Human Resource Management Report: ASDA's HRM Practices and Strategies

This report examines the Human Resource Management (HRM) practices of ASDA, a British supermarket chain. It begins with an introduction to HRM, its purpose, and functions, particularly in workforce planning and resourcing. The report then delves into different recruitment and selection approaches, analyzing their strengths and weaknesses, including internal methods like promotions and employee referrals, and external methods such as advertising and employment agencies. The benefits of various HRM practices for both employers and employees are explored, with a focus on recruitment and selection methods like job posting. Finally, the report assesses the effectiveness of these HRM practices in terms of raising organizational profit and productivity, highlighting the importance of training, employee motivation, and effective management of HR policies.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1 .................................................................................................................................................1
P1 Explain the purpose and the function of HRM, applicable to workforce planning and
resourcing an organization..........................................................................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection3
LO2 .................................................................................................................................................5
P3 Explain the benefits of different HRM practices within an organization for both the
employers and employees...........................................................................................................5
P4Explain the effectiveness of the HRM practices in term of raising organizational profit and
productivity.................................................................................................................................6
LO3..................................................................................................................................................6
P 5 IMPORTANCE OF EMPLOYEE RELATION IN RESPECT TO INFLUENCING HRM
DECISION MAKING-...............................................................................................................6
P6 Key elements of employment legislation and the impact on HRM decision making............7
P7 Give an application of HRM practices application related to work.......................................8
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
ASDA is the British retailers supermarket headquartered in the Leeds, West Yorkshire.
The company was founded in 1949. The Roger Burnley was the President and Chief Executive
officers of the ASDA. It is the retail industry and 1,65,000 employees working in the company.
The turnover of company 26,666 Millions and they can grocery and general merchandise.
Human Resources Management is the planning of resources, job analysing, utilization of
resources. It is the help in human resources recruitment and selection, performance management
and performance appraisals of employers and employees in the organization. It is the analysing
of the compensation management of their employees in the organization. HRM is the helping of
the improvement of the organization. It is the helping in training and development of the
employees. It is also helping on the protection of the employees and representing of employees
in front of the organization. Human Resources Management is the major part of the every
organizations.
LO1
P1 Explain the purpose and the function of HRM, applicable to workforce planning and
resourcing an organization
(A) Purpose of HRM:
The purpose of HRM is to planning of human resources in the organization. It is to
motivate the employees for their performance in their job. In ASDA, the purpose of HRM is to
training, development and motivation of the employees. HRM is the helping in the decreased the
employees turnover and hiring of the right person on the right job in the company. The purpose
of HRM is to helping the motivate to employees for satisfaction of their needs. It is to maintain
the organization environment. It is to maintain the better human relation in the company. So that
employees are better working in their company (Bratton and Gold, 2017.).
It is to provide the opportunities with the people for growth and development through
giving the training. HRM is the planning of the strategies for company's growth and
development. By the HRM, employees are earning the rewards for their better performance in
the company. It is to helping the employees for compete the people as well. HRM is the
management of human resources, employees relation, performance appraisals, performance
management, compensation, rewards, motivation, training, development, recruitment, selection
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of employees and employers in the ASDA. The purpose of HRM is to maintain and analysing the
HR policies and practices in the company (Brewster, 2017.).
(B) Function of HRM:
The main function of HRM is management, operation and advisory function in the
organization.
Management Function :
The main function of management is planning, controlling, directing and organising of
the policies and procedures of the Human resources. Such as:
Planning: It is the main function of human resources management in the organization. It
is to helping to maintain the policies and procedures of the human resources. Planning of training
and development of employees, recruitment and selection process of the organization.
Controlling: It is also main function of HRM. After the planning of HR policies and
procedures than it is important for controlling them. Controlling of recruitment and selection
process, employees training and development, employees motivation policies and other policies
related to HRM is to controlled.
Directing: Planning and controlling of HR, than after directing is must in the HR policies
and procedures. In the training and development, direction of HR policies is to proper manner so
that it is easy to understand for employees (Caligiuri, 2014).
Organising: Organising is the function of HRM, to helping the training and development
programmes, recruitment and selection process and other policies related to the organization.
