Human Resource Management Report: ASDA's Strategies & Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices within ASDA, a British supermarket retailer. It begins by defining HRM and its importance in workforce planning, exploring the purpose and functions of HRM, such as improving the working environment, applying government policies, involving workers, and optimizing resource utilization. The report then delves into recruitment and selection approaches, comparing internal and external methods, including their strengths and weaknesses. The report also examines the benefits of HRM practices for both employers and employees, covering performance management, career management, employee relations, and training programs. Finally, it assesses the effectiveness of various HRM practices, focusing on reducing employee turnover and effective workforce management within ASDA. The report underscores the importance of these practices in achieving organizational goals and fostering a positive work environment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning...................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..............3
P3 Benefits of different HRM practices for both the employer and employee......................5
P4 Effectiveness of various HRM practices...........................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations in decision making......................................................7
P6 Key elements of employment legislations impacts on decision making...........................8
P7 Illustrate the application of HRM practices......................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management can be described as managing manpower of an
organisation by allocations of tasks or resources. It is necessary to allot various kinds of required
sources and procedures as per field of expertise of staff members in appropriate manner for
attaining desired outcomes effectively as well as efficiently. This report is based on ASDA
which is a British Supermarket retailer which provide several products such as grocery, general
merchandise and financial services. It was founded in 1949 having key people Roger Burnley,
Alex Russo, Jesus Lorente, Andy Murray, Anthony Hemmerdinger and Hayley Tatun. This
assignment will discus about purpose and functions of HRM to manage human resource properly
(Ekwoaba, Ikeije and Ufoma, 2015). It also includes benefits of employee and employer
relationship to make effective as well as efficient decision making. Key elements of employment
legislations which impacts on preparing several practices which are implemented to carrying out
various activities in appropriate manner to gain better results are given below.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning
Human resource management is important section in a company for allocations different
types of required tasks or procedures to manpower as per their field of expertise. This will
facilitate employees to perform in a better way for attaining desired outcomes in an organisation.
There are various kinds of functions and purposes of HRM which are necessary to conduct for
doing workforce planning. ASDA has several reasons and functions of HRM which should be
completed by human resource department of company are given below:
Purpose of HRM Improve working environment and cultuer in company :- This refers to necessity of
generating healthy and effective working environment in an organisation (Keep and
James, 2010). It includes to build an efficient culture of company which render support to
reduce conflicts and facilitate better cooperation or coordination between staff members
that helps to gain desired outcomes properly. ASDA has to focus on this criteria and
establish an appropriate working culture to attain required benefits. Apply government laws and policies :- Different types of rules or policies are made by
government authorities so that every business can be run properly without having any
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issue and harming others. ASDA have to concentrate on regulations of legal agencies
while making any decisions to prepare effective strategies in company for getting better
outputs in appropriate way. Involvement of workers and mangement :- Engaging employees in several meetings or
conferences to discus about any task related their field of working is necessary (Cordner
and Cordner, 2011). It helps to make people feel valuable and also facilitate to gain better
number of alternative choices to select the desired one effectively. ASDA have to involve
employees in some of events to retain them and render them required importance in
company.
 Optimum utilisation of resources :- This can be described as to determine desired and
available resource and make sure to utilise them effectively in proper manner to gain
better outcomes. ASDA have to focus on this aspect which is mandatory to ensure
optimum use of sources and reduce wastage of them as well.
Functions of HRM Hiring of desired candidates :- It can be defined as to carrying out process of recruitment
and selection to hire an efficient candidate for vacant designations. It is compulsory to be
done in effective as well as efficient way to select best person so that they can fulfil roles
and responsibilities of specific position in ASDA. Performance appraisal :- This refers to conduct an appropriate activity or program for
doing performance appraisal of staff members. These events are mandatory to be carried
out in ASDA so that employees can be motivated to improve their capabilities and
perform well in future in terms of creating regular outcomes.
 Learning and training programs :- It can be described as several procedures which are
conducting in ASDA to provide required training and learning to employees on regular
basis. Such activities are compulsory to increase skills or abilities of an individual to
develop their efficiencies to achieve desired outputs in an enterprise (Rees and Rumbles,
2010).
The above mentioned factors are relevant to purpose and functions of human resource
management which is mandatory to be carried out in effective way to achieve better outcomes in
an organisation. ASDA have to concentrate on all these components to run business properly and
facilitate development in company.
