Unit 3- Human Resource Management

Unit 3- Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1. Purpose and functions of HRM.............................................................................................3
P2. Strength and Weakness of different approaches in recruitment and selection......................5
LO2..................................................................................................................................................7
P3. Benefits of HRM practices for employees and employers....................................................7
P4. Effectiveness of Human Resource Management practices...................................................8
LO3..................................................................................................................................................9
P5. Importance of employees’ relation and its impact on decision–making of organisation......9
P6. Key elements of employment legislation..............................................................................9
LO4................................................................................................................................................11
P7. Application of Human Resource Management...................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refer to process of selection as well as development of
employees according to changing business environment. Asda started business in retail sector
and setup branches in different part of United Kingdom. Report highlight about purpose and
function of Human resource management in firm. It also describe about weakness as well as
strength of HRM which can effect growth of Asda. Decision making and involvement of workers
also describe in report as well as emphasizes on benefits of employees relation. It also
emphasizes on different types of Key legislation that HR team of Asda implement in company.
In the end explain application of Human resource management in real business world.
LO1
P1. Purpose and functions of HRM
Human resource management can be define as set of process which involve hiring,
maintain talented and skilled workforce, focusing on personal growth as well as training and
development of workforce so that they prepare for any upcoming challenges as well as
opportunity. Asda’s HRM emphasizes on building Human capital for globalize
business(Michael, 2019).
Features of HRM
HRM plays important role in recruiting talented and skilled workforce from different
platform for instance Job sites, social media, walk in interview etc. It also design policy related
to workers as well as contract. HR also emphasizes on maintaining workforce relation which is
important for changing business. Performance evaluation by HR team again helps Asda in giving
opportunities as well as rewards to deserving candidate.
Purpose of HR function
HRM of Asda is necessary for multiple purpose as listed below.
Employee relation maintaining
Human Resource management has important role in improving relation with workforce.
HR team include workers in decision-making and policy setting for firm. They also contribute in
personal growth of employees by their performance evolution. They try to make good connection
with other function of firm and identify types of training and development programs needed for
changing business.
Resolving Conflict
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HR team has a responsibility for maintaining disciple and decorum at work-station.
Increasing difference among workers gives rise to bad politics and hence their problems must
quickly solve by HR department by conducting meeting and taking suggestion as well as
feedback (John and Taylor, 2016). HRM has to focus on diversified workforce inclusion and it
can only be successfully implemented when employees respect as well as help each other during
work and hence support in growth of organisation.
Cultural Adaption Support
Human Resource department of Asda hired workers in Asda which comes from different
places, race as well as religion. So that diversify culture in organisation can be developed.
Training must be given to workers by HRM so that they can easily imbibed it and combine
support in achieving higher goals for Asda in Time of globalization.
Workforce Development
Asda’s HRM focuses on workforce development by including different development
programs so that they can support growth of organisation (DeCenzo., Robbins and Verhulst,
2016). They recruit and gives training to employees so that they can prepare for upcoming
challenges and professionally developed for changing business environment.
Functions of Human Resource Management
There are number of function of HRM of organisation such as job designing by analysing
need of work, assess performance and give rewards etc.
Job design and job analysis:
HRM of the firm analyse need of different regarding workforce which can help them and
support business. After evaluation job is designed as per the skill, talent and qualification
required for the post.
Employee hiring and selection:
Asda’s HRM also recruit employees from different platform such as LinkedIn, campus
interview of university students etc. and hence it support growth of organisation in time og
globalization (Nankervis and et.al., 2019).
Employee training & development:
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It becomes important form firm to prepare workers for changing business by providing
training and development programs. Human Resource Management team of Asda focuses on it
and hence it help organisation in gaining competitive advantage in changing business.
Employees’ performance management
Performance assessment by HRM of Asda again helps in providing right opportunity to
deserving candidate and influences other for doing same.
Best Practice VS Best Fit Approach
Best practices can be discussed as work which cannot easily change such as inventory
management while Best fit describes about different practices changes according to business
environment for example recruitment, workforce policy etc.
