ASDA HRM Case Study Review: Purpose, Practices, and Impact

This case study reviews the Human Resource Management (HRM) practices at ASDA, a British supermarket retailer. The report explores the purpose and functions of HRM, emphasizing its role in talent acquisition and employee relations. It analyzes the strengths and weaknesses of internal and external recruitment methods, assessing their impact on the organization. The study further examines the benefits of various HRM practices, such as training and development, and their effectiveness in improving employee skills and organizational outcomes. Additionally, it highlights the importance of employee relations in decision-making, discussing factors that influence this relationship. The case study also touches upon key elements of employment legislation and its impact on HRM decisions, concluding with an application of HRM practices in a work-related context.

HR Case Study Review
Contents

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM................................................................................................1
P2 Strengths and Weaknesses of different approaches to recruitment and selection..................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within ASDA...............................................................4
P4 Effectiveness of different HRM practice................................................................................4
TASK 3............................................................................................................................................5
P5 Importance of employee relations that influence in decision making....................................5
P6 Key elements of employment legislations and its impact on HRM decision making............6
TASK 4............................................................................................................................................7
P7 Application of HRM practice in work related context...........................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is a practice that is used for describing people who are working in an
organisation and along with the departments those who are accountable for managing different
activities which are related to company. ASDA is a British supermarket retailer company which
was formed in the year around 1949. This report will include purpose and scope of Human
Resource Management why it is required for resourcing talents and skilled employees
(Bondarouk and Ruël, 2013). Department of HRM is very crucial so with the help of this
assignment its effectiveness can be understood. There are many ways which can affect decision
making of HRM so this report will assist in knowing some of the internal and external factors.
Lastly, some of the HRM practices are mentioned that are related to work.
TASK 1
P1 Purpose and function of HRM
Human Resource management is a common term which is used to describe management
functions and it is related to the development of workers in a company. In relation with ASDA,
HRM work with a purpose and function and to understand this better further it has been
explained.
Purpose of Human Resource Management
Purpose of HRM in ASDA, falls into three categories and these are staffing, employee
compensation and benefits. Main purpose of Human Resource management is to maximise the
productivity of the company and for this they hire eligible candidates who are capable enough in
performing their task in an effective manner (Chang, Chiang and Han, 2012). Thus, it can be said
that basic purpose is to acquire, develop and retain talented employees for their company. Other
than this, they look out for maintaining a better relation between employees so that peaceful
environment can be maintained at work place.
Function s of Human Resource Management
Human resource management is majorly concern with enhancing the performance of
employees as well as company so that better outcomes and results can be generated. Some of the
main functions of HRM are stated below for better understanding:
Recruitment and selection: This is the prime function of the department of Human
Resource Management and they select suitable and qualified candidates who are best fit for the
1

job and fulfil all the criteria as well (Costea, Amiridis and Crump, 2012). But there are certain
factors which has to be consider before recruitment and selection process and it majorly states
that HR manager should have seats that are vacant.
Orientation: This is done for providing information and knowledge of other activities so
that they can adjust themselves or make themselves comfortable within the business environment
or in a new job. Orientation programme should includes main goals and objectives so that the it
can assist workers in understanding long term as well as short term goals.
Managing of employee Relations: A good working environment always help company
in maintaining better relation amongst employees. So, it is prime function of HR manager to
understand the nature and behaviour of every workers in order to get better outcomes.
P2 Strengths and Weaknesses of different approaches to recruitment and selection
Generally, there are two types of recruitment and selection process and these are internal
and external both assist firm in having legible and qualified candidates for their organisation. But
it has some strengths and weaknesses which have to be looked after in order to conduct the
process in a better manner (Ehrnrooth and Björkman, 2012).
Internal Recruitment: It is when company look out for candidates within the organisation so
that vacancies can be fulfilled. According to recent times, firms use internal recruitment because
they are aware of nature and behaviour of employee who is working in an organisation. Internal
recruitment can be done through promotions, transfers, temporary to permanent and employee
referrals.
Strength:
Minimises Training Costs: As employees are skilled so, there is no need of providing
training programmes this reduces the cost of company. Even if firm has to tell employees about
new technologies than they have to spent lot of money on on-borading process.
Boost morale of workers: If an employee is given any kind of promotion than this kind
of activity will definitely boost the morale of worker. Thus, it will encourage other people as
well for doing the task in a better manner.
Decrease employee turnover: Unplanned turnover puts a negative impact on a company
and it is going high than it is a sign that things are going wrong in an organisation. Thus, firm try
to match skills according to the roles and responsibilities within the firm (Ganopoulos and et. al.,
2

