HRM 13 Report: Asda HRM Practices, Recruitment and Selection Analysis

This report critically evaluates the human resource management practices of Asda, a leading UK supermarket retailer. It begins with an overview of Asda's current HR practices, including workforce planning, recruitment, selection, and employee development, identifying areas for improvement with a focus on 'Soft' HRM approaches to enhance employee commitment and involvement. The report then assesses the purpose and scope of HRM in resourcing the organization with skills and talent to meet business objectives, highlighting key functions like creating a conducive environment for employees and maintaining harmonious relationships. It further analyzes the strengths and weaknesses of various recruitment and selection approaches used by Asda, such as job analysis, job descriptions, and job postings. The report also evaluates the impact of key HRM practices on organizational productivity and profitability, including the 'Best Welcome' induction program and the 'Star program'. Finally, it examines the influence of employee relations on decision-making within Asda, detailing job specifications, checklists for shortlisting candidates, interview templates, and job offer documents, along with an evaluation of the overall HR processes and the rationale for conducting appropriate HR practices. References are provided to support the analysis.

Running head: HRM
Human Resource Management
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Task 1...............................................................................................................................................2
1.1 Overview of HR Practices of Asda and Identification of improvement areas in terms of HR
management and planning...............................................................................................................2
1.2 Critical Evaluation of Purpose and Scope of Human Resource Management in Resourcing
Organization with Skills and Talent for Meeting Business Objectives...........................................3
1.3 Critical Evaluation of Strengths and Weakness of Various Approaches to Recruitment and
Selection for selected Firm..............................................................................................................3
Task 2...............................................................................................................................................5
2.1 Critical Evaluation of Key Practices of Human Resource Management in Creating an Impact
on the Organizational Productivity and Profitability.......................................................................5
Task 3...............................................................................................................................................5
3.1 Critical Evaluation of the Impact of Employee Relations in Informing and Influence
Decision-Making of Selected Organization.....................................................................................5
Task 4...............................................................................................................................................6
4.1 Detailed Job Specification.........................................................................................................6
4.2 Creation of a Checklist or Criteria that would apply to Shortlist Individuals...........................7
4.3 Template for Recording Notes during Interview.......................................................................7
4.4 Document of Job Offer to Selected Candidate..........................................................................8
4.5 Evaluation of the Process and Rationale for Conducting Appropriate HR Practices..............10
References:....................................................................................................................................11

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Task 1
1.1 Overview of HR Practices of Asda and Identification of improvement areas in terms of
HR management and planning
The company chosen here is Asda which is one of the leading supermarket retailer of
Britain with headquarters in Leeds (asda.com 2020). The retailer holds a market share of 16.4
percent. The HR practices of Asda has been designed for enhancing effectiveness of the work
force for achievement of the organizational goals. Some of the HR activities includes (Nobrega
2014):
 Planning of Workforce
 Selection and Recruitment
 Appraisal
 Training
 Employee recognition and motivation
As far as the improvement is concerned, Asda should opt for ‘Soft’ form of HR in terms
of HR planning and management (Marescaux, De Winne and Sels 2013). This because, the
‘Soft’ form of HRM put much stress on human aspects of the human resource. It involves
providing increased level of attention with regard to motivation and communication within
organization. This form of HRM remains involved in realizing and influencing the planning
objectives within organization. ‘Soft’ HRM also helps in enhancing employee participation,
commitment and involvement. Employee commitment is often believed to follow the second
order consequence in terms of the effectiveness.

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1.2 Critical Evaluation of Purpose and Scope of Human Resource Management in
Resourcing Organization with Skills and Talent for Meeting Business Objectives
According to Albrecht et al. (2015), the purpose of human resource management has
been to retain and generate a contented and appropriate employee/ human force for ensuring
maximum level of individual contribution towards the organizational success. While scope of the
HRM has been far reaching and extensive and hence it becomes quite difficult in defining it
concisely. Thus, taking into consideration the involvement of intricacies, the scopes of HRM has
been found to widen with each passing day. In regard to this, Purce (2014) mentioned that the
following HRM functions plays a key role in resourcing the organization with talent and skill for
meeting the objectives of the business:
 Creation of conducive environment for employees to help them in utilization and
development of skills.
 Assisting employees in maintaining performance standards and enhancing the
productivity through an achievable job design thereby providing them enough
orientation, performance feedback and two way communication.
 Maintaining safety and a harmonious relationship with the employee and employer.
1.3 Critical Evaluation of Strengths and Weakness of Various Approaches to Recruitment
and Selection for selected Firm
According to Collings, Wood and Szamosi (2018), the various approaches of recruitment
and selection of an employee at Asda will include:

