Human Resource Management Practices in ASDA: A Comprehensive Analysis

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Human resource management

Table of Contents
Introduction......................................................................................................................................2
LO1..................................................................................................................................................3
P1 & M1 explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................3
P2, M2 & D1 explain the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................5
LO2..................................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................7
M3 & D2 Explore different methods used in HRM practices.....................................................8
LO3................................................................................................................................................10
P5 & D3 Analyze the importance of employee relations with respect to influencing HRM
decision- making........................................................................................................................10
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision- making........................................................................................................................11
M4 Identify the key aspects of employee relations management and employment legislation 11
LO4................................................................................................................................................13
P7 Illustrate the application of HRM practices in work related context, using specific examples
...................................................................................................................................................13
M5 Provide a rationale for the application of specific HRM....................................................16

Conclusion.....................................................................................................................................18
References......................................................................................................................................19

LIST OF TABLES
Table 1: Job specification..............................................................................................................13
Table 2: CV for customer care representative...............................................................................14
Table 3: Preparatory notes for interviews......................................................................................15
Table 4: Job offer letter..................................................................................................................16

LIST OF FIGURES
Figure 1: Process of Recruitment and Selection..............................................................................6
Figure 2: Performance Development Cycle....................................................................................9

Introduction
In this report HRM is highlighted with the evolution of human resource management and
identification of human resource practices in the context of ASDA. It is a one of the second
largest supermarket subsidiary of Walmart. ASDA is a retail organisation that deals in food,
electronic, clothes, toys, and other general merchandise. This report has also highlighted how the
recruitment and selection process improve the efficiency ad outcome of ASDA. In this report, the
significance of positive and flexible working environment is discussed that develop willingness
among employees in performing their job. Such type of flexibility can be attained within ASDA
by identifying core and peripheral workers and their level of contribution in different activities.
In addition, different methods of HRM practices are identified that are followed at ASDA, like,
training programmes, performance appraisal, etc. This report has also outlined the importance of
employee relations and legislations for the long term sustenance of the organisation.

LO1
P1 & M1 explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
HRM and its evolution
HRM is concerned with the staffing, and workforce planning to identify the needs of the skilled
workforce within the organisation. In the 21st century, the workforce is treated as the greatest
asset of an organisation; however, earlier they were not so significant. Employees were not
treated with respect, and poor behaviour of employers includes low wages and a negative
working environment. The evolution of HRM is identified into following stages, by Taylor,
Torrington, and Hall:
Social Reformer contributes to the alteration of rude trends that pertains to the exploitation of
workers, and they were treated like robots in hardship working conditions (Kaufman, 2015).
Hence, this was the starting of personnel management. The Acolyte of Benevolence was the
stage where leading organisations take the initiative to nurture a good working culture with the
appointment of welfare officers in the organisation. For example, various benefits, like, sick
leaves, unemployment benefits, etc. were provided by Cadbury, level, and Rowntree. The stage
of Human Bureaucrat focuses on the appointment of personnel manager, who is responsible for
various activities, like, employees’ welfare issues, staffing, training, etc. The experience of
personnel manager began to rise, and they start handling the new employment trend of employee
relations, and this led to the stage of The Consensus Negotiator (Rotich, 2015). The next stage is
The Organisation Man that concentrates on employee engagement and integrating their
activities with management activities. The last stage is The Manpower analyst who focuses
more on analytical work through workforce planning to fulfil the future human resource needs of
an organisation.
Purpose of HRM and its functions

The prime objective of the human resource in ASDA is to plan the workforce requirements,
recruitment and selection of the skilled resources along with the provision of training,
motivation, appraisal, and other relevant activities (Noe et al., 2017). Following are the HRM
functions intend to attain the goals of ASDA for its long term sustenance:
Recruitment management: This function includes the identification of manpower requirement
for ASDA and accordingly recruitment of the best candidate for the vacant position out of pooled
resources.
Training: This function includes the imparting of appropriate training to the employees so that
they can foster their career and develop learning skills and knowledge for the contribution in the
ASDA’s success.
Performance Management: This HRM function of ASDA focuses on the improvement of
employees’ performance through continuous evaluation against the set benchmark. This helps
the employees to find out their weaknesses and accordingly strengthen them for high
productivity (Jamali et al., 2015).
Rewards and incentives: This relates to the motivational function of HRM in ASDA in which
good performing employees are rewarded with good incentives, perks, bonus, and other benefits.
This motivates them to perform their tasks with more dedication and proficiency.
Leave and attendance management: HRM at ASDA is also responsible for managing the leaves
and attendance of the employees so that salaries can be computed accordingly.
Employee information: Within ASDA, the policies, and instructions of top management are
provided to the employees through HRM. Hence, it is responsible for imparting appropriate
information along with its guidance to make sure the allocated work is effectively completed by
the employees.
Best fit approach versus Best Practice
The best-fit approach is the integration of HR activities of ASDA and its business strategies
according to the internal and external business environment so that the objective of improved

