Human Resource Management in Asda

This report analyzes the role of human resource management (HRM) in Asda, the second largest supermarket chain in the UK. It examines the purpose of HRM, functions of HRM at Asda, different approaches of recruitment, benefits of HRM practices, effectiveness of HRM practices, importance of employee relations, and key elements of employee legislation. The report also discusses the application of HRM practices in a work-related context.

UNIT 3- HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose of HRM..........................................................................................................................3
Strength and weakness of different HRM approaches of recruitment.........................................4
LO 2.................................................................................................................................................6
Benefits of different HRM practices............................................................................................6
Effectiveness of different HRM practices in organization..........................................................7
LO 3.................................................................................................................................................9
Importance of Employee Relations..............................................................................................9
Key elements of employee legislation.......................................................................................10
LO 4...............................................................................................................................................11
Application of HRM Practice in a work-related context...........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Managing company's employees such that their working capabilities can be improved is
called Human Resource Management. These activities are important for organizations to
improve organizational working and enhancing goal achieving capabilities of organization. Asda
is chosen for analysis in this report. Asda is the second largest supermarket chain of UK, it
provides many items like grocery, medicines and several electronic items. The report will
analyse the role of human resource in an organization and with that the report will also evaluate
the effects of HRM activities on organizational performance. Report will examine internal as
well as external factors which affect the decisions of HRM. With that report is going to analyse
how employee's relation with HR will affect HRM decision.
MAIN BODY
Purpose of HRM
At Asda it is important that its employees are able to achieve the organizational goals and
with that Asda also have to make sure that the workforce is able implement the changes provided
by the higher authorities (Ahammad, 2017). For effectively managing these tasks human
resource management is required for managing employees in such a way that they are able to
achieve organizational goals.
Functions of Human Resource Management
Human resource management activities are very important for Asda because through
these activities Asda can increase employee's engagement with company and can also motivate
employees to learn new skills, this will to increase the productivity of the organization.
Following are the functions of HRM at Asda.
Recruiting new employees
It is the responsibility of the HR at Asda that they are able to recruit a right candidate for
required position. It is important because if an unworthy candidate is selected then in that
condition employee's misleading actions will affect the overall working of the department.
Similarly good behaviour by new employee will make a positive impact on organizational
working and goal achieving capabilities.

Changing department of employee
HRM is also responsible for changing the department of employees at Asda, this is done
for improving the employee's performance based on the skills which they are having. For
effectively changing the department of employee HR must be able to understand the working
capabilities of employee.
Providing training to employees
HRM at Asda has make sure that their workforce is trained, so employees can work
according to the organizational requirement. For this HRM provides training to their employees
and also make sure that employees effectively implement their new skills at the work area. This
new working capabilities of employees will also affect the productivity of Asda.
Planning and resourcing an organization
HRM at Asda is responsible for making organizational planning such that Asda is able to
achieve its target efficiently, simultaneously plan should be flexible enough to make some
adjustments as per the changing needs (Azeem and Yasmin, 2016). This planning must be made
by considering present demands and upcoming future demands so work efficiency at Asda can
be improved with time. HRM planning is affected by internal factors as well as by external
factor. Internal factors are reasons within Asda and external factors are related to business
environment. Resourcing Asda is an important role being played by HRM of organization, here
the HRM is responsible for the management of resources at Asda, like recruiting new employees,
managing the work flow, providing training to employees, establish better communication
between departments and distributing work loads.
Strength and weakness of different HRM approaches of recruitment
Human resource management of ASDA follow the external and internal factors of
recruitment which is present. There are a lot of advantages and disadvantages which are present
in these factors as well and would be discussed in the further report.
Internal recruitment

