Benefits of HRM Practices for Organizational Profit and Productivity

This article discusses the benefits of different HRM practices for both employers and employees in terms of raising organizational profit and productivity. It covers topics such as employee motivation, flexibility, training and development, and recruitment and selection.

Recruitment Process

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
P1 Explanation of the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organization..............................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection.............5
TASK2.......................................................................................................................................6
P3 Explain the benefits of different HRM practices within an Organization for both the
employer and employee.........................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising Organizational
profit and productivity............................................................................................................7
TASK3.......................................................................................................................................8
P5 Analyze the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................8
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.....................................................................................................................9
TASK4.....................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................10
CONCLUSION........................................................................................................................10

INTRODUCTION
Recruitment is the process of hiring the competitive individuals on the vacant post
within the organisation. Importantpart of an organisation as it helps in identifying the abilities
and capabilities of the workforce within the organisation for performing different tasks and
activities. This is directly associated with productivity and profitability of the organisation as
employee are the key of success for company.it includes attracting shortlisting selecting and
appointing the suitable candidate for the jobs within the organisation and choosing the
individuals for different roles. The process of hiring includes job analysis, sourcing,
screening and selection (Mahood and Rane, 2017). In this report the chosen organisation will
be ASDA. It is a British multinational supermarket retailer. Companies operating in business
globally where it has more than 631 outlets in UK, company also employed 165000
employees.The beginning of this report consist of explanation of the purpose and functions of
human resources management and their applicability to the workforce planning and
resourcing within the organisation it also included the strength and weaknesses of different
approaches of recruitment and selection for an organisation. There is also explanation about
the different practices of HRM for the organisation as well as employee and employer buy
with the evolution evaluation of these practices. In the middle of the report there will be
analysis of employee relationship as well as their influence on human resources management
decision. The end of the report is consist of identification of the key elements which have
their impact on human resources decision making as well as application of human resources
practices within the organisation.
TASK 1
P1 Explanation of the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organization.
Human resources management is an internal part of organisation which is directly
related to the management of human resources within the organisation. It includes various
functions related to human resources which are recruitment planning selecting placement
orientation job analysis and many more. This all will help up the organisation in maintaining
its human resources as well as doing a proper workforce planning and sourcing in
organisation. In context of ASDA, company also following proper human resources
management where it recruit a separate human resources manager who identify the needs of
workforce and use proper resource in method within the organisation for improving the

productivity and increasing profitability with the help of competitive employees. The main
purpose of human resources department within the organisation discussed below:
Recruitment:
Recruitment is the first step towards the workforce planning within the organisation.
the method of identifying attracting selecting interviewing hiring and retaining the workers is
called recruitment, indirectly involved identifying the potential candidates who can perform
the task on some specific jobs within the organisation. It is an important purpose in a
workforce planning in the sourcing because human resources are the important part of an
organisation and proper recruitment will ensure the effectiveness of workforce within the
organisation. The proper recruitment can be considered as hiring the adequate candidates who
have potential ability and skills for performing specific jobs within the organisation.In
context of ASDA, company also use its human resources management department for
recruiting the adequate professionals within the organisation. For hiring employees in there
organisation human resources department of ASDA properly identify the requirements of the
job and the job specifications and requirements to market for inviting the applications of
interested candidates. They also identify the candidates who applied for the job according to
their skills, abilities and qualifications. This all willfacilitate ASDA in recruiting the proper
individuals who can perform job effectively and bring productivity within the
organisation(Kushnirovich, Raijman and Barak‐Bianco, 2019).
Training & Development:
Purpose of formation of human resources management in an organisation for
developing the workforce as well as resources planning includes the training and
development function of human resources management. This is because training and
development is an important an integral part of the management for increasing the
productivity skills abilities and competitiveness within the employees for performing their
job more effectively and identifying different tasks with the time limit for giving competitive
advantage to the organisation where they are working. Training and development is a process
of increasing the skills of employees to perform their job and increase the competitiveness
within the market where company is trading.ASDA also perform specific training and
development programs to increase the skills of its HRM department of ASDA,perform
various task within the organisation which are also include training programs. These training
programs are specially designed for increasing skills of employees while working on the job

