Report on HRM Practices at ASDA: Recruitment, Employee Relations, Laws

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at ASDA, a British supermarket company. It covers the purpose and functions of HRM, including training, compensation, recruitment, and employee relations. The report examines the strengths and weaknesses of different recruitment approaches, such as external and internal recruitment, online screening, and interviews. It also evaluates the benefits of HR practices for both employers and employees, focusing on profitability and productivity. Furthermore, the report discusses the importance of employee relationships in influencing HRM decision-making and the impact of employment legislation on HRM. The application of HRM practices in a work-related context is also explored, highlighting ASDA's efforts to create a positive work environment and improve employee performance through various initiatives.

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

profoundly within varied horizons and also to up scale its yielding synergy profoundly as
aspected among targets. The strengths of internal recruitments is based on fact that internal
recruitments builds dominance of commitment and motivation within company, for developing
larger informative scope on longer scale. However internal recruitments have drawbacks where
talent is not explored also there are varied new demands of company efficacy horizons for
bringing on larger working horizons which hinders growth (Mahmood and et.al 2019)
Sources of recruitments: Online screening and short-listing : This can be analysed as largely productive aspect
for selections of employees whee online digital platforms are explored within digital
avenues, based on company working targets and higher developed growth goals widely.
Short listing of employees enables businesses to develop higher functional working
segments quickly and also bring forward larger growth paradigms informatively.
Strength of this approach is based on aspect that company is able to recruit best
employees profoundly, and also develops longer scale efficacy within working targets.
Weakness is based on fact that they need higher strategic investments and larger capital
functional requirements to generate stronger profound working horizons.
 Interviews: This is also largely analysed as one of widely used selection technique where
face to face interviews builds high functional work growth efficacy and also develops
stronger growth among working scenarios. Drawback on other side is based on fact that
the interviews are often time taking concept for companies to adopt among business
horizons, also HR has to strategically frame larger scope efficacy among working
domains ( Pandey, 2020).
LO2
P3 Benefits and different HR practices for both employer and employees
The HR practices have stronger role to play for keeping up growth targets widely among
working horizons for building best work growth metrics for both employers and employees ,
which has enabled ASDA to form new scope measures and also develop new growth dominance
widely. HR practices such as best training and development among employees, higher scale
dominance efficacy scenarios enable business competencies to be worked on for best
consumers satisfying services. HR practices such as monitoring of employees skills among

services delivered enables business competencies to be widely enhanced strongly within new
competencies efficacy goals. Benefits for employer: HR employees by having best commitments and strengthened
working scenarios will be able to bring best work growth efficacy scenarios for company
overall goodwill horizons, developed new competencies to be worked on and also
develop stronger commitment. Employers are able to bring on best brand value for larger
goodwill targets. ASDA has been competently growing within retail industry horizons
on which HR practices develop stronger role of best work growth efficacy among
employees. By bringing on best HR standards, ASDA will be able to competently grow
within working dynamic industry efficacy horizons and also building profound work
growth parameters. By conducting brainstorming sessions and group discussions among
workforce, employees are able to serve better informative growth prospects and also
potentially working on revenue targets widely.
 Benefits for employees: The HR practices have profound growth dominance on
employees working scenarios where there is stronger motivation developed among work
growth efficacy and also building keen targets for keeping up larger profound effective
reattainment. Employees are able to enrich their work growth dominance by developing
higher innovative skills, aspects of functional diversity which motivates their morale
informatively ((Yang and Arthur, 2019). It can be also analysed that HR practices on
employees have impact to enhance work growth synergy among competitive domains
and larger effective targets completion which also profoundly generates new functional
diversity. It can be also analysed that HR strategies at ASDA are widely focused on
gaining informative diversity within varied paradigms, to productively bring functional
growth and operational metrics scenarios. It can be also productively analysed that
employees are motivated with innovation in vision and ideal domains of productive
diversity, through brainstorming sessions participation which brings on vision oriented
growth widely (.Rao-Nicholson, Khan and Tarba, 2020).
P4 Evaluation of benefits of HR practices in terms of profitability and productivity
The HR practice such as providing security aspects to employees and selective hiring
there is developed new domains of effective management diversity and also performance based
evaluation, through which best profitability targets can be achieved. It can be also analysed that

