Human Resource Management Role Analysis

This assignment requires students to analyze the role of human resource management, specifically focusing on the legal and ethical aspects. Students are expected to abide by all legal terms to run their functions effectively. The task involves researching and referencing various books and journals related to human resource management in developing countries, sport and recreation, strategic knowledge management, and green HRM.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Purpose and functions of HRM applicable to workforce resourcing and planning ...............1
2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems. ..............................3
3.Inclusion of case study examples to examine different methods used in HR practise.............4
4. Effectiveness of employee relations and employee engagement............................................5
5. Key aspects of employment legislation within organisation...................................................6
6.Key element of employee legislation and their impact on decision-making process of HRM6
7.Application of HRM practices in a workforce in a work-related, using examples..................8
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is a strategic approach and a vital aspect in every
organisation. Functions of HRM include activities related to staffing and provide effective
training and development to employees as to improve their performance and maximise overall
result of an organisation (Alfes, 2013). Present case study has been conducted on Asda stores
Ltd which is a British supermarket and headquartered in West Yorkshire, England. Company
was founded in the year 1949 by Peter and Fred Asquith Sir Noel Stockdale. In this report,
discussions have been made on functions and purpose of HRM and their strength and
weaknesses. Effectiveness and benefits of HRM practices in an organisation. In addition to this,
employment legislations and importance of employee relation and their impacts are also
described in this report.
1. Purpose and functions of HRM applicable to workforce resourcing and planning
Workforce planning is the strategy by which employers make their employees more
effective and valuable for their organisation. Strategic workforce planning includes objectives of
organisation and it's vision. Human resource management and workforce planning work together
to increase productivity of employees. An effective human resource management is important for
any organisation to fulfil organisational goals and managing its employees. Human resource
management system works towards maintaining employees motivated and productive for the
business. Talented Human resource managers have ability to make their employees fit for
working in competitive business environment. Major HRM activities includes HR planning, job
analysis, job design, employee hiring, employee and executive remuneration, employee
motivation, employee maintenance, industrial relations. ASDA is a supermarket retailer and as
every organisation this also needs to have an effective workforce planning to retain its
employees.
Create better organisational Culture:
HR managers work upon present culture followed in the organisation and analyse it. A
strategic cultural plan which will help to develop positive environment in organisation is
implemented (Schermerhorn, 2014). A transparent culture where employees can communicate
with their employers would help to enhance value of employee in company. For a sustainable
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company culture it is important to have regular feedbacks from employees and implementing
them in providing good workplace culture.
Recruiting right person:
It is important for any organisation to select right candidate. Any successful organisation
will hire people who can provide required outcomes in achieving organisational goals. Hiring a
right person is crucial for any business. Detailed job descriptions including all the requirements
of employee must be provided to advertisements. A well structured interview will help the
manager to evaluate any person deeply. Interview contains technical as well as personal analysis
of the individual. A task or assignment is a must before recruiting. It will help in knowing skills
and way of working of that person.
Functions of HRM:
Recruitment and Selection:
It is one if the basic responsibility of HR managers to develop accurate plans and
procedures to recruit best candidates according to company requirement related to a job. HR
managers of ASDA can use social media sites, television, newspapers, online job portal and
other websites to hire skilled candidates form different geographical locations. HR managers of
ASDA select required candidates after taking their written test and conduct final job interview. It
will benefit company to recruit skilled candidates and save their time and cost.
Training and Development:
It is one of the most important function of HR. In this they are required to provide regular
training secessions to their employees in order to increase their efficiencies. In ASDA, HR
managers formulate formative strategies to conduct their training pro games and benefit workers
to increase their level of performance (Messersmith, 2011). They can take advantage of different
types of technological measures to strengthen their training procedures. This will aid ASDA to
decreases gap of competency and generate more opportunities for employees.
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2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
Recruitment and section plays an important role in making the man power stronger for
ASDA. Recruitment is a process which help in filling the vacant places in organisation, where as,
selection is a method used for selecting a skills full and appropriate candidate for job
(Marchington, 2016). Beneath are source of recruitment that can used by ASDA :-
Internal source : It is a process which help organisation to make recruitment of capable person
from their staff only. In this they take interview and questionnaire for deciding which candidate
is capable of promotion.
Strength Weaknesses
Employees get chance to grow themselves and
increase their skills. This also generates
motivation in employees, which lead them to
make their skills better and help in achieving
organisational goals.