company news on the job training method for increasing the knowledge of employee about
the work as well as performing it more effectively. This is an important function of human
resources management because it enable organisation in identification of complex task as
well as bring good performance in in dynamic situations of business environment.
Performance management:
Performance management can be defined as a mechanism which ensures the
effectiveness and quality performance within the organisation. Ensure good functioning of
the operations as well as the effectiveness of employees for increasing profitability and
productivity of firm. This function also helps HRM in workforce planning as well as resource
management within the organisation. This is because it evaluates the performance of
employees within the organisation and read them according to their performance. In context
of ASDA,company use performance management for identifying the performance done by
their employees on the basis of predetermined standard. This help organisation in
identification and decision making process related to employee’s promotion and termination
according to their performance. This also works as a tool of motivation within the employees
for good performance and tool of evaluation for organisation to increase the performance of
employees who are not performing well on their job(Amusan and Oyediran, 2016).
Compensation:
Compensation is also important part of workforce management within the
organisation as human resources executive are responsible for developing a good pay
structure for their employees that will able to recruit the efficient employees within the
organisation for meeting the objectives started by top level management. For increasing the
productivity within the organisation and managing the functions of ASDA, Companies
recruiting the person at higher pay where the can fulfil their economic requirements as well
as satisfying their job by bringing full effectiveness.
P2 Strengths and weaknesses of different approaches to recruitment and selection
There are various approaches for recruiting the employees in the organisation. They
are categorised into category which are internal approach and external approach. Both
internal and external approach of recruitment has number of merits and demerits which have
to be considered by companies like ASDA while recruiting employees for performing
different jobs.

Internal recruitment:
Internal sources of recruitment include hiring from internal side of the organisation in
the form of promotion transfer and employee referral, these are the three techniques which is
used by as for hiring competitive employees within the organisation. This has number of
merits and demerits to organisation. The main positive point of this type of recruitment is that
it includes low cost as well as written and talented employees within the organisation which
also decrease training and development cost for ASDA. This is used by as the for retaining
the talented employees in the organisation. This type of employees is generally related to
management staff for higher post within the organisation. the main demerits of this type of
approach is that it will be motivate the chances of recruiting fresh staff within the
organisation which is being capable of doing new and technological innovations within the
organisation.it also increase family culture within the organisation as recruitment style like
employee referral will leads in hiring of non-qualified employees (Xiao, Wu, Zhang and Yu,
2017)
External recruitment:
External sources of recruitment organisation employees members from outside the
organisation. This includes advertisement, direct recruitment campus placement and many
more. This is also a means for recruitment of employees performing different tasks in
organisation. This method also has number of benefits and demerits to ASDA. The benefits
of external recruitment are that they provide large number of employee based organisation it
can recruit employees from different innovative and creative employees organisation.
Negative impacts of external recruitment on ASDA are that, demotivated in the organisation
because of recruitment from external sources. The Cost in recruitment, from external sources
also high which can impact on productivity and functioning of organisation(Līce and Sloka,
2019).
TASK2
P3 Explain the benefits of different HRM practices within an Organization for both the
employer and employee.
Human resources is an important function for both employees and employers in an
organisation.as it regulate different activities within the organisation which directly related to
employer as well as employee of the firm. Also facilities number of functions which help

organisation in getting maximum productivity and profitability within the target market.
There are some other benefits which are mentioned below:
Training and development: training and development is that function of an
organisation which directly related to increasing the performance of employee as well as
bringing productivity within the organisation. In context of ASDA,company use an effective
training and development program within the organisation. This training and development
program help company in increasing the productivity as it directly related to increasing the
skills and information of the employees within the organisation performing different task.
This help the employees in increasing the motivation because of their increased ability to
solve complex task which are arise because of dynamic business environment. Is directly
impact on increase productivity as well as profitability of organisation(Purwoko, 2016). This
also help employee in their self-development as trained employee can increase your
confidence while working on a particular job and will get able to work on difficult task which
ultimately increase your confidence and lead to their personal development.
Flexible working environment: Flexible working environment is also a benefit of
using HRM practices within the organisation. Function of HRM is also important for both
employee and employer. This can be seen in functioning of ASDA, company follow the
flexible working power management system within the organisation where it manage its
employee according to their capacity for performing different task(Pierce, 2018). This lead to
motivation within the employees of the organisation, as they can work according to their
abilities and skills, which reduce their work load as well as increased their efforts of doing
the job. This also motivates employees to work working more efficiently as they are working
on their choosing arts and according to their ability. Company gate also number of benefit of
this has motivated employee will directly lead to increasing the profitability of organisation
because of increased production and delay in wastage of resources. The wastage of resources
will be stopped because employees are working according to their requirements which
directly impact on proper use of the resources which leads in reduction of wastage in
resources.
Performance appraisal: Performance appraisal is that technique which is used by
human resource organisation to measure the performance of employees while performing
some specific task in the organisation. This is important for both employee and employer of
the organisation. For employee performance appraisal will help in identification of employees

