Higher National Diploma in Business Management HR Manual

This report, an HR employee induction manual, examines the core functions and significance of Human Resources within ASDA. It begins with an introduction to the chosen organization, including its mission, purpose, and objectives. The report then explains the purpose of the HR function, detailing key roles and responsibilities such as recruitment and selection, performance management, and conflict resolution. It assesses various approaches to workforce planning, recruitment, selection, development, training, and performance management, including internal and external recruitment methods, and selection processes. The report also includes case study examples to illustrate HR practices. The report highlights the significance of HR in acquiring talent and meeting business objectives, providing an overview of the HR practices and their impact on organizational success. The report is contributed by a student and published on Desklib, a platform providing study tools for students.

Learner Name ID
Programme Name Higher National
Diploma in Business
Management
Unit Number and Title Unit 1 – Business and
Business Environment
Credit Value 15 Unit Level 4
Academic Year 2020-21 Cohort January 2021
Project Title Human Resources
Employee Induction
Manual (Part 1)
Statement of
Authenticity:
I certify that the work
submitted for this unit is
my own and the research
sources are fully
acknowledged.
Table of Contents
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Assessment Part 1: Employee Induction Manual
1.0 Introduction to the chosen organisation
2.1 An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function
2.2 The significance that HR plays in acquiring talent to meet business objectives
3.1 An assessment of the approach to:
3.2 Workforce planning
3.3 Recruitment and selection
3.4 Development and training
T
3.5 Performance management and reward systems
3.6 Inclusion of case study examples to examine the different methods used in HR
practices
References
2

Introduction to the chosen organisation
ASDA is a company which was founded in the year 1949 by J. W. Hindell and
Noel Stockdale. This is a British chain of supermarket headquartered in Leeds, England in
UK and deals in fresh groceries, clothing, home accessories, insurance and many others.
Mission- The mission of ASDA is to become the best value retailer in Britain which exceed
the need and expectation of consumers.
Purpose- The main purpose behind establishment of company is to provides customers with
quality products or services at affordable prices.
Objective
To offer products high in quality and low in cost to attract large number of consumers
towards the business.
To increase the number of fresh product which is being sold loose from box and to reduce
packaging of product is another major objective of ASDA.
2.1 An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function
HR function is a very crucial element in business without which no other department
or function can be effectively managed. The reason underlying this fact is that without a
human resource no work can be accomplished (Human resource management (HRM), 2021).
It is very clear that purpose of HR is to effectively fill the vacant position in the company.
Another purpose of HR function is to keep employees within organization happy and
satisfied so that they remain within company for a longer time. The key roles and functions of
HR within ASDA are as follows- Recruiting and selecting- This is the most important function played by HR of ASDA
as if candidates will not be recruited and selected in proper manner then this will
affect working (Delery and Roumpi, 2017). Hence, it is major responsibility of HR of
ASDA to recruit potential candidate who is well competent to work in company. Performance management- This is another major function of HR of ASDA in which
they analyse performance of employees and motivates them to work in more effective
manner. This increases motivation level of employees and they work in more
effective and efficient manner. Conflict management- Under this function of HR, the human resource of ASDA need
to manage conflict among the employees. This is particularly due to the reason that if
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there is any conflict among employees then the HR is responsible in solving that
issue.
These HRM functions could help the organisation in meeting their objectives. As by recruiting
and selecting, the mangers should have to select an appropriate candidate so that they could contribute
to their organisational objectives. Then next is performance management results in enhnecimng and
evaluating performance of employees so that they could enhance their objectives. Another function
conflict management, as if mangers are reducing conflicts among employees then this could result in
meeting objectives successfully and making profits as well.
2.2 The significance that HR plays in acquiring talent to meet business
objectives
Approach to HRM practice
There are different types of practices which HRM function need to perform in proper and
successful management of company.
Strength and weakness of different approaches to recruitment and selection
Recruitment
Approach of recruitment Advantage Disadvantage
Internal recruitment- this is a
type of approach for
recruiting employees in
company from existing
workforce present in
company only.
The main advantage to ASDA
in using internal recruitment is
that this will save time of
company as recruitment need
to be done from existing
employees only.
3. In addition to this
another benefit is that
this does not involve
any cost like
advertisement,
contracting with
employment agency
and others.
