Human Resource Management Functions and Strategies: An Asda Case Study

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Human Resource Management Functions
and Strategies

Table of Contents
Introduction......................................................................................................................................1
Tasks................................................................................................................................................2
1. An overview of an evolution of human resources management concept....................................2
2. An explanation on the purpose and scope of Human Resource Management function including
the key roles and responsibilities.....................................................................................................4
3. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems..........................................................6
4. Analyse approaches to effective employee engagement, including issues such as flexible
organisation and flexible working practice and other HRM practices that enhances organisational
profit and productivity.....................................................................................................................8
5. Evaluation of key aspects of employment legislation within which the organisation must work
that would enhance employee relations and benefits to organisation............................................10
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

Introduction
Human resource management (HRM) plays most crucial role in the organization as it is all about
managing large number of individuals in the workplace. Further, it is a well known fact that
scope of HRM is wide and in the case when all the employees within the workplace are managed
in the proper manner then it brings favorable outcomes (Ahsan, et al. 2013). Along with this,
different employee engagement practices are present with the help of which employees can be
easily engaged in the business affairs and in turn it provides long term benefits also. Right
practices of employee engagement directly help a lot in enhancing the employee satisfaction
level and in turn they prefer to work in the organization for the longer time period. Moreover, the
HRM practices of every firm differs from each other and in case if they are not at all effective
then in such case the long term performance of the firm is adversely affected due to this.
The present study carried out is based on the organization Asda that offers wide range of retail
products in the market. Further, the company was founded in the year 1949 and different forms
of products are offered such as food, general merchandise, toys, clothing etc. The entire report
focuses on highlighting the real concept of HRM along with the different practices of employee
engagement. So, all these areas have been covered in the present study.
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Tasks-
1. An overview of an evolution of human resources management concept
Human resource management is considered as the process where firms focuses on managing
their workforce in a proper manner for accomplishing the key goals of the business. Along with
this, different crucial stages are present in the human resource management of the firm that every
company adopts (Albrecht, et al. 2015). The evolution of the HRM concept has been highlighted
with the help of below stages and they are as follows:
The period before the industrial revolution
In this period the level of production along with the majority of the societies that involve
agricultural economies were also limited. Further, human resources in the form of skilled labour
and the specialized craftsman were present in limited amount and this was mainly regarded to be
the key challenge. Moreover, it is a well known fact that when individuals with right skills and
knowledge are not at all present then it has adverse impact on the business enterprise.
Period of the Industrial Revolution
In the evolution of HRM this period was most crucial and it supported a lot in transforming the
agricultural based economy into industrial one. In this time period the level of communication
increased in between the different department and in turn separate department was formed for the
welfare and the overall development of the human resource in the workplace. Companies started
to take large number of initiatives for the welfare of the staff and in turn it brought favorbale
results for the entire industry also (Arafat and Ahmed, 2013). Several crucial tasks were carried
out such as taking care of the workers health, providing right wages and salaries along with some
additional benefits such as housing etc.
Moreover, the development of the labour union took place and till now they have played most
crucial role in safeguarding the interest of the staff members in the workplace. In the period of
the industrial revolution the most critical challenges were long working hours and low wages due
to which employees were not at all able to work efficiently as their expectations were not met.
The main motive behind the introduction of labour union was to safeguard the interest of the
staff and they may not be exploited. During this period the personnel department of the various
firms were required to build effective policies so as to deal with the issues of unrest of labour.
Post-industrial revolution
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This period can be regarded as the most significant as it supported a lot in conducting major
evolution in the process of HRM. For instance, the Maslow need hierarchy theory, Frederick W
Taylor principles of scientific management were the main theories or the concepts introduced
after the post industrial revolution (Armstrong and Taylor, 2014). Along with this, the different
firms started to understand the relevance of HRM. The emergence of different principles along
with studies supported in increasing the importance of HRM and in turn this area became one of
the most crucial business function. At present the HRM practices are not confined to recruitment
and selection but other crucial areas are also present in this field that are undertaken by the
companies and their respective HR departments.
Hence, the overall analysis clearly provides proper picture of the evolution of HRM concept and
the ways in which HRM practices are carried out in the workplace.
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2. An explanation on the purpose and scope of Human Resource Management
function including the key roles and responsibilities.
The purpose of HRM within Asda is quite crucial and in case if HR related activities are carried
out in proper manner then it leads to favourable results. The key purpose is to handle or manage
the officials or the staff members in the best possible manner. Along with this, effective HRM
practices within Asda directly allows in meeting with the expectations of the staff members
towards the company and in turn the desired goals of the business can be accomplished easily.
