanam, N., and et.al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P.M., 2019. The link
between socially responsible human resource management and intellectual capital. Corporate
Social Responsibility and Environmental Management. 26(1). pp.71-81.
Sancho, M.P.L., and et.al., 2018. Understanding the link between socially responsible human
resource management and competitive performance in SMEs. Personnel Review.
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Elrehail, H., and et.al., 2019. Employee satisfaction, human resource management practices and
competitive advantage: the case of northern cyprus. European Journal of Management and
Business Economics.
Zhu, C.J. and Warner, M., 2019. The emergence of human resource management in China:
Convergence, divergence and contextualization. Human Resource Management Review. 29(1).
pp.87-97.
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Knezović, E., Bušatlić, S. and Riđić, O., 2020. Strategic human resource management in small
and medium enterprises. International Journal of Human Resources Development and
Management. 20(2). pp.114-139.
Al Adresi, A. and Darun, M.R., 2017. Determining relationship between strategic human
resource management practices and organizational commitment. International Journal of
Engineering Business Management. 9. p.1847979017731669.
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