2013). As a result, it enables company in retaining their valuable customers by decreasing
employee turnover.
Weaknesses:
Lack of fresh perspectives: Recruiting within the organisation will miss out selecting
employees who are fresh and skilled enough in performing activities in a different manner.
Workplace jealousy: Superiors bias nature of selecting candidates for internal
recruitment can create workplace jealousy and this will disturb the working environment of a
company.
External Recruitment: It happens when company look out for new and fresh candidates in
order to fulfil vacancies, this enable company in thinking a new way of accomplishing the work
(External Recruitment, 2016). Therefore, job seekers who are not actually doing any kind of job
are thus, large pools of candidates are looked so as to find external applicants.
Strength:
Fresher skills and input: There is a time when an organization runs with an outer recruitment
strategy, there is a very better probability of finding and recognizing a fresher applicant who is
fit for conveying new abilities and contributions for the improvement of the organization. Thus,
hiring new and eligible candidates will always assist company in perform better in a better
manner (Gheiratmand and et. al., 2015).
Better Competition: With the help of external recruitment there is a chance of
identifying and facing a better and healthy competition. So, firm tend to look for companies who
are capable enough in performing their job activities in a given period of time. Therefore, ASDA
through this will tend to maintain an effective workplace for its employees.
Weaknesses:
Higher Risk: New employee can take advantage of the post which is offered to that
person thus, this is the most common weaknesses of external recruitment and there might be a
chance of leakage informative data and information.
Time and Cost consuming: The process of external recruitment is time and cost
consuming because most of the companies have to post advertisement just to attract large
number of candidates for a desired post.
3

TASK 2
P3 Benefits of different HRM practices within ASDA
In this rapid changing environment technology is playing a very crucial role because most of the
companies are adopting these tools and technologies for operating its business in an effective
manner (Gomes and et. al., 2012). In order to get into a better position ASDA is looking for new
and innovative ideas so as to improve their production. Therefore, in order to do the same
company is hiring and selecting new and fresh candidates who are suitable for the job as per the
required criteria. Thus, benefits of HRM practices in relation with employee and employer is
explained below:
Employees’ Benefits:
Training and Development: HRM practice includes many activities but this is the most
important factor which is used for enhance the strengths of an employee. For this, HR
department first analyse the activities and then according to the capabilities provides training and
development programme. Thus, in terms of ASDA, they are giving on-job training programmes
as per the requirements of working system.
Resource of information: If a company wants to gain competitive benefits than it is
require that employees as well as firm accept changes and in order to do the same it is crucial
that company manage conferences on a regular basis. Here, HR managers can give detailed
information about the task and activities which are going to be happen within the organisation.
Employer’s Benefits:
Improves benefits of organisation: HR practices are not only beneficial for employees
but it also provides benefits to employer (Guest, Paauwe and Wright, 2012). As working with the
same organisation for a longer period of time it assist company in sustaining their loyalty for a
longer period of time. Therefore, it helps company in getting high return on investment.
P4 Effectiveness of different HRM practice
Generally, HRM practice includes training and development, performance appraisal system,
recruitment and selection process and many more. Apart from this, formulating strategies is one
of the best practices which provides benefits to organisation. Retail Company like ASDA, their
main aim is to get maximum benefits and for this they try to give excellent services and facilities
to its customers. In addition to this, company provides training and development programmes so
4

that skills and knowledge of employees can be improved which will further enable them in
giving effective services (Heikkilä and Smale, 2011). This will not only improves brand image
but will aid company in sustaining a better position at market area. Some of the HRM practices
and its effectiveness followed by ASDA are mentioned below:
Improves abilities and skills of Workers: HR manager of a company always engage
themselves in providing benefits to workers and for this, they give effective training which can
further enhance the skills and knowledge of employees. Managers organises different kinds of
activities such as fun games which can help worker in reducing their stress level.
In terms of Return on investment: HR practices of most of the companies provides
training programmes such as on-the-job technique which assist employees as well as interns in
learning lot many things while working. In relation to ASDA, this kind of HR practice is
beneficial because workers will be able to understand working environment so that they can adjust
themselves.
TASK 3
P5 Importance of employee relations that influence in decision making
In an organisation workers are determine as an integral part because they are the one who
perform their activity juts to provide benefits to the organisation. Along with this, department of
human resource also plays a crucial role as they consider all the basic requirements of an
organisation whether it is related to skilled employees, bonus and compensation, salary etc.,
Apart from this, HR department try to maintain a healthy relation between employees so that
workers can work in collaboration for achieving a common goal (Kaufman and Miller, 2011).
Therefore, ASDA is taking care of employee relation as it influence or have an impact on
decision making. Thus, some of the factors are stated below for better understanding:
 As ASDA, is one of the renowned organisation and has its branch in various places so,
for managers, managing all the activities cannot be possible. Thus, to have involvement
of all its employees company can use effective tools and technologies. Therefore, this
will assist firm in having effective decision.
 In addition to this, company is providing equal opportunity of putting their views in order
to achieve specific goals and objectives in a speculated time frame.
5

