Unit 3: Human Resource Management

This unit explores the purpose and functions of HRM, including internal and external recruitment, candidate selection, employee onboarding and training, employee performance assessment, and compliance with labor laws. It also discusses the benefits of HRM practices for employees and employers, such as employee relations, employee engagement, flexible organization, and flexible working practices. The unit concludes with a discussion on job and workplace design, reward management, and the concept of a flexible organization.

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..................................................................................................................................................6
P1. Benefits of HRM practices for employees and employers....................................................6
LO3..................................................................................................................................................8
P5. Importance of employees relation and ways in which it influences HRM decision-making.
......................................................................................................................................................8
P6. Key elements of employment legislation..............................................................................9
LO4................................................................................................................................................10
P7. Application of Human Resource Management Practices....................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refer to managing all the humans' resource activity of the
organization. Asda is one of rising retail company in United Kingdom. Report height-light
different type function of HRM and purpose of Human resource management and also describe
various types of strength & weaknesses associated with it. It also explains benefits of HRM
practices for employees and employers. Decision-making also describe in the and also show key
legislation related to it. There are various application of HRM practices as discussed in the
report.
LO1
P1. Purpose and functions of HRM
Define HRM
(Hints: Use two authors definitions with references)
Features of HRM
(Hints: 4-5 points/ characteristics of HRM)
Purpose of HRM
(Hints: Explain the purpose of HRM, Like:
-Internal and external recruitment, Candidate selection, Employee on boarding and training,
Employee performance assessment, Employee compensation, Organization development,
Compliance with labour laws, Labour and employee relations, Employee recognition and
engagement, Career development, etc).
HRM can be referred as a process in which people are recruit, select etc. for the job and
also training & development program conducted in this function. Asda's HRM play important
part in hiring of employees, talent and skill management which help firm in gaining market share
in United Kingdom.
Human resource management can be referred as hiring and managing employees and
developing them by providing proper training as per changing business.
Features of HRM
Human resource plays significant role in hiring talented as well as skilled workforce from
various platform such as Job sites, social media, walk in interview etc. It also frame policy
related to employees work and contract. HR also focuses on building employees relation which
is necessary for changing business. Performance assessment by them again help firm in giving
opportunities and rewards to right candidate.

Purpose of HR function
There are multiple purpose of Human Resource Management Function of Asda as
mentioned below.
Employee relation maintaining
HRM plays significant role in maintaining employees’ relation. They include employees
in decision making and policy forming of Asda. HR also supports personal growth of workers by
performance assessment. HRM remain connected with other department and analyse types of
training as well as development programs required for changing business.
Resolving Conflict
It is responsibility of HR to maintain disciple as well as decorum of Asda. Number of
difference between employees creates bad politics and their issue quickly resolved by Human
resource department by meeting as well as taking feedback. Organisation emphasizes on
diversified culture and it can only possible when employees respect as well as support each other
at work station and hence contribute in growth of firm.
Cultural Adaption Support
HR team of organisation select employees for work in Asda which belongs to different,
race, religion, background etc. and hence able to build diversify culture in firm. Training relation
to it also provided by HRM so that people can easily understand and jointly contribute in
achieving higher goals of firm in changing business.
Workforce Development
Organisation Human resource management team emphasizes on employees development
using different programs and hence support growth of firm. They hire and train workforce which
can ready for changes and learning and hence professionally become strong in time of
globalization.
Functions of Human Resource Management
HR manager has multiple function in employees growth and selection (Guerci, and et.al.,
2019. ). Asda HRM department evaluate quality that workers have and also where they lack,
according to it gives proper training and development programs.