Operation Function
The main function of operation is to training and development, industrial relations ,
motivation, maintenance, personnel records and working conditions.
Working Conditions: In the operation function includes analysing the working condition
of the employees. It is to implement the conditions of working employees in the ASDA.
Personnel Records: It is also the function of operations, is to maintain the records of
employees and employers working in the company.
Advisor Function:
In the advisor function includes top management and departments heads of the company.
Such as:
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Top Management/ department heads: It is main part of the organization. Top
management is to appointed all the departments managers so that department managers are
handles all the department.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
(A) Different methods of recruitment and selection methods:
In the ASDA, there are adopting various methods of recruitment and selection of the
employees in their organization (Cascio,2018.).
Recruitment Methods:
There are two types of recruitment methods such as internal methods and external
methods adopting by the organization.
Internal Methods: In this methods, recruitment process is to operated by the internal
sources of the company. It includes promotions, transfers, employee referrals and job posting.
Promotions: It is the process of shifting the job of employee lower level to higher level.
In the promotion methods employees having more responsibilities, more facilities and more
status in the organization.
Transfers: It is the process of changing the employees one place to another place. It is
internal source of recruitment process. It is also the process of changing of employees one
department to another department (Farndale, Brewster and Poutsma, 2014).
Employees Referrals: It is the process of recruitment through employees references. It is
also the internal method of recruitment in the organization. It is easy methods of recruitment of
employees because it is cost effective and saving the time.
Job Posting: It is the process of employees who are already working within organization
for applying the vacant positions in the organization.
External Methods: In this methods, includes employees exchanges, advertisement,
campus recruitment and employment agencies.
Employees Exchanges: It is external source and methods of recruitment. It is the
government entity where unskilled, skilled and semi- skilled workers are the applying the job
vacancies.
Advertisement: It is external sources of recruitment. It is the most popular ways to
knowing about the job vacancies. Using the print and electronic media for the advertisement.
Candidates are using the advertisement methods for knowing the job vacancies (Furnham, 2017).
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`Employment Agencies: It is also the external sources and methods of recruitment. It is
provides the sources of unskilled, semi-skilled and skilled employment requirement of the
organization.
Selection Methods :
It is the process of select the individual candidate for the job according to their
qualifications, skills ,and knowledge in the organization. Selection methods includes application
forms, interviews, aptitude test and personality test.
Application Forms: It is method of select the candidate for the job profiles. It means that
all the information in written includes qualification, past and present experiences and other
information related to the person (Glaister and et.al., 2018).
Interviews: It is the methods of selecting the candidates after completing the application
form. It is the methods for exchange the information between the candidates and interviewer.
Aptitude test: In this methods, using the knowing the skills, abilities and knowledge in
the candidates. It is the ways to knowing the skills and knowledge related to the job profile.
Personality Test: Through the test, know about their communication skills and
interpersonal skill.
(B) Advantages and Limitations of Recruitment and Selection Methods :
There are many advantages and limitation of the recruitment and selection methods
which is used in the ASDA.
Advantages of Recruitment and Selection Methods:
Some of the methods are using in the organization for recruitment and selection of the
employees. There are many advantages of these methods.
 Internal sources of recruitment methods are easy, simple and spent on the low cost. In
this methods, promotions, transfers, and employees exchanges included so that it is no
needs to any of the training of the employees (Jamali, El Dirani and Harwood, 2015.).
 External sources of recruitment methods are difficult and spending on the huge amount of
money. In this methods, advertisement, employment agencies are included, but it is
encourages the job seekers for new opportunities.
 In the selection process, it is to easy to knowing about the candidate's qualification, skills
and knowledge related job profiles.
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Limitation of Recruitment and Selection Methods:
 It is difficult for the new candidates for job vacancies in the organization, because in this
methods includes candidates are the existing employees in the organization.
 In external methods, spending the huge amount of money and time by the organization.
 Selection process of employees is very long and in this methods spending the time for
selecting the best candidate (Mishra, Lama and Pal, 2016).