Hard and Soft HRM Model
In this organisation hired employees according to work and do not show much
transparency at workers as well as workers earn very less in return of their contribution.
In soft HRM employees personal growth focuses and hence which help firm achieving
higher goals on time with talented as well as skilled workforce (Delery and Roumpi, 2017).
Workforce Planning
Human Resource management of Asda identify skills of workforce and according to that
provides different task such as person with technical skill will be given system work opportunity
and hence better planning contribute in growth of organisation.
P2. Strength and Weakness of different approaches in recruitment and selection
HRM of the Asda use various process in selection and hiring employees. There are two
types of recruitment used by HRM, namely internal and external.
Internal Sources of recruitment
Existing workers of the firm gives higher chances in this type of hiring and hence loyalty
workers can be increased.
Promotions:
HRM of the organisation provides opportunity to the workers which are doing work in
organisation from long time (Marks, 2019). Firm able to gain loyalty of worker force and they
also prepare for any type of work given.
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Retirements:
In this retired workers of the organisation give chances on different positions when it
become difficult to find deserving candidate.
Former employees:
In this existing workers of organisation will be hired by HRM by higher salary as well as
incentives etc.
Strength of internal recruitments
It helps in gaining loyalty of workers that can work for organisation for longer time.
Training and development programs expenditure can be reduced. It also helps in motivating
employees in organisation to give higher output and in return they firm support in personal
growth.
Weaknesses of internal recruitment:
Organisation work can effected because new employees not recruited at workplaces
which can support diversify work culture. Performance of existing employees might be not be
good according to changing business. Favouritism and lobby can create negative politics.
External Recruitment
In this HRM of organisation hired workforce from different platform so that diversify
culture can be maintained.
Job Portals:
There are number of job portals which used BY Human Resource Management of
different company in recruiting talented and skilled workforce.
Walk in interviews:
Organisation also recruit employees by direct application in firm or can come directly for
interviews.
Placement agencies:
There are number of consultant from which firm can take help in short listing candidates.
Strength of External recruitment:
Human Resource management of company able to maintain talented and skilled
workforce as well as able to maintain diversify work culture which is necessary for changing
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business environment. It helps in hiring youngsters and people which have knowledge of
different technology and hence contribute in growth of organisation.
Weaknesses of Internal recruitment:
Organisation can faces various types of problems as existing workers feel that they are
discriminated in giving job opportunities and hence affected on their efficiency, quality and
productivity of work. Training and development increase expenditure of firm and effected on its
financial stability. It becomes difficult to identify right candidate or the job.
LO2
P3. Benefits of HRM practices for employees and employers
Organisation able to gain various benefits from different types of HR practices such as
workforce in Asda benefited by training as well as development program while employers
financial growth highly supported by it.
Training and development
Human resource management provides different types of training and development
programs related to work and changing business which improves their skills and hence increase
efficiency, quality and productivity of work (Mondy and Martocchio, 2016). Employers on the
other hand able to take higher output with efficient workforce.
Recruitment and selection
Asda’s HRM focuses on internal recruitment which support growth of employees within
company by getting higher opportunity and hence support their personal growth which decrease
chances switching of jobs and committed to long term goal of organisation. Employers do not
need to invest in training and development programs and hence unnecessary expenditure can be
reduced.
Performance Assessment
Human resource management of organisation uses various tool in evaluating performance
and according to provides opportunity, award reward etc. It helps in supporting personal growth
of deserving candidate and send a clear message among workers that one work hard will get
higher returns (Brewster, 2017). On the other hand employer will be able to gain loyalty of
talented as well as skilled workforce which can contribute in growth of organisation in changing
business environment.
Employees’ relation
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It becomes important for changing business to build strong employees relation. HR team
of Asda take suggestion, opinion as well as feedback of workforce related to different kind of
issues and on time address them with proper unbiased judgment which increases loyalty of
workers. It decrease isolation as well as depression and they will get best environment for work
& grow. Leaders will able to focus on growth of business by loyal workforce support.
P4. Effectiveness of Human Resource Management practices
Organisation can improves HRM Practices for changing business environment by number
of ways as listed below.