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P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection can be described as an accurate process which render support
to hire an efficient candidate for vacant designation. This will help to select best person so that
they can fulfil roles and responsibilities of particular position in appropriate manner to gain
desired outcomes. ASDA can implement several kinds of approaches for conducting recruitment
and selection which are given below:
Job analysis :- It is all about that method which includes to collect information of several
vacant positions within the organisations. It is necessary to design an effective procedure top
recruit people fir specific designations.
Job description :- This can be described as details about particular job vacancy such as
responsibilities of working, salary package and educational qualification or experience required.
Person specification :- It includes various information of an individuals like qualities,
skills, abilities and experience for particular position in company.
Internal approaches :- This refers to that method to utilise several internal sources to
hire desired candidate for particular job position in an organisation (Taylor, 2014). This
technique provide support to easily find of correct person for specific designation which save
time and money both. Some of them which can used by ASDA are given below: Promotion :- The term promotion can be defined as to increase designation and
remuneration of an employee to higher level. This process improve roles, duties,
responsibilities, authority and compensation. ASDA can apply this technique to boost up
morale of that person ans render better result for hard work on a person. Transfer :- It includes to promote an individual in horizontal manner in which position
should be provided in different department or other branch of same organisation. It
includes fact of increasing responsibility and duties but designation and remuneration
remain same (McGraw, 2013).
 Employees referrals :- Present staff members can give their references of their friends,
relatives and known ones for particular vacant position in a company. This method can be
applied by ASDA to hire desired candidate through saving cost and time both properly.
Strengths Weaknesses
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 Internal methods helps to improve
morale of worker and reduce
possibilities of errors in selection.
 It increase loyal behaviour of people
and decrease turnover of employees.
 This technique discourage capable
person from outside to join company
like ASDA.
 It is not correct for innovative or
creative individual deserving position
in firms.
External approaches :- It can be explained as to use several external sources to hire
fresh talent having innovative ideas. New candidates have creative skills and different
capabilities which are helpful to carrying out an advance project efficiently. In this method, new
and creative talents are achieved by ASDA which is helpful to conduct innovative tasks or
activities more effectively to attain better results. Some of these procedures are as follows: Advertisements :- This refers to display an effective advertisement in newspaper or
professional journals to provide information about vacancy in an organisation. ASDA can
utilise this method to give an accurate knowledge about basic details for specific position
which attracts talent towards the company. Campus selection from colleges :- There are various kinds of skilled or talented
candidates are gained in technique of campus recruitment (Board, 2017). Companies
have links with several educational institutions to hire efficient candidates from there to
fulfil vacant position effectively.
 Factory gates :- Several people are observed who are usually available on factory gates
for employment. These candidates are semi skilled who are generally hired for particular
project or contract of an enterprise.
Strengths Weaknesses
 It is an economical approach and helps
to bring new and unique ideas suitable
for management of company.
 It facilitate to achieve fresh talent and
selection of most desired candidate.
 This method results into demoralisation
of other individuals who are not
selected.
 It is time consuming and an expensive
process.
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P3 Benefits of different HRM practices for both the employer and employee
HRM practices can be described as several activities and procedures which are necessary
to be carried out by human resource department of an organisation. These procedures proved
support to improve strategies or policies for conducting required tasks or attaining desired
outcomes in effective manner (Bryson, James and Keep, 2013). There are various kinds of
profits that are gained by employer as well as employees which the help of HRM practices in
ASDA which are given below:
Benefits of HRM practices to an employer Performance management system :- An employer have to observe, analyse and evaluate
regular performance of staff members in terms of their outcomes generated on daily
basis. HRM activities are helpful to manage working of people by improving their skills
and abilities through effective training events. Career management system :- This criteria is conducting by superiors like manager who
are required to make effective policies to manage career of business as well as employees
performing in company (Garner, 2012).
 Conduct learning programmes :- This refers to those programs which are carried out to
render an effective knowledge or information about several projects to complete them
properly. It helps to improve capability of workers to boost up regular productivity as
well as profitability of an enterprise.
Benefits of HRM practices to an employee Employee relations :- HRM practices force to follow rules and regulations of company
which helps to maintain a healthy or peaceful relation between workers. This will
improve better coordination as well as cooperation which results into gaining better
outcomes. Training and development :- Staff members of an enterprise required several kinds of
training and development events to boost up skills or knowledge of them. It will facilitate
to increase regular outputs through efficient efforts of people working in firm.