LO2
P3 Explain the benefits of different HRM practices within an organization for both the employers
and employees
(A) Recruitment and Selection as HR practices :
There are many methods of recruitment and selection used in the ASDA. The company is
used the internal methods of recruitment. In the internal recruitment they are used the job posting
or internal advertisement in the organization.
Job Posting: ASDA is using the job posting in the recruitment methods through the
internal sources of the organization. Job posting is the process of all the employees working with
in the organization applying the job positions. In this methods, it provides coordinate the
opportunities to all the employees in their organization. For the recruitment process, it is saving
the cost and time. Job posting is to helping of the current employees for better job position on the
current job in the organization (Sarma, 2017). Job posting is operated by the employers of the
organization. It is also known as advertisement jobs. So that it is used in the advertisement either
print media or electronic media. Job posting is to describes in the job description and job
specification in the organization. In this process, existing employees are applying in the job
vacancies of the positions in the organization. ASDA is used the jobs advertisement on their
website. The company is used the selection methods, application form, aptitude tests and
interviews.
(B) Positive effects of recruitment and selection methods on the employers and employees:
ASDA is using the internal methods of recruitment for their employees. This methods is
useful for the employees for better position and useful for the employers as well in the
organization. The selection methods is useful for both employers and employees as well. It is
useful for measuring the existing employees in the organization. On this methods, positive
effects on the existing employees for working in the organization (Shantz and et.al., 2016). From
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this methods, employers are achieving the organizational goals and objectives. Using this
methods of recruitment and selection, it is the useful for both the employers and employees to
better performance in the ASDA.
P4Explain the effectiveness of the HRM practices in term of raising organizational profit and
productivity
Recruitment and Selection is the HRM practices in the organization. ASDA is used
internal methods of recruitment and selection of the employees, but these HRM practices is more
effectiveness of the organizational profits and their productivity. If the managers are providing
better training and development of the employees so that is its helping the raising the profits and
productivity of the organization. Managers are better leads and motivates their employees for
better performing in the company (Tzabbar, Tzafrir and Baruch, 2017). They can also managed
the compensation, salary, bonus according to their performance in the company. HRM practices
includes the managing HR policies and procedures, employees relations, proper utilization of
human resources and work force analysis in the organization. If the utilization of all the HRM
practices by the HR manager so that it is easy to increasing the profitability and productivity of
the organization.
LO3
P 5 IMPORTANCE OF EMPLOYEE RELATION IN RESPECT TO INFLUENCING HRM
DECISION MAKING-
 WORKS BECOME EASY – Human resource plan to develop management activities
and effectiveness of organization objective, one of employee relation influencing human
resources point is working with the help of other employees. It become easy to finish
works and complete goals on time. ASDA organization HRM is focused on working
together by developing effective employee relation . It helps to provide more working
with helping nature of employee. Easy way of working in ASDA is to find employee
with good nature and help with it works become easy (Jamali, El Dirani and
Harwood,2015).
 REDUCTION IN CONFLICT – For better organization it is important that
environment of organization will be non-conflict. Conflict in organization reduces image
in front of employees and creates non profitability environments . Reduction in conflict
in ASDA , employees motivate each other so that will help to increasing working abilities
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and reducing in conflict in organization . Reduction in conflict are usefully for profitably
and creating new benchmarks for organization in HRM it is importance for every
organization.
 EMPLOYEE TURNOVER REDUCTION – ASDA human resource management
gifves employee rewards and achievement because its important to reduced employee
turnover . it helps employee to motivate for future working abilities and achievements of
employee emotions will keep his ability in fronts of other .for betterment of organization
HRM have developed effective and various award and achievement procedures.
Dedicated employee always works for achievement by understanding things. Employee
reduction effects that organization manpower reduction and profitability is down (Sarma,
2017).
 INCREASING MOTIVATION – ASDA HRM also follows various motivation
technique for motivating employees that how they increase motivates for employees . If
a employee have good command on working HRM understanding to do with the help of
motivation techniques, gives employees confidence for better work. With the help of
increasing motivation techniques employee boost his confidence .