Job design and job analysis:
It is one of important part of HRM and in these roles and responsibilities related to work
is framed and according to people are chosen from different sites. HR manager has to understand
need of different department and according to job is designed which decrease chances of hiring
wrong candidate at workplace.
Employee hiring and selection:
In this HR team shortlisted different candidates from various sites skills and qualification
is analysed. After evaluation of quality of a person, they take a interview and according to it hire
for the job. Asda's Human resource management gives more chances to the candidate which has
r5efrence of company's employees.
Employee training & development:
After recruitment of workers, HRM of the company gives various training related to
work. It also provides various program for old employees' growth for example giving training for
new technology at workplace and hence improve their skill and talent.
Employee performance management:
Human resource management of the firm tackle performance analysis and management
of the employees using various tools such as KPI, 360 degree feedback etc. It increases quality,
efficiency and productivity of the employees.
Best Practice VS Best Fist Approach
Best practice can be referred as general work for example inventory control which cannot
be changed(Gao, and et.al., 2019) . Bes fit refer to the practices that can easily be change in the
firm such employees' policy, recruitment process etc. whenever company feels it need.
Hard and Soft HRM Model
In Hard HRM need of workers has more focused and hence HR can hire and select as per
the need. In this numbers of employees in the firm keep changes and very little transparency and
also they will get lower wages.
Soft HRM more focused on personal growth of the employees and hence they contribute
in various practices of Human resource management such as reference recruitment and selection
process(Aguinis, and et.al., 2019) .
Workforce Planning

It is the process in which workers work distribution according to skill and talent is done
by HRM. Asda HR manager emphasizes on analysing, forecasting, supply and demand for
particular project work and hence it helps to select right person, right time on right place.
Types of labour market and Labour market trends
Asda's HRM support internal employees growth and hence most of the workers promote
from within the firm. However, many of employees are recruited from job portals, company sites
etc. which also help in gaining skilled and talented workforce. Most of the workers remain in the
firm for long time but because of greater opportunities, some of migrate to other firms. There are
multiple policy added by the firm for employees such as employment rights act 1996. Modern
technology help HRM in hiring right candidate from large number of applied candidates.
P2. Strength and Weakness of different approaches in recruitment and selection
Human resource management of the firm use various method in selection and recruitment
of the company. There are two types of recruitment in the firm, namely internal and external.
Internal Sources of recruitment
Existing employees of the company more give chances in this type of recruitment and
hence loyalty of other can easily be gain through it.
Promotions:
Human resource management of the firm gives opportunity to the employees which are
already working in the firm (Marks, 2019). It helps in gaining loyalty and employees already
aware about the process of work.
Retirements:
In this retired employees of the firm give opportunities on vacant position when right
candidate not available.
Former employees:
In this old workers of the firm will be again recruited by giving higher wages incentives
etc.
Strength of internal recruitments
It increase loyalty of employees that are working for the firm from long time. Training
and development programs cost will be reduced and on the contrary company can be sure that

the hired person achieve goals on time. It also motivates other workers in the firm to work hard
and in return they will be promoted on senior position.
Weaknesses of internal recruitment:
Company might be faced various challenges because of new workforce or talent is not
hired for the position. Performance of old workers might be not efficient in handling and
running the project which decrease expected output. Favouritism and lobby can be formed in the
firm which decrease chances of growth of the company.
External Recruitment
HRM of the hire employees from outside the company and it helps in gaining efficient
workers at workplace and hence more exposure contribute in growth of the firm.
Job Portals:
In this HRM of the firm recruit employees from online portals such LinkedIn, Monster
etc. and hence large number of profile can be shortlisted and best workers can be hired.
Walk in interviews:
Company also hire employees which directly contact but for that company advertise in
newspaper and media and in this interested candidate can be selected and shortlisted easily.
Placement agencies:
Organisation give chances to external firm to hire and shortlist workers and it decreases
time and cost of the company.
Strength of External recruitment:
Company able to gain large number of workers which are highly trained & skilled and
hence increase quality, efficiency and productivity of the work. Also company able to decrease
break group, lobby etc. which effect on firm's performance. Young and technological advance
hired youth takes firm to next level and hence company can gain competitive advantage.
Weaknesses of Internal recruitment:
There are large number of challenges company can face because of it for example old
employees feel isolated and it decrease their productivity (Koval, and et.al., 2019). Recruited
person might be not fit for the position and hence decrease efficiency, quality and productivity of
the work. Also company not able to identify that hire candidate retention period or when he can
leave the firm.