ASDA aims to be strongly working ahead to produce best fair and performance based
compensation scenarios where best skills are operated to be trained by leaders . It can be also
analysed that by creating flat functional parameters of relevant performance oriented skills HR
practices are profoundly operated on new domains , where competitive productivity can be
analysed. HR practices such as productive monitoring and new functional training profoundly
brings on keen targets completion for productive growth efficacy scenarios and also to yield
larger working domains among employees.
It can be also analysed that HR practices deliver quick growth diversity of employees to
be informatively strong where employees are able to be motivated and work on new arenas of
larger functional trained diversity. ASDA aims to be competent within revenue goals widely for
higher profits by recruiting best skilled targets widely among consumers services as required
within industry competitively. HR practices enable business competencies to be profoundly
working on new growth paradigms where larger skilled workforce work as asset within
company targets, and also deliver quick growth metrics within larger expertise. It can be also
understood that HR practices such as determinants of best skilled metrics among employees
new informative growth diversity metrics , there is functional domains horizons rise for
building stronger commitments and also to develop larger revenue profits. By keeping up keen
scenarios of higher revenue growth goals overall brand image is pertained on larger functional
parameters and be widely informative to keep up new leveraging scenarios widely strong as per
set functional targets.
LO3
P5 Importance of employee relationship in respect to influencing HRM decision making
Employee relationship refers to maintain positive relationship and create organisation
effort's to connect with its employees. Human resource management focuses on providing
comfortable zone and better condition to employees so that they can easily complete task in most
effective and efficient manner. This motivates the employees to work or the goal of the
company. Importance of employee relationship for ASDA is explained below:
Issues in individual decisions: Organisation is a group of employees who work together to
achieve the goal and objective of the company. ASDA invites the views and ideas of each and
every employee working in the task, so that better decision can be taken in the work process
which results in less chaos between the employees (Bibi, Ahmad and Majid, 2016). Good

relationship between the employee’s helps in good coordination and communication to complete
the work easily for the company.
Contribution of all makes work easy: ASDA believes in assigning the responsibility and
authority to complete the work in a given Period of time. Employee’s relationship in the
company helps in distributing the work according to skills and qualification in the work process
easily. Employee relationship help the worker in completing the work as each one in the work
process becomes a helping hand to complete the work for the treatment of goal of the firm.
Family environment in the company increase work interest in the employees: Company tries
to make employees more comfortable in order to complete the task with good skills in the work
process. ASDA provide time break between the work process in order to gain and increase the
focus of the employees towards the work process (Azeez, 2017). This breaks helps in building of
relation between the employees who are working together for the company for the achievement
of goal.
Decrease in conflicts: ASDA builds the relationship between the employees in order to decrease
the conflicts between the people working together in the work process. In the absence of one
employee another employee can take initiative to complete the work and also fulfil the
responsibility (Bouraoui and et.al., 2019). Company have to suffer were close in the absence of
any employee as employee relationship between the employees will work in the work process to
achieve the goal.
Therefore it can be illustrated that ASDA employees relationship influence HRM
decision making as it does not have to put much efforts or time in resolving conflict or
motivating employees to work as team for achievement of common goals. It can easily take
decision for growth and development of employee’s skills thus makes best use of its efforts in
performing different task due to existence of strong relationship among employees.
P6 Key elements of employment legislation and its impact upon HRM decision making
Government of United Kingdom in order to protect interest and right of employees have
make certain rules and regulation that need to be considered by HRM of ASDA while taking any
decision for smooth operation of business in external environment (Kew and Stredwick, 2016).
Therefore key elements of employment legislation that impact upon HRM decision making
process can be illustrated as follows:

Employment right act 1999 and 2003: It specific several right that employees have in particular
organization like entitled to minimum amount of wages, protection against unfair dismissal and
better working condition for their health and safety. HR manager of ASDA have ensured
effective implementation of employment right act by providing better work place, appropriate
wages and promoting equality in the firm.
Discriminative act 1975: There are large numbers of organization in which their management
discriminate among employees on basis of gender, religion, age and caste etc. So, this act
specific that companies need not to discriminate among employees on any terms therefore
ASDA HR manager while performing its task has ensure equal opportunities are provided to all
(Korff, Biemann and Voelpel, 2017). Thus, it has not discriminated among men or women while
taking decision related to selection, promotion, transferring and dismissal of employees.
National Minimum wages: The minimum wages need to be paid to employees increase over
year by year as per rise in cost of living of individuals. Therefore, ASDA manager have provided
minimum wages, salaries to each and every employee so that they can have better lifestyles and
motivated to work for growth and success of firm.
Working time directive, 1999: It is another legislation made by government which stated that
all employees will be work for 48 hours working week and four day week holiday need to be
given to them. It has also stated that if employees want to work overtime then it is free to do the
same so Hr manager of ASDA has set a minimum 8 ½ Hours need to be worked by employees to
delivered services to customers.
LO4
P7 Application of HRM practices in work related context
Human resource management has advertised for vacancy as marketing manager in ASDA
thus it has makes use of official website of company to generate awareness among several
individuals (Banfield, Kay and Royles, 2018). Therefore, key HRM practices related to hiring
and recruiting individuals within ASDA are illustrated as follows:
Job description
 Job title: Marketing manager
 Job location: 51 Newcastle ST Kikeel Newry BT344AF, United Kingdom
 Job summary: Company wants an individual that has capability to promote products and
service to maximum number of customers. Therefore, ASDA required marketing