Limited choice for
recruitment is the major
limitation of internal
recruitment. This is
pertaining to the fact that
there is only limited
option from which
selection need to be done
(The advantages and
disadvantages of internal
recruitment, 2021).
4. Another drawback
is that this
recruitment may
cause resentment
or dissatisfaction
among other
people who have
not been selected
for the position.
External recruitment- under
this method of recruitment
Having a larger option to
select from is the major
Longer process is the
major drawback of this
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preference is given to people
or candidate who are new to
company and does not have
any previous link with
company.
benefit of external
recruitment. The reason
underlying this fact is that
there is a wide range of
candidate from which ASDA
HR manager can select.
Another major advantage of
this method is that this bring
in more variety of people
within company.
method of recruitment.
This is majorly because of
the reason that external
recruitment involves a
lengthy process of hiring
candidate (Pak and et.al.,
2019).
Along with this another
drawback is that this
involves a high cost in
order to recruit candidates
from outside organization.
Selection
Approach of selection Advantage Disadvantage
Personal interview- under
this method selection panel
of ASDA takes a direct
personal face to face
communication with
potential candidate.
Main benefit of using this
method by ASDA is that a
person can be tested over their
non- verbal communication
skills with help of personal
interview (Kianto, Sáenz and
Aramburu, 2017).
The limitation of using
this method is that this
method is very time
consuming and
interviewer can also be
biased in taking
decision.
Ability and aptitude test-
this is another method
through which ASDA can
decide for candidate to be
selected. Under this method
different test relating to
measurement of ability is
used like general
intelligence, numerical
ability, clerical and many
other.
This method is beneficial to
ASDA as this assist them in
analysing mental strength and
weakness of candidate before
selecting them.
The major reason for
which this method is a
drawback to ASDA is
that this only test mental
ability and not the
overall personality and
emotional stability of
person (Kim and et.al.,
2019).
3.0 An assessment of the approach to:
3.1 Workforce planning
this is a practice of HRM which involves planning for the total number of people need to be
recruited within the company (Tang and et.al., 2018). this function is related to gathering
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information relating to requirement of vacancy within company and building the workforce
with latest skills.
Advantage to employer Advantage to employees
This is beneficial for ASDA (employer) as
they will have a clear view that how many
vacant position are there in company and
how it will be filled.
In addition to this workforce planning is
also beneficial to employees as they know
how many vacancies are present within
company and they can refer candidates
and earn some benefit under employee
referral scheme.
3.2 Recruitment and selection
This practice of of HRM is defines to the procedure where potential applicants are
investigated for and then motivated to apply for accurate and anticipated vacancy. Selection
is procedure of hiring skilled and talented staff among the shortlisted candidates and offer
them job in company. Through this company get right candidates for company so that they
achieve higher performance.
Benefits for recruitment- Effective recruitment can help the employer to achieve quicker
stages of growth. Streamlined, efficient recruitment procedures supply better-fine, more
engaged hires, presenting an aggressive advantage that without delay affects for enterprise
performance. This recruitment approach is cost-effective and might increase employee
morale. At the identical time, it allows them preserve pinnacle talent and decreases worker
turnover. Plus, the workforce will feel extra inspired to work hard and supply their nice.
Benefits for Selection- The selection process varies from one agency to the following. In
trendy, it is completed through interviews and checking out – on line, face-to-face or both.
Pre-employment testing, for example, permits HR managers to assess applicants' capabilities
and how they in shape into the agency. Compared to interviews and other selection methods,
checks are more goal and reliable. Additionally, they depend upon quantifiable insight and
assist cast off bias.
3.3 Development and training
This is a practice of HRM of ASDA in which company finds latest techniques and try
to improve knowledge of employees working in company (Guest, 2017). this process
involves enhancing knowledge of employees in accordance to latest changes taking place in
the external environment.
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Advantage to employer Advantage to employees
The major benefit of T & D to employer
(ASDA) is that the employees of company
will be working in accordance with latest
techniques and this will result in overall
increase in productivity of company.
On the other side, benefit to employees of
ASDA is that their personal growth will be
more and they will be acquainted with
help of T & D strategy of company.