Different activities lie under HRM and in turn the scope of the firm can be highlighted with the
help of this (Banfield, et al. 2018). The key activities are hiring of the staff, industrial relation,
employee motivation, employee maintenance and remuneration. In case if all the key activities of
the HRM are carried out properly then it brings favourable results for the firm on long term
basis.
Below are some of the key roles and responsibilities of HRM and they have been discussed
below:
 Hiring the skilled individuals within the workplace
 Talent management
 Motivating the workforce as per their need
 Handling the disputes in a favourable
 Working for the development of the staff
 Planning for the management of the staff
Above discussed are the key roles and responsibilities of HRM within the company and it
contributes a lot in conducting the overall operations efficiently. In case if any organization do
not focus on managing its workforce properly then it can be said that overall practices are not up
to the mark (Bolman and Deal, 2017). The main purpose of human resource management lies in
the development of the staff. Further, different form of activities have to be carried out by the
workforce and in case if development activities are not planned properly by the HR department
then it will have negative impact on the overall performance also.
Along with this the HRM practices of Asda has some other additional objectives and they are as
follows:
Supporting the organization to accomplish desired goals by providing motivated staff members
 Utilization of the human resource in effective manner
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 Increasing the level of job satisfaction and self actualisation
 Maintaining quality of work life
 Retaining the talented staff with the workplace and appraising them for the work done
So, these are some of the key objectives that are associated with the HRM field and through this
the business operations are carried out in the best possible manner. Moreover, some supporting
functions are also carried out by HRM within Asda and it undertakes human resource planning,
employee relation, training and development, placement, compensation, placement etc.
The scope of the HRM with respect to Asda can be better understood by considering the four
main factors and they are control, maintenance, acquisition and development. In the control area
the human resource audit, accounting etc lies. In maintenance area motivation, health and safety,
recruitment etc are undertaken (Brewster, et al. 2016). In the area of acquisition human resource
planning lies and lastly in development area career development along with the training is
undertaken.
Hence, the overall analysis indicates the key purpose and role of HRM along with its scope.
Conducting appropriate practices are must as it allows in proper growth and development of the
firm in the market where operations are carried out.
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3. An assessment of the approach to workforce planning, recruitment and
selection, development and training, performance management and reward
systems.
Workforce planning is quite crucial within Asda as through this the firm can easily know the
skilled individuals required in order to carry out the business operations. Further, it is a well
known fact that when right form of individuals are not present within the workplace then it
becomes quite difficult to carry out the organizational operations. Within Asda the key
approaches are defining the gap, projecting the future workforce demand, gap management, and
evaluating the level of supply (Brewster, et al. 2016). Through all these approaches it has
become somehow possible for the firm to estimate and plan well in advance like what type of
individuals are required in the workplace so that the operations of the retail business can be
conducted. Along with this, some other additional approaches are also present through which
Asda can indulge into workforce planning. Conducting internal analysis is very important and in
case if the company conducts this on continuous basis then the unfavourable situation like
absence of right talent in the workplace or inadequacy of staff can be avoided easily. Through
proper estimation and right planning of the workforce Asda can easily accomplish the goals
associated with HR field.
Secondly for recruitment and selection also valid approaches have been selected by the firm that
provides strength to the business. The company like Asda focuses on recruiting the new
candidates with the help of its own website. Further, the management believes in retaining the
best candidates who are mainly fit for the job and provides competitive advantage to the business
(Broughton, et al. 2013). Internal hiring is preferred by the firm such as internal transfer,
promoting staff and undertaking the recommendation of the existing staff. Through this method
the company is able to obtain best talent for conducting the organizational operations.
Moreover, external sources of recruitment are also undertaken by the firm such as employment
agencies that assists the firm in finding the best candidate who is fit for the job. Social media
platforms are also adopted for hiring the best individual. The candidate selection within Asda
undertake various stages such as initial screening, selection test, employment interview, group
discussion and at last job offer.
Training and development as one of the HR function is also carried out efficiently by the firm in
the market. Further, both on the job and off the job methods are undertaken for training purpose.
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Training is organized by highly qualified professionals and in turn every employee is encouraged
to actively participate in the training program (Reiche, et al. 2016). The main purpose behind the
training and development session is to boost the productivity of the firm and engaging employees
in the business affairs for the benefit of the firm.
Performance management is also undertaken by Asda in a proper manner. Mainly for managing
the staff performance targets are set and directions are provided to every individual so that every
person can perform in accordance with the management expectations. Effective performance
management practices have supported a lot to the employees of Asda to perform efficiently.
Moreover, for motivating the staff members within the workplace effective reward system has
been developed. Share save scheme and colleague discounts are mainly offered by the firm in the
form of reward and through this the motivation level of every individual is encouraged easily.