performance and productivity can be attained (Bal et al., 2014). On the other hand, Best practice
approach focuses on high committed and dedicated management that concentrates on one
approach of HRM to ensure competitive advantage to ASDA.
HRM hard and soft models
Hard HRM model in ASDA is task oriented and therefore instructs its employees what they have
to do to attain their targets. Hence, it focuses only on the definition of roles and responsibilities
of ASDA employees, and no satisfactory communications are made (Singh and Raghuvanshi,
2013). At the other side, the soft HRM model focuses on employee engagement and excellent
communication with them so that their dedicated efforts bring growth and prosperity of ASDA.
P2, M2 & D1 explain the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment approaches to ASDA
There are various means by which the HR manager of ASDA can reach to the pool of job
seekers.
The direct recruitment approach includes a representative of ASDA that contacts and cooperate
with the placement cell of various education institutions so that skilled and the best suitable
candidate can be identified for the ASDA (Ekwoaba et al., 2015). This method is beneficial as it
saves time and money of the organisation; however, fresher candidates may not be suitable for
the position of senior officers. At the other hand, the indirect method includes the pooling of
human resources through advertisement in print media, social media, television, etc. This method
is highly cost-efficient, however, it may require time to identify and grab the best and skilled
candidate for the vacant position at ASDA.
ASDA can also approach various candidates via third-party approach in which HR manager has
to contact to the management consultants, private employment agencies, data bank, etc. to get the
desired candidate for its vacant positions. This method saves the time of HR manager which can
be contributed to other vital decisions; however, this method is very expensive.
Some approaches for selection

Interviews: Selection of best and potential candidate out of the shortlisted ones can be made
through face to face interaction with them at ASDA (Farr and Tippins, 2013). This helps the HR
manager to judge their confidence, communication skills, and body language. However,
interviews are time-consuming methods and require Group of experts for the judgement of
candidates.
Personality tests: Those vacancies that require good personality can be judged by the HR
manager of ASDA with the personality tests. For example, customer care representatives require
good personality, positive attitude, and behaviour to deal effectively with ASDA customers.
However, these tests do not judge the qualifications of candidates.
Resume review: HR manager can appoint candidates on the basis of resume review along with
the consideration of reference provided in it. This helps the ASDA to appoint candidates at low
cost and time; however, this approach is best suitable for the inferior position and requires
background and reference research about the candidates (Nikolaou and Oostrom, 2015).
Figure 1: Process of Recruitment and Selection

LO2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
Different HRM functions and their benefits to employer and employees are:
Employee engagement: HRM of ASDA is responsible for employee engagement so that
employees feel a positive connection with the organisation and perform their job with full energy
and dedication. This helps the employer to gain high productivity and profitability while
employees can foster their skills and knowledge with active participation in the decision-making
process (Bal et al., 2013).
Flexible working environment: HRM at ASDA is responsible for build the working
environment with flexible structure in which employees easily adapt themselves according to the
customer expectations and needs. This helps the organisation to gain employees confidence and
commitment towards the attainment of goals while employees get a relaxed and positive working
environment that leads to excellent performance and high customer satisfaction.
Recruitment and selection: Workforce planning is the prime responsibility of HRM so that the
workforce requirements of ASDA can be fulfilled and it can better serve its customers with
efficient and skilled employees (Wright, 2018). Improved employee contribution and appropriate
human resources will reduce their workload and leads to low employees turnover.
Motivation: ASDA gets the high advantage of motivation to the employees by HRM as it retains
the talented employees and makes a sure organisational success with dedicated employees. Also,
the motivation to the employees in the form of benefits, rewards, compensation, etc. help them to
fulfil their social and professional needs.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The goal of ASDA is to earn good amount of profit and brand recognition by delivering quality
products and services to the customers. The attainment of this goal is supported by HRM

practices. For example, HR manager at ASDA is responsible for hiring a workforce that is
skilled, efficient and goal-oriented. Also, the HR manager is responsible for maintaining the
employee relations within ASDA that support employee satisfaction and this drive their hard
work towards the goals. Training and development is an important element of HRM practices
that foster the talent and current potential of manpower so that they can better contribute their
efforts in the attainment of high productivity of ASDA (DeCenzo et al., 2016). Also, effective
training educational programs provide employees with good opportunities for career building
and therefore bind them with the goals and objectives of ASDA.
HR practices are also concerned with the motivation to the employees that makes them more
hardworking and committed towards their work. Also, motivational theories, colleague discounts
and share save schemes help the employees to continue on the success path that ultimately
supports enthusiastic working environment. Hence, efficient work will ultimately lead to
customer satisfaction and increased productivity.
M3 & D2 Explore different methods used in HRM practices
HRM practices of ASDA include the adoption of different methods to drive the employees'
efforts towards the organisational goals. Performance management is a strategic method that
focuses on performance improvement and capability development within people at the workforce
that ensure long term sustenance of ASDA.