HRM Report: ASDA - Recruitment, Employee Relations, and Legislation

This report examines Human Resource Management (HRM) practices within ASDA, a UK-based retail company. It explores the purpose and functions of HRM, including maintaining employee relations, optimizing resource utilization, and ensuring legal compliance. The report analyzes different recruitment and selection approaches, comparing the strengths and weaknesses of internal and external sources. It further discusses the benefits of HRM practices, such as employee development, positive behavior promotion, and building a flexible working environment. The effectiveness of HRM in increasing profits and productivity is evaluated through talent management, information systems, and coherent thinking. The report also covers the importance of employee relations in decision-making and the impact of employment legislation on HRM decisions. It provides a comprehensive overview of HRM practices in a work-related context, offering insights into ASDA's approach to managing its workforce and achieving its business objectives.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Different purpose and Functions of HRM ...........................................................................3
P2. Strengths and weaknesses of approaches of recruitment and selection ...............................4
TASK 2............................................................................................................................................6
P3. Benefits of HRM practices....................................................................................................6
P4. Effectiveness of HRM practices in increasing profits and productivity...............................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations to influence decision making..........................................8
P6. Key elements of employment legislation and their impact on HRM decision making........9
TASK 4..........................................................................................................................................10
P7. HRM practices in work related context..............................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management plays an essential role in overall operation and for the
purpose the enhancing the productivity. Further, HR manager need to perform various functions
and role in order to accomplish all the activities of business. Apart from it, different HR policies
and mechanism used by organisation for the motive of hiring the professional employees for the
vacant job positions (Andreeva and Kianto ,2012). Moreover the company also focus on the
activities related to selection, training, development and designing the structure for business.
Under this assignment the company which is preferred i.e. ASDA which is UK based retail
industry deals in clothing and grocery items. In dynamic environment changes in customer
thinking, opinion and perception in rapid speed therefore, it is important for company to modify
all their tools and organisation structure in order to beat rivalry challenges. This assignment
discuss about the purpose function of business, strength weaknesses of approaches related to
recruitment and selection, benefits of HRM practices and elements of employment legislation for
proper adherence of rules regulations.
TASK 1
P1 Different purpose and Functions of HRM
Every organisation required to perform different activities in respect of performing
various functions by ASDA. HR manager require to utilised all the available resources within
the organisation so that they can easily accomplish all the daily targets of business (Bloom and
et. al. ,2012). Further there are different action plans that need to be implemented properly in
order to identifying all the needs of clients at working atmosphere. This is essential in order to
achieving all the goals of business.
Different purpose that are linked with Human resource management are discuss below:- Maintaining employee relation:- The main objective of Human resource management is
to establishing better relationship among employees. It is an complex task under this HR
manager require to use such tools and techniques that allow them to keep effective
communication with their subordinates which leads to less conflicts and better
productivity. Optimum utilisation of resources:- It is the utmost responsibility of HR manager to
ensure that their must be optimum utilisation of resources which are rare and highly
productive for business in future. Further, observe the whole performance of employees

on regular basis so they guide them regarding the negative outcomes they get due to
utilisation of resources which facilities better productivity. Legal laws:- In every organisation it is essential for business to ensure regarding all the
compliances of rules regulation enforced by government. Further, it is essential for
organisation to adhere regarding all the legal legislation in respect of protection of
workforce in ASDA which maintain the decorum of business.
 Corporate culture:- It is very essential for business to maintain the ethical culture along
with moral values that does not involve any fraudulent trade practices which also helpful
in satisfying all the needs and feel them comfortable in respect of both internal and
external environment.
Apart from it, different function that must be performed by HR department of ASDA are discuss
below:- Planning:- One of the essential function of organisation under which HR manager need
to plan in advance regarding all the procedures related to making plan regarding all the
activities carried in business apart from it, prepare all the task and function in advance
manner which leads to assigning of roles and responsibility that given to every employee
which allow them to accomplish their daily task in better and appropriate manner. Staffing:- In ASDA management require to fill all the vacant job position within the
specified time period. Further, it is consider as vital activity of organisation to select the
professional candidate that fulfils all the requirement of empty position.
 Employee development:- ASDA consist of large number of workforce and it is very
essential for HR manager to organise training development programmes in which
guidance is given to employees regarding all the latest methods and innovative
techniques they used in their working style for better productivity and efficiency in
overall operations of business.
P2. Strengths and weaknesses of approaches of recruitment and selection
Every organisation require to adopt particular technique or methods through which they
select particular workforce for the vacant job positions. Recruitment process is the systematic
mechanism under which pools of applicants has been selected from which eligible candidates get
an opportunity to pass in the interview process. Further selection is consider as part of
recruitment process in which main target is to select the eligible candidate from available

