Unit 3- Human Resource Management

Unit 3- Human
Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and functions of HR..................................................................................................3
P2 Strengths and weaknesses of recruitment approaches...........................................................4
LO2..................................................................................................................................................5
P3 Benefits and different HR practices for both employer and employees.................................5
P4 Evaluation of benefits of HR practices in terms of profitability and productivity................6
LO3..................................................................................................................................................7
P5 Importance of employee relationship in respect to influencing HRM decision making........7
P6 Key elements of employment legislation and its impact upon HRM decision making.........8
LO4..................................................................................................................................................9
P7 Application of HRM practices in work related context..........................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is responsible for planning effective strategies that can
helps in managing and motivating diverse individuals so that they are ready to give their best for
growth and success of firm. It also undertakes several activities to hire right individuals at right
place, provide appropriate training and development so that they can learn new skills and
capabilities to complete specific task. HRM make use of different approached and practices to
recruit and select right candidate so that overall objectives can be achieved. This report is about
ASDA that is British supermarket company started its business operation in 1949 having
employees around 165000 that are working for benefit of organization. The report has contained
crucial information related to purpose and function of HRM, approached used by HR while
recruiting and selecting candidate in the firm.
MAIN BODY
LO1
P1 Purpose and functions of HR
The purpose of HR can be understood to be widely essential for keeping up with large
diversity within working aspects and larger work growth avenues among employees, for
building committed employee workforce pertaining stronger vision oriented growth. ASDA
aims to be fundamentally strong for keeping up best trained employees within business for
technical innovation and also to build informative diversity on longer run, framing larger
objectives to gain higher growth in profitability aspects. Purpose and functional role of HR can
be understood as follows: Training and compensations: ASDA aims to train employees with best training and
compensations aspects which motivate their inner strengths, larger growth efficacy
scenarios effectively and also to form stronger developed role within employees
workforce. By training employees within latest measures of performance metrics,
ASDA aims to be largely active for higher strength oriented goals informatively which
profoundly improves efficacy targets and also build productive growth within business
horizons (Bos-Nehles and Veenendaal, 2019). Recruitments and selection: ASDA aims to recruit best talented skilled employees
within workforce and for developing stronger vision oriented growth on longer scale
parameters, select as set growth targets and visionary functional targets and also to form

higher informative growth. Selection of best employees enables business scenarios to be
widely strong, keenly progressed on larger motivation aspects and also to leverage larger
news services for enhanced working domains.
 Relational assistance: HR also has functions to provide relational assistance to all
employees and workforce aspects, for keen working targets widely and build
fundamental role of vision oriented growth towards larger scenarios. This also involves
handling performance issues widely, using best monitoring skills and efficacy horizons for
technical growth and also profoundly focusing on best horizons widely. ASDA aims to provide
work assistance to all leaders based on effective dynamic leadership and also govern stronger
profound growth within keen targets.
P2 Strengths and weaknesses of recruitment approaches
There are various aspects of strengths and weaknesses within recruitments which enable
business development growth within HR parameters and informatively build stronger goodwill,
which harnesses yielding synergy and also for profound targets at frame. Types of recruitments
are as follows (Chang, Wang. and Cui, 2019):
External recruitments:
There is external source of recruitment which is based on selection of employee from
best skilled employees and also to build larger commitment within larger paradigms. Strengths
of external recruitments are based on building higher talented workforce, skilled informative
growth efficacy and also to build potential informative targets a frame. External recruitments
profoundly generates larger target determinants, skilled new domains of bringing target reach
within specific growth periods. However the weakness of external recruitments is based on
aspects where to select and recruit employees form external sources has large informative
lengthy procedures, also time taking which may take toll on functional avenues widely. It can
be also analysed that external recruitments generates higher scope for keeping higher skilled
talented workforce and building competencies widely, where ASDA aims to be strengthening
its development widely.
Internal recruitments:
The internal recruitments are widely easy for company to access as employees are
selected form internal sources within management, also to leverage higher scope metrics