P3. Benefits of HRM practices for employees and employers.
Company gain multiple benefits from different kind of Human resource practices such as
employees in the firm benefited by training and development program and on the other side
employers gain higher profit from skilled and talented workforce.
Difference between training and Development
Training is given to employees for achieving short term goals and more concentrated on
role. It will be given for specific job and more focused on present need of the firm. It also
increases knowledge and skills of the employees which benefit firm in gaining higher output.
Programs related to it are-taken in group rather than as individual (Al Ahbabi, and et.al., 2019).
Employees in the firm able to achieve higher goals with proper training by HR and hence
increase quality, efficiency & productivity. Profit of the increases with it which increase
financial stability of the firm and impact directly on owner position among competitors.
Changing time need training and hence it becomes important for the firm to starts various
associated programs for example: new adoption of technology need trained workers. HRM uses
various method to analyse impact of training such as KPI use to indicate how efficiently they are
Working.
Development is more concentrated on long term activity and its goals are either open-
ended or continue. It emphasizes on particular person rather than a group. In this individual
overall growth is more focused and hence emphasizes on career building and progression.
Development programs of Asda focused on employees personal growth such as giving
incentives, promotion etc. and it increases loyalty of them which decrease chance of talent
migration. Employer of the firm in return able to manage talented and skilled workforce which
increase revenue of the company.
Explain
Benefits of HRM for employees and organisations
Style: 1
(Hints: Main points:
(1) employee relations
(2) employee engagement,

(3) adoption of flexible organisation and
(4) flexible working practice
(5) employer of your choice
Benefits of HRM
 Human resource management builds strong employees relation by involving workers in
decision making and focus on person growth which increase efficiency, quality and
productivity of work.
 HRM takes feedback, suggestion, opinion of workers in framing policies and hence
organization able to implement right strategy which can be accepted by all.
 Workers loyalty and dedication because of effective HRM policies makes flexible
organization and hence firm will ready for any upcoming challenges.
 HRM can introduce flexible working practices with the support of leaders of firm and
workers feel part of association when organization gives liberty in working. It improves
productivity of work and hence supports growth of firm.
 HR gives suggestion for transformative leadership and hence workers will get higher
autonomy at workplace which increases innovation and creativity. It helps organization in
gaining competitive advantage in changing business.
Job and workplace design
Human resource management of the firm design job and it describes need and
requirement of the work then advertise on different platform for selection of the candidates.
Work is also categorized by the HRM by taking help from different managers and team leaders
and hence a proper procedure can be followed at workplace. It helps employees to work in
systematic and achieve target on time while employers time decrease in monitoring and
controlling work and workers. Reward management in the firm is intrinsic as well as extrinsic. In
former company gives monetary as well as opportunities reward while later emphasizes on
recognition by employers. This reward contribute in personal growth of the workers and on the
other hand employers able to gain loyalty of them. Motivation theory explain that higher
motivated employees can only be possible when they are properly rewarded and recognized in
the firm. There are various job design technique use by Asda HR team such as job rotation,
enlargement, enrichment and simplification.
Flexible Organization