 Other than this, department of HR assist company in analysing different kinds of issues
that can hamper the performance of workers and firm as well. Therefore, on the basis of
this, appropriate training and programmes are provided.
Henceforth, it can be said that ASDA, is maintaining an effective relation with workers within
workplace. Managers of the company are taking reviews and feedbacks on a regular basis which
is aiding them in knowing issues and problems employees are facing (Keegan, Huemann and
Turner, 2012).
P6 Key elements of employment legislations and its impact on HRM decision making
Laws and regulations are crucial for a company to be followed so as to conduct their
business operations in a better manner. Generally, these rules and regulations are made by
regulatory bodies of a nation so that equal opportunity can be given to every individual. Mostly,
legislations incorporate structure and guidance such as gender, class, sex, age, colour etc., if it is
found that an organisation is not following these laws and they are discriminating on the basis of
these parameters than serious actions can be taken against them. Some of the rules and
regulations are stated below for better understanding:
The Employment Right Act: This law protects workers from getting terminated without giving
any prior notice thus, under section 86 of this Act, it is amended that a firm should give prior
notice of at least one month before dismissing an individual. Other than this, according to this
act, employees have a fixed working hours and company cannot force them to do more work
(Kim and Bae, 2017).
Equality Act, 2010: This is one of the effective laws in every nation and each company
should implement this act in order to give equal opportunities to every person. ASDA is
following this law and giving equal chance of getting selected in the organisation without any
kind of discrimination. Under this act company is giving same salary to employees who are
working in same post whether he/she is a male or female.
Sex Discrimination Act, 1984: This act was made so as to defend an individual from being
discriminated on the basis of class, gender, colour etc., if in an organisation this kind of activity
of performed than that person can directly register his/her complaint in respected departments so
that legal actions against the culprit can be taken (Kultalahti and Viitala, 2015).
6

TASK 4
P7 Application of HRM practice in work related context
ASDA, is one of the leading company in United Kingdom and comes under British
multinational retail firm that provides excellent services and facilities to its customers. Thus, in
order to do the same it is essential that company has an effective workforce who can perform
their task for giving benefits to the company. Therefore, ASDA is setting criteria on the basis of
which they are hiring candidates who fulfil their selection criteria. Hence, requirements of the
same are stated below:
Job Specification
Job Details
Post: Manager
Department: Human Resource Manager
Job Purpose
 Must be able to provide effective services to its consumers so that healthy relationship
between company can customers can be maintained.
 Must be able to solve issues and queries related to consumers and employees.
 In order to give appropriate training to its worker so as to make them capable enough in
providing better services and facilities.
Roles & Responsibilities
 Should be able to manage multiple tasks at a same time.
 Should be able to design short term as well as long term goals which are achievable.
 Must be able to formulate strategies in order to gain better results and outcomes and for
this manager should be courageous enough in accepting changes and modifications.
 Other than this, managers must be creative in utilising resources and skills in an
effective manner so as to get effective results.
CV:
Curriculum Vitae
Name: Edward Lewis
7

Address: 23rd Elizabeth Street, 8th Avenue, London
e-mail id: [e-mail]
Contact No.: 69876464326
Objectives:
Main objective of manager is to look after all the requirements of employees such as
compensation, salary, basic needs of workers. Other than this, manager should be
knowledgeable enough in selecting right person for the right job. In addition to this, a manager
should be able to take better decision for the benefit of the organisation.
Qualification:
 Bachelors in Business Administration
 Post Graduation in Finance
 PHD
Experience:
Should have an experience of 4 years or more.
Skills:
 Effective communication skills.
 Must be capable enough of convincing workers for extracting better outcomes.
 Should have effective knowledge so that problems or issues can be solved.
 With the help of communication skills, manager must be effective in conveying message
to employees in a better manner so that work can be done in a better way.
CONCLUSION
From the above report, it has been evaluated that HR department is one of the essential
department in an organisation. They work with the motive of selecting and recruiting new and
fresh candidates who are qualified for the vacant post. In this assignment purpose and function of
HRM is mentioned like recruitment process, providing appropriate training and development
programmes to employees etc., Apart from this, strengths and weaknesses of recruitment and
selection process is mentioned such as internal recruitment is less time consuming but it can
further create clashes amongst employees. Other than this, different HRM practice and its
effectiveness in decision making is included in this report.
8

REFERENCES
Books and Journals
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-662.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
pp.322-327.
Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Keegan, A., Huemann, M. and Turner, J. R., 2012. Beyond the line: exploring the HRM
responsibilities of line managers, project managers and the HRM department in four
project-oriented companies in the Netherlands, Austria, the UK and the USA. The
International Journal of Human Resource Management. 23(15). pp.3085-3104.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor &
Francis.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration. 34(2). pp.174-195.
9

Online
External Recruitment. 2016. [Online]. Available Through:
<https://content.wisestep.com/advantages-disadvantages-external-recruitment/>.
10