There are a lot of rewards which are provided to the employees of ASDA in some form
or another so that the performance management of the company is going to be better (Renwick,
2018). There are promotions of the employees which is provided to them so that there is going to
be self motivation which is going to be present. There is healthier environment for the employees
to work in and they tend to give in their best.
 Strength of internal recruitment
The employees will not need motivation from time to time but they will have motivation
from within to give their personal best to the organization since they need promotions and a raise
in their salary (Kew and Stredwick, 2016). The culture and respect for one another is present
because of this factor and making ASDA have better functioning and productivity which is
fulfilling the needs of the customers.
 Weakness of internal recruitment
There is a raise in politics which can rise in the company and that would create an unhealthy
environment for the employees to work in and the best will not be given the employees. There
are going to be less ideas as well which are going to rise in the company and the creativity and
new products are going to reduce in ASDA.
External recruitment
The individuals which are not associated with the company are also given a chance to get
a place for themselves in ASDA which is a very reputed organization in the market. There are
advantages and disadvantages of their own which would be discussed in the further report.
 Advantages of external recruitment
There are new approaches, methods, measures, creativity, ideas, etc can generate in the
company and make the performance improve (Haak-Saheem and Festing, 2020). The company
will have more growth in the market with different experience and knowledge of the employees.
 Disadvantages of external recruitment
There is a lot of investment which ASDA will have to make in training because the
candidates will have to be trained and made aware of the company. The productivity is going to
reduce since this process is time consuming.

LO 2
Benefits of different HRM practices
Employer benefits
There is a standard which the human resource management will have to maintain by
using different practices and approaches in the company. There are different selection methods
and practices for getting in higher performance. The HRM is going to handle the talent
management in the company and for that there has to be right employees and candidates which
have to be present in the company (Dessler, 2016). Motivation and confidence in the employees
has to be good which helps the company to achieve all the goals and objectives they have in the
market.
Employee benefits
The employees have to be given the right job and right practices have to be used for
recruitment so that the company will be able to benefit from it. There is a lot of training and
development which is being done by ASDA for making the performance of the employees
improve. There are sessions for the morale and culture of ASDA to be boosted and the
management to have better operations in the market. Using of right practices and techniques is
going to be very helpful for a long run of the organization in the market with this much of
competition.
 Training and development
The employees of the organization are going to have a better direction in which they are
suppose to function so that there is going to be higher results. ASDA has a certain kind of
expectation from their employees which has to be fulfilled and without training they will not be
able to make the employees give in their best (Banfield, Kay and Royles, 2018).
 Flexibility
The employees need to have flexibility in the working and understanding of the employees
need to be present in ASDA otherwise the turnover of the employees can be higher in the

organization. ASDA is trying to keep the employees of the organization intact so that there is
going to be higher results and make the organization have higher profitability in the market (Top
3 benefits of HR management, 2017).
Effectiveness of different HRM practices in organization
There are a lot of practices which the HRM of ASDA has to follow so that the objectives
and goals can be achieved. There are a lot of opportunities which are present in the company but
have to be used effectively with the help of right practices and would be discussed in the further
report as well.
Career management
There are skilled and experience employees who are present in the company and would
help the company to have a unique identity in the market as well which ASDA can take
advantage of. There is going to be less training and time consuming process can be eliminated by
the organization.
 Benefits to employees
The salary and designations have to be increased of the employees according to their
performance and work in the organization (Malik, Pereira and Budhwar, 2017). There are
policies which are for the old and new employees have they must have them for higher
performance in the market. The employees have to be given work according to their potential
and experience in the market so that the work can be done effectively.
 Benefits to employers
They have to be motivated from time to time so that ASDA will be able to compete with
their competitors in the market. The products and production level of the company has to be
according to the quality which the company has set for themselves.
Reward
There are a lot of opportunities which people not associated with the company must be
provided to prove themselves in the market. This opportunity is being provided by ASDA for the

individuals (M Scholz, 2017). The employees have to be motivated and this is the right method
which ASDA is using so that the employees give in their best and make the operations increase.
 Benefits to employees
There are perks, incentives, salary; etc which is going to be received by the employees and a
gain in the experience of working in such a large organization as well would be given to the
individuals in the market.
 Benefits to employers
ASDA can get in a lot of ideas and creativity in the market which is going to be very
helpful for a long run. There is going to be an exchange in the knowledge and skills as well of
the new and the old staff members (Becker and Smidt, 2016).
Training and development
To match the standards there are a lot of sessions and programs which ASDA is having
for training of employees by the HRM so that the company will have more sales and
profitability.
 Benefits to employer
There are a lot of improvement which are being done in ASDA so that there is going to
be competitive advantage and for that there has to be good performance and functioning. ASDA
will have to grow more in the market so that they will be able to compete with the competitors.
 Benefits to employees
Development of communication, research, etc has to be provided to the employees so that
there is going to be better functioning. There is good environment which makes the employees
give in their best performance in the organization and match the expectations of the organization
(Fenech, Baguant and Ivanov, 2019).