Promotion or transfer of one can lead to
demotivation to another, and also reduce
introduction of new talent in organisation.
External source : This is the method used by ASDA, which help them in hiring new talent for
their organisation. These are hired from outside the organisation, and they can use advertisement
and other methods for this.
Strength Weaknesses
This help in hiring new mind for organisation,
which help in increasing the innovation
capability of them.
It is very costly and time consuming method.
Manager of ASDA can use both of the above methods for hiring and filling the vacancy
with appropriate talent. For making selection of right candidates manager has opted the
interview, as it is a process by which a candidate can be evaluated in best. Interview has some
strengths and weaknesses which are as follow :
Strength Weaknesses
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It is one of the most easier and best methods of
judging the capabilities and skills of a candidate.
This make a face to face interaction between
interviewee and interviewer, which help in
giving feedback and review.
It is a very time consuming process, and also can
be tough for interviewer to handle different
skills.
Different methods of HRM :
There are several methods of HRM used by a manager, but recruitment and selection is
common among them.
Recruitment and selection : It is a methods which help a manager to get the best suitable
candidates for the vacant jobs. In this they use, personality test and interview, which ease their
work of selection.
Approaches to Workforce Planning:
Situational workforce planning: It is an approach which ASDA can use for making a
special team for attaining some specific goals.
Approaches to training and development: It is an approach which is used by ASDA for
proving some special training session, by which their staff can enhance their skills.
Approaches to reward system: This is an approach used by manager of ASDA, for
motivating the employees by proving rewards to them according to their work.
Approaches to performance management: It is an approach which help the manager of
ASDA to manage and monitor the performance of their employees. So that they can make
strategies for future.
3.Inclusion of case study examples to examine different methods used in HR practise
Human resource department mainly engage in the activities related to recruiting and
selecting candidates and fill vacant positions in each department of company (Budhwar and
Debrah, 2013). This will help company to strengthen their internal working structure and
facilitate more growth. In relation with, ASDA human resource department in their organisation
conduct different types of activities related to employee relation, recruitment, compensation and
payroll. There are some main practises performed by ASDA managers:
Training and Development:
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Regular training and development programmes conducted by company can increase
proficiencies in employees. HR managers of ASDA by make innovative modifications in their
training and development programmes can maximise their overall productivity. Regular training
secessions aid worker to increase their performance level. This will strengthen ASDA internal
working structure and gain more competitive advantages in marketplace.
Employee Relation:
It is a necessary factor that will aid organisation to bring stability in their functions and
improve quality of their outcomes. HR managers of ASDA developed various policies and
measures and form formative strategies to build smooth communication channel which will help
company to increase proficiencies of their workers. ASDA HR mangers can take regular
feedbacks form their employees and solve their issues and problems in effective time frame to
increase their productivity and take company towards more advancements.
4. Effectiveness of employee relations and employee engagement
Human resource management in an organisation are authorized and responsible to
maintain formative relationship between employer and employee as to maintain smooth working
process in company (Chelladurai and Kerwin, 2017). HR manager of ASDA implement certain
strategies and policies to improve performance level of their employees and maximise
organisation productivity simultaneously. Mentioned below there are some practises that will
benefit company to increase their organisational profit:
Proper Directing Setting and Execution:
It is the basic responsibility of company leaders and managers to formulate executive
strategies and set standards in suitable way. Human resource department of ASDA benefits
company to have effective employees and maximise their productivity. Company leaders and
managers conduct their activities in systematic way and develop goals and objectives which is
required to be performed by every individual working in a company. It will aid ASDA to
strengthen their market position and improve their quality of production process.
Monetary and non-monetary rewards to improve performance of employees:
To maximise sense of motivation among employees and increase their loyalty towards
organisation it is essential for company to provide different benefits to their workers. In relation
with, ASDA their HR managers modify their strategies and policies related to reward system.
For example, HR managers to ASDA bring a benefit scheme in which their employees can take
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advantage of unpaid leaves and international holiday tours. This will help ASDA to increase
their overall performance and ensure long term sustainability.
Evaluate the effectiveness of human resource management practices in terms of
raising organizational profits and productivity.
Human Resource Management practices such as training and development and
recruitment and selection aid business associates to raise their productivity and profitability in
the cut throat competitive world. By providing proper training to the employees their existing
skills can be raised which will be beneficial for the employees in their career growth in the near
future. It also directly helps the firm in raising productivity level as they work more effectively
and efficiently as compared to earlier. Skilled workers work day and night to meet the emerging
needs of the workers and gain profits at a large scale. When right candidates appointed for the
right vacant post then selected nominee gives efforts to better understand the job role which
indirectly leads to productivity which leads to raise in productivity in the market.