performance in organisation where from can take the decision of promotion as well as
termination of employees according to their performance. For employees, performance
management appraisal techniques we can increase their skills and abilities of doing some task
in organisation and get number of incentives for satisfying their monetary and non-monetary
needs(Alansaari, Yusoff and Ismail, 2019).
P4 Evaluate the effectiveness of different HRM practices in terms of raising Organizational
profit and productivity
Human resources department is an important part of an organisation where Pitt play
various roles and responsibility in the organisation for increasing the profit as well as
bringing productivity within the organisation where firm can achieve its goal and objective
period. There are various functions which show that human resources management and its
practices within the organisation directly associated with rising profit of organisation with
maximization of productivity.
Employee Motivation: Human resources play important role in employee motivation
because it is directly related to increasing the profitability and productivity within the
organisation. For this HR manager in follow up motivational plan regularly motivate the
employees by providing them with monetary and non-monetary incentives.
Flexibility:Flexibility is also factor which increases the productivity and profitability
within the organisation and is in hand of human resources management department. In
relation to ASDA, the manager of the organisation of effective functions which will bring the
flexibility within the organisation where it maintain a proper structure so that employee
doesn't feel rigid.
Training and Development: Training and development is also important for the
employee is because it bring efficiency in their working and will directly improve the
productivity on different jobs because it enable employees to identify different tasks and
methods which can be used in difficult situations at the time of need.
Recruitmentandselection: recruitment and selection is set method of organisation
where the employees from different sources of recruitment for filling the vacant job within
the organisation. In context of ASDA,it follows up proper recruitment and selection structure
within the organisation for hiring employees. Hiring qualified person in the organisation has

the use external sources as well as internal sources respectively in accordance of job
requirement. It clearly identifies the job which is vacant in organisation and the need of
qualification for performing the job. After completion of company used to fire the employees
towards best suitable for the company. Good conductor strict selecting process where a
proper interview to identify the skills and abilities of the candidates applied for the job. This
process will bring productivity as well as effectiveness within the organisation as active
recruitment system will fire the highly competitive and place who are police children to
perform different organisation(Ladkin and Buhalis, 2016).
Employeerelation: Management are also an integral part of human resources
department of company like ASDA. This is because it is directly related to the functioning
and productivity of an organisation. Good relations between the employees will lead to
reduction in chances of conflict which ultimately help in proper utilisation of resources and
reduce the wastage of resources. With the proper use of resources there will increase the
profitability ratio of organisation as well as productivity of employees will also increase.
Recruitment and selection are the important part of the organisation as well as
effective for human resources practices because they provide a better opportunity to
organisation as well as help human resources management in employee and highly qualified
employees within the organisation for achieving the goals and objectives of the firm.it is also
effective in employee relation because it provide different services and satisfaction to the
employees where they can easily satisfy their personal needs and can contribute towards the
organisation for maximizing the profitability and increasing the level of productivity within
the firm.
TASK3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Success of every organisation is important and there must be a good relationship
between employer and employee of the firm. This is because the relationship between these
two will directly impact on organisational performance as well as human resources
management decision. There are some key findings and factors which are directly impact on
the HRM decision related to employers and employees of the organisation. Some of these
measures are defined below:

Effective communication:communication can be defined as a way of transferring
information from one person to another which is directly related to the work within the
organisation. It includes minimum two parties who act as a receiver and sender of the
information. It is important part of an organisation where it ensure effective transfer of
information from one person to another where the message can be conveyed in proper way
for completing some specific task(Asseburg, Homberg and Vogel, 2018). It is important for
organisation and human resources manager to ensure that there is effective communication
within the organisation because flow of communication will ensure proper work and
productivity within the organisation. For ensuring the good communication it is important to
maintain good relation between the organisation employees. Good relation will directly
impact on communication as it will reduce the chance of conflicts which will help in smooth
flow of information within each and every department of ASDA.
Career development opportunity:human relations will also provide good career
development opportunities to employees as well as employer of the organisation. Effective
relationship will lead to decrease in conflicts as well as increased management of employees
in a good way which facilitate them number of opportunities for developing their career goals
and accomplishing them in a specified time period(Bohmova, 2016).
Health and safety: Good human relation between the employees of the organisation
will also enjoy your health safety and environment within the organisation.This is because if
employee follow the rules and guidelines of the organisation and maintain effective relations
then there will be low chances of conflict which directly improve the health of the
environment where the employees are working.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
There are various rules and regulations which have to follow by the organisation
when it is functioning in the market. These laws and rules are related to the safety of
consumer as well as employees of the organisation from unethical practices by some
miscreants and non-social elements in the society(David, Banerjee and Ponnam,
2017).ASDA is a reputed organisation in London which is operating from more than 70
years. For maintaining quotation company follow each and every rules prescribed by the
government and legal authorities of the UK which are in interest of employees as well as