There are three types of flexibility, namely numerical, structural and functional
flexibility. In first one employee rotate around the work and task whenever company feels right.
Second one it focuses on short terms contracts, part-time employment, job sharing, self
employment etc. In the last one focuses on prices that employed get. Asda use more of flexible
work structure and act upon in the same way.
Handy's Model describe that there are four elements of organization culture, namely
power, role, task and person. HRM of the Asda adopted any of it whenever need for example
when a project is needs teams then it emphasizes on task culture. It helps Owner in gaining
benefits from employees and framing strategy and on the other hand employees develop skills of
adopting in another culture.
There are multiple benefits of working in flexible firm. Employees can work according to
their time and it more concentrated towards achieving goals & performance. Worker can work
from anywhere and hence freedom increases. Working hours also flexible in it and hence firm
can manage it. Employees able to work from anywhere on anytime while employer take firm to
modern working culture which is necessary for gaining competitive advantage (Ybema, van
Vuuren, and van Dam, 2020).
Performance and rewards
Asda's HRM use various technique in performance measurement for example using KPI,
360 degree feedback etc. help in evaluation how well employees working after training and
development programs. According to employees gain award, reward, incentives, increment and
promotion and hence positively impact on their growth. Owner of the firm benefited by increase
quality, efficiency and productivity of the workers.
P4 - Evaluate the effectiveness of different HRM practices
Suggest how to develop your (Organisational) HRM
practices
Organisation can develop Human resource management practices in number of ways as explain
below.

1. Organisation HRM department has to frame policies which align to aims and objectives and
hence increase efficiency, quality and productivity of work.
2. Organisation has to involve workers in frame policies and procedure so that little resistance
face at work place.
3. Training and development must be organisation by consulting with heads of different
departments in organisation.
4. Modern software introduce in firm so that efficiency of HR can be increased and hence firm
able to achieve higher goals on time.
(Hints: Explain and evaluate the points based on your company.)

P5. Importance of employees relation and ways in which it influences HRM decision-making.
Maintaining good employees' relation:
Employees relation are very important for the growth of the firm. Human resource
management of Asda take suggestion and feedback of employers while taking important decision
for example any policy changed related to employees in the company can only be possible when
workers are in favour of it otherwise they will boycott or nor adjusted which ultimately impact
on performance. Training and development programs are only be meaningful when it is covering
all quality improvement in the person. HR managers take opinion of workers in it and hence able
to get support for such programs (Yu, and et.al., 2019). It maintains relation of employees with
firm as they are acknowledging need of employees and also increase quality, efficiency and
productivity. In recruitment and selection firm take suggestion of workers or hired candidates as
per reference of employees and in return they will get some money which improves financial
stability of them.
Workers relation can be maintained by giving more autonomy which increase innovation
and creativity of them. Strong relation can also be build by emphasizing personal growth with
the of HRM in Asda. Improving their team spirit participation and hearing them can also help
Asda in gaining confidence of workers(Dau-Schmidt, Finkin and Covington, 2016).
Analysis the importance of employee relations (Internal and external factors) in
respect to influencing HRM decision-making.
(Hints: Reduced Absenteeism, Improved Morale & Motivation, Harmony in the Organization
Lesser attrition - reduced cost on training, less cost of retention, Attract good talent
increase in productivity. Open to organizational / hierarchical changes (flexibility), Shared
learning and Continuous improvement).
Employees relation Human Resource Management in Decision-Making
 Asda’s HRM take suggestion, Feedback and opinion before framing any guidelines for
work so that workers inclusion makes it effective and hence employee relation in gaining
competitive advantage in changing business.
 Training and development programs organised according to need of workforce and hence
improve their skills which increase quality, efficiency and productivity of work.
 Workers remain motivated when HRM policies are properly implemented and hence
support firm in achieving goals.

 Absenteeism decreases as workers feel part of organisation by HR practices and hence
increase output and complete project on time.
P6. Key elements of employment legislation.
Purpose of employee laws: -
The purpose of employee law is to provide the rights to them so that no one does wrong thing
with them in work place, and they get right to speak if anything went wrong. The purpose is to
provide everyone with same similarities and no discrimination amount the people in workplace.
It is important to maintain the equality among the organization which keep everyone motivated
towards there work.
Employment right act 1996 : - Employment right act refer to the act which give them rights to
speak and talk and argue. They get the right to speak and share there feeling towards the
workplace as it is important for every person to have the rights. It gives them the right to act if
anything wrong happened to them. Rights are important as equality is very important when doing
business and it's important to provide the same rights to every person. No discrimination among
the work place as it can demotivate the person and can make them less productive.
Employee agreement act: - the act shows the equality to alls the employee and provide a
agreement regarding there job which is a proof of their job position and that they are working in
the organization. This required in every organization as it is important to have a proper set of
agreement and agreement deed between the organization and employee (Winckworth, 2016).
Maternity law: - Maternity law for all the women working the organization and its important to
provide them with all the possible facilities. It is important for them to have a good health and
company need to provide all the necessary requirment.
Trade unions and workplace representation:
Trade union of the country support raising voice of employees in front of company. In
united Kingdom employees have right to form union and work according to it. Human resource

