Human Resource Management Practices at ASDA: A Comprehensive Analysis

Desklib provides past papers and solved assignments for students. This report analyzes ASDA's HRM practices.

HUMAN RESOURCE
MANAGEMENT
ASDA

Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
P1 FUNCTIONS AND PURPOSES OF THE HUMAN RESOURCE MANAGEMENT............3
PURPOSES OF HRM.............................................................................................................3
FUNCTIONS OF HRM...........................................................................................................3
M1 ASSESSING HOW HRM FUNCTIONS IN ASDA CAN PROVIDE TALENT AND
SKILLS APPROPRIATE TO FULFIL BUSINESS OBJECTIVES...............................................5
P2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION............................................................................................6
M2 EVALUATION OF RECRUITMENT AND SELECTION METHOD...................................8
P3/M3 EXPLAINING BENEFITS OF HRM PRACTICES FOR EMPLOYEE AND
EMPLOYER....................................................................................................................................9
P4 EFFECTIVENESS OF THE HUMAN RESOURCE MANAGEMENT PRACTICES IN
INCREASING PROFIT IN THE CONTEXT OF ASDA.............................................................10
P5 IMPORTANCE OF RELATIONS WITH EMPLOYEE AT ASDA REGARDING
DECISION MAKING...................................................................................................................11
P6 IDENTIFYING THE KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND
IMPACT IT HAS UPON HRM DECISION MAKING IN ASDA..............................................12
M4 EVALUATE THE ASPECTS OF THE EMPLOYEE RELATIONS AND LEGISLATION
IN THE CONTEXT OF HRM DECISION MAKING AT ASDA...............................................13
P7/M7 APPLICATIONS OF HRM PRACTICES IN THE WORK RELATED CONTEXT AND
USING THE EXAMPLE OF ASDA............................................................................................14
JOB DESCRIPTION.............................................................................................................14
RESUME...............................................................................................................................16
NOTES FOR INTERVIEW..................................................................................................17
JOB OFFER...........................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
The success of the organization depends upon the performance of the workforce and the process
of the recruitment that is handled by the executives of that organization. The human resource
department has the motive to manage the selection and recruitment process after selecting the
best candidates in the organization (Uysal, 2014). The leadership is the best strategy in managing
the workforce and is widely used by organizations. The functions of the HRM described in this
report in the context of ASDA which is one of the largest chains of the supermarket and
company in the UK. There are various recruitment analysis activities to effectively managing the
human resource and different elements of the HRM in ASDA. These elements support the
organization in meeting the pre-determined goals will be in discussed.
Figure 1: Human Resource Management
Source: [Uysal, 2014]

TASK 1
P1 FUNCTIONS AND PURPOSES OF THE HUMAN RESOURCE
MANAGEMENT
The employees are the main source of the organization in an effective manner and also have the
responsibility for daily routine work for accomplishing the goals. The HRM department is
helpful in managing the daily work of the employees. The HRM function is helpful inappropriate
information regarding the policies and procedures to the new and existed workforce (Armstrong
and Taylor, 2014). The ASDA has several strategies and an effective plan with the help of
having those strategies. The rewards and remuneration along with the development of the
employees are the motives of the organization.
PURPOSES OF HRM
The purposes of the HRM
Individual Level
HRM of Asda has the main focus on creating and promoting the opportunities of the job to
employees that increase the team building.
Societal Level
The purpose of the HRM department of the company towards the society is the contribution from
reducing the rate of unemployment and providing better opportunities in establishing their future.
National Level
Asda ensures that the resources would be saved for the future and their optimum utilization of
the resources available, mainly the human resource as it has the contribution towards the nation.
FUNCTIONS OF HRM
The functions of the HRM department of ASDA are
Advisory Functions

In this type of function of the ASDA, the managers have the duty to behave like a consultant to
provide the needed advice to the employees of the company for helping them in achieving their
objectives.
Operative Functions
The functions of the HRM department is related to perform the functions such as rewards,
remuneration, motivation, healthy relations and training and development, etc. which will be
helpful in efficiently and smooth running of the business (Boxall and Purcell, 2011).
Managerial Functions
The management functions of the HRM are like planning, organizing, directing and controlling
to maintain the effective and hassle-free functioning of the operations of the company.

M1 ASSESSING HOW HRM FUNCTIONS IN ASDA CAN PROVIDE
TALENT AND SKILLS APPROPRIATE TO FULFIL BUSINESS
OBJECTIVES
The HRM functions can help in acquiring the talents and skills to achieving the business goals in
the given period of time (Armstrong and Taylor, 2014). The functions of the HRM at all levels
would be helpful in rendering the competitive edge.
Some functions of ASDA that can help in achieving the business goals and are as follows:
Selection and Recruitment
ASDA, there are several job opportunities for acquiring, training and retaining the people
through the selection and recruitment process. The company needs to acquire the talent and
skilled people as they will contribute to meeting the pre-defined objectives.
Maintain an effective working culture
It includes the provision of providing a new and better experience and facilities with the motive
of creating healthy working conditions at the workplace for the employees. The environment
would be able to motivate the employees.
Training and Development
The function helps the company in keeping trained and updated the employees with new trends
and emerging technology. The workforce would give better performance by getting training to
achieve personal goals (Nobrega, 2014).