 Solve issue or conflicts :- HRM practices have various policies which are helpful to
reduce conflicts that may impacts negatively on outcomes of an enterprise. It is necessary
to solve issue because they effects performance of employees.
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The above discussed factors are essential to be carried out in an organisation with help of
different HRM practices to make tasks easy for both employer and employee. Various types of
activities such as training, career management, relations etc. are beneficial to gain better results
of putting efforts properly (Boxall and Purcell, 2011).
P4 Effectiveness of various HRM practices
There are different types of HRM practices are carried out in to attain deso0res of
company through completing goals or targets properly. These policies should be effective as well
as efficient in terms of gaining better outcomes in appropriate manner. ASDA can conduct
various activities properly to achieve required benefits.
Reduce employee turnover :- This can be defined as to make several effective strategies
or policies by HR team to provide essential desires of employees. It is mandatory to render
peaceful working culture so that they can perform well and generate better outcomes. ASDA
have to focus on engaging employees in meetings and provide benefits for improve working of
people.
(Source: 5 principles for developing Employee Engagement, 2018)
Workforce management :- It refers to manager staff members in terms of allocating
available resources and targets to them as per their field of expertise ASDA have to do an
allotment according to skills or abilities of workers so that they can perform more effectively as
well as efficiently to attain better productivity on regular basis.
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Illustration 1: 5 Principles for Developing Employee Engagement, 2018

Recruitment and selection :- This can be explained as to conduct hiring procedure
properly to select the best candidate for vacant positions in an organisation (Armstrong and
Taylor, 2014). ASDA have to recruit more capable and experienced person for particular
designation so that they can fulfil roles and responsibilities in accurate way.
Performance management and rewards :- This can be described as to conduct several
events for observing and evaluating working every employee to render awards to most deserving
individual. ASDA have to provide desired bonus, compensation, certificates and many more to
motivate people to improve morale of employees. It also support to retain workers in an
enterprise for a long time and reduce employee turnover.
The above mentioned HRM practices which are mandatory to be carried out in more
effective as well as efficient manner. This will facilitate to attain better productivity and
profitability of an organisation.
TASK 2
P5 Importance of employee relations in decision making
Employee relations have their own importance to carried out various required activities
and processes to generate desired outcomes on daily basis (Guest, 2011). It facilitate better
cooperation as well as coordination between staff members to make accurate decisions. ASDA
have to put efforts to maintain effective relationship amongst employees to conduct needed tasks
to attain desired outputs. Significances of employee bonding is given below:
Create and innovative concepts :- Maintenance of strong and efficient bonding between
employees provide support to generate better coordination which helps to generate innovative
concepts to conduct activities properly to gain desired outputs. It helps to generate better
thoughts and ideas together with support of each other.
Balance cost or production and profit :- It can be referred to the criteria of observing
and analysing about cost of manufacturing and profit margin of company. It is necessary to
improve outcomes on daily basis properly (Jiang and et. al., 2012). ASDA have to focus on
capital and implement it in efficient manner to conduct production process through maintaining
overall cost and benefits of an organisation.
Effective environment in company :- This is all about to establish an effective or
healthy working environment of organisation in appropriate way. A peaceful culture should be
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maintained in ASDA for carrying out performance properly on regular basis to achieve better
results.
Improve Regular Productivity :- Establishing better relation between employees
become helpful to improve coordination as well as cooperation. This will facilitate to generate
better productivity through effective efforts of employees to complete required targets.
The above mentioned elements indicates about significances of establishing an efficient
relation between staff members to make appropriate decision. It helps to complete every tasks or
activity in time properly. ASDA have to focus in importance of healthy relationship which helps
to attain desired productivity as well as profitability.
P6 Key elements of employment legislations impacts on decision making
There are different types of employment legislations which are made by government
authorities to be followed by various organisations. Every company have to follow legal rules
and regulations whiled building effective strategies or policies to carrying out different types of
activities. ASDA have make decision as per these legislation that are as follows:
Sex Discrimination Act, 1975 :- It is all about to several indications to render equal
opportunities to men and women in terms of position, authority and remuneration (Wright and
McMahan, 2011). There should not be any kind of partiality or discrimination as per gender.