LO 3
Importance of Employee Relations
Importance of employee relation is that the management and the monitoring team of the
employees need to know the expectations and standards of the employees so that the working
environment would remain healthy for better performance. There are a lot of conflicts which rise
in employees and that would impact the productivity and operations of the organization in the
market which needs to be improved. The decisions of human resource management is on the
employers and employees so that there is going to be a well maintained relationship which would
be present in the company (Al-Sarayrah and et.al., 2016). There are a lot of events for which they
are invited so that they get to know each other and would have higher understanding. There are a
lot of efforts which HR puts so that they can make the working environment of the organization
healthy so that the employees can give in their best and the company is going to have higher
profit margins and sales. There are a lot of techniques and measures which the HR is using in the
organization which is going to get in balance and better functioning for a longer run.
The parties which are involved in the relation management of the employees are directly
the HRM of the organization which need to interact and understand them so that the decisions in
the organization can be taken accordingly (Anselmsson, Bondesson and Melin, 2016). There are
a lot of laws and implementations which the HR is currently working on so that the company can
have better systematic functioning for a long run. To make the employees have a good
satisfaction level in the organization there has to be incentives, salary, etc issues which have to
be solved on time. The decisions have to be taken on the bases of the workability of the
employees so that there is going to be good candidates which would come in the organization.
Extra- ordinary relationships between the employees and employers need to be maintained so
that the company is going to have higher performance level (Chowhan, Pries and Mann, 2017).
The management which is present in ASDA have hired a very good HR team which helps the
company to get in competitive advantage which is a very good factor for a long run of the
company in the market. Balance needs to be present so that there is going to be a good external
factor which would be present.

Key elements of employee legislation
Different legislation also applicable over the ASDA Company in respect to its human
resource management practices at company.
Equality act: Equality act ensure the equal treatment of all employees at work place. To
improve the culture at organisation government has implemented equality act. Earlier many
cases has been reporter where employees especially female employees got to face partial
treatments at work place. To overcome such barrier at work place government has introduced the
equality act. This act played a crucial role in improving the work culture in United Kingdom.
Many female employees got promotions after this legislation.
Anti discriminations act: To remove the issue call as discrimination at work place government
has implemented the anti discrimination act at work places in United Kingdom. This act deals
with all kinds of discrimination with work force at the organisation. This act has allowed the
government to overcome discrimination on the ground of gender, age, colour and many other
factors like religious, cultural and many others (Al-Shibli and Al-Jazi, 2019). This act could
ensure the government to maintain proper culture and environment at work place. After this act
many employees who used to get different treatment due to different colour, age, gender, culture,
religion started getting the best treatments in organisation. This act potential worked against the
gender discrimination at work places.
Minimum wage payment act: In United Kingdom government has ensured the minimum wage
payment to all employees irrespective to any position or designated role in company. All
employees of company must get this minimum amount of wages and salary against the
responsibilities employee performs in company. After implementation of this law employee
satisfaction in Asda Company has increased as all employees are happy from this legislation.
Data protection law: This is among the crucial employment legislation applicable at the work
place in United Kingdom. At the time of recruitment human resource department at Asda
Company take various personal and professional information of candidates to assess the
background of every candidate (Dau-Schmidt, 2018). It becomes the responsibility of the human
resource department to ensure the proper protection of employee’s personal information.

The above mentioned legislations are the key legislations applicable over company. All
these employee legislations played a key role in improving the overall work experience of
employees at the Asda Company.
LO 4
Application of HRM Practice in a work-related context
The job recruitment is for the job of HR manager in ASDA which is a reputed
organization in the industry. Right candidates are going to be entertained by the organization so
that they can maintain their reputation and standards in the market.
Job Analysis
There are a lot of tasks which are present in ASDA for the manager of HR and they have
to be completed on time with considering the legal aspect of the industry. There are a lot of
changes which have come in the legal aspect which need to be implemented in ASDA so that
there is going to be effective working and the organization will be able to work effectively in the
organization.
Job specification
Job role
Human resource manager required in ASDA
Reporting to
The HR manager will have to report to the CEO who is Roger Burnley of ASDA
Timing
The manager will have to complete 55 hours of duty with flexibility in timing
Qualifications
The candidate should be experienced in this field with a degree of bachelors as well as master’s
in human resource field. Any additional qualification and knowledge is going to be preferred by
the company.
Soft skills
 There should be good experience in the candidate that they can handle the employees in
any kind of situations. Provide the employees with flexibility and healthy working