3.4 Performance management and reward systems
Performance management is a process which assist ASDA in managing and evaluating
performance of employees that how they are working. Under this HR of ASDA critically
evaluates performance of each employee and in accordance to it try to improve working
efficiency of workforce.
Advantage to employer Advantage to employees
With help of this practice of HRM, ASDA
will be able to analyse the true potential or
capability of the person (Stewart and Brown,
2019).
Another benefit to company ASDA is that if
employee is not working in better manner
then they can remove that person or try to
improve their performance.
The major benefit of this HRM practice of
ASDA to employees of company is that
they come to know about their working
efficiency. This is beneficial to them as
they can assess the areas in which they are
good and which they need to improve.
 Reward system- this is a system or practice of HRM of ASDA through which
company tries to control and manage performance and behaviour of employees. This
system assists in determining performance of employees in company by providing
some financial and non- financial motivators.
Advantage to employer Advantage to employees
Major benefit of reward system for employer
is that with help of this the company will be in
position to motivating employees to work in
better and effective manner. As a result of this
the overall development of organizational
efficiency will increase.
The main advantage of reward system to
employees is that this increases personal
growth and development of employee and
this motivates them (Troth and Guest,
2020). This is particularly because of the
reason that with help of reward system is a
security to employees that if they will
work in good and effective manner then
this will improve their performance.
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4.0 Inclusion of case study examples to examine the different methods used
in HR practices
For instance, if training and development of ASDA will involve providing of training
relating to latest changes taking place in external environment. Now if ASDA will provide all
the latest training to employees then they will work in better and effective manner. Hence,
when company will be providing training by themselves then this will motivate employees to
work in more effective manner.
On the other side, when ASDA will make proper use of rewards and recognition then
this will also motivate the employees and will result in improvement of company
productivity. This is particularly because of the reason that when ASDA will provide good
rewards and recognition schemes to employees then this will motivate them to work in more
effective manner. Eventually this will result in increase in overall productivity and profits of
company.
As if these methods and practise are being used by ASDA mangers to enhance
employee’s productivity then employees would also get motivated and this results in
development of individual and they work more effective towards the chivemnt of goals and
objectives. As if providing of training and development programmes and rewards and
recognition, the employees get motivated and this helps them in enhancing their productivity
as well.
References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Garcia-Arroyo, J. and Osca, A., 2019. Big data contributions to human resource
management: a systematic review. The International Journal of Human Resource
Management, pp.1-26.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource
management practices, intellectual capital and innovation. Journal of Business
Research. 81. pp.11-20.
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Kim, Y. J., and et.al., 2019. The effect of green human resource management on hotel
employees’ eco-friendly behavior and environmental performance. International
Journal of Hospitality Management. 76. pp.83-93.
Table of Contents
Assessment Part 2: Recruitment and selection documentations portfolio
1.0 The design of a job description for the position of marketing manager
p
2.0 A person specification for the position of marketing manager
p
3.0 A job offer letter for the selected candidate p
4.0 An evaluation of the process and the rationale for conducting appropriate HR
practices p
An evaluation summary of employee relations and employment legislation that relate to
HR practices
6.0 The approach to and effectiveness of employee relations and employee engagement,
with mention of the flexible organisation and flexible working practices and ‘employer
of choice’ p
7.0 Key aspects of employment legislation within which the organisation must work
p
8.0 An evaluation of how employee relations and employment legislation inform
decision making and meets business objectives
P
References p
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1.0 The design of a job description for the position of marketing manager
HR manager Job Advertisement
ASDA Plc
JOB OPENINGS
ASDA is seeking and identifying competencies of administration which may improve staff
performance.
HR Manager
JOB DESCRIPTION
The HR administrator should have minimum experience of 3 years. Candidates have
efficacious competencies related to communication and management.
REQUIRED SKILLS
 Communiqué skills
 Problem resolving skill
 Decision making skill
 Interpersonal skill
APPLY NOW
Upload your resume on company website www. asda.com and send to [e-mail].
Role- Marketing manager
As a marketing manager of company you will be responsible for managing the sales and
marketing department of company. Your major responsibility will be towards planning and
implementing different types of strategies with aim of promoting business products and
services. This will also involves taking decisions for different elements of marketing mix
and methods to be used in promotion of activities.