alternatives (Cascio ,2012). Two different ways that used by ASDA organisation in order to
recruit the employees for company are discuss below:-
Internal Source:-
Under this source of recruitment the company select the workforce from internal
organisation only without getting the assistance from external mechanism. Apart from it, they
select the employees within that internal workforce because they already familiar with their skills
and capabilities on the basis of which promotion and hike is given to employees. The main
advantage organisation get that employees are highly motivated and work according to changing
organisation structure.
Benefits of internal source of recruitment:-
 This is most effective method in respect of boosting up the morale of employees present
in organisation which allow them to perform all the task and activities in better and
effective manner. It is cost effective techniques in which less time and money needed and existing
employees retention is high because of high promotion and this will provide better and
good outcomes to business.
Disadvantage of internal source of recruitment:-
 Kills the talent of new and talented employees who know how to deal with all the modern
challenges.
 Increase the chances of partiality and jealously which leads to conflicts among superior
and subordinates. Those employees which are not promoted are highly disappointed and lead to negativity
in whole working environment.
Some of the major examples of internal recruitment practices are described as follows:-
 Transferring of existing employees from one branch to another.
 Promoting employees towards higher position on the basis of their talent and skills.
 Hiring previous employees. Selecting any relative, friends or known person for particular position because of jack.
External Source:-
Under this source of recruitment all the workforce has been selected from external
medium only in which different techniques and mechanism has been used by organisation like

advertising, social media and internet sites through which company aware the whole audiences
regarding all the vacant job position along with eligibility criteria.
Advantages of external source of recruitment
 Bring the talent of new and professional employees through which they easily understand
all the modern and innovative changes coming in external environment.
 Proper adherence of all legal rules and regulations enforced in that organisation. Greater choices of selection
Disadvantage
 Highly costlier and require huge time to perform whole procedure.
 Their is greater chances of selecting wrong employees which cause huge loss to ASDA
organisation.
 Greater chances of conflicts and disputes needed because of differences in opinion and
view point of existing and new employees.
Examples of external recruitment practices are-
 Campus placement.
 Newspaper advertisement.
 Society hiring.
 Any random selection.
TASK 2
P3. Benefits of HRM practices
Human resource management needed various types of policies and practices that require
to be carried out by managers of company. Further HRM practices must be adopted by whole
workforce only when HR manager make or formulate such policies and procedures that fitted the
needs and requirement of employees on the basis of which worker implement all tools techniques
of business in better effective manner (Dezsö and Ross ,2012). All these practices allow manager
a good place to work for example few HRM practices which includes recruitment, selection,
training performance of all the existing and new employees and their must be better coordination
and cooperation among superior and subordinates so that these practices implement properly in
order to take advantages of it which discuss below:-
HRM Employees Employers