P2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO RECRUITMENT AND SELECTION
ASDA is doing recruitment and promoting the career opportunities through the website and aims
to retain the fresh talent who best fits the job role. The internal and external recruitment has been
used by the company and they are the types of recruitment. The company attracts the
applications on the website and other social media platforms as well as outsourcing recruitment
(Henderson, 2017).
Strength and Weakness of the recruitment through company website are as given below:
Strength
 It reduces the cost of induction and advertising cost to some extent
 The applicants have the facility to upload their details and fill the online form through the
company’s career page on the website and it cut the cost and time in the documentation
on paper of the company
 The company can shortlist the candidates through their uploaded details and
qualifications (Treweek et al., 2013)
Weaknesses
 Sometimes the fake details also filled by the candidate as there is no confirmation of the
details on online form filling
 The HR department has the increased workload and gives time in seeing the details of all
the applicants and then contact them for further process
 The candidate may face the problem of some technical issues
Strength and Weakness of outsourcing method of recruitment are as given below:
Strength
 The company outsourcing the candidates through the other firms which are recruiting for
the company like ASDA outsourcing recruitment through Remploy
 It is a time-saving method
 The advertisement cost will be reduced as the other recruitment company recruiting for
hiring in ASDA

 The efficiency would be increased in the services of the outsourcing company as provide
more productive and quality services (Furnham, 2012)
Weakness
 The confidentiality and security of the company may be in risk
 There may be a situation of instability as the outsourcing company would go out of the
business
 There could be a lack of flexibility as the contract with outsourcing company may be
rigid (Hsiao et al., 2011)

M2 EVALUATION OF RECRUITMENT AND SELECTION METHOD
In ASDA the process of recruitment and selection using the online selection process as it saves
the cost involved in finding efficient personnel. The candidates can fill the form online and apply
for the vacancy of the job role and the company gets the benefit of saving time and cost. This
method is the strength of the company because it attracts the efficient and number of candidates
and informs a large number of audiences at the same time. ASDA should use the interview to
cover the limitations of the outsourcing method as it includes less cost in hiring (Jobs and
Careers, 2019).
The company uses the outsourcing method as it is beneficial but should be able to have a main
focus on the recruitment through the website and also give focus on the walk-in interviews but it
requires time as well as cost. The company must judge the technical and soft skills of the
candidates. The manager should ask the technical questions in the personal interview to ensure
that the qualifications are not provided wrong (Henderson, 2017).

P3/M3 EXPLAINING BENEFITS OF HRM PRACTICES FOR EMPLOYEE
AND EMPLOYER
The benefits of the HRM practices for the employee are as given below:
1. Conflict Resolution: the conflicts and problems should be solved among the employees and
between management and employees (Love and Singh, 2011).
2. Relations with the employee: the HRM function work as an intermediate in the company for
transferring the information and communication between the employees and company. It helps in
making strong relations with the company for the long-term.
3. Training and development: the employees must be getting training with the up gradation
made in the technology to make the innovation in their work.
The benefits of the HRM practices to the employer are as given below:
1. High Productivity: the employees are highly motivated at the workplace from giving training
to them and managing them in an effective manner. It would be profitable for the company as it
increases productivity.
2. Increase Retention Rate: the high rate of profitability and decreased rate of employee
turnover in the company will influence the retention rate of the company.
3. Increased Revenues and Profitability: as productivity increases the profitability and
revenues automatically increased of the company (Furnham, 2012).

P4 EFFECTIVENESS OF THE HUMAN RESOURCE MANAGEMENT
PRACTICES IN INCREASING PROFIT IN THE CONTEXT OF ASDA
The HRM practices help the company in increasing productivity as well as the profitability as the
employee turnover have been decreased. ASDA has a transparent and effective selection and
recruitment through the website and outsourcing the process. It is said to be right that the right
and effective recruiting process benefits the company in terms of productivity and retention of
the talent and skill in the company. The HR department of the company manages the workforce
and support in increasing the profits along with correct strategies implemented at the workplace.
ASDA applying the structured process of the recruitment of the deserved candidates and cause
higher productivity and this will help in growing and expanding the business. The motivation
level must be boosted by the company by planning the events at the company. This will lead the
ability of work done in an efficient manner. The company should give the chance of making the
decisions to the employees at the workplace in building the self-confidence so that they improve
their skills.

TASK 2
P5 IMPORTANCE OF RELATIONS WITH EMPLOYEE AT ASDA
REGARDING DECISION MAKING
The strong relations with the employees at the workplace help the company to build the healthy
relationships among the employer and employee and if there would be any conflicts may arise
when the management and HR department can take some measurable actions towards the growth
of the company. The strong relationship can also reflect the working culture of the company.
ASDA have the strong brand image and provide the right information regarding any changes
takes place in the company and help in solving the issues among the management and
employees. The HR department of the company also provides information of the organizational
structure and policy framework in which the company works. It must provide the appreciation
for their performance so they feel consistently motivated (Kakuma et al., 2011).
The employee relations at ASDA are important because it directly has an impact on the decision
making and helps in taking the right decisions then implement in the company. They can share
their views and advice for the benefit of the company. With the help of good employee relations,
the company can make improvements and make effective recruitment strategies as well as the
training and development of the employees. This helps in achieving the goals of the company
along with the personnel.