2.0 A person specification for the position of marketing manager
Job title Marketing manager
Job location UK
Job role Responsible for development of marketing strategies for
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promotion of company in highly competitive market.
Responsibility and duties 2.0 Deciding for methods or techniques through which
marketing can be undertaken in effective and
efficient manner.
3.0 Overseeing marketing campaign
4.0 Negotiating with third parties and other marketing
agencies
5.0 Managing and looking after budget of marketing
activities
6.0 Tracking of effectiveness of marketing campaign
and reporting the differences.
Qualification Post graduate degree in field of marketing
Certificate of digital marketing course
Experience At least 2 years of experience in corporate world
Skills and attributes 4 Communication and interpersonal skills
5 Creativity
6 Innovation
7 Influencing and negotiation skills
8 Numeracy skill
9 Motivation
10 Team work
11 Time management
A job offer letter for the selected candidate
Dear candidate,
Our company is happy to offer you the position of marketing manager.
In case you accept the offer then it will be beneficial for both of use. This will assist you in
growing and it will also help our company to develop because of your presence. We expect
you to join company till March 1, 2021.
For accepting the offer please sign the attached document and return it back with the hard
copy of all required documents. You need to carry all your original documents at time of
joining.
Thank you.
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Questions for interview as well as responses for HR manager function
Few question of interviews are mentioned underneath which can be powerful to recruit applicants
for the publish of HR supervisor (Lussier and Hendon, 2017). This is essential for interviewee in
addition to interviewee.
Describe your self in quick?
My name is Alderson and belongs to London. I done my research in MBA from Harvard
University in Human Resource. I am having revel in of 3 years as HR manager from famed
entity inside London. My cause is to be an awful lot accountable as well as knowledgeable
persona.
Why you want this function?
I need respective role for maximising my expertise as well as talents and this will be the
platform for highlighting my capabilities. In addition to this, anything target I set and I ensure
to perform them at exact time period.
What is the differentiation among difficult paintings and smart work?
The differentiation within hard working in addition to smart operating is assisted to how I
perform my paintings. Hard paintings states operating for longer period to accomplish
responsibilities. While smart paintings would be cause form comparable results however with
powerful plans and increase prioritise to activities.
What might be your recruiting strategies?
My recruiting strategies can be utilisation of social media into promoting of vacant function
of entity in addition to much less quantity spent on recruitment.
4.0 An evaluation of the process and the rationale for conducting
appropriate HR practices
The process of HR practices involves the management of employees within company.
The reason underlying this fact is that HR practices assist in motivating employees and this
result in better working of company. Hence, it is essential for ASDA to ensure that all HR
practices are being used and complied in proper and effective manner (Chelladurai and
Kerwin, 2018).
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5.0 An evaluation summary of employee relations and employment
legislation that relate to HR practices
The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’
Employee relation is a term used in identifying relation between employees and
employers. This process is used by ASDA for managing employee’s interaction which for
achievement of organisational goals. However, from good employee relationship ASDA
enjoy many benefits which are as follows:
3. Increased Motivation: Healthy workplace relations helps company in motivating
employees to give their best. Maintaining good relation with the employees helps in
achievement of organisation goals. Employers of ASDA always keep a check on their
employee’s career advancement which in turns stimulates employees remains always
motivated.
 Enhance employee’s loyalty: loyalty of employees depends on the communication of
employers with their subordinates (Ogbonnaya and Messersmith, 2019). If work
culture of ASDA is feasible and relationship of employer and employees is good, then
the employee always maintain loyalty in their jobs. However, ignorance of employee
relation can damage the brand image of company. hence, employers of ASDA always
keep check on how their employees feel about their job as well as career.
1.0 Key aspects of employment legislation within which the organisation
must work
Employment legislation refers to all applicable laws relating to employment such as
employment standards, worker's compensation, pay equity, labour relations, wages and hours
of work and safety of employees. Legislation laws includes The Employment Rights Act, Sex
Discrimination Act, The National Minimum Wage Act, Equal Pay Act etc.
The Employment Rights Act, 1996: This act deals in fairness and rights of employees
& workers. It includes major aspects of employment relating to leaves, trainings, termination
and protect wages and payments. In addition to this it brings legal certainty and fairness in
employment law. Equal employment opportunity, discrimination among employees, labour
laws and absence or medical leaves are major laws which affects HRM decision-making.