society where companies working from last 70 years. Some of the major losses which
company follow are mentioned below:
Equity act 2010:This act was passed by the parliament of UK, according to this act
every organisation has to follow the right of equality between the employees, where is there
is no discrimination according to caste gender and religion of the employees. If any person
founded guilty then there is provision of 5 years jail with adequate amount of fine.
Employment protection act 1978: This this act was passed by the government of UK
there are uncertain situations in the industry and employment. According to this no company
will get the right to terminate the employee before giving them adequate notice as well as
reasons for their termination. This act protects the employees of the organisation from
inferior and trade termination done by some organisation while facing losses are low
revenues. According to the set if any organisation filed guilty under this act then there will be
penalty of $10,000 as well as complete sealing of the company operation for 3 months(Siew-
Chen and Vinayan, 2016).
Health and safety at work 1974:this is the act which provides the power to the
employees of the organisation to remain safe and healthy at workplace. According to this act
employees must be treated as a part of organisation where they have full right to protect their
health and safety within the organisation. In context of ASDA,company use proper means
and policies which are directly related to health and working condition of the employees on
their job. For this is the use proper health insurance system as well as life insurance system
for employees we are the kings safe and secure their life while working on the job. Also
provide training to the employees who are working at dangerous jobs within the organisation
reduce chances of accident.
TASK4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples
Job specification:
Job Specification
Company: ASDA
Job Role: Marketing Manager

Department: Marketing department
Salary: Negotiable
Job type: Full Time
Location: UK
Job Specifications:
 Supervises all promoting just as crusades exercises.
 Demonstrated capacity for upgrading efficiency of business, departmental
methodologies just as contribution from on-going exercises.
 Responsible for executing of showcasing efforts in business firm.
Responsibilities:
 Market assessment for new item opportunity, client need examination just as
request of likely item and administrations.
 Market information and comprehension of market procedure for the compelling
execution of plan and item benefits.
 Evaluation and the executives need of dissemination channels.
 Knowledge of print media, web-based social networking and paper media
approaches for advancements and publicizing.
Candidates who are interested can forward their CVs at hr@m&s.com or contact us on
+0012345.
Thanks and Regards
Mr. XYZ
HR Manager
(ASDA)
UK
CV: Curriculum Vitae is the format in which detail related to individual is mentioned such as
qualification, rewards and scholarship, skills and knowledge, extracurricular activities and
several others. It is important for an individual to design effective CV because it gives wide
impact on employers.
Curriculum Vitae

Name: Mr. ABC
Contact Number: 1234567
Email Id: [e-mail]
Address: Old Gloucester Street, UK
Position: Marketing Manger
Excellent interpersonal as well as leadership skills which will provide assistance in
development and maintain good relationship with team members while motivating them
for carrying out project in effective manner.
Educational Qualification:
 Graduation: B.com (Bachelors in Commerce) From University of Oxford, United
Kingdom in 2012.
 Post-Graduation: MBA (Masters in Business Administration) in marketing from
University of Oxford, United Kingdom in 2015.
Professional Experience:
 Company Name: NEXT plc
Duration: 3 years (2017-2020)
Position: Marketing Manager
 Company Name: H&M
Duration: 2 years (2015-2017)
Position: Marketing Manager
Key skills:
 Good communication skills
 Leadership skill
 R&D skill
CONCLUSION
It can be concluded from the above mentioned report that an organisation has to
ensure the proper organisational efficiency and define the rule of managers properly. This
will help the firm in handling the human resources within the organisation. Human resources
department play important role in functioning and maintaining different functions for human
resources of organisation which have to be considered by the firm seriously.it is also

important for an organisation to maintain relations between employee and employer for
facilitating smooth functioning within the organisation has won maximum advantage in
competitive world. Number of laws related to employees interest for saving them from
unethical practices. These laws must be considered by the organisation seriously for gaining
the trust of employees and future profitability.

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