1. Human Resource Management Of Asda can design polices after taking confidence of
stakeholders and also take suggestion, Feedback and opinion for it which can help in
gaining loyalty of workers and increase profit share in changing business environment.
HR team has to frame policies and practices by aligning with goals and objective of
organisation which can contribute in growth of organisation. Open discussion as well as
meeting can be highly profitable for effectiveness of decision-making.
2. Employees must involve before training and development programs introduction so that
HRM of Asda feel less resistant for changes in firm. It must be planned and organised in
proper way and sustainable in nature such as continuous training programs can increase
expenditure of firm which can effect on financial stability of firm. Workers also feel
stressed by regular training and development programs and hence it will be in way which
can improve efficiency, quality and productivity of work as well as support in future too.
3. Software and system training must be taken by Human resource Management team so
that they can efficiently analyse performance of workers and support growth of workers.
They must evaluate their practices and if needed make changes so that modern approach
of Human resource management can be implemented in organisation. Analysing
competitors HRM strategy can be highly beneficial which can help in effectiveness of its
practices.
4. Key legislation for workers that are introduce by government must be include in
Contract as well as work structure by Human Resource Management team so that
workers remain loyal to firm as their rights are protected. They have to frame internal
guidelines, rules and regulation after taking workers into confidence so successful
implementation can be possible.
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5. Recruitment of workers must be internal as well as external so that both types of
employees support growth of Asda and improve market position in time of globalization.
It become important for company to promote employees for higher post but maintain
diverse workforce is also necessary so that both f them contribute in gaining competitive
advantage (Chams and García-Blandón, 2019)
.
LO3
P5. Importance of employees’ relation and its impact on decision–making of organisation
It is important that workforce must include in decision-making in present business
scenario as otherwise organisation can face criticism and effected on business. Asda’s HR
focuses on building employees relation by including workers in decision-making, training and
development programs introduction, policy framing etc. and hence it impact on growth of
organisation (Stewart and Brown, 2019). Firm will be able to achieve higher goals on time with
talented and skilled workforce and hence it become necessary that they remain committed to
organisation for longer time. It can only be possible by focusing on their personal and gaining
their loyalty. Training and development must be schedule and also as per the need of workers so
that they remain committed to work and hence right skills can be imbibed in changing business.
It is important that HRM f organised must recognised employees for their contribution towards
organisation and provide them award, reward, incentives etc. so that they can feel part of
atmosphere (Peccei and Van De Voorde, 2019). Bad politics must stopped in office so that every
person will get equal chance in gaining higher opportunity and hence friendly environment can
be created in organisation. Employees must be motivated for work and HRM has to develop a
understanding that they can come to them and share problems related to work-space. After
evaluating of problems decision must be taken on time so that workers remain positive towards
their goals and hence contribute in growth of organisation.
P6. Key elements of employment legislation
Employment laws help workers in gaining safety and security at workplace. They will
able to speak freely and hence contribute in growth of organisation. It decrease discrimination
and isolation chances in work-culture and everyone remain committed to work which helps firms
in achieving higher on time and also increase good-will of organisation. Asda’s Human Resource
Management recruit diverse workforce in organisation at work and it becomes important that
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they will not face any kind of challenges and hence introduce various types of key legislation at
workplace which help in gaining their loyalty. It also increase efficiency, quality and
productivity of work and hence contribute in growth of firm in time of globalization (Ren, Tang
and Jackson, 2018).
Employment Rights act 1996:
It provides guarantee of employees regarding protection of employees at workplace
which helps in gaining loyalty of workforce. They will speak freely regarding their problems to
senior in return they cannot be fired. They can also go to court if any problem at workplace
occurs and they are force to work for example: working at long hours which are not mentioned in
employment contract. They must be given notice regarding takings jobs as well as it can follow
contract sections which are framed by Human Resource department.
Equality Act 2020:
Law started that employees cannot be discriminated or isolated in firm and they must be
pay or treated equals in organisation. Affirmative action such as race, color, sexual orientation or
religion etc. must be stopped and follow diverse workforce culture every person will get equal
rights as well as opportunity. For example: In Asda if a person was treated in wrong manner
because of his background then he have right to go to court and file a case again management of
organisation.