This Act direct about key objectives of legislations that is discrimination and inequality. This
in turn assist HR managers in formulation of HR plans and workplace managing policies.
However, this Act is assistive in decisions regarding the workplace design and safety
measurements of the workers. So HR personnel should comply with the minimum
requirement of the Act.
The National Minimum Wages Act 1998: This law is governed by National
Minimum Wage Act 1998 and National Minimum Wage Regulations 2015. Under this act
minimum wages of employees and workers are defined (Garcia-Arroyo and Osca, 2019). As
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per this act wages of workers based on their age, currently minimum wages of employees
with age 26 is $14 per hour and $13 for below 25 age. Employers who fails to comply with
national minimum wage rule are penalised. According to the minimum wages act HRM
managers take decisions in paying of salary to their workers. HR mangers must keep all
records that show that they have paid their employees as per national minimum wages.
Health and protection act- It is every other laws that's considered intern of offering
fitness associated protection and protection. By which includes this act, the management of
Burberry can offer a healthy, friendly and secure place of business to people as well as offer
them fitness and scientific associated blessings in resolving complexities which includes
worker’s turnover and plenty of greater. Also, the firm can provide
Sex discrimination act 1975: Respective rules is developed to that firm which carry
out discrimination amongst girl as well as male that is based totally upon their intercourse,
choice of improvement and others. Within ASDA, if firm do not trace these operations in
addition to creates bias among them, thereafter this in damaging way affects the selection
making of human resource control. As there are big variety of staffs who're woman in
addition to male acting into entity. In case management continually classify a male body of
workers to carry out in group or does no longer remunerate similarly to that that personnel
who carry out in similar like role then this in adverse way influences the solution of staffing
each woman in addition to male candidates.
7.0 Evaluation of how employee relations and employment legislation
inform decision making and meets business objectives
Both employee relation and employment legislation are assistive in inform decision
making. This is particularly due to the reason that when there is proper compliance with
legislation then decision making will be more effective. The reason underlying this fact is
that legislation will guide HR in making effective policies and strategies for business (Bratton
and Gold, 2017). Furthermore, in addition to this employee relation also assist in effective
decision making. This is due to the reason that when company focuses on employee relation
then this improves working efficiency of people. The term employee relationship refers to
effectiveness which creates via administration of the organisation to run affiliation among
people and directors. To make effective relation in workers control of organisation can utilize
preference of open interplay and supple operating risk in order that that manpower not have
fear of engaging complexities and views with their advanced. If employer consist of it then
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this enable in making friendly members of the family among employees and managers. It
positively impact HRM decision constructing as when manpower engagement in
determination devising then they may hold powerful and suitable decision for development
and progress. Flexible operating choice and supple firm can assist in making efficient relation
as while workers aren't able to come then they could work in supple form as reimburse, work
at home and others. Then it undoubtedly effect employees and supervisor as when business
enterprise of firm will offer trade of flexibility in work then group of workers can do or
execute their employment with the aid of personal self and it decrease consignment of labor
and manager in loss of a specific individual.
References
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and
differential effects of human resource management subdimensions: Mutual gains or
conflicting outcomes?. Human Resource Management Journal. 29(3). pp.509-526.
Pak, K., and et.al., 2019. Human Resource Management and the ability, motivation and
opportunity to continue working: A review of quantitative studies. Human Resource
Management Review. 29(3). pp.336-352.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Tang, G., and et.al., 2018. Green human resource management practices: scale development
and validity. Asia Pacific Journal of Human Resources. 56(1). pp.31-55.
Troth, A. C. and Guest, D. E., 2020. The case for psychology in human resource management
research. Human Resource Management Journal. 30(1). pp.34-48.
Yong, J. Y., and et.al., 2020. Pathways towards sustainability in manufacturing
organizations: Empirical evidence on the role of green human resource management.
Business Strategy and the Environment. 29(1). pp.212-228.
Online
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Human resource management (HRM). 2021. [Online]. Available through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>
The advantages and disadvantages of internal recruitment. 2021. [Online]. Available
through: <https://resources.workable.com/stories-and-insights/advantages-
disadvantages-of-internal-recruitment>
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