management of Asda before changing in policy and procedure concert with the union leaders as
they represent all employees.
As the union represent all workers in the firm then collective agreement can only option
for the HRM for its decision-making. Difference in workers are avoided by leaders and make
them understand importance of HR policy and procedure for them.
It also maintains discipline in the workers as all have to listen their leaders. There are
many problems that workers face in Asda and filed grievances by leaders can helped them in
resolving problem quickly. Employees redundancy chances can be decrease with the help of
union and HRM has to listen them.
LO4
P7. Application of Human Resource Management Practices.
There are multiple application of HRM in Asda. Trained and skilled workforce can be
recruited timely and it increases efficiency, quality & productivity of the workers. Employment
relation can be improved with the help of Human resource department for example:- they listen
bosses easily as compare to others.
Job Specification
Job role
Human resource Manager
Reporting to:
Reporting will be directly to James Michael
Timing
Monthly working hours will be 200. However, relaxation can be made as per the need.
Qualifications
MBA Graduate from University or college in United Kingdom
Hard skills
 Work according to big picture compare to small one.
 Conduct training and development programs whenever need upon and monitor them.
 Remain highly motivated at workplace and also inspire other for the same
Soft skills
 Communication skills must be strong to direct employees.

 Created friendly atmosphere at workplace and hence refresh workers according to it.
Recruitment and selection in practice:
There are multiple benefit of technology introduction in Human resource management
practices. Online platform such as LinkedIn, Monster etc. helps firm in choosing right candidate
from large number of skilled workers that applied on this platform.
Designing and Placing job advertisement
VACCANCY ANNOUNCEMENT
 Position: Junior HR Manager
 Vacancies:- 3
 Company:- Asda
 Qualification: MBA graduate
 Experience: 5 to 6 years in retail sectors
 Skill requirement:- Apply candidate must be graduate from certified University or
college in United Kingdom. Communication skill must be effective and priority will be
given to one who have more than 2 language knowledge apart from English. HRM
software also needed for the given job.
 Organization Policy:- Candidate must not involves in any criminal activity in the past.
Selected candidate have to sign on 3 year bonds. 8 hours regular working with 2 days
holidays will be given.
Short listing and processing applications: In these employees shortlisted if the passes all
required criteria and hence then the selected candidate move to interview round which will be
taken by Mangers or senior authority in the firm (Xiang, and et.al., 2019. ).
Interviewing preparation and best practice.: There are multiple question ask from the candidate
related to pas experience and how company will be benefited by recruiting him.
Selection best practice: After recruiting best practices by new hr will analyse and implemented in
the firm.

1. CV
Add
Nicol Carlo [phone]
Jr Human Resource Manager Nicol,carlo @gmail.com
Edinburg, United Kingdom
Education:
1. MBA in HRM from Stanford University in 2015-2017 with Grade B+
2. BBA from Oxford University and get B Grade in 2012-2015.
3. High School from Lady cotton School in London and score A++ Grade in 2010-2012
Experience:
 Jr HR manager in Tesco from 2016-2018.
Provide various types on training and recruited skilled and talented workforce.
 Recruited in Sainsbury between 2018-2019
Skills: Problem-solving, Technology, Self-management, Planning and Organising,
Awards:
Best HR manager award in 2018, Best