environment to give the organization the best of results.
 Strong communication is very important so that there is going to be better clarity in
ASDA and the reputation of the company is going to be well maintained.
 Friendly and professional environment has to be present in the company so that the
objectives are going to be accomplished with keeping up with the standards and quality
of products and services in the market.
Hard skills
 Working according to the bigger picture of the organization so that there is going to be
smoother functioning.
 There has to be good implementation of the changes and high level of motivation which
needs to be provided to the employees for higher productivity.
 Supervising and monitoring the employees should be good so that there is training which
can be provided to the employees of ASDA.
CV
Name: Tara Pie
Address: #11026, Rock road, London
Email: [e-mail]
Education
 Graduate from Queen Mary University, London.
 Finished Master’s from Imperial College, London in human resource.
Working experience
 Worked in a small firm to gain experience and knowledge in this field for 8 months.
There was a lot of observation which I made in the organization.
 I have interned with ASDA for 5 months in 2019 which gives me a better understanding
about this organization and the employees which are working in the company.
Skills
 Rules and regulations are going to be implemented in the organization from time to time
because they are important for the reputation.
 There is going to be good communication about the objectives and goals so that they can
be achieved by the employees so that there is going to be a good sense of direction.
Effective team is also going to be present in the business.
 I have the knowledge of basic computer gadgets which a HR manager must be aware of.
 Training and development is my strength so that there is going to be a well maintained
standard and reputation which the company is going to have in the market.
The interview has been scheduled for the candidate on 15th of November, 2020
Questions to be asked by interviewer

 Qualifications, knowledge and experience you hold regarding this field?
 During internship what are the competitive knowledge you gained?
 For the benefit of the company what are the measures you would take in situations?
 What are the communication methods which you would use so that the company can
have a better sense of direction?
Selection procedures
There are principles, skills and work ethics which are different in each candidate and
according to the standards of the company the employee will be hired. The experience and
knowledge is going to make a lot of difference in ASDA so that there is going to be good
balance. Soft and hard skills have to be evaluated in the company so that there is right candidate
for the mission and vision to be achieved.
CONCLUSION
Human resource management is all about managing the company’s requirements related
to its human resources. The HRM operations allows company to recruit the best possible talent at
various designated position role in company so that company could cope up with all its various
business objectives. HRM follow both internal and external recruitment practices at the
organisation. Legislation like equality act, anti discrimination act, data protection act and much
other legislation are applicable over companies in United Kingdom. Different practices like job
discrimination, job offer letter are following by human resource department to recruit the talents
at various designated position role in company.

REFERENCES
Books and Journals
Ahammad, T., 2017. Personnel Management to Human Resource Management (HRM): How
HRM Functions. Journal of Modern Accounting and Auditing. 13(9). pp.412-420.
Al-Sarayrah, S and et.al., 2016. The effect of culture on strategic human resource management
practices: A theoretical perspective. International Journal of Business Management and
Economic Research. 7(4). pp.704-716.
Anselmsson, J., Bondesson, N. and Melin, F., 2016. Customer-based brand equity and human
resource management image. European Journal of Marketing.
Azeem, M.F. and Yasmin, R., 2016. HR 2.0: linking Web 2.0 and HRM functions. Journal of
organizational change management.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Becker, K. and Smidt, M., 2016. A risk perspective on human resource management: A review
and directions for future research. Human Resource Management Review. 26(2).
pp.149-165.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization. 23(3). pp.456-471.
Dessler, G., 2016. Fundamentals of human resource management. Pearson.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences. 22(2). pp.1-10.
Haak-Saheem, W. and Festing, M., 2020. Human resource management–a national business
system perspective. The International Journal of Human Resource
Management. 31(14). pp.1863-1890.
Kew, J. and Stredwick, J., 2016. Human resource management in a business context. Kogan
Page Publishers.
M Scholz, T., 2017. Big data in organizations and the role of human resource management (pp.
XVII-pp). Peter Lang International Academic Publishers.
Malik, A., Pereira, V. and Budhwar, P., 2017. Value creation and capture through human
resource management practices: Gazing through the business model
lens. Organizational Dynamics.
Renwick, D.W. ed., 2018. Contemporary developments in green human resource management
research: towards sustainability in action?. Routledge.

ONLINE
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