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1. Job Analysis: This focuses on the job need and the steps the employee need to under.
The strength lies in providing direct information related to the job. While the weakness lies in it
being a time consuming process and might involve personal biasness.
2. Job Description and Specification: This includes comprehensive information
regarding every aspect of the job including the skills and characteristics. The strength lies in
accurately gauging the interest of the candidate for the different positions. While the weakness
lies in the rigidity of job description that will not allow employees to perform other tasks even
when he is capable.
3. Job Posting: This involves advertising jobs internally and externally through
favorable outlets. The strength lies in enabling the firm to seek in the most suitable candidate by
reaching a wider audience. The weakness lies in receiving unwanted applicants.
4. Selection: This involves choosing the best person for the interview. The strength lies
in the cost effectiveness and reduces effort and time while the weakness lies in manipulation of
results.
5. Induction: This involves preparing the successful candidate for the job. The strength
lies in increasing the retention rate, improve the employee morale and enhance production. The
weakness lies in not answering the questions of new employee in case the process is
unorganized.

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Task 2
2.1 Critical Evaluation of Key Practices of Human Resource Management in Creating an
Impact on the Organizational Productivity and Profitability
According to Kehoe and Wright (2013), the comprehensive HR practice of Asda not only
engage the employee but also support the culture of the organization thereby contributing to the
organizational profitability as well as productivity. This comprise of the ‘Best Welcome’
induction program put forward by Asda. The human resource management at Asda also
introduced the ‘Star program’ for recognizing its customer service. Besides, the human resource
management of Asda has also introduced various opportunities for career development of the
employees which also included gaining qualifications for becoming effective leaders of the next
generation.
Task 3
3.1 Critical Evaluation of the Impact of Employee Relations in Informing and Influence
Decision-Making of Selected Organization.
The success of Asda depends on its engaged and effective team of employees
(corporate.asda.com 2020). In living by the employee pledges, Asda assures the recruitment of
the right person for the right job across all possible formats and the seniority levels. The retailer
primarily aims at recruiting candidates who are able to not only share the beliefs of the company
but enable it to grow along with delivering outstanding customer service. The structured training
as well as development program provided to employees enable the firm in maintaining the
position as one of the leading employers having an immense reputation in wider range of the

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market that it serves. According to (9), this also leads to enhancement of employee loyalty and
productivity in the long term.
Task 4
4.1 Detailed Job Specification

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4.2 Creation of a Checklist or Criteria that would apply to Shortlist Individuals
4.3 Template for Recording Notes during Interview

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Candidate Name:
Interview Date:
Position Title:
1. Describe how your experience relate to position
2. How does your experience portray you as better candidate?
3. Tell us how do you undertake decision while prioritizing tasks?
4. Do you have experience of working alone or always has been part of a team?
How others have remained effected by your work?
5. Do you find yourself comfortable and familiar with the requirements?
6. What makes you believe that you deserve to be the best candidate for the job,
Conducted by:
Available Date:
Requested Salary:
Work Experience:
Skill Set:
Attitude:
Professionalism
Enthusiasm
Education:
4.4 Document of Job Offer to Selected Candidate

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4.5 Evaluation of the Process and Rationale for Conducting Appropriate HR Practices
The HR professional should develop routine evaluation of the procedures, methods and
strategies for retaining the employees and selecting the new ones. The evaluation of the process
will include:
1. Creation of the measurement standard: This involves using employee turnover, metrics
for employee satisfaction and the position vacancy time as the measurement standards. The HR
also opt for qualitative assessments through employee, candidate and management survey.
2. Tracking of the measurement data: This must be done over a time period to indicate
the failure or success of the recruitment and the selection process.
3. Reviewing of cost: This will provide an overview on the amount the company spends
on the selection and the recruitment endeavors
4. Ensuring that the process enhances the business image
5. Guarantying that the process conforms to the legal and the business requirements.

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References:
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage. Journal of
Organizational Effectiveness: People and Performance.
asda.com, 2020. [online]. Available at https://www.asda.com/about[ accessed Mar 2, 2020]
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human resource management (pp. 1-23). Routledge.
corporate.asda.com , 2020. [online]. Available at
https://corporate.asda.com/newsroom/2019/05/16/asda-releases-q1-results-and-reinforces-its-
focus-on-customers [accessed Mar 2, 2020]
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Marescaux, E., De Winne, S. and Sels, L., 2013. HR practices and HRM outcomes: The role of
basic need satisfaction. Personnel Review.
Nobrega, L., 2014. The effective role of recruitment and selection practices in an Strategic
Planning of Human Resources.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.