 REDUCTION IN ABSENTEEISM – Reduction in absenteeism of any organization is
to creating profitably. In ASDA it reduces employment absenteeism with the help of new
policy for betterment of employees . Result that employee focused on his working
without any quarries of his work. ASDA follows loss of pay policies , this policy is very
usefully for other organization it help to keep focused and seriousness of work. For
reduction in absenteeism it helps to generating profitable opportunist and creating new
benchmark in global industries .
P6 Key elements of employment legislation and the impact on HRM decision making
There are various laws of human resources in an organization. These laws are impact on
the HRM practices and organization as well. These are also effecting the decision making in the
HRM. Laws are includes such as
The Civil Rights Act 1973: This act is prohibits on discrimination of employees on the
basis of colour, religion and national origin. In this Act, 15 or more employees working on the
payroll apply for them. If the employers are hiring of the peoples according to their colour, face
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and religion so that it is the bad impact on the organization. It is not right of the employer for
behaving like that from the employees in the organization (HRM Laws and regulation, 2016.).
The Fair Labour Standards Act 1938: This act is used of minimum wages, child labour
and keeping the requirement of records. It used to managed the relation of the business and
human resources management. It is used for providing internet by the US department of labour.
The Equal Pay Act 1963: Some companies are paying the wages on basis of gender for
employees on the different level so that this act applied for those companies which are the illegal
for company and these are impact on decision making.
The Family Medical Act 1993: This act applied on those companies where as employees
are taking the leave foe their children care, spouse care and when they are returns on the job on
same positions and taking the same salary in the organization. So that this act may be impact on
the decision making of organization.
Occupational Safety and Health Care Act 1970: This act described the healthy and safety
standards in the organization (Zibarras and Coan, 2015).
LO4
P7 Give an application of HRM practices application related to work
There are many application of the HRM practices which are using for helping the
management of the human resources in the ASDA. Such as applications:
Zoho Recruit: It is the application of the HRM practices used in the organization. It is
using the human resources staffing and tracking the quick training in the organization. It is the
tracking system which is used in HR practices.
Zoom Shift: It is application for tracking the time slots of the employees. It is helping the
saving of the time for scheduling the employees working hours in the organization.
Wave Payroll: It is also application for using in the HRM practices. It is application of
online payroll and its solution in the organization (Tzabbar, Tzafrir and Baruch,2017).
CONCLUSION
From the above report it discus that ASAD organization HRM impact on employee
relation. With the help of this points that working easy way of employ reduction in confit for
betterment and creating employee reduction turnover for the purpose of organization
profitability . Increasing motivation helps to betterment of organization , and key elements of
employment legislation and how they impacted for decision making in HR relates to data
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protection for the creating desirability and normal employment have same authority , disable
discrimination decide in organization improve his qua ties for creating equalities.
REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM practices
designed to improve knowledge transfer within MNCs. Journal of International Business
Studies. 45(1). pp.63-72.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Farndale, E., Brewster, C. and Poutsma, E., 2014. Coordinated vs. liberal market HRM: the
impact of institutionalization on multinational firms. In International human resource
management (pp. 20-39). Routledge.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention, p.202.
Glaister, A.J. and et.al., 2018. HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management
Journal. 28(1). pp.148-166.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Mishra, S.N., Lama, D.R. and Pal, Y., 2016. Human Resource Predictive Analytics (HRPA) for
HR Management in Organizations. International Journal of Scientific & Technology
Research. 5(5). pp.33-35.
Sarma, J., 2017. Recruitment And Selection In Assam Carbon Products Limited. Deliberative
Research. 35(1). pp.27-32.
Shantz, A. and et.al., 2016. The effect of HRM attributions on emotional exhaustion and the
mediating roles of job involvement and work overload. Human Resource Management
Journal. 26(2). pp.172-191.
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Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review. 27(1). pp.134-148.
Zibarras, L.D. and Coan, P., 2015. HRM practices used to promote pro-environmental behavior:
a UK survey. The International Journal of Human Resource Management. 26(16).
pp.2121-2142.
ONLINE
HRM Laws and regulation, 2016.[Online]. Available through :
<https://www.cliffsnotes.com/study-guides/principles-of-management/staffing-and-
human-resource-management/hr-management-laws-and-regulations>
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