Human Resource Management Report: ASDA, Unit 3 Analysis

This report delves into the Human Resource Management (HRM) practices of ASDA, a major retail company. It begins with an introduction to ASDA, outlining its mission, purpose, and objectives. The report then examines the purpose and key functions of HR within the organization, including recruitment, selection, performance management, and conflict management. It analyzes various HRM approaches, such as internal and external recruitment, and different selection methods, evaluating their advantages and disadvantages. The report further explores the benefits of specific HRM practices like workforce planning, training and development, performance management, and reward systems, assessing their impact on organizational productivity and profits. Case study examples illustrate the practical application of these practices. The second part of the report provides a job description and person specification for a marketing manager role within ASDA and includes a sample job offer letter. It evaluates employee relations, employee engagement strategies, and the key aspects of employment legislation, assessing their influence on HRM decision-making. The report concludes with a summary of the key findings and their implications for ASDA's HRM strategies.

UNIT 3 - HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Introduction to chosen organization............................................................................................3
Purpose of HR function...............................................................................................................3
Approach to HRM practice.........................................................................................................4
Inclusion of case study examples................................................................................................8
PART 2............................................................................................................................................8
Job description for position of marketing manager.....................................................................8
Person specification....................................................................................................................9
Job offer letter...........................................................................................................................10
Evaluation of process and rationale for conducting appropriate HR practices.........................10
Approach and effectiveness of employee relation and employee engagement.........................10
Key aspect of employment legislation......................................................................................11
Evaluation of employee relation and employment legislation towards inform decision making
...................................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management (HRM) refers to a practice through which company
manages its employees. It involves different practices like recruitment, selection, training,
performance management, exit interview and all other activities related to the management of
people. The present report is based on ASDA which deals in retail products or services. The
current study will provide deeper insight about company’s mission, purpose and objectives.
Further, it will shed light on the purpose as well as HR functions along with different HRM
practices and its effectiveness. Further, the study will highlight job description and person
specification relating to post of marketing manager. In the end the report will outline different
employment legislation and its impact over HRM decision making.
PART 1
Introduction to chosen organization
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.
Purpose of 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 there
is any conflict among employees then the HR is responsible in solving that issue.
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.
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).
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
preference is given to people
or candidate who are new to
company and does not have
any previous link with
company.
Having a larger option to
select from is the major
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.
Longer process is the major
drawback of this 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
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

test relating to measurement of
ability is used like general
intelligence, numerical ability,
clerical and many other.
emotional stability of person
(Kim and et.al., 2019).
Benefits of different HRM practices
In ASDA there are different approaches or HRM practices which are being followed and
discussed below-
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 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.
Training and development- 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.
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.

Performance management- this 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.
Effectiveness of various HRM practices in raising organizational productivity and profits

All the above discussed HRM practise are effective in increases organizational profit and
productivity. The reason underlying this fact is that when ASDA will undertake use of all these
HRM practices then this will result in improvement in performance of employees. As a result of
this when employee will work in effective manner then this will automatically increase
productivity and profits of company. In case of ASDA they plan their workforce requirement in
such a manner a that they know what is their actual requirement of employees and of which
qualifications (Yong and et.al., 2020). Hence, when ASDA undertakes all the HRM practices in
required manner then this will assist engagement of employees in business. In addition to this
when employees will be more engaged within working of company then this will improve
overall productivity of company and eventually will improve the productivity of company.
Inclusion of case study examples
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.
PART 2
Job description for position of marketing manager
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.

Person specification
Job title Marketing manager
Job location UK
Job role Responsible for development of marketing strategies for
promotion of company in highly competitive market.
Responsibility and duties  Deciding for methods or techniques through which
marketing can be undertaken in effective and
efficient manner.
 Overseeing marketing campaign
 Negotiating with third parties and other marketing
agencies
 Managing and looking after budget of marketing
activities
 Continuous researching relating to current market
trend
 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  Communication and interpersonal skills
 Creativity
 Innovation
 Influencing and negotiation skills
 Numeracy skill
 Motivation
 Team work
 Time management
Job offer letter
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.
Evaluation of process and 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).
Approach and effectiveness of employee relation and employee engagement
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:
 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.

 Improve trust and confidence: Good employee relationship helps ASDA in building
trust and confidence among employees. Mainly trust and confidence depends on the
way of employer’s communication but this require same efforts from both the sides. For
improving employee’s relation ASDA also appoint a relations manager.
 Helps in decision making: For taking correct decisions sometimes employers need
advice from employees as well. However, they only take right decision when good
relationship lies between employer and employees. The organisation may be a happy
place if employees work together as a family. So good employee relationship helps
ASDA in decision making process.
Key aspect of employment legislation
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 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.

Evaluation of employee relation and employment legislation towards inform decision making
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.
CONCLUSION
From the above report it is concluded that human resource management is the practice of
managing people, and providing training and compensation, developing policies, processing
payroll and many more. The major purpose and scope discussed in the report was filling the
vacant position in the company. moreover, he major functions of HRM was recruitment,
selection, performance management and others. In addition to this approaches of recruitment
were internal and external and approaches of selection was personal interview and ability and
aptitude test. Further the present report discussed about benefits of various HRM practices like
work force planning, training and development, reward system and others. Furthermore, report
was analysing the importance of employee’s relationship which helps in decision making,
building trust and confidence of employees. The current study was also identified different
employment legislations such as the Employment Rights Act, Sex Discrimination Act and many
more. At last the report highlighted the job description and person specification for post of
marketing management.