So, in this way all the HRM practices of Asda are carried out in the best possible manner and it
has become one of the real strength of the business in the market.
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4. Analyse approaches to effective employee engagement, including issues such
as flexible organisation and flexible working practice and other HRM
practices that enhances organisational profit and productivity.
Employee engagement within Asda is very crucial as it helps a lot in encouraging the staff
member to work for the development of the staff. Further, with this help of employee
engagement it is possible for the firm to highlight value of its talented and skilled individuals and
in turn it can directly provide long term benefits to the business also (Stone, et al. 2015). One of
the main approach that is undertaken by Asda is linked with meeting with the expectations of the
staff. In case when all the key expectations of the employees are met in right manner then they
will surely prefer to be crucial part of the business operations.
Another approach associated with employee engagement is involvement in the decision making
process. It is a well known fact that employees are the main valuable asset of the firm and in case
if they are not involved in the decision making process then it will lead to employee de-
motivation. Within Asda employees are allowed to take part in the decision making process and
through this engagement activities are carried out in the best possible manner. Without
considering the views of employees it is very difficult for Asda to work for the development of
its workforce.
Some issues are present that the firm needs to undertake so that its operations are not adversely
affected. The issues linked with flexible organization are quite crucial and it is the moral
responsibility of management to take corrective actions for managing workforce. In case if the
internal practices of the firm are highly flexible then in such case employees will take undue
advantage of flexibility (Taylor, et al. 2015). In many organizations it has been witnessed that
when practices are flexible then employees work on their own and they do not prefer
involvement of the management. Along with this, building flexible organization is not easy and
one of the key issue present in front of the management to identify the key areas where flexibility
can be implemented so that employees can easily work with the help of this.
No doubt flexible work practices are beneficial for the organization but it depends on the
employees also like whether they take flexibility in a positive manner or in negative one.
Sometime flexible working practice acts as hurdle in managing the performance of the staff
which is considered to be highly crucial. Moreover, the culture of the firm cannot be developed
as all the staff members are not at all together and many times it brings negative results.
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Some additional practices are present through which organizational productivity and profitability
can be enhanced easily. One of the main practices can be developing positive environment
within the workplace. In case when the internal environment of the firm is composed of
motivational tools such as reward bonuses etc then in such case the employees prefer to take
initiatives for the welfare of the firm (Wilton, 2016). This can contribute a lot in enhancing the
productivity of the firm in the market and will also provide long term benefits also. Appropriate
team and talent development strategies can also be undertaken for boosting the productivity of
the firm in the market. In case if the talent of the employees is appraised time to time then they
can easily know their real importance within the workplace.
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5. Evaluation of key aspects of employment legislation within which the
organisation must work that would enhance employee relations and benefits
to organisation.
Different legislations have been developed by the government of UK and Asda has to work in
accordance with such legislations. Further, government is one of the main stakeholders of the
firm and in case if the company is able to meet with the expectations of government then it
brings positive outcomes. One of the main legislation is associated with equal opportunity on the
basis of which the company has to work (Wright, 2018). In case if the management of Asda is
able to provide equal opportunities to all the staff within the workplace then it will surely
increase employee relations and the main benefit will be rise in the motivation level of the staff.
In the organization where proper opportunities are not provided to the employees then in such
case their motivation level will surely decline and sometime it has negative impact on the overall
performance also. Equality act 2010 is most important for providing equal opportunities to the
workforce. Further, this act has been introduced in replacement to the anti discrimination law
developed earlier. Mainly this act has replaced the three crucial legislations such as The
disability discrimination act 1955, sex discrimination act 1975 and the race relation act 1976.
The key advantage of this act is that it supports a lot in safeguarding interest of the employees
and they are protected from any sort of discrimination.
Another crucial legislation is health and safety act at work 1974 where it is a well known fact
that providing healthy and safe workplace to the staff is most important. In accordance with this
act it is necessary for the management of Asda to ensure that healthy environment is present
within the workplace where staff members can easily work and chances of accidents is very
minimal. Along with this, it is required to communicate risks and hazards within the workplace
for smooth functioning of the operations (Bolman and Deal, 2017).
National minimum wage act introduced in the year 1998 is also very crucial. In accordance with
this act Asda is required to provide compensation and pay to its staff on the basis of the
information present in the National Minimum Wage Act 1998. By providing proper wages to the
staff it is possible for Asda to meet with the actual expectations of its workforce. Therefore, this
legislation is also very important in case of Asda and through this the firm can easily work for
the welfare of its staff in the every possible manner. Management of Asda can only maintain
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