Ethics and Social Responsibility:
Organisation must contribute in growth of society as well such a providing funds in
corporate social responsibility so that any poor child can be benefited or for some social cause.
Ethical responsibility must be followed in Asda and it can be possible by support of Human
Resource Management.
Trade Union and workplace representation
Human Resource Management of must allow form Union in organisation and listen as
well as include them in decision making of organisation so that any violation of rights can be
tackle carefully by organisation. Before changing policy and procedure union must informed and
take their suggestion in it so that can make understand workers in organisation regarding it. HRR
must emphasize on building strong relation with them so that their good-will can be increase and
hence support growth of organisation in time of globalization.
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LO4
P7. Application of Human Resource Management
Human Resource Management of firm has various types of application in work related
context such as selection of employees from stages and provides them training and development
programs so that they can be ready for any upcoming challenge as well as opportunity (Papa and
et.al., 2018). It is one the important department of firm which support growth organisation in
changing business environment.
Job Specification
Position: Human Resource Assistant Manager
Closing Date & Day: 25-12-2020 & Friday
Job Responsibility
 Analysing performance of workers
 Submit reports to senior management regarding various HRM activities daily
 Scheduling work of employees
 Providing award, rewards etc. to employees
Job Requirements
 Age of a person can be between 19-34
 Effectively work in any situation
 2 Year experience in HR field
Skill Required
 Communication
 Decision-making
 Problem solving
 Leadership
 Management
CV For the Job
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Interview Question
1. Tell me about yourself?
2. From where you have heard about this Job?
3. How firm will be benefited from recruiting
4. What is your expected salary?
5. Why we will recruit you?
Recommendation: Jim Michel (Senior HR Analyst in Asda)
Evaluation of Candidate
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Adam Mind [phone]
Junior HR Manager Adam,mind @gmail.com
London, Uk
Education:
Master in Business Administration in HRM from LBE with 86%, 2015-2017.
BBA from Oxford University with 60%, 2012-2015.
12th from Prince St. thomas School with 94%, 2011-2012.
10th from War home School with 50%, 2010-2011.
Experience:
Human Resource analyst Tesco from 2017-2020
Recruit right candidate for different types on available vacancy using latest HRM
software. Build strong employees relation.
Skills: Good communication skills, Observation and Analytical skills, Leadership skills,
Effective communication skills, Software Knowledge
Awards: Best Employee of Tesco the year in the year 2019.

Job offer letter
Hello Adam,
You are recruited to Asda for HR Assistant manager with yearly package of £20,000.
Joining Date: 2-Feb-2021
Regards
Sr. Human Resource Manager
Date: 31/12/2020
Please come with all original academic as well identification documents
CONCLUSION
It can be analysed Human Resource Management plays important role in growth of
organisation. Asda’s HRM use different types of practices for building Human capital in firm
and support growth of organisation. It support workers by providing proper training and
development programs also involve them in decision making of organisation so that they can feel
part of organisation. It also implement various types of laws as well legislation in work culture
so that workforce rights can be protected and increase good-will of organisation. Application of
HRM in recruitment and selection also discussed in report For example: hiring candidate from
different job sites.
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REFERENCES
Books and Journals
Michael, A., 2019. A handbook of human resource management practice.
John, R. and Taylor, B., 2016. Human resource management.
Nankervis, A and et.al., 2019. Human resource management. Cengage AU.
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.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
Policy and practice in European human resource management.pp.22-35.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling.141.pp.109-122.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Ren, S., Tang, G. and Jackson, S.E., 2018. Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management.35.
(3).pp.769-803.
Papa, A and et.al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices.
Journal of Knowledge Management.
Peccei, R. and Van De Voorde, K., 2019. Human resource management–well‐being–
performance research revisited: Past, present, and future. Human Resource Management
Journal29.(4).pp.539-563.
DeCenzo., D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Online
[ONLINE] Available through :<>
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