Benefits of HRM Practices in Asda

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1. Purpose and functions of HRM.............................................................................................3
P2. Strengths and weaknesses of different approaches to recruitment and selection..................4
P3. The benefits of HRM practices in Asda for employer and employee...................................5
P4. Effectiveness of different HRM practices in terms of increasing company profit and
productivity..................................................................................................................................6
P5. Effectiveness of employees relations in flexible organization, flexible working practices
and employer of choice................................................................................................................7
P6. Key aspects of employee relations management and employment legislation that affect
HRM decision-making and meet business objectives.................................................................8
P7. Document portfolio for marketing manager for Asda Company..........................................9
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is a practice of managing people in order to achieve better
performance. It is a strategic approach towards successful management of employees so that they
are able to help their organization to achieve business goals (Shahzadi, 2017).
ASDA is a supermarket chain headquartered in Leeds. The company is the second largest
super market chain in United Kingdom. ASDA has in total of 560 stores serving approximately
8lack customers within a week.
This report will include the purpose and functions of human resource management within
organization in addition to their strengths and weaknesses of different approaches to recruitment
and selection. Apart from this, the study will also highlight the concept of benefits of different
HRM practices, evaluation of its effectiveness, importance, and employment legislation along
with the document portfolio of marketing manager in ASDA.
MAIN BODY
P1. Purpose and functions of HRM
Human resource management is a procedure of management of employees within the
workforce effectively so that the ultimate goals of the organization have been achieved within
the pre defined time duration. The process includes functions like recruitment, selection, training
and development to enhance the efficiency of employees. In Asda, the human resource managers
are ones who manage their workforce and business operations in an effective manner. The major
purpose of HRM is to recruit right candidates and provide them training within the organization
so that the goals have been achieved (Budhwar, 2017). The purposes of HRM in workforce
planning of Asda are:
 For maintaining high confidence of employees within the company: In Asda, the
primary role of managers is to motivate their employees through several benefits, perks
and rewards on the basis of their performance level. With the help of such activities, the
managers are able to motivate their employees along with the retention of highly skilled
candidates in their company.
 To maintain and arrange manpower stock: The another major purpose of human
resource manager of Asda in which they are responsible for the recruitment process
which helps them to identify future as well as current requirements of employees in the

organization. This purpose also helps the managers while arranging right person at right
place within right stipulated time duration.
Functions of human resource management include:
 Operative functions: This is an important function of human resource managers in order
to procure, develop and motivate their employees in an effective manner so that the
candidates are able to retain within the organization for longer span of time (Ngwenya,
2017). The main purpose of this function is to retain highly skilled and talented
employees at workplace in order to manage all the operations effectively.
 Managerial functions: In this function, the HR managers of Asda will do organizing,
staffing, directing and controlling their operational activities of firm so that present
objectives of company has been achieved within pre defined time duration. Initially HR
managers organize functions in order to recruit their staff members then direct them
towards completion of given tasks effectively and in the last they control their activities
through monitoring their functions in order to achieve organizational goals and
objectives.
P2. Strengths and weaknesses of different approaches to recruitment and selection
The recruitment is a process of human resource management in association of planning and
operations. It is the procedure of making an effort to inspire the applicants in order to apply for
current job opening. Just like any other organization, for Asda also recruitment is the most
important part for the progress of the company. Through effective recruitment procedure, the
managers are able to select right candidate with the help of advanced training and development
procedure (Novianti, 2018). Asda uses both processes such as internal and external paths for the
purpose of recruitment and selection of candidates for their organization.
Internal Approach
In this approach the selection of candidates are from within the organization only. Such
kind of activity highly motivates their employees and creates a sense of doing work appropriately
with an intention of getting promoted within the organization. Such as in Asda, the managers
will fill the empty positions with their existing efficient employees and uphold the
representatives to fill alternative vacant positions.