practice
s
Training
and
develop
ment
Aids in improving their general skills
which is required to perform assigned job
role in best manner.
Training sessions helps seniors in
recalling their skills so that they can
easily assist their subordinates towards
rights path.
Compen
sation
Promoted towards job role and become
happy with the company strategies.
Maximize retention process.
Orientat
ion
Make them aware with the staff members
for getting engaged with them.
Helps in creating mutual understanding
with subordinates which supports
employers while performing business
activities.
 Development of employees:- It is an utmost duty of HR manager to conduct all the
function in effective manner and different HRM practices has been implemented properly
under which whole management team need to organise different training development
programmes in which guidances is given to them regarding recent and useful measure
they adopt for enhancement of performances. Promote positive behaviour:- It is an utmost duty of HR manager to ensure that no
fraudulent practices has been adopted by internal employees which create negativity in
whole operations. Apart from it, ASDA comprises of large employees divided into
different department so HR team require to manage such code of conduct which bring
positivity and leads to higher performance of whole workforces. Building flexible working environment:- Every organisation require to build such type of
working environment in which employees easily adopt all the modification that coming
in external environment. Further, employees need not adopt resistance behaviour that
affect their growth and development and become hurdle for organisation in grabbing
external opportunities.
 Boosting up employee morale :- HR manager required to provide different type of
monetary and non monetary incentives to their employees that allow them to increase

skills and abilities of employees which enhance their performance and facilities them to
accomplish all the targets of goals in effective manner.
Therefore it is important for ASDA to consider all the above HRM practices in such way
that lead to better productivity and increase the profitability of business.
P4. Effectiveness of HRM practices in increasing profits and productivity
Their are various types of HRM practices that need to conducted by HR department and
these practices includes training development, performance management and recruitment
motivation process and it is rightly said that if the employees perform their work in effective and
most appropriate manner then in such case the action plans of company can easily be
implemented which provide better outcomes and various benefits that employees gain in ASDA
are discuss below:- Talent management:- It is utmost responsibility of HR manager to manage optimally all
the talent and abilities of employees that leads to better productivity in overall efficiency.
Further, those employees which are skilled and able to understand all the rapid changes in
external environment then in such it is upon the company management that at what
manner they retain such employees for longer period (Dijk and et. al. ,2013). Information system:- It is also called as knowledge administration under which all the
activities and task that has been performed by employees need to effectively
communicate by their subordinate so that no issues and problem created in respect of
accomplishing daily targets of company. Apart from it, whole management of ASDA
require to adopt different communication strategies under which different mechanism has
been used which reduce all the problem related to miscommunication that allow them to
accomplish goals and objectives. Coherent thinking:- It is one of the important factor under which whatever the polices
adopted by organisation must strictly followed and all the employees need to work
according to guidelines and standards on the basis of which they need to accomplish all
the targets within the specified deadlines.
 Logical thinking:- It is an procedures which has been carried out by HR manager in
which main aim is to create innovative and digitalise tools techniques so that work can be
accomplish and help in gaining competitive advantages over competitors.

HRM practices are playing crucial role in enhancing the talent of entire staff members by
understanding each or every aspects of HRM practices in order to implement it in proper manner.
Thus, pros. And negativity of HRM practices for maximizing the organizational profit or
productivity are discussed as follows:-
HRM practices Negative/ Pros
Training and development Pros-
 aids in enhancing knowledge of staff members.
 Personality development
negative-
 creates confusion
 long process.
 Expensive
Compensation Pros-
 motivate staff members towards their set goals or
objectives
 creates positive environment.
Negative -
 consume time period.
 Affect working environment of an association.
Orientation Pros-
 help in encouraging newly hired employees.
 Make them familiar with existing ones.
Negative-
 disturb the environment due to these kind of programmes.
TASK 3
P5 Importance of employee relations to influence decision making
Meaning of employee relation:- It is way under different methods and tools are used in order to
maintain good relationship among superior and subordinates.