5. Key aspects of employment legislation within organisation
Workers are known as lifeblood of each and every organisation that bring high level of
prosperity in a company and generate more effectiveness in their production process (Huselid
and Becker, 2011). It is necessary for company HR managers to implement suitable measures
and maintain positive and healthy work environment. In relation with ASDA their HR managers
adopted certain long term and short term goals to provide great sense of satisfaction among their
employees. There are some basic importance of employee relation in HRM process of decision-
making:
Profit Maximisation:
It is essential for an organisation to maintain smooth relationship with their employees as
they are lifeblood of company. It is first and foremost role of ASDA HR managers to bring
innovative measures and do some modifications in their employee relation segment as to
increase performance level of their employees. It will benefit ASDA to maintain their balance of
labour retention and have sustainable growth.
Increase in sales:
Effective relationship between employees and employer can result in increase in sales
margin of a company. Therefore, it is necessary for an organisation to take regular feedbacks
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from their workers and resolve their issues in proper course of time. It is important for ASDA to
adopt innovative strategies and policies to maintain formative flow of communication in their
organisation culture to bring long term sustainability of both employees and company. This will
benefit ASDA to increase their overall sales and gain more competitive advancements in
markets.
6.Key element of employee legislation and their impact on decision-making process of HRM
It is necessary of a company to conduct their business activities in legal and ethical way
to protect themselves form any risk and uncertainty. This will help them to strengthen their
position in global market and raise more goodwill (Schermerhorn, 2014). There are different
types of legal laws formed by UK government for companies which is essential for ASDA to
abide. Some of these laws and regulations are related to labour safety, taxation policies, equality
act and employee health and safety. It is important for ASDA to follow all these law and adopt
suitable measures and strategies so to run their functions in effective way. There are some basic
elements of employment legislation and their direct and indirect impact of decision-making are
mentioned below is descriptive way:
Family and Medical Leave Act:
Family act 1993, protect a right of a person to ask for family and medical leave. It is
important for ASDA to implement family and medical leave act and provide benefit to their
employees related to unpaid leaves in the different situations like emergencies and sickness. This
will benefit company to offer healthy and safe working environment and simultaneously increase
workers performance level and maximise overall productivity and profitability of company.
Equality Act:
Equality Act 2010, formed to safeguard rights of workers working in any type of
organisational structure and protect them form being get discriminated (Ulrich, 2013). It is
necessary for ASDA managers to adopt this act and implement it effectively in their workplace.
It will aid them to protect their employees from get discriminated on the basis of colour, age,
gender, nationality and cast. This will benefit them to raise confidence among their employees
and achieve organisation targets and objectives in more enthusiastic way.
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7.Application of HRM practices in a workforce in a work-related, using examples
JOB DETAILS
Post: Store Assistant
Company: ASDA
Job Purpose
Responsible to coordinate with other stock clerks and perform tasks related to store opening and
closing. Authorized to facilitate transactions and provide effective customer services. Required
to guide and provide sufficient knowledge to subordinates.
Roles and Responsibilities
 Execute store evaluation process and procedures in regular manner.
 Effectively address consumer and employee concerns.
 Plan and conduct different types of training secessions for employees.
 Provide regular and proper assistance to store manager.
 Great and Serve consumers in pleasant way.
 Conduct regular inspections of products and serves for any types of damage and
breakages.
 Provide report of closing cash to company management.
 Maintain and check cleanlinesses of store.
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 Implement suitable and effective standards so to serve customers in best possible way.
 Identify actual needs of customers and adopt conflict resolution skills.
 Implement formative strategies to increase sales and provide great shopping experience
to customers.
 Maintain regular record of shipments and ensure smooth sales process.
 Satisfy needs of customers and receive continuous feedbacks from them as to maintain
their loyalty towards organisation.
Person Specification
Post: Sales Assistant
Department: Sales Department
Key: This show required need when like and evidence:
(A): Application form, (I): Interview, (R):Role
Attributes Essentials Desirable
Qualification & Experience Basic Knowledge of Excel and
MS office.
Excellency in English
Language.
Graduated from recognised
university.
Solve issues and problems of
consumers and offer them
valuable advices. Posses skill
of professionalism to negotiate
company contracts.