Interview
1. Tell me about you?
2. Why you want to join this firm
3. How you benefit our organisation?
4. What salary you expect?
Job offer letter
Dear Nicol Carlo,
Greetings from Asda HRM
Our organisation selected you for Junior HR post in London Headquarter. As we
discussed you will be given £50,000 for the one year and with time it increase according to your
performance.
Thanking You
Michal Duglas
Sr. HR Manager, Asda
Process of recruitment
It is divided into different stages shortlisted candidate from various online as well as
offline platform. Take interview and in the few candidate hire for the job. After that they will
provided offer letter and sign on contract. HRM of company provides training and development
programs at workplace.
Evaluation
HRM of firm analyse need of workers according to set goals and objectives. Then they
search candidate on different platform according to qualification. Interview question are set for
checking mind set and professional behaviour then finally hired for the job by offering
competitive salary.
1.
2. CV
(Hints: Prepare of a CV based on job application. Link: https://www.dayjob.com/marketing-
manager-cv-sample-532/ )
3. Preparatory notes for interviews

(Hints: Documentation of preparatory notes for interviews, interview notes based on selection
criteria and a justified decision of the candidate selected. Link:
https://nfppeople.com.au/2016/09/the-best-way-to-rate-candidate-interviews-at-your-nfp/ )
4. Job-offer to the selected candidate
(Hints: Prepare a job offer document. Link: https://www.acas.org.uk/job-offer-templates )
5. Process of recruitment
(Hints: Draw and briefly explain the process of recruitment. Link:
https://theinvestorsbook.com/recruitment.html )
6. Evaluation of the process
(Hints: An evaluation of the process and the rationale for conducting appropriate HR practice.
Like: Goals and budget past patterns, to generate a large pool of applicants, enough qualified
applicants with an appropriate mix of diverse individuals, length of time, evaluate recruiting
cost, Acceptance rate, interviewing of applicants and train etc.)

CONCLUSION
The report concluded that the HRM practises are important for everyone in the organization and
all the necessary laws and legislation need to be done in the organization so that the working of
the organization remain good. To develop the organization it is important to have a good HRM
management in organization. HRM help the employee and understand all the necessary
requirement to be done.
REFERENCES
Books and journals

Guerci, M., and et.al., 2019. Moving beyond the link between HRM and economic performance:
A study on the individual reactions of HR managers and professionals to sustainable
HRM. Journal of Business Ethics, 160(3), pp.783-800.
Aguinis, H., and et.al., 2019. A pluralist conceptualization of scholarly impact in management
education: Students as stakeholders. Academy of Management Learning & Education, 18(1),
pp.11-42.
Marks, S.A., 2019. The imperial lion: Human dimensions of wildlife management in Central
Africa. Routledge.
Al Ahbabi, S.A., and et.al., 2019. Employee perception of impact of knowledge management
processes on public sector performance. Journal of Knowledge Management.
Koval, V., and et.al., 2019. On the supranational and national level of global value chain
management. Entrepreneurship and Sustainability Issues, 6(4), pp.1922-1937.
Xiang, Z., and et.al., 2019. Reducing latency in virtual machines: Enabling tactile internet for
human-machine co-working. IEEE Journal on Selected Areas in Communications, 37(5),
pp.1098-1116.
Gao, H., and et.al., 2019. Transformation-based processing of typed resources for multimedia
sources in the IoT environment. Wireless Networks, pp.1-17.
Yu, Q. and et.al., 2019. Enhancing firm performance through internal market orientation and
employee organizational commitment. The International Journal of Human Resource
Management, 30(6), pp.964-987.
Ybema, J.F., van Vuuren, T. and van Dam, K., 2020. HR practices for enhancing sustainable
employability: implementation, use, and outcomes. The International Journal of Human
Resource Management, 31(7), pp.886-907.
Winckworth, J., 2016. Employee law: I got proceedings, they're multiplying: Sham contracting
employer may be the one that regulators want. Governance Directions. 68(11). p.690.
Dau-Schmidt, K.G., Finkin, M. and Covington, R., 2016. Legal protection for the individual
employee. West Academic.