ASDA have to follow this act and give appropriate chance of success to every one.
National Minimum Wage Act, 1998 :- This rule includes the criteria providing fair
salaries or wages to every individual which are decided by government authorities. ASDA have
to render impartial remuneration to staff members through accepting national minimum wage
act.
Disability Discrimination Act, 1995 :- Many of physically challenged people are
observed in society which are usually avoided by company in terms of providing employment.
This law indicates that firms are required to render opportunity to them and give desired position
to them for improving their standards of living.
Equal Pay Act of 1970 :- Sometimes, it is observed that superior's partial behaviour
amongst their sub- ordinates is usually reflects in terms of wages or salaries. Equal pay act was
established to provide deserving compensation to people (Berman and et. al., 2012). ASDA is
required to give fair and equal pay to employees as per their working productivity on regular
basis.
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The above discussed legislations are basically helpful to protect fundamental rights of
employees in different aspects. These laws or rules are mandatory to be followed by organisation
to render deserving benefits to workers.
P7 Illustrate the application of HRM practices
Various kinds of HRM practices are mandatory to be carrying out in an organisation for
completing desired activities and tasks properly to generate better outcomes. ASDA can select an
appropriate method to complete desires of company.
Function of Job Advertisement
VACANCY
Vacancy for MARKETING MANAGER is there in ASDA which is a British Supermarket
retailer to provide several products such as grocery, general merchandise and financial services.
ASDA is open now for providing several opportunities to number of candidates who are
interested to join.
Requirements for this post:
 Applicants have age below 35 years.
 Must have experience of 2-4 years in Marketing Field.
 Must know about innovative and attractive present methods of efficient marketing to
gain targets of sales (Scullion and Collings, 2011).
 Efficient communication skills and convincing abilities.
 Attractive and motivating personality.
 Salary package: 2500-3000 pounds per month in order to experience.
Candidate who are interested to apply for this job with appropriate qualifications are requested
to upload their resume on company's E-mail id: [e-mail].
Last date of applying: Till 30th June, 2018.
Different types of procedures and methods can be utilised by enterprise to render proper
information about particular designation including brief details. ASDA can implement the more
suitable and effective technique to recruit capable person. It is necessary to hire an efficient
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individual as per their skills so that they can fulfil roles and responsibilities of specific position
properly (Renwick, Redman and Maguire, 2013).
Job Specification
Job Specification of HR Manager
Educational Qualification Must be from field of specialising marketing.
Experience Between 2-4 years.
Special quality Effective communication skills and convincing
efficiency.
Other attributes Must have patience factor and ability to give
satisfactory answers humbly to clients for
retaining them.
Must have creative capabilities to encourage
desired customer through giving an appropriate
answer to their issues or problems.
CONCLUSION
The above report had concluded that human resource management can be described as
managing manpower of an organisation by allocations of tasks or resources. There are various
kinds of functions and purposes of HRM which are necessary to conduct for doing workforce
planning. Recruitment and selection can be described as an accurate process which render
support to hire an efficient candidate for vacant designation. HRM practices can be described as
several activities and procedures which are necessary to be carried out by human resource
department of an organisation. These policies should be effective as well as efficient in terms of
gaining better outcomes in appropriate manner. Employee relations have their own importance to
carried out various required activities and processes to generate desired outcomes on daily basis.
There are different types of employment legislations which are made by government authorities
to be followed by various organisations.
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REFERENCES
Books and Journals
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Keep, E. and James, S., 2010. Recruitment and selection-the great neglected topic.
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly. 14(3). pp. 207-226.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp. 169-190.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective. 10(6). pp. 139-14.
McGraw, P., 2013. Recruitment and selection. na, p.205.
Board, G., 2017. Recruitment & Selection.
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human
resources. Human Resource Management in transition, pp. 125-149.
Garner, E., 2012. Recruitment and Selection. Bookboon.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp. 1264-1294.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp. 93-104.
Berman, E. M and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.
1-14.
Online
Identifying the key elements of employment. 2018. [Online]. Available through:
<https://www.coursehero.com/file/p5t90lv/P6-Identifying-the-key-elements-of-
employment-legislation-and-the-impact-it-has/>
5 principles for developing Employee Engagement. 2018. [Online]. Available through:
<https://www.callcentrehelper.com/5-principles-for-developing-employee-engagement-
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