manager that is responsible for enhancing sales volume or adding new and new
individuals in the organization.
 Reporting to: Candidate need to report to superior marketing manager.
 Working condition: All safety measure has been taken by HR manager so that healthy
and friendly working environment can be provided to new employees.
 Job duties: To attract and retained maximum individuals within firm (Armstrong, 2019).
 Machine to be used: Digital technology like computer need to be used to induce
customers.
 Hazards: No associated risk or hazard.
Job specification
 Qualification: MBA in marketing
 Experienced: Minimum 2 years experienced is required in marketing field
 Training: Proper training will be provided to individuals to learn new skills and
capabilities to complete task.
 Skills
 Communication skills
 Decision making skills
 Interpersonal skills
 Command on digital technology
 Marketing skills
 Problem solving skills
 Research skills
 Responsibilities
 The first and foremost responsibility is to conduct market survey or analysis in order
to identify key trends of existing customers.
 Plan strategies to influence customers.
 Maximum sales volume of firm.
 Explained subordinate about their respective roles and responsibilities and influence
them to give their best so that company can gain competitive advantages.
 Emotional characteristics

 Positive attitude
 Ability to have control over emotion or emotional intelligence skills is required.
Interview question
 Tell us about some of your previous experienced in marketing field?
 What make passionate about this career or getting job as marketing manager in ASDA?
 What are different tools and techniques that could be used to motivate customers to be
part of organization?
 What would you do in order to resolve problem or grievance of customers?
Rationale
From the above analysis, it can be clearly stated that Hrm of ASDA has followed all
procedure and policies while recruiting right individuals at right place. Like place advertisement,
requested candidate to fill application form, conduct several test in order to know their existing
knowledge and key skills and finally personal interview (Koster and Benda, 2020). All these
steps has helped in scrutinizing or eliminating individuals that has limited skills thus selecting
the best for growth and success of firm.
Offer letter to candidate
Dear,
John,
Subject: Confirmation letter
We are happy to inform you that our company i.e, ASDA has selected you as marketing manager
so starting three month will be your probation period. Your date of joining is 21 Dec 2020 as
marketing manager in ASDA and working hour will be 10:30 A.M to 7:30 P.M. Therefore, on
behalf of our organization and management I liked to welcome you in our firm and wish you a
great success in future career.
Welcome to out team,
Thank you

CONCLUSION
From the above report it has been learned that employee’s relationship is important for
organization as it helps in coordinating diverse individuals to work as a team for common goals.
Different practices of human resource management of ASDA have helped in raising organization
profitability and productivity by making employees happy and satisfied. HR manager by abiding
to all rules and regulation is able to retain and recruit highly talented skilled and qualified
employees in the organization for longer time frame.

REFERENCES
Books and journals
Armstrong, M., 2019. Strategic human resource management. pdf drive. com.
Azeez, S. A., 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade, pp.1-10.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Bibi, P., Ahmad, A. and Majid, A. H., 2016. The Moderating Role of Work Environment on the
Relationship between Compensation, Job Security, and Employees Retention. Journal of
Economic & Management Perspectives, 10(4). pp.726-738.
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International Journal of
Human Resource Management. 30(18). pp.2661-2683.
Bouraoui, K and et.al., 2019. Corporate social responsibility and employees’ affective
commitment. Management Decision.
Chang, Y., Wang, X. and Cui, A.P., 2019. Solving the innovation problem in state-owned firms:
The role of entrepreneurial orientation and high-commitment HR practices. industrial
Marketing Management. 83. pp.239-250.
Kew, J. and Stredwick, J., 2016. Human resource management in a business context. Kogan
Page Publishers.
Korff, J., Biemann, T. and Voelpel, S. C., 2017. Human resource management systems and work
attitudes: The mediating role of future time perspective. Journal of Organizational
Behavior, 38(1). pp.45-67.
Koster, F. and Benda, L., 2020. Innovative human resource management: measurement,
determinants and outcomes. International Journal of Innovation Science.
Mahmood, A., and et.al 2019. Specific HR practices and employee commitment: the mediating
role of job satisfaction. Employee Relations: The International Journal.
Pandey, D. L., 2020. Impact of HR Practices on Employee Satisfaction: A study of Nepalese
financial sector. Test Engineering and Management. 83. pp.17306-17319.

Rao-Nicholson, R., Khan, Z.. and Tarba, S.Y., 2020. The contingent role of distributed
leadership in the relationship between HR practices and organizational ambidexterity in the
cross-border M&As of emerging market multinationals. The International Journal of
Human Resource Management. 31(2). pp.232-253.
Yang, J. and Arthur, J. B., 2019. Implementing commitment HR practices: line manager
attributions and employee reactions. The International Journal of Human Resource
Management, pp.1-31.

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