Skills or Knowledge Pleasant communication skills
as to influence and great
customers. Basic knowledge
of Excel.
Posses nature of adaptability.
Have skills to deal with angry
customers and handle critical
situations in calm way.
Job Related Questions:
1. Tell me about yourself?
2. Define your strength and weaknesses while interacting with customers?
3. How will you handle angry customers?
4. Describe the manner in which you can build consumer loyalty?
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Job Offer Letter for Sales Assistant
Name: Freya Michelson
Address: 17 B Court Road, Wales, England.
We are pleased to inform you that you have been selected on the behalf of ASDA, London on
the position of Sales Assistant. Further, term and conditions of employment and responsibilities
are:
JOB DUTIES AND RESPONSIBILITIES:
 Carefully listen and address consumer issues and implement formative strategies as to
solve that problem instantly.
 Formulate regular training and learning secessions for employees in order to increase
their efficiencies and maximise overall production of company.
 Maintain regular record of store evaluation process and report that same to store
manager.
 Welcome and Great customers in amusing way and provide them effective hospitality.
 Inspect products related to any kind of damage and breakage.
CONTRACT INCLUDES:
(A) Reporting: For any further enquiry you can contact to Katherine Pierce who is present
supervisor of sales department.
(B) Basic Salary: Average salary of full-time Store Assistant is 600 Pounds.
(C) Working Hours: Working hour of sales assistant starts from 10.00 am to 7.00 pm with
weekend holidays.
(D)Compensation and Benefits: All benefits for Sales Assistant post are as per government
terms and conditions which includes: Medical and health care benefits, Meal Card, Insurance
Facilities and House rent allowance.
We are pleased to offer you this letter and welcome you to become a valuable part of ASDA.
Letter of employment is required to be assigned by you. Your role in organisation will start
form 24 February 2019.
Big Congratulations and Welcome to be a part of ASDA.
Thanking You,
From ASDA
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( Nichole Kidman)
Human Resource
There are different types of technological channel with the help of which Human
Resource Manager of ASDA can attract numerous candidates (Rubery and Urwin, 2011). They
cab use various digital platforms like, websites, other social media sources to attract large
amount of costumer base. ASDA managers can utilize these channels to do their promotions and
maximise their sales margin. As with the dynamic advancements in technology company by
using different modes of technological and social platforms can remarkably maximise their
overall profitability and increase their proficiencies. HR managers of ASDA can find and recruit
effective candidates from different geographical locations. This will help to bring new and
innovative ideas in their organisation. HR managers by taking advantages of different job sites
like, MySpace, Pinterest, LinkedIn, Facebook and Instagram pages and post their job vacancies
on them. This will ASDA to bring fresh blood in their workplace and facilitate cultural diversity
in their organisation.
8.Use of technology, digital platforms, online resources and social networking to improve
recruitment and selection process
There are different types of technological aspects, networking tools and social media
platform that can effectively improve the process of selection and recruitment (Marchington,
2016).
 It will increase productivity of business organisation as with the help of technology
company can form and set their competencies and skills level of an individual.
 It will benefit ASDA to recruit effective candidates form different geographical locations.
As digital platform offer wide area of selection and aid company to save their cost and
time which they required to spend on physical recruitment and selection process.
CONCLUSION
As per the above mentioned report, it has been concluded that Human resource
management is a key important aspect for each and every organisation which aid them to bring
effective and skilled employees in their organisation. There are different of activities which
conducted by human resources department these functions include, hiring, recruiting, selecting
and proving training and development coerces to employees. As employees are lifeblood for a
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company which strengthen organisation internal structure and bringing long term sustainability
for company it is necessary of HR manager to offer effective training to them. In addition to this,
it is important for mangers to adopt necessary and required laws and legislations in order to
protect rights of their workers and build sense of loyalty in their mind. In this present report, job
specification, person specification and questions for the role of Sales assistant have been
mentioned. It is necessary for HR managers to abide all legal terms so to run their functions in
legal and ethical way.
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REFERENCES
Books and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).pp.1-
14.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Welch, C. and et. al., 2011. Theorising from case studies: Towards a pluralist future for
international business research. Journal of International Business Studies. 42(5).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Human Resource Management Review.23(4). pp.337-340.
Ulrich, D., and et. al., 2012. HR talent and the new HR competencies. Strategic HR Review.
11(4). pp.217-222.
Ulrich, D., and et. al., 2013. The state of the HR profession. Human Resource Management.
52(3).pp.457-471.
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