Importance of Employee Relations in HRM Decision Making

Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Purpose and function of HRM...............................................................................................3
Strength and weaknesses of different approaches to recruitment and selection...................4
Task 2...............................................................................................................................................7
Benefit of different HRM practices for both employee and employer..................................7
Effectiveness to different HRM practices raising organisational profit and productivity.....8
TASK 3............................................................................................................................................9
Importance of employee relations in terms of influencing HRM decision making..............9
Key elements of employment legislation and its influence on HRM decision making......10
TASK 4..........................................................................................................................................11
P7. Application of HRM practices using specific example..................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
Books and journals:..............................................................................................................15

INTRODUCTION
Human resource management define as a most accountable function for an organisation
which include employee engagement through recruitment, interviews, inviting job seekers
towards the organisation (Cheema and Javed, 2017). Organisation aims to fulfil its human
resource requirement by filling vacant position from new talent and skills. HR manager plays
their role in recruiting the right candidate towards the goals of the organisation. HR function
includes function of selecting candidates and provide training and development for their growth.
This report is going to focus on HR function of ASDA, it is a British supermarket retailer across
England. The company was founded in 1949. It renders groceries, household products to the
customers as well as financial services through its separate financial institution. These
supermarkets are in need of large human workforce in order to attain its targeted goals through
workforce contribution. For which, the report going to discuss about various HRM functions by
analysing its benefits and impact of legislation policies to make effective employee relation.
Also, it would be clear through an example of HRM practice.
TASK 1
Purpose and function of HRM
Mission statement: Mission of the organisation is to reach large number of people
through its customer services with the aim to achieve huge profit. By achieving both employee
and customer needs.
Objectives: The objective of ASDA, is to promote huge sales turnover and expansion to
large areas. Also to get competitive advantages towards rivals and and make a stand against
competitor firms.
Purpose: The foremost function of the organisation through human resource
management is to conduct pool of different talents, new ideas and skills into the organisation.
Effective human source leads to strong customer base.
Functions of HRM
Workforce planning: This is the most affirmative function of HRM which aims at
planning the human resource workforce into an organisation by analysing the needs of different
operation and department which have huge requirement to perform effectively. HR manager
identify the appropriate needs of talent which they want in the organisation (Santana and Lopez‐

Cabrales, 2019). For which, they plan to generate vacancies in order to fulfil idol positions and
make them effective and efficient towards healthy productivity. In respect with ASDA, they
require large workforce to achieve their objective of expansion and customer satisfaction.
Employee Relations: As far as concerned about employee engagement through
analysing their talent and skills, it is also essential to maintain good relations with employees in
order to retain them for long term prospective. So that, organisation could not loose an effective
employee because of their unsatisfactory approach towards their relations. It reflects proper
coordination and authority amongst employee and managers both (Al Adresi and Darun, 2017).
These relation helps an organisation to work together for the same objective which make a
motivated environment and a comfort zone which develop affection towards hard working.
ASDA could make fulfil their objectives by maintaining good relations with top and lower
authority.
Recruitment and selection: another function of HRM is to posses recruitment and
selection which consist fill up idol positions of company and department. Human resources
manager play role in selecting the most appropriate candidates which make reliable contribution
achieving companies target (Azlina, and Hasan, 2017)
Strength and weaknesses of different approaches to recruitment and selection
 Recruitment: It is the first and most vital function of HRM in relation to invite applicants
and generate vacancies as per candidates skills and education is the required field. This
process is done by various internal and external factors. Managers of ASDA, require this
function into their organisation to fulfil idol positions in every department. This
approach has two methods which are defined below:
Internal: This method involve recruitment process within the organisation. These methods could
be understood below:
Promotion: This process of recruitment indulge existing employees to opt higher
position and which gives an opportunities to employees for their self development, employees
get benefits of high pay scale and other powers through this way of recruitment. It is an internal
way for employee motivation to work hard (James, 2017).
Transfer: Under this process, the employees gets transfer from one position to others,
the employees gets shift to different department according to their talent and knowledge which
they gain through their existing experience within the organisation. This is also an effective way