It is very essential to maintain the good relation among workplace because it further
allow them to carry out all the operations in better and effective manner (Ellison and
Boyd ,2013). Further HR manager need to ensure that managing better relation among all the
employees which allow them to implement all the changes which necessary in their organisation
structure that facilitates better growth and development and leads to solve all the issues and
queries among higher authorities. Significance of employee relation are described below:-
 If relation among employees is good then it allow them to conduct all over operation in
better and effective manner. Further, it is way through which organisation enhance the
overall performance of employees.
 It is way through which loyalty among employees can be established that help in
establishing trust and brand value among them.
 Good relation among employees also boost up morale among workforce that facilitates
coordination and cooperation among workforce.
 Changes coming in external environment can easily adopted by internal workforce when
they listen clearly all the instruction of employees which is beneficial for their career
growth and development.
Therefore, ASDA need to maintain good and harmonious relationship among superior and
subordinate that allow them to expand their business globally which leads to higher sales.
Employment relations act is all about showing the policies and legislations which helps in
maintaining the positive connections with staff members for attaining set objectives or goals.
Along with this, number of legal norms are falls under this which are related with the betterment
of entire team.
P6. Key elements of employment legislation and their impact on HRM decision making
Relation among employees plays an vital role in overall growth and productivity of
business which help the managers to accomplish all the targets in effective manner. ASDA need
to maintain strong relationship among employees which are highly professional and experienced
person (Fernandez and et. al. ,2012). ASDA organisation also try to maintain good relation
among their management which facilitates free communication channels on the basis of which
all the worker can perform their work in better and coordinate manner. Apart from it, there are
different ways through which organisation can easily accomplish all targets by using various
HRM practices in order to managing all the working conditions in better and effective manner.

Different laws and regulations which are compulsorily be implemented among organisation of
ASDA are discuss below:- Anti discrimination act:- This act state that no employee can be discriminated on the
basis of caste, creed, religion and racism and if they are not treated in better manner and
feel unsatisfied with the whole working environment then in such case that particular
employee can file the case for all the losses they incurred because of such issues. Minimum wages act:- This act state that employees must get minimum wages and salary
for their work and if the employee does not that basic amount for their work then he or
she file the case because of not getting minimum amount of salary so they get remedy in
regards to it. This law applicable to all organisation where more than 15 employees work
which shows their standard and right of business. Age discrimination act:- This law state that if employer have no right to fire all those
employees who has been reached the age of 40 years and if this law break then the person
who suffer from such discrimination can file suit for their own betterment and growth.
This law is applicable in all those organisation which employ more than 20 workforce in
their business operations.
 Protection act:- This law states that if employee is handling any hazardous work then in
such case proper arrangement of medical facilities must be their for the proper protection
of employees if they suffer from any misconduct.
 Equal wages act- According to this policy an organization needs to offer equal level of
success or salary to their staff members which are belongs to the same background.
Along with this, legal bodies are implementing this act for reducing differences on the
basis of caste, gender, race, sex and so on.
 Health and safety act- Safe and secure surrounding is essential for betterment of entire
staff members.
Therefore, it is essential for ASDA organisation to adhere with all legal rules and regulations
which enforced by government that allow company top carry out all the operations in better and
effective manner.

TASK 4
P7. HRM practices in work related context
Various type of application used under HRM practices which is very essential on order to
achieve all the objectives of organisation (Gallardo-Gallardo , Dries and González-Cruz ,2013).
Further, two main practices that must be applied by ASDA are discuss below:-
Job specification:- It is known as important legal documents that contain all the
important information related to all the duties and task they need to performed at the time when
that person is selected for that particular position. Further, it discuss about ll the set of
capabilities and competencies that must be present in individuals. In order to conduct the
examination of performance task has been performed by person in respective job position.
JOB SPECIFICATION
Organisation: ASDA
Job Title – Assistant Financial manager
Qualification – MBA or PGDM (Finance)
Essential Criteria:
 Complete knowledge of financial skills and mechanism.
 Capable to handling all the financial problems in better manner.
 Maintaining coordination between the functions of financial department.
 Able to deal with pressure in a productive manner.
Desirable criteria:
 3 years experience
 Effective communication skills required
 Good personality and physique
 Knowledge about different financial rules and budget system.
Job description:- It is another official legal documents that include all the necessary
information regarding their job profile. Here, it give the brief regarding all the information about
all the roles and responsibilities and target accomplishment which must be inherit in individuals
at the time of